Disciplinary Files. Both Parties agree that an Employee's file may contain entries of a disciplinary nature and that such file shall be deemed to be evidence of progressive discipline which may be used in any directly related grievance and arbitration, subject to 9.12.
Disciplinary Files. 9.08.1 Both parties agree that an employee's service file may contain entries of a disciplinary nature and that such files may be used in any directly related grievance and arbitration, subject to Article 9.08.2.
9.08.2 The record of a disciplinary action and matters forming the basis of or raised during such a disciplinary action shall not be referred to or used against an employee after a period of twelve (12) months following such an action, unless another directly related disciplinary action occurs during such a period. In such actions, the earlier action and matters forming the basis of or raised during such action may be referred to or used against an employee for a further twelve (12) months following the subsequent disciplinary action. Any time during which an employee is on total layoff shall not be regarded as part of the twelve- month period(s) specified above.
9.08.3 Failure to grieve previous discipline, suspension or discharge, or to pursue a grievance to arbitration, shall not be considered to be an admission that such discipline, suspension or discharge was for just cause.
Disciplinary Files. 9.08.1 Both parties agree that an Employee's service file may contain entries of a disciplinary nature and that such files shall be deemed to be evidence of progressive discipline which may be used in any directly related grievance and arbitration, subject to 9.08.2.
9.08.2 The record of a disciplinary action and matters forming the basis of or raised during such a disciplinary action shall not be referred to or used against an employee after a period of twelve (12) months following such an action, unless a directly related disciplinary action occurs during such a period. In such actions, the earlier action and matters forming the basis of or raised during such action may be referred to or used against an employee for a further twelve (12) months following the subsequent disciplinary action. Any time during which an Employee is on total layoff shall not be regarded as part of the twelve (12) month period(s) specified above.
9.08.3 Failure to grieve previous discipline, suspension or discharge, or to pursue a grievance to arbitration, shall not be considered to be an admission that such discipline, suspension or discharge was for just cause.
Disciplinary Files. The Board shall not rely on an employee's disciplinary action record two years after the effective date of the disciplinary action provided neither the employee nor the Union claim in any subsequent conference or arbitration that the employee has no prior disciplinary record.
Disciplinary Files. An employee’s file may contain of a disciplinarynature and such files shall be deemed to be evidence of progressive discipline which may be used in any directly related grievance and arbitration. the record of a disciplinary action and matters the basis of or raised during such disciplinary action shall not be referred to or used against an employee after a period of eighteen (18) months following such an action. An Employee shall have the right at any time to have access to and personnel file and shall have the-right to respond in writing to any document contained therein. Such reply shall become part of the permanent record. personnel files be kept in a secure location on the employer’s premises. The employer shall keep all personnel files for a period of not more than twelve (12) months, at which time all files are to be shredded.
Disciplinary Files a) An employee’s file may contain entries of a disciplinary nature and such files shall be deemed to be evidence of the Employer’s implementation of progressive discipline which may be used in any directly related grievance and arbitration.
b) The record of a disciplinary action and matters forming the basis of or raised during such disciplinary action shall not be referred to or used against an employee after a period of twenty-four (24) months following such an action.
c) An Employee shall have the right at any time to have access to and review her/his personnel file and shall have the right to respond in writing to any document contained therein. Such response shall remain on the file for as long as the document remains on the file.
d) All personnel files shall be kept in a secure location on the employer’s premises.
Disciplinary Files. 10.05.1 Both parties agree that an Employee's service file may contain entries of a disciplinary nature.
10.05.2 The record of a disciplinary action and matters forming the basis of or raised during such a disciplinary action shall not be referred to or used against an Employee after a period of twelve months following such an action, unless a directly related disciplinary action occurs during such a period. In such actions, the earlier action and matters forming the basis of or raised during such action may be referred to or used against an Employee for a further twelve months following the subsequent disciplinary action. Any time during which an Employee is on total layoff shall not be regarded as part of the twelve month period(s) specified above.
Disciplinary Files. 10.6.1 Both Parties agree that an Employee´s service file may contain entries of a disciplinary nature.
10.6.2 The record of a disciplinary action and matters forming the basis of or raised during such a disciplinary action shall not be referred to or used against an Employee after a period of twelve (12) months following such an action, unless a directly related disciplinary action occurs during such a period. In such actions, the earlier action and matters forming the basis of or raised during such action may be referred to or used against an Employee for a further twelve (12) months following the subsequent disciplinary action. Any time during which an Employee is on total layoff shall not be regarded as part of the twelve (12) month period(s) specified above.
10.6.3 Notwithstanding Articles 10.3, 10.4.1 and 10.4.2, it is understood that the Employer reserves the right, in extreme circumstances, to suspend an Employee with pay for just cause without having to first issue a Letter of Warning (11.4.2), subject to Articles 8 and 9, 10.4.3 and 10.4.4.
10.6.4 A grievance related to the procedures set forth in this Article, or to any disciplinary action, suspension, or discharge, may proceed to Step One of Article 8.2 within ten (10) business days of the date of notification of the Employer stipulated in Article 10.
Disciplinary Files. (a) An Employee’s employment file may contain entries of a disciplinary nature and such files shall be deemed to be evidence of progressive discipline that may be used in any directly related grievance and arbitration.
(b) The record of a disciplinary action and matters forming the basis of or raised during such a disciplinary action shall not be referred to or used against an employee after a period of twenty-four months following such an action. Any time during which an employee is on layoff shall not be regarded as part of the twenty-four month period specified above.
(c) An Employee shall have the right at any time to have access to and review their personnel file and shall have the right to respond in writing any document contained therein. Such reply shall become part of the permanent record. The Employer may provide a photocopy of the file for the Employee.
(d) All personnel files shall be kept in a secure location on the Employer’s premises.
Disciplinary Files. (a) An Employee's employment file may contain entries of a disciplinary nature and such files shall be deemed to be evidence of progressive discipline which may be used in any directly related grievance and arbitration.
