Disciplinary Reports. The Employer shall notify an employee of any disciplinary action taken against the employee. Such notice shall be in the form of a written disciplinary report, briefly describing the specific incident or infraction. If requested by the employee or the Employer, an Association representative shall attend a meeting called for the purpose of imposing Level 3 or Level 4 disciplinary action. A Level 3 discipline shall state the duration of the suspension without pay, which shall be based on the nature of the incident and the number and nature of any previous disciplinary actions. Any disciplinary notice shall be placed in the disciplined employee’s personnel record, and a copy given to the disciplined employee and another copy sent to the Association President. The employee shall be given an opportunity to sign the disciplinary report, and to write a response or rebuttal to be placed in the employee's personnel record.
Disciplinary Reports a. The Employer shall notify a member of any disciplinary action taken against the member. Such notice shall be in the form of a written disciplinary report, briefly describing the specific incident or infraction and for Xxxxx 0, 2, or 3 disciplinary action shall include a written corrective action plan. An Association representative shall attend a meeting called for the purpose of imposing Level 3 or Level 4 disciplinary action, unless the member expressly declines such representation in writing.
Disciplinary Reports. The College shall notify an employee of any disciplinary action taken against the employee. Such notice shall be in the form of a written disciplinary report, briefly describing the specific incident or infraction. If requested by the employee or the College, an Association representative shall attend a meeting called for the purpose of imposing Level 3 or Level 4 disciplinary action. A Level 3 discipline shall state the duration of the suspension without pay, which shall be based on the nature of the incident and the number and nature of any previous disciplinary actions. Any disciplinary notice shall be placed in the disciplined employee’s personnel record, with a copy given to the disciplined employee and another copy sent to the Association President. The employee shall be given an opportunity to sign the disciplinary report and to write a response or rebuttal to be placed in the employee's personnel record. A bargaining unit member may file a written request with Human Resources for removal of Level 1 and Level 2 disciplinary reports from the member’s personnel record after one year. The bargaining unit member will be notified of the decision regarding the request for removal and a reason, if denied. If there has been no request for removal of the disciplinary document(s) or the request for removal was denied and no additional disciplinary action against the bargaining unit member has been initiated within two years, any Xxxxx 0 and Level 2 disciplinary report(s) more than two years old will be inadmissible in any subsequent disciplinary action against the bargaining unit member, unless the previous discipline is related to the current offense(s) or misconduct or there is an agreement between the parties to admit it.
Disciplinary Reports. 8.01 The Company shall notify an employee of a work related or disciplinary problem within fifteen (15) working days of the event.
Disciplinary Reports. Any written report concerning disciplinary action shall be shown to the employee concerned and they shall be requested to sign the report indicating they have read it. Refusal to sign shall be signified on the report and the absence of the employee’s signature in this circumstance will not render the report invalid. The employee will be given an exact copy of the disciplinary report for their own records and a copy of the disciplinary report shall be forwarded to the Union Office. If the employee has declined Union representation their name will be removed from the report.
Disciplinary Reports. After eighteen (18) months free from any disciplinary action, written disciplinary reports in the personnel file shall not be considered for future disciplinary actions or in evaluating an employee's suitability for transfer, promotion within the bargaining unit, layoff or bumping. Employees shall have access to their personnel files for the purpose of reviewing its contents, provided such occurs in the presence of a representative of Human Resources. Copies of signed material in the file shall be provided upon request.
Disciplinary Reports. Any disciplinary report or written warning which has been decided in favour of the Member must be withdrawn from their file. The Member and the Association must receive a copy of all reports or disciplinary measures (including notice of reprimand) placed in the file; failing this the documents may not be used as proof during an arbitration. Except as provided for by the law, documents created in the course of a disciplinary investigation shall be secured, treated as confidential, and used only in accordance with this Agreement or as may be legally required.
Disciplinary Reports. Any disciplinary report shall be withdrawn from an employee's personnel file, and not used against him or her after two (2) years from the date of the incident, provided there has been no recorded discipline within this two (2) year period. Discipline concerning misconduct involving students shall remain within an employee's personnel file indefinitely.
Disciplinary Reports. (a) For purposes of this article, a disciplinary report is defined as any written document that reprimands an employee for misconduct, imposes formal discipline in relation to misconduct, or warns that formal discipline may or will be imposed in connection with future incidents of misconduct. Letters of direction and expectation are not considered disciplinary reports.
Disciplinary Reports. 8.01 The Company shall notify an employee of a work related or disciplinary problem within ten (10) working days of the event.
