Discipline and Personnel Records Sample Clauses
Discipline and Personnel Records a) A copy of any written material concerning any disciplinary action affecting an employee will be given to the employee as soon as possible after it is recorded in the personnel file. The Employer will forward a copy of all disciplinary letters to the President of the Union.
b) An employee will be given a copy of any document placed in the employee's file which might be the basis of disciplinary action. Should an employee dispute any such entry in the file, that employee will be entitled to recourse through the grievance procedure.
c) The Employer agrees not to introduce as evidence in any hearing arising from a disciplinary grievance any document from the personnel file of an employee the existence of which the employee was not aware of at the time of filing.
d) An employee may review the contents of their personnel file provided that such review is in the presence of a person authorized by the Employer.
e) If more than two (2) years has elapsed from the date a disciplinary letter was issued, such a letter or record of discipline will no longer form part of the employee’s discipline record, except where such discipline involves a serious workplace offense, including but not limited to, harassment, theft, or violence.
Discipline and Personnel Records. 11.1 In the event that the job performance of an employee is unsatisfactory to the Company and the Company decides to demote, dismiss or suspend such employee, they shall first notify the appropriate local Union representative in the employee's work group or unit and the employee before taking such action. In instances where imminent risk to persons or property exists and immediate action is required, the Company will notify the appropriate Union representative as soon as possible after that action is taken.
11.2 At any meeting between a representative of the Company and an employee in which discipline (including warnings which are to be recorded in the personnel file, suspension, demotion or discharge for cause) is to be announced, a Union representative shall be present if the employee so requests.
11.3 An employee may, upon ten (10) working days notice, inspect records contained in that employee's personnel file, such as absence and tardy records, work observation records, appraisals and records bearing on any disciplinary action. Employee notification shall be made when records are added to or removed from an employee's personnel file. For purposes of this Article, personnel file is defined as those records normally in the custody of the Human Resources Information Services Department at the corporate headquarters.
Discipline and Personnel Records. (i) The Employer shall have the right to discipline, suspend or discharge employees for Just Cause. Discipline shall be in writing and a copy given to the employee at the time of discipline. The Union shall receive written notice of the discharge or discipline of any employee under the provisions of this Article.
(ii) An employee considered by the Union to be wrongfully or unjustly suspended or discharged shall be entitled to a hearing commencing with Step 2 of the grievance procedure.
(iii) An employee will be given a copy of any document placed in the employee's file which might be the basis of disciplinary action. Should an employee dispute any such entry in the file, that employee will be entitled to recourse through the grievance procedure.
(iv) The Employer agrees not to introduce as evidence in any hearing arising from a disciplinary grievance any document from the personnel file of an employee the existence of which the employee was not aware of at the time of filing.
(v) An employee may review the contents of their personnel file provided that such review is in the presence of a person authorized by the Employer. The employee may reply, in writing, to any such reports contained in their file. Such replies shall be removed at the same time as the report responded to is removed.
Discipline and Personnel Records. 11.01 Any written entry made in an employee's personnel record which relates to discipline shall immediately be copied and given to both the employee and Chief Xxxxxxx.
11.02 Employees shall be given access to their personnel file any time, upon giving the Employer two (2) working days notice.
11.03 At the time during a meeting between a supervisor and an employee regarding discipline, or at any stage of the grievance procedure, an employee shall have the right to the presence of his or her Xxxxxxx.
11.04 Written entries of a disciplinary nature shall be removed from the employee's file after two (2) years from the date on which the entry was written, if there have been no other incidents of discipline in that same two (2) year period. For the purposes of this clause, one (1) year shall be equivalent to one thousand eight hundred (1,800) hours worked, which shall be deemed to include statutory holidays, floating holidays and vacations.
11.05 When the Employer deems it necessary to discharge or suspend an employee the Employer shall notify the Union office within five (5) working days of the discharge or suspension.
