DEPARTMENT RECORD Sample Clauses
The Department Record clause defines the official documentation and records maintained by a specific department within an organization. It typically outlines what types of information are included in these records, such as correspondence, reports, or transaction logs, and may specify how these records are to be stored, accessed, or updated. This clause ensures that there is a clear and authoritative source of information for departmental activities, which helps maintain accountability and supports compliance with internal policies or legal requirements.
DEPARTMENT RECORD. The Promotional Board shall appraise the entire Department Record of candidates for promotion. This record or history of promotional candidates on the department will be used by the Promotional Board to determine the members’ progress during their service. This record will show any commendations or adverse reports which might show in the members’ personal character or qualities something that could reflect on their ability and value as officers.
DEPARTMENT RECORD. Each Department Head shall keep complete and detailed records as to the attendance and pay status of each employee. Employees will not be required to report regular work days except to the extent required by a grant. Their time will default to eighty (80) hours unless there is a deduction from a leave bank or absence without pay for a full day absence, or partial day protected leave absences, or the employee needs to report mileage reimbursement. For such employees, the daily record in a paid status shall be kept with no entry except for annual leave, compensatory time off, vacation, holiday, sick leave, leave of absence, absence without pay and like items (e.g. jury duty, bereavement, etc.).
DEPARTMENT RECORD. Each department head shall keep complete and detailed records as to the attendance and pay status of each employee. This shall include actual hours of overtime work for each employee in each work week, with justification in each case, and shall also include compensatory time off. The daily record for an employee in a normal paid working status may be kept on a negative basis, that is, with no entry except for overtime, compensatory time off, sick leave, vacation, leave of absence and like items. The initial record, any secondary records, such as a summary of the work week or of the pay period, or other compilation from the initial record, and the departmental copy of the attendance report for each pay period together with any subsequent correcting reports, shall be preserved and retained in a condition to be audited for the three most recent full fiscal years, and thereafter until any official inquiry concerning the same has been finally concluded.
DEPARTMENT RECORD. Each Department Head shall keep complete and detailed records as to the attendance and pay status of each employee. Exempt attorneys (except those working under a grant) will not be required to report regular work days. Their time will default to eighty (80) hours unless there is a deduction from a leave bank for a full day absence, or partial day protected leave absences, or the employee needs to report mileage reimbursement. For such employees, the daily record in a paid status shall be kept on a negative basis, that is, with no entry except for annual leave, compensatory time off,
DEPARTMENT RECORD. The Department Record shall consist of three (3) parts with a total score of twenty-five (25) points.
DEPARTMENT RECORD. When a supervisor enters a derogatory notation in an employee's Department Record, the employee shall be given; the opportunity to read and initial the entry, and a copy of their Record. When the employee is not given the opportunity to read and initial the entry promptly, it shall be deleted from the employee's record. Prior to entering a derogatory notation in the employee’s Record, the supervisor shall give the employee the opportunity “to tell their side of the story”. The employee may submit a written rebuttal. Before Progressive Discipline is entered in an employee's Department Record, the employee shall be given a copy of the Discipline at the time of administration. The employee may refer the matter to the Union for handling if they feel the Discipline is unfounded or not justified. Progressive Discipline placed in an employee's Department Record shall be removed if no additional Discipline is given, as a matter of record, over a subsequent twelve (12) month period. The Union has the right to request any pertinent information.