Discussion with Employee. The written reprimand, suspension, or dismissal shall be discussed with the employee, initialed by the employee to indicate only that he has seen it. The Union may have a representative present during this discussion, if requested by the employee. If the employee submits a written reply, the reply shall be placed in the file with the written form of discipline. Upon the request of the employee, all written reprimands, or evidence thereof, shall be removed from the employee's personnel file after two (2) years, and all verbal reprimands after one (1) year, in which no other written disciplinary action has been taken.
Discussion with Employee. The Rater will discuss the report with the employee and provide the employee with a copy at that time if the employee wishes to discuss the report with the Reviewer. In signing the report, the employee is merely acknowledging having seen the report; it does not indicate agreement.
Discussion with Employee. Each department head or supervisor who has prepared a performance report must discuss the report with the employee and obtain the employee's acknowledgment of the discussion of the report thereon, before submitting it to the City Manager. The signature of any supervisor preparing the report shall also appear on the performance report, as well as that of the department head. Each employee shall be given a copy of the performance report and shall have an opportunity to review the performance report rating with the department head before the report is filed with the City Manager.
Discussion with Employee. The Rater will discuss the report with the employee and provide the employee with a copy at that time if the employee wishes to discuss the report with the Reviewer. In signing the report, the employee is merely acknowledging having seen the report; it does not indicate agreement. SEIU 1021 SLS - 81 - 2022-2026