Discipline and Personnel Records.
a) The Employer shall have the right to discipline, suspend or discharge employees for Just Cause. Discipline shall be in writing and a copy given to the employee at the time of discipline. The Union shall receive written notice of the discharge or discipline of any employee under the provisions of this Article.
b) An employee will be given a copy of any document placed in the employee's file which might be the basis of disciplinary action. Should an employee dispute any such entry in the file, that employee will be entitled to recourse through the grievance procedure.
c) The Employer agrees not to introduce as evidence in any hearing arising from a disciplinary grievance any document from the personnel file of an employee the existence of which the employee was not aware of at the time of filing.
d) An employee may review the contents of their personnel file provided that such review is in the presence of a person authorized by the Employer. The employee may reply, in writing, to any such reports contained in their file. Such replies shall be removed at the same time as the report responded to is removed.
e) If more than eighteen (18) months has elapsed from the date a disciplinary letter was issued, such a letter or record of discipline will no longer form part of the employee’s discipline record.
Discipline and Personnel Records. (a) A copy of any written material concerning any disciplinary action (including reprimands) affecting an employee will be given to the employee as soon as possible after it is recorded in the personnel file. The Employer will forward a copy of all disciplinary letters to the President of CUPE 1004.
(b) An employee will be given a copy of any document placed in the employee's file which might be the basis of disciplinary action. Should an employee dispute any such entry in the file, that employee will be entitled to recourse through the grievance procedure.
(c) An employee may review the contents of their personnel file provided that such review is in the presence of a person authorized by the Employer.
(d) If more than eighteen months has elapsed from the date a disciplinary letter was issued, such a letter or record of discipline will no longer form part of the employee’s discipline record.
Discipline and Personnel Records. 11.1 In the event that the job performance of an employee is unsatisfactory to the Company and the Company decides to demote, dismiss or suspend such employee, they shall first notify the appropriate local Union representative in the employee's work group or unit and the employee before taking such action. In instances where imminent risk to persons or property exists and immediate action is required, the Company will notify the appropriate Union representative as soon as possible after that action is taken.
Discipline and Personnel Records. 11.01 Any written entry made in an employee's personnel record which relates to discipline shall immediately be copied and given to both the employee and Chief Xxxxxxx.
11.02 Employees shall be given access to their personnel file any time, upon giving the Employer two (2) working days notice.
11.03 At the time during a meeting between a supervisor and an employee regarding discipline, or at any stage of the grievance procedure, an employee shall have the right to the presence of his or her Xxxxxxx.
11.04 Written entries of a disciplinary nature shall be removed from the employee's file after two (2) years from the date on which the entry was written, if there have been no other incidents of discipline in that same two (2) year period.
11.05 When the Employer deems it necessary to discharge or suspend an employee the Employer shall notify the Union office within five (5) working days of the discharge or suspension.
Discipline and Personnel Records a) A copy of any written material concerning any disciplinary actions (including reprimands) affecting an employee will be given to the employee as soon as possible after it is recorded in the personnel file. The AGGV will forward a copy of all disciplinary letters to the President of CUPE 410.
b) An employee will be given a copy of any document placed in the employee’s file which might be the basis of disciplinary action.
c) The AGGV agrees not to introduce as evidence in any hearing arising from a disciplinary grievance any document from the personnel file of an employee the existence of which the employee was not aware of at the time of filing.
d) An employee may review the contents of their personnel file provided that such review is in the presence of a person authorized by the AGGV.
e) All letters of discipline will be removed from an employee’s personnel file and not relied upon in future proceedings at the expiration of twenty-four (24) months, provided that no further discipline occurred in the intervening period of time for a related offence.
Discipline and Personnel Records a) A copy of any written material concerning any disciplinary actions (including reprimands related to job performance reviews) affecting an Employee will be given to the Employee as soon as possible after it is recorded in the personnel file. The Employer will forward a copy of all disciplinary letters to the Union.
b) An Employee will be given a copy of any document placed in the Employee’s file which might be the basis of disciplinary action.
c) The Employer agrees not to introduce as evidence in any hearing arising from a disciplinary grievance any document from the personnel file of an Employee that the existence of which the Employee was not aware of at the time of filing.
d) An Employee may review the contents of their personnel file provided that such review is scheduled in advance and will take place in the presence of a person authorized by the Employer.