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. 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. 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. 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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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. 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
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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 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. 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 It was agreed during negotiations that entry into the Maintenance trades system will be limited to:
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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
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Related to Disciplinary Notation

  • DISCIPLINE PROCEDURES The Employer agrees to provide the employee with written notification of a disciplinary document that is to be made a part of the employee’s personnel file. In instances where the Employer desires to conduct an investigatory interview with an employee, the employee shall be entitled upon request to have an Association representative present at the interview. A copy of all disciplinary actions involving suspension or discharge will also be provided to the Association, unless the employee requests that the matter be kept confidential.

  • 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.

  • 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. 16.2 If the Employee wants to raise a grievance, he may apply in writing to the CEO in accordance with the Company's grievance procedure. 16.3 If the Employee wishes to appeal against a disciplinary decision, he may apply in writing to the CEO in accordance with the Company's disciplinary procedure. 16.4 The Company may suspend the Employee from any or all of his duties for no longer than is necessary to investigate any disciplinary matter involving the Employee or so long as is otherwise reasonable while any disciplinary procedure against the Employee is outstanding. 16.5 During any period of suspension: a) the Employee shall continue to receive his basic salary and all contractual benefits in the usual way and subject to the terms of any benefit arrangement; b) the Employee shall remain an employee of the Company and bound by the terms of this agreement; c) the Employee shall ensure that the CEO knows where he will be and how he can be contacted during each working day (except during any periods taken as holiday in the usual way); d) the Company may exclude the Employee from his place of work or any other premises of the Company; and e) the Company may require the Employee not to contact or deal with (or attempt to contact or deal with) any officer, employee, consultant, client, customer, supplier, agent, distributor, shareholder, adviser or other business contact of the Company.

  • Contractor and Employee Security Precautions The security aspects of working at the Correctional Facility are critical. The following security precautions are part of the site conditions and are a part of this Contract. All persons coming on the site in any way connected with this Work shall be made aware of them, and it is the (General) Contractor’s responsibility to check and enforce them.

  • 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.

  • Disciplinary Information There are no legal or disciplinary events to disclose in response to this item.

  • Appropriate Safeguards BA shall implement appropriate safeguards to prevent the use or disclosure of Protected Information other than as permitted by the Contract or Addendum, including, but not limited to, administrative, physical and technical safeguards in accordance with the Security Rule, including, but not limited to, 45 C.F.R. Sections 164.308, 164.310, and 164.312. [45 C.F.R. Section 164.504(e)(2)(ii)(B); 45 C.F.R. Section 164.308(b)]. BA shall comply with the policies and procedures and documentation requirements of the Security rule, including, but not limited to, 45 C.F.R. Section 164.316 [42 U.S.C. Section 17931].

  • Disciplinary Records Any disciplinary records, as well as letters of instruction or expectation, shall be removed from an employee's file after eighteen (18) months from the date of the offence, provided that there have been no similar warnings in that period, in which event the time for the application of this section shall be counted from the date of the succeeding warning. Absences of two (2) or more consecutive months will extend this period by the duration of the absence. It is understood that disciplinary records include any written records of verbal warnings, written warnings and letters of suspension.

  • Grievance Procedures The AGENCY agrees to establish a formal written grievance process with procedures through which clients and recipients of services may present grievances to the governing authority of the AGENCY regarding services being provided under this Contract. Additionally, the AGENCY agrees to establish fair hearing procedures that ensure all persons will be advised of their rights to a fair hearing to appeal a denial or exclusion from services and/or the failure of staff to take into account the individual’s choice of service. The AGENCY’S internal grievance procedure must document and include, at a minimum, the following: date of grievance, a written response to the applicant sent within thirty (30) days, and the opportunity for the applicant to meet with the AGENCY Executive Director or designee. Upon request by the COUNTY, the AGENCY shall provide a written report as to the grievance outcome within five (5) normal COUNTY working days. The AGENCY will maintain these documents on file for review by the COUNTY.

  • Disciplinary Grievances If the grievance is not resolved at Step 2, the Union may file a request for mediation with the Public Employment Relations Commission (PERC) in accordance with WAC 000-00-000, with a copy to the Office of Financial Management/SHR/Labor Relations Section (OFM/SHR/LRS) and the Human Resources Office within fifteen (15) days of receipt of the Step 2 decision. In addition to all other filing requirements, the request must include a copy of the grievance and all previous responses.

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