Clearing of Employee's Record Sample Clauses

Clearing of Employee's Record. Where an employee has gone for one (1) full year since his last disciplinary step, the employee's disciplinary record will be reduced by one (1) step. Where an employee has gone for eighteen (18) months since his last disciplinary step, the employee's disciplinary record will be cleared.
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Clearing of Employee's Record. Written reprimands shall become inactive after one (1) year from the date of the infraction provided that no minor infractions occur in the interim. Step 2 discipline shall become inactive at the expiration of the Step provided that no other infractions occur in the interim.
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Clearing of Employee's Record. Disciplinary action will expire from 25 an employee's work record in accordance with the following schedule: 27 1. ORAL REPRIMANDS - one (1) year from the date of the reprimand. 28 2. WRITTEN REPRIMAND - two (2) years from the date of the reprimand. 29 3. SUSPENSION OF THREE (3) DAYS OR LESS - three (3) years from the date of 30 the suspension. 31 4. SUSPENSION OF FOUR (4) DAYS OR MORE - four (4) years from the date of 32 the suspension. 34
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Clearing of Employee's Record. The Unit Commander may, in his/her sole discretion, clear the employee’s record of the infraction prior to one (1) year.
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Clearing of Employee's Record. Counseling and written reprimands shall become inactive after one (1) year from the date of the infraction provided that no minor infractions occur in the interim. Once a counseling or written reprimand becomes inactive, said files shall be placed in a non- active status and shall not be used for the purpose of promotion, transfers, or future disciplines. Advance Steps in the progressive disciplinary process (Step Two (2) and Three (3)), shall remain in the employee’s file and may be considered for the purpose of promotion, transfers, or future disciplines.
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Clearing of Employee's Record. Any letter of reprimand, suspension or other sanction will be from the record of an employee four months following the receipt of such letter, suspension or other sanction, provided the employee's record has been for such month period.
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Clearing of Employee's Record. Disciplinary action will expire from an employee's work record in accordance with the following schedule: 1. ORAL REPRIMANDS – twelve (12) months from the date of the reprimand.
Sample 1
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Clearing of Employee's Record. Oral Warnings shall be cleared from an employee's record after six (6) months provided that no minor or major infractions occur in the interim. Written warnings shall be cleared from an employee’s record after one (1) year provided that no minor or major infractions occur within the interim. Employees found guilty of minor infractions and placed in the third step of progressive discipline shall have their record cleared if no minor or major infractions occur within an eighteen (18) month period thereafter. Employees found guilty of minor infractions and placed in the fourth step of progressive discipline shall have their record cleared if no minor or major infractions occur within a twenty-four (24) month period thereafter. Major infractions shall be cleared from an employee's record after two (2) years provided that no minor or major infractions occur in the interim. Records of expunged actions may be maintained, but shall not be used as a basis for future disciplinary actions or used as a basis for denial of a transfer, demotion or promotion opportunity.
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Related to Clearing of Employee's Record

  • Notification of Employees A. Written notice of layoff shall be given to an employee or sent by mail to the last known mailing address at least fourteen (14) calendar days prior to the effective date of the layoff. Notices of layoff shall be served on employees personally at work whenever practicable. B. It is the intent of the parties that the number of layoff notices initially issued shall be limited to the number of positions by which the work force is intended to be reduced. Additional notices shall be issued as other employees become subject to layoff as a result of employees exercising reduction rights under Section 5. C. The notice of layoff shall include the reason for the layoff, the proposed effective date of the layoff, the employee's hire date, the employee's layoff points, a list of classes in the employee's occupational series within the layoff unit, the employee's rights under Sections 5. and 6. and the right of the employee to advise the County of any objection to the content of the layoff notice prior to the proposed effective date of the layoff.

  • Public Employees Retirement System “PERS”) Members.

  • Hiring of Employees Company and Shareholders shall cooperate with all requests made by Pentegra for the purpose of allowing Pentegra to hire those non-dentist employees of Company designated by Pentegra, such employment to be effective as of the Closing Date. Notwithstanding the above, Company and Shareholders shall remain liable under any Company Plans for any claims incurred by any employees or their spouses or dependents, and for all compensation, bonuses, benefits and other such items and other liabilities related to Company's employees incurred by Company prior to the Closing Date.

