Disciplinary Notation Sample Clauses

Disciplinary Notation. (a) A disciplinary notation on an employee's file will be reviewed within twelve
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Disciplinary Notation. It was agreed during negotiations that excepting innocent absenteeism, the Company shall remove from any employee's record any disciplinary notation after twelve (12) months provided that during that time the employee does not receive further discipline. STUDENTS Students during the summer vacation period may perform work in the job classification of Janitors but will not do so in a manner that impacts on any employee's regular hours of work or overtime opportunities for employees within the Janitor classification or those that are on the spare call in list. Students shall not be given overtime opportunities save and except where all eligible employees have declined that work. students will receive safety training and will not be assigned any work in the Janitor classification which they are not able to perform safely. TRADES CLASSIFICATIONS It was agreed during negotiations that persons identified in the following classifications in Schedule A will spend most of their total work time (90% to of the time over two calendar months) performing work designated to their classification. The balance (if any) will be work the employee can safely perform. Journeyman Electrician Journeyman Millwright Journeyman Heavy Duty Mechanic Journeyman -Welder Journeyman Surface Maintenance Apprentice Trades Electrician Apprentice Trades Millwright Apprentice Trades Heavy Duty Mechanic Apprentice Trades Electrician Apprentice Trades Millwright Apprentice Trades Heavy Duty Mechanic Apprentice Trades Electrician Apprentice Trades Millwright Apprentice Trades Heavy Duty Mechanic Apprentice Trades Electrician Apprentice Trades Millwright Apprentice Trades Heavy Duty Mechanic MAINTENANCE It was agreed during negotiations that entry into the Maintenance trades system will be limited to:
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Disciplinary Notation. No such derogatory notation placed against the record of any employee shall be used for the purpose of taking further disciplinary action against him after a period of twelve (12) months has elapsed, following the issuance of such notice. Upon the elapsed time of twelve (12) months of the first step of progressive discipline any subsequent steps will be dropped back one level ARTICLE
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Disciplinary Notation. Company warning for policy or rule/ regulation violation shall be reduced to writing and distributed, one copy to the Employee, one copy to the Association, one copy to the General Manager, and one in the personnel file. A copy of such notation shall be presented to the Employee within five (5) working days of the offence or knowledge of the offence except if the Employee is absent due to injury, illness, vacation leave or other approved leave of absence . In such case a copy of such notation shall be presented to the Employee within five (5) working days of the Employee’s return to active employment . Progressive disciplinary action for the same or related offence must be taken within twelve (12) months of the most recent violation or the counting of such warning as cause for progressive discipline is lost .
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Disciplinary Notation. Should it be necessary to record a disciplinary notation such as a written reprimand or a disciplinary suspension on an employee's file, a copy of this notation will be provided to the employee(s) in question and Union President or designate. Such notation will be removed from the employee file after 3 years. If however, the employee(s) conduct requires that a subsequent notation be placed on file within the 3-year period all such notations would remain on file for a period of 3 years from the date of the most recent violation. Annually, at the request of the Union, a Company and Union representative will jointly review the status of all current disciplinary notations.
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Disciplinary Notation. It was agreed during negotiations that excepting innocent absenteeism, the Company shall remove from any employee’s record any disciplinary notation after twelve (12) months provided that during that time the employee does not receive further discipline.
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Disciplinary Notation. (a) A disciplinary notation on an employee’s file will be reviewed within twelve (12) months from the date on which the notation was so recorded. Provided there has not been a recurrence of the circumstances giving rise to the disciplinary notation during this twelve
Sample 1
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Disciplinary Notation. All letters of warning, criticism and reprimand will be removed from employee’s file after 18 months provided no further infractions have occurred within this period. All letters relating to suspensions will be removed after five years if no further infractions have occurred within this period. All employees covered by this Agreement shall have access to his/her personnel file upon request.
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Related to Disciplinary Notation

  • Disciplinary Notice Each employee shall receive a copy of any formal disciplinary notice that is to be placed in his/her personnel file. With the consent of the employee concerned, notification shall be given to the Local Union that a disciplinary notice is being served on the employee.

  • DISCIPLINE PROCEDURES The discipline procedure may be initiated only within twenty (20) Days of the date the President or Vice-President (Academic and Research) knew, or ought reasonably to have known, of the occurrence of the matter giving rise to discipline. The Employer shall have the right to request, in writing to the Union, an extension of ten (10) Days. The Union shall not unreasonably reject the Employer’s request.

  • Disciplinary Hearing In the event the Union disagrees with the disciplinary action, the Union may appeal the matter to the Town Supervisor. The appeal must be submitted, in writing, within seven calendar days from receiving the Notice of Discipline. Within seven calendar days after receiving the appeal, the Town Supervisor shall meet with the disciplined employee and the designated representative of the Union. Within seven calendar days after said meeting, the Town Supervisor shall issue a written response, which shall be given to the designated representative of the Union.

  • Disciplinary a. Details of any active restoring efficiency case for reasons of performance

  • Disciplinary Procedures The employing authority should ensure that all employees are aware of the disciplinary rules and procedures that apply. All employees should also be aware to whom they can apply if they are dissatisfied with any disciplinary decision. These procedures should accord with legal requirements and with the ACAS Code of Practice and guidance.

  • Discipline Records An employee who goes for a period of twenty-four (24) working months without any disciplinary action shall be considered to have a clear record for the purpose of substantiating future disciplinary action or for use in arbitration hearings. At the written request of an employee, any report in his/her personnel file, excluding assessments or observations, that may be considered or construed by the employee to be reprimanding, disciplinary or derogatory will be placed in an envelope and labeled “not relevant for disciplinary purposes” and returned to the personnel file. This would be done only after two consecutive years (24 months) with no disciplinary action. Any record of disciplinary action or derogatory report which has been in the file longer than two years, or any reference in the file to an incident that occurred more than two years ago, may not be used as evidence or testimony against the employee. Cases of disciplinary action which was the result of moral turpitude (gross violation of standards of moral conduct, vileness—an act involving moral turpitude is considered intentionally evil, making the act a crime) or a pattern of allegations of child endangerment that results in disciplinary action by the district are exempted from the two year moratorium.

  • DISCIPLINARY AND GRIEVANCE PROCEDURES 16.1 The Employee is subject to the Company's disciplinary and grievance procedures, copies of which are available from the Group HR Manager. These procedures do not form part of the Employee's contract of employment.

  • Disciplinary Investigations An employee who is the subject of a disciplinary investigation shall be informed in writing when the investigation is complete and of the determination of the investigation.

  • Disciplinary Grievance If a grievance alleging that a disciplinary action (reduction in base pay, demotion, involuntary transfer of more than 50 miles by highway, suspension, or dismissal) was taken without cause is not resolved at Step 2, the PBA may appeal the grievance to arbitration within 15 days after receipt of the decision at Step 2, provided the Step 2 decision is received on or before the due date.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

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