Disciplinary Report Sample Clauses

Disciplinary Report. Parents are notified and the staff and parent will agree upon a plan of action.
Sample 1Sample 2Sample 3
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Disciplinary Report. The Employer shall make available to an employee or an Officer of the Union, with the consent of the employee concerned, any report concerning his work which may be on file including particulars of any complaint that may be detrimental to the employee’s advancement or standing with the Employer. An employee shall acknowledge viewing such report or complaint by affixing thereto his signature. Where an employee received a disciplinary report and receives no reports of a similar nature for a period of twelve (1 2) months, such report shall be removed from the employee’s file and shall not thereafter be used against
Sample 1
Disciplinary Report. The Board shall notify an employee of its dissatisfaction in writing and this written reprimand from the appropriate or designate shall become part of the employee's personnel record with a copy forwarded to the Union Business Representative. An employee will receive a copy of any written reprimand or warning letter placed on personnel file with a copy to the Union. Such written reprimand or warning letter shall become a permanent part of the employee's personal work history. However, any incident causing such written reprimand or warning letter over a period of eighteen (18) months will not be used to compound other disciplinary action against the employee.
Sample 1
Disciplinary Report. The Board shall notify an employee of its dissatisfaction in writing and this written reprimand from the appropriate or designate shall become part of the employee’s personnel record with a copy forwarded to the Union Business Representative.
Sample 1
Disciplinary Report. The Employer shall make available to an employee or an Officer of the Union, with the consent of the employee concerned, any report concerning his work which may be on file including particulars of any complaint that may be detrimental to the employee’s advancement or standing with the Employer. An employee shall acknowledge viewing such report or complaint by affixing thereto his signature. Where an employee received a written disciplinary report and receives no further reports of a similar nature for a period of twelve (12) months, such report shall be removed from the employee’s file and shall not thereafter be used against him/her. Where an employee received a disciplinary suspension and receives no further reports of a similar nature for a period of eighteen (18) months, such report shall be removed from the employee’s file and shall not thereafter be used against him/her. In the case of disciplinary action for abuse or neglect of a resident, the report shall be removed from the employee’s file after a period of thirty-six (36) months providing the employee’s file has remained discipline free for such thirty-six (36) month period.
Sample 1
Disciplinary Report. The Employer shall make available to an employee or an Officer of the Union, with the of the employee concerned, any report concerning his work which may be on file including particulars of any complaint that may be detrimental to the employee's advancement or standing with the Employer. An employee shall acknowledge viewing such report or complaint by affixing thereto his signature. Where an employee received a disciplinary report and receives no further reports of a similar nature for a period of twelve (12) months, such report shall be removed from the employee's file and shall not thereafter be used against In the case of disciplinary action for abuse or neglect of a resident, the report shall be removed from the employee's file after a period of thirty-six (36) months providing the employee's file has remained discipline free for such thirty-six (36) month period.
Sample 1

Related to Disciplinary Report

  • Disciplinary Record A Nurse who has been subject to disciplinary action other than suspension may, after twenty-four (24) months of continuous Service from the date the disciplinary measure was invoked, request in writing that the performance file be cleared of any record of the disciplinary action. Such request shall be granted provided the Nurse’s file does not contain any further record of disciplinary action during the twenty-four (24) month period, of which the Nurse is aware. The Employer shall confirm in writing to the Nurse that such action has been effected.

  • Notice of Disciplinary Action The Employer shall advise an Employee in writing of any disciplinary action taken including, but not limited to warning, reprimand, suspension, discharge or termination and the reasons in full for such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice.

  • Separate Grievance File All documents, communications and records dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personnel file of any of the participants.

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • 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 Matters 2.6.1 Prior to the imposition of any disciplinary penalty, the Company shall hold a Disciplinary Interview, which shall replace Step 1 of the grievance process. 2.6.2 The Company shall provide the Union and any employees who may be disciplined three (3) days’ notice of the Interview. 2.6.3 The Interview shall take place between the Company, the Union and the accused individual. 2.6.4 The Company shall set out its allegations and except where the allegations could constitute a criminal offence, the Union or the individual(s) shall set out their version of the events. Minutes, but not a transcript, of the Interview setting out the substance of the discussion shall be taken. 2.6.5 The minutes of the meeting shall be provided to the Union and the accused individual(s) within seven (7) days of the Interview. 2.6.6 The Union and the accused individual(s) shall forward a written reply to the minutes, if any, within seven (7) days of receipt of the minutes. 2.6.7 Should the Company choose to impose discipline, the Union has ten (10) days to file a grievance commencing at Step 2. 2.6.8 Nothing in the disciplinary interview process is intended to interfere with the Company’s right to investigate matters.

  • Disciplinary Action (A) An employee who has attained permanent status in his current position may be disciplined only for cause. (B) An employee who has not attained permanent status in his current position shall not have access to the grievance procedure in Article 6 when disciplined. (C) Each employee shall be furnished a copy of all disciplinary actions placed in his official personnel file and shall be permitted to respond thereto. (D) An employee may request that a PBA Staff Representative be present during any disciplinary investigation meeting in which the employee is being questioned relative to alleged misconduct of the employee, or during a predetermination conference in which suspension or dismissal of the employee is being considered. (E) Letters of counseling or counseling notices are documentation of minor work deficiencies or conduct concerns that are not discipline and are not grievable; however, such documentation may be used by the parties at an administrative hearing involving an employee’s discipline to demonstrate the employee was on notice of the performance deficiencies or conduct concerns. (F) If filed within 21 calendar days following the date of receipt of notice from the DHSMV, by personal delivery or by certified mail, return receipt requested, an employee with permanent status in his current position may appeal a reduction in base pay, involuntary transfer of over 50 miles by highway, suspension, demotion, or dismissal to the Public Employees Relations Commission under the provisions of section 110.227(5) and (6), F.S. In the alternative, such actions may be grieved at Step 2 and processed through the Arbitration Step without review at Step 3, in accordance with the grievance procedure in Article 6 of this Agreement. The DHSMV may have special compensatory leave equal to the length of a disciplinary suspension deducted from an employee’s leave balance in lieu of serving the suspension. An employee may indicate his preference as to whether to serve the suspension or to have special compensatory leave deducted, which preference shall be taken into consideration by the DHSMV in making its decision. If the employee does not have sufficient special compensatory leave, annual leave may be deducted. If there is not sufficient special compensatory or annual leave, the remainder of the period will be leave without pay. Employees from whom leave is deducted will continue to report for duty. The employee’s personnel file will reflect a disciplinary suspension regardless of whether the employee serves the suspension or has leave deducted. (G) Oral reprimands are not grievable. A written reprimand shall be subject to the grievance procedure in Article 6 if the employee has attained permanent status in his current position; the decision is final and binding at Step 2.

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