- Disciplinary Action Records. A written record of all disciplinary actions within the meaning of this article, excluding oral reprimands, shall be provided to the involved employee(s) and may be entered into the employee’s personnel record. Investigations into conduct which do not result in disciplinary action, however, shall not be entered into the employee's personnel record. When a disciplinary action more severe than a written reprimand is imposed, the Employer shall notify the employee in writing of the specific reason(s) for such action at the time such action is taken and provide the Union with an informational copy. Written reprimands shall not be relied upon to form the basis for further disciplinary action after two (2) years following the date of the written reprimand.
- Disciplinary Action Records. A written record of all disciplinary actions within the meaning of this article, excluding oral reprimands, shall be provided to the involved employee(s) and may be entered into the employee’s personnel record. Investigations into conduct which do not result in disciplinary action, however, shall not be entered into the employee's personnel record. When a disciplinary action more severe than a written reprimand is imposed, the Employer shall notify the employee in writing of the specific reason(s) for such action at the time such action is taken and provide the Union with an informational copy. Written reprimands shall not be relied upon to form the basis for further disciplinary action after two (2) years following the date of the written reprimand. In addition, an employee may request that a written reprimand be removed from their personnel file and destroyed once during the term of their employment with the Employer, provided that three (3) years have passed from the date the written reprimand was issued and there have been no subsequent discipline. Upon such a request, the matter shall be removed to a “disputed information” file kept by the Human Resources department for destruction processing. The right to have a written reprimand removed and destroyed will not exist where the underlying infraction that caused the discipline was the violation of another individual’s civil rights; e.g. sexual harassment, race discrimination, gender discrimination. Such matters will remain as an active file in the employee’s official personnel file.
- Disciplinary Action Records. A written record of all disciplinary actions within the meaning of this article shall be provided to the involved employee(s) and will be entered into the employee’s personnel record. Investigations into conduct which do not result in disciplinary action, however, shall not be entered into the employee’s personnel record. The disciplined employee shall be entitled to submit a written response to be included in the employee’s personnel record.
- Disciplinary Action Records. A written record of all disciplinary actions within the meaning of this article, excluding oral reprimands, shall be provided to the involved employee(s) and may be entered into the employee’s personnel record. Investigations into conduct which do not result in disciplinary action, however, shall not be entered into the employee's personnel record. When a disciplinary action more severe than a written reprimand is imposed, the Employer shall notify the employee in writing of the specific reason(s) for such action at the time such action is taken and provide the Association with an informational copy. In addition, an employee may request that a written reprimand be removed from their personnel file and destroyed once during the term of their employment with the Employer provided that three (3) years have passed from the date that the written reprimand was issued and there has been no subsequent discipline. Upon such request, the matter shall be removed to a “disputed information” file kept by the Human Resources department for destruction processing. The right to have a written reprimand removed and destroyed will not exist where the underlying infraction that caused the discipline was the violation of another individual’s civil rights, e.g., sexual harassment, race discrimination, gender discrimination. Such matters will remain as an active file in the employee’s personnel file. Written reprimands shall not be relied upon to form the basis for further disciplinary action after two (2) years following the date of the written reprimand.
- Disciplinary Action Records. An employee's disciplinary action record for a type of infraction that has not reoccurred within a nine (9) month period will not be considered for purposes of determining future disciplinary action. Suspensions will remain in force on the employee's record for twelve (12) months at which time it shall be considered null and void for purposes of escalating further disciplinary action.
- Disciplinary Action Records. All disciplinary action will be recorded in writing, and the record thereof shall be recorded in the official fire department personnel file of affected employee(s) in compliance with applicable records retention guidelines. A copy of all letters of discipline and follow-up letters will be placed in the employee's official fire department personnel file.
- Disciplinary Action Records. All disciplinary action will be recorded in writing, and the record thereof shall be recorded in the official fire department personnel file of affected employee(s) in compliance with applicable records retention guidelines. A copy of all letters of discipline and follow-up letters will be placed in the employee's official fire department personnel file. Oral Warnings and Written reprimands will not be considered as a basis for further disciplinary action after eighteen (18) months from the date of the discipline. This exclusion does not apply when the offense of the reprimand involves harassment or workplace violence.
- Disciplinary Action Records. Records document dismissal, suspension, progressive disciplinary measures, and other actions against employees. May include statements, investigative records, interview and hearing records, findings, and related records. May be filed with Employee Personnel Records. (Minimum retention: (a) Investigations resulting in termination, retain 10 years after employee separation; (b) Investigations resulting in disciplinary action or exoneration, retain 3 years after resolution; (c) Unfounded investigations, retain 3 years).
- Disciplinary Action Records. 9Section 5.06 ‑ Disciplined Employee's Response 10Section 5.07 ‑ Union Representation
- Disciplinary Action Records. A written record of all disciplinary actions within the meaning of this article, excluding oral reprimands, shall be provided to the involved employee(s) and will be entered into the employee's personnel record. Investigations into conduct which do not result in disciplinary action, however, shall not be entered into the employee's personnel record. When a disciplinary action more severe than a written reprimand is imposed, the Employer shall notify the employee in writing of the specific reason(s) for such action at the time such action is taken. Written reprimands shall not be relied upon to form the basis for further disciplinary action after three (3) years following the date of the written reprimand. Employees shall be granted reasonable access to their personnel files for the purpose of examining the contents therein. The City agrees to allow a one-time removal of a written reprimand if no other violations have occurred within a one-year period. Removal will be at the request of the employee.
