Common use of - Disciplinary Action Records Clause in Contracts

- 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 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 expunged from their personnel file 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 has been no subsequent discipline. Upon such a request, the matter shall be stamped expunged and placed in a “disputed records” file kept by the Human Resources department. Once expunged, the document will not be available to the general public unless mandated by the Minnesota Government Data Practices Act or court order. The right to have a matter expunged 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 may be entered into the employee’s 's personnel record. Investigations into conduct which do not result in disciplinary action, however, shall not be entered into the employee’s '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 expunged from their personnel file 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 has been no subsequent discipline. Upon such a request, the matter shall be stamped expunged and placed in a “disputed records” file kept by the Human Resources department. Once expunged, the document will not be available to the general public unless mandated by the Minnesota Government Data Practices Act or court order. The right to have a matter expunged will not exist where the underlying infraction that caused the discipline was the violation of another individual’s civil statutory rights; e.g. sexual harassment, race discrimination, gender discrimination. Such matters will remain as an active file in the employee’s official personnel file.