Documentation of Disciplinary Action a) When an Employee is dismissed, reprimanded or suspended, the Employer shall advise the Employee in writing of the reasons for the action taken and a copy shall be submitted to the Local of the Union at that time.
Documentation of Disciplinary Action. Disciplinary documentation in the reference to Step 2 and Step 3 will not be removed from the employee’s personnel files. Placement in a disciplinary Steps 2 and 3 may be considered relative to any promotions, transfers or discipline. The lack of discipline will similarly be considered relative to any promotions, transfers or discipline.
Documentation of Disciplinary Action. Prior to placement on the Employee’s personnel file, any documentation in relation to progressive discipline must be reviewed and discussed with the Employee. The Employee shall have the right to respond, in writing, to such discipline, within fourteen
Documentation of Disciplinary Action. 10. Materials submitted as part of the record for an appeal or a decision or other action and copies of related proceedings.
Documentation of Disciplinary Action. (a) When an employee is dismissed,demoted, reprimanded, suspended, or reverted to their former position, the Employer shall advise the employee in writing of the reasons for the action taken and a copy shall be submitted to the Union at that time. Such shall not be taken without just cause. If the employee concerned wishes to respond they may do so in and such response will become a part of the documentation. Documentation of disciplinary action shall be removed from the employee’s file provided there has been no further discipline of a similar nature rendered within three (3) years of the discipline. An employee or the union may make written request to the Employer to have any disciplinary documents removed from after one (1) year. The onus will be on the employee or the union to provide adequate reason to have the documents removed. Notice of Termination
Documentation of Disciplinary Action. Department Heads and Supervisors must document disciplinary actions, and forward such documentation to the Human Resources Department to be included in the employee’s personnel file. All such documentation is to be signed by the employee. The signature does not reflect agreement, but acknowledges that the employee has had the action reviewed with them.
Documentation of Disciplinary Action. The decision notice will include a statement indicating that the suspension will be placed in the employee’s e-OPF. If any disciplinary action against the employee is not sustained, all reference to such actions will be eliminated from the employee’s Official Personnel Folder as soon as practicable. Upon request, a copy of any and all documentation upon which a disciplinary action is based will be furnished to the affected employee, and their designated representative. Any information not contrary to Privacy Act will be provided to the employee.
Documentation of Disciplinary Action. When an Employee is dismissed, demoted, reprimanded, suspended, or their position, the Employer shall advise the Employee in writing of the reasons for the action taken and a copy shall be submitted to the Union at that time. If the Employee wishes to respond they may do so in writing and such response will become a part of the documentation. Documentation of disciplinary action shall be removed from the Employee’s file there has been no further discipline of a similar nature rendered within three (3) years of the initial discipline.
Documentation of Disciplinary Action. When an Employee is dismissed, reprimanded or suspended, the Employer shall advise the Employee in writing of the reasons for the action taken and a copy shall be submitted to the Local of the Union at that time. If the Employee concerned wishes to respond they may do so in writing and such response will become part of the documentation. At the Employee’s request a copy of response shall be forwarded to the Local of the Union. Nothing the Employee’s file may be introduced as evidence in any hearing of which the Employee was not aware at the time of filing. Documentation of disciplinary action shall be removed from the Employee’s file provided there has been no further discipline of a similar nature rendered within two (2) years of the initial discipline. Documentation of disciplinary action concerning client abuse shall be subject to a three (3) year time limit.
Documentation of Disciplinary Action. Prior to placement on the Employee’s personnel file, any documentation in relation to progressive discipline must be reviewed and discussed with the Employee. The Employee shall have the right to respond, in writing, to such discipline, within fourteen (14) calendar days of discipline being imposed and such response shall become part of the Employee’s personnel file. Upon an Employee’s request, disciplinary documents shall be removed from an Employee’s personnel file after a period of two (2) years for discipline up to suspension and three (3) years for discipline including suspension, provided there is no further discipline documentation of the same or similar nature placed on the Employee’s personnel file within the period. At the discretion of the Employer, and upon written request by the Employee or the Union, disciplinary documents may be removed from an Employee’s file after one (1) year. In this circumstance, the onus to demonstrate adequate reason for the removal of the documents shall rest with the Employee or the Union.
