Disciplinary verbal and Sample Clauses

Disciplinary verbal and written reprimands shall be removed from an employee’s personnel file after a period of thirty-six (36) months following the date of the most recent discipline and upon a request in writing by the employee. For all other disciplinary matters, the employee may apply to the Human Resources Department to have any disciplinary-related document removed from his or her personnel file after a period of thirty-six (36) months following the date of the discipline, provided that during this period no subsequent disciplinary documents are placed in the employee’s file. The Employer shall have sole discretion to determine if these disciplinary documents are removed from the employee’s file. In situations involving discipline for proven matters of a more serious nature such as sexual harassment, violence or theft, the disciplinary letters shall not be removed from the personnel file.
Sample 1
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Related to Disciplinary verbal and

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

  • 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.

  • Disciplinary Matters (a) The employer acknowledges the principles of procedural fairness and the right to a support person.

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

  • 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 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.

  • Disciplinary Records Any disciplinary record shall be removed from an Employee’s file after two (2) years 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. It is understood that disciplinary records include any written records of verbal warnings, written warnings and letters of suspension.

  • Disciplinary Sanctions The Company shall not be required to engage in the three-step dispute resolution process prior to imposing disciplinary sanctions for violation of the Agreement.

  • 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.

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