Common use of Discipline Records Clause in Contracts

Discipline Records. In any case in which an oral reprimand, written reprimand, suspension, or dismissal is overturned on appeal or otherwise rendered invalid, all documents relating thereto will be removed from the personnel file of the member. All such records removed from the personnel file for the reasons outlined above shall not be considered in future disciplinary action or promotional considerations. All removal of records shall be in accordance with Ohio law. Every member shall be allowed to review his personnel file at any reasonable time upon written request to the Employer and in the presence of the Employer or his designated representatives. The City shall abide by and follow provisions of Ohio Revised Code Chapter 1347 and O.R.C. Section 149.43.‌ If, upon examining his personnel file, any bargaining unit member has reason to believe that there are inaccuracies in documents contained therein, he may write a memorandum to the Employer explaining the alleged inaccuracy. If the Employer concurs with the member’s contentions, he shall remove the faulty document from the personnel file or otherwise append to such document any statements or materials which would serve to correct or modify such document. If he does not concur with the contentions of the member, he will attach the member’s written memorandum to the document in the file.

Discipline Records. In any case in which an oral reprimand, written reprimand, suspension, or dismissal is overturned on appeal or otherwise rendered invalid, all documents relating thereto will be removed from the personnel file of the member. All such records removed from the personnel file for the reasons outlined above shall not be considered in future disciplinary action or promotional considerations. All removal of records shall be in accordance with Ohio law. Every member shall be allowed to review his personnel file at any reasonable time upon written request to the Employer and in the presence of the Employer or his designated representatives. The City Village shall abide by and follow provisions of Ohio Revised Code Chapter 1347 and O.R.C. Section 149.43.‌ 149.43. If, upon examining his personnel file, any bargaining unit member has reason to believe that there are inaccuracies in documents contained therein, he may write a memorandum to the Employer explaining the alleged inaccuracy. If the Employer concurs with the member’s 's contentions, he shall remove the faulty document from the personnel file or otherwise append to such document any statements or materials which would serve to correct or modify such document. If he does not concur with the contentions of the member, he will attach the member’s 's written memorandum to the document in the file.. Prior discipline may be utilized to establish that an employee had knowledge of the standard of conduct expected. Record of prior discipline shall be maintained as follows: A. 1 year for documented oral reprimand B. 2 years for written reprimands C. 3 years for suspension

Discipline Records. In any case in which an oral reprimand, written reprimand, suspension, or dismissal is overturned on appeal or otherwise rendered invalid, all documents relating thereto will be removed from the personnel file of the member. All such records removed from the personnel file for the reasons outlined above shall not be considered in future disciplinary action or promotional considerations. All removal of records shall be in accordance with Ohio law. Every member shall be allowed to review his personnel file at any reasonable time upon written request to the Employer and in the presence of the Employer or his designated representatives. The City shall abide by and follow provisions of Ohio Revised Code Chapter 1347 and O.R.C. Section 149.43.‌ 149.43. If, upon examining his personnel file, any bargaining unit member has reason to believe that there are inaccuracies in documents contained therein, he may write a memorandum to the Employer explaining the alleged inaccuracy. If the Employer concurs with the member’s contentions, he shall remove the faulty document from the personnel file or otherwise append to such document any statements or materials which would serve to correct or modify such document. If he does not concur with the contentions of the member, he will attach the member’s written memorandum to the document in the file.