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.
Disciplinary Notice. Where an emergency is deemed to exist, such notice shall be furnished the employee within five (5) working days.
Disciplinary Notice. The employee shall not be suspended, demoted or dismissed unless there is served upon said employee a written notice of the Chancellor’s (or designee’s) recommendation to the Governing Board. The Union shall receive a copy of the disciplinary notice. Such notice shall include the following:
16.3.1 A statement in ordinary and concise language of the specific acts and omissions upon which the proposed action is based.
Disciplinary Notice. No employee covered by this Agreement and employed by the District for more than thirty (30) consecutive work days shall be disciplined, including but not limited to reprimand, suspension with or without pay, withholding compensation, or discharge without:
A. Notice of the reasons; and
B. The right to a Union representative at the employee disciplinary conference. This section is not meant to prevent the Board from taking immediate action for unusual or severe circumstances nor shall this provision pertain to evaluation conferences unless the employee has received an unsatisfactory evaluation and the Board has decided to discipline the employee at that conference.
Disciplinary Notice. This disciplinary notice should be used to document verbal or written warnings given to employees regarding unsatisfactory areas of their job performance, which the employee must correct in order to avoid further disciplinary action, up to and including termination. The notice should be signed by the employee and the employee’s manager or supervisor. An original copy should be kept by the company in the employee’s personnel file and copies should be given to the employee and the employee’s manager or supervisor. This document should be provided to an employee whose job performance is unsatisfactory. The purpose of this PIP is to confirm the company’s expectations for the employee (in as much detail as possible) going forward and to ensure immediate, significant and sustained improvements in the areas described in the document. The goals set forth in the PIP must be reasonable. The PIP should be signed by the employee and the employee’s manager or supervisor. An original PIP should be kept by the company in the employee’s personnel file and copies should be given to the employee and the employee’s manager or supervisor.
Disciplinary Notice. No non-probationary employee covered by this Agreement shall be suspended or discharged without written notice of the reasons for such suspension or discharge. All written discipline, suspensions, or discharges of non-probationary employees shall be for just cause. The District shall notify the Union within forty-eight (48) hours of any written discipline, suspension, or discharges that may be acted upon. Probationary employees may be dismissed without cause during the probationary period.
Disciplinary Notice. The Employer shall advise a nurse in advance if it 6 reasonably believes that a meeting may result in disciplinary action. The 7 nurse will be provided an opportunity to have an Association representative 8 present at the meeting. In the event that an Association representative is not 9 available, a nurse witness will be allowed to be present.
Disciplinary Notice. When the department determines that disciplinary action is appropriate, the employee shall be given written notice thereof with a copy to the Union. The notice shall include:
a. A statement of conduct in question, inadequate performance or other cause for discipline along with a copy of the final investigation including mitigating and exculpatory evidence; and
b. A statement of the disciplinary action to be taken.
Disciplinary Notice. No disciplinary notice which is over two years old may be used against an employee in any disciplinary proceeding.
Disciplinary Notice. Documentation of discipline shall be placed in the employee's personnel file which shall be maintained by the Human Resources Department. No information that reflects critically upon an employee shall be placed in a personnel file without the review and the signature of the employee. The employee’s signature confirms only discussion and presentation of the document to the employee, and does not indicate agreement or disagreement. The employee or the union (with the employee’s signature) has the right to attach a statement of rebuttal to any information placed in the personnel file. No documentation regarding unfounded complaints shall be placed in an employee’s personnel file, used in reviews for promotion, referred to in written performance evaluations, nor relied upon as a basis for discipline or future disciplines.