  • Reporting of Total Compensation of Subrecipient Executives 1. Applicability and what to report. Unless you are exempt as provided in paragraph d. of this award term, for each first-tier subrecipient under this award, you shall report the names and total compensation of each of the subrecipient's five most highly compensated executives for the subrecipient's preceding completed fiscal year, if-- i. in the subrecipient's preceding fiscal year, the subrecipient received-- (A) 80 percent or more of its annual gross revenues from Federal procurement contracts (and subcontracts) and Federal financial assistance subject to the Transparency Act, as defined at 2 CFR 170.320 (and subawards); and (B) $25,000,000 or more in annual gross revenues from Federal procurement contracts (and subcontracts), and Federal financial assistance subject to the Transparency Act (and subawards); and ii. The public does not have access to information about the compensation of the executives through periodic reports filed under section 13(a) or 15(d) of the Securities Exchange Act of 1934 (15 U.S.C. 78m(a), 78o(d)) or section 6104 of the Internal Revenue Code of 1986. (To determine if the public has access to the compensation information, see the U.S. Security and Exchange Commission total compensation filings at xxxx://xxx.xxx.xxx/answers/execomp.htm.) 2. Where and when to report. You must report subrecipient executive total compensation described in paragraph c.1. of this award term: i. To the recipient. ii. By the end of the month following the month during which you make the subaward. For example, if a subaward is obligated on any date during the month of October of a given year (i.e., between October 1 and 31), you must report any required compensation information of the subrecipient by November 30 of that year.

  • Termination of Employees Agent may in its discretion stop using any Retained Employee at any time during the Sale, subject to the conditions provided for herein. In the event that Agent desires to cease using any Retained Employee, Agent shall notify Merchant at least seven (7) days prior thereto, so that Merchant may coordinate the termination of such employee; provided, however, that, in the event that Agent determines to cease using an employee “for cause” (which shall consist of dishonesty, fraud or breach of employee duties), the seven (7) day notice period shall not apply, provided further, however, that Agent shall immediately notify Merchant of the basis for such “cause” so that Merchant can arrange for termination of such employee. From and after the date of this Agreement and until the Sale Termination Date, Merchant shall not transfer or dismiss Retained Employees except “for cause” without Agent’s prior consent. Notwithstanding the foregoing, Agent shall not have the right to terminate the actual employment of any Retained Employee, but rather may only cease using such employee in the Sale and paying any Expenses with respect to such employee.

  • Location of Employment The Executive's principal place of business shall continue to be at the Company's headquarters to be located within thirty (30) miles of Doylestown, Pennsylvania; provided, that the Executive acknowledges and agrees that the performance by the Executive of his duties shall require frequent travel including, without limitation, overseas travel from time to time.

  • Compensation of Employees Compensate its employees for services rendered at an hourly rate at least equal to the minimum hourly rate prescribed by any applicable federal or state law or regulation.

  • VERIFICATION OF EMPLOYMENT STATUS The Contractor is required to be registered with the U.S. Department of Homeland Security’s E-Verify system prior to entering into a contract with Orange County. The Contractor shall use the E-Verify system to verify the employment eligibility of all new employees hired by the Contractor during the contract term. The Contractor shall include an express provision in all of its subcontracts requiring subcontractors, who perform work or provide services pursuant to the contract, to use the E-Verify system to verify the employment eligibility of all new employees hired by the subcontractor during the contract term. For more information on this process, please refer to United States Citizenship and Immigration Service site at: xxxx://xxx.xxxxx.xxx/portal/site/uscis. Only those employees determined eligible to work within the United States shall be employed under this contract. By submission of a bid in response to this solicitation, the Contractor affirms that all employees in the above categories shall undergo e-verification before placement on this contract. The Contractor shall commit to comply with this requirement by completing the E-Verification certification, attached to this solicitation. A public employer, contractor, or subcontractor who has a good faith belief that a person or entity with which it is contracting has knowingly violated Section 448.09(1), Florida Statutes is obligated to terminate the contract with the person or entity pursuant to Section 448.095(2)(c)1, Florida Statutes. If Orange County terminates the contract for the foregoing reason, the contractor may not be awarded a public contract for at least one (1) year after the date on which the contract was terminated, and the contractor will be liable for any additional costs incurred by Orange County as a result of the termination of the contract.

  • Verification of Employment Eligibility By executing this Agreement, Consultant verifies that it fully complies with all requirements and restrictions of state and federal law respecting the employment of undocumented aliens, including, but not limited to, the Immigration Reform and Control Act of 1986, as may be amended from time to time, and shall require all subconsultants and sub-subconsultants to comply with the same.

  • Compensation of Employee Employer shall pay Employee, and Employee shall accept from Employer, in full payment for Employee's services hereunder, compensation as follows:

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