Documents on Employee's File Sample Clauses

Documents on Employee's File. A copy of any document, or other information placed on an employee's file which might at any time be the basis for disciplinary action shall be supplied concurrently to the employee. Responses to such documents shall, upon the request of the employee, be added to the employee's file. After two (2) years an adverse report, excluding pre-employment references, shall be removed, when requested by the employee, from the employee's file, unless there have been subsequent documented incidents of a similar nature. For incidents of harassment, client abuse or incidents resulting in disciplinary suspension, the time period for removal of an adverse report shall be three (3) years. After the applicable time period stated above, an adverse report not removed from the file shall not be used in any action against the employee. Pre-employment references shall not be used in any action against the employee. Upon making an appointment with Human Resources, an employee shall have the right to access and review his/her personnel file, with the exception of pre-employment references.
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Documents on Employee's File. A copy of any document or other information placed on an Employee’s file which might at any time be used as the basis for disciplinary action, shall be supplied concurrently to the Employee and to the Local of the Union. Responses to any document shall, upon the request of the Employee, be added to the Employee’s file. Said document shall be removed after two (2) years. Prior to being placed in the Employee’s file, all documents must be signed and dated by the Employee. Such signature shall not constitute agreement to said document.
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Documents on Employee's File a) A copy of any document or other information placed in an employee’s file which might at any time be used as the basis for disciplinary action, shall be supplied concurrently to the employee and to the Union. Disciplinary action shall be limited to the grounds stated in the written documentation presented to the employee and the Union. b) Prior to being placed in the employee’s file, all documents shall be signed and dated by the employee and/or the Union representative in attendance at the meeting. Such signature shall not constitute agreement to said document. c) On written request, a written warning shall be removed after one (1) year, provided there has been no further discipline of a similar nature rendered within one (1) year of receiving the written warning. It shall be the responsibility of the employee to request the removal of the written warning. d) Any progressive disciplinary document pertaining to unpaid suspension can be removed after two (2) years at the request of the employee. e) The disciplinary letter shall not be removed from the file in situations involving harassment, violence, theft or other gross misconduct. f) 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 their response shall be forwarded to the Union.
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Documents on Employee's File. A copy of any document, or other information placed on an employee's file which might at any time be the basis for disciplinary action shall be supplied concurrently to the employee and the Union. Responses to such documents shall, upon the request of the employee, be added to the employee's file. After two (2) years documents referred to above, shall be removed from the employee’s file when requested by the employee, unless there have been subsequent documented incidents of a similar nature. For incidents of harassment, client abuse or incidents resulting in disciplinary suspension, the time period for removal of such documents shall be three
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Documents on Employee's File. A copy of any document or other information placed on an Employee’s file which might at any time be used as the basis for disciplinary action, shall be supplied concurrently to the Employee and to the Union. Responses to any document shall, upon the request of the Employee, be added to the Employee’s file. Prior to being placed in the Employee’s file, all documents must be signed and dated by the Employee. Such signature shall not constitute agreement to said document.
Sample 1
Documents on Employee's File. A copy of any document or other information placed on an Employee’s file which might at any time be used as the basis for disciplinary action, shall be supplied concurrently to the Employee and to the Local of the Union. Responses to any document shall, upon the request of the Employee, be added to the Employee’s file. Said document shall be removed after two (2) years. Prior to being placed in the Employee’s file, all documents must be signed and dated by the Employee. Such signature shall not constitute agreement to said document. 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 from 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.
Sample 1
Documents on Employee's File. A copy of any document or other information placed on an employee’s file which might at any time be used as the basis for disciplinary action, shall be supplied concurrently to the employee and to the local of the union. Responses to any document shall, upon the request of the employee, be added to the employee’s file. Said document shall be removed after two
Sample 1
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Related to Documents on Employee's File

  • Non-Employment of COUNTY Personnel 2.1.1 A-E agrees that it will neither negotiate, offer, or give employment to any full-time, regular employee of COUNTY in professional classifications of the same skills required for the performance of this CONTRACT who is involved in this Project in a participatory status during the life of this CONTRACT regardless of the assignments said employee may be given or the days or hours employee may work. 2.1.2 Nothing in this CONTRACT shall be deemed to make A-E, or any of A-E’s employees or agents, agents or employees of the COUNTY. A-E shall be an independent contractor and shall have responsibility for and control over the details and means for performing the work, provided that A-E is in compliance with the terms of this CONTRACT. Anything in the CONTRACT which may appear to give COUNTY the right to direct A-E as to the details of the performance of the work or to exercise a measure of control over A-E shall mean that A-E shall follow the desires of COUNTY, only in the results of the work.

  • EMPLOYEE FILES 10.01 A copy of any completed formal evaluation which is to be placed in an employee’s file shall be first reviewed with the employee. The employee shall initial such evaluation as having been read and shall have the opportunity to add her or his views to such evaluation prior to it being placed in her or his file. It is understood that such evaluations do not constitute disciplinary action by the Employer against the employee. Having provided a written request to the Director of Care, or her designate, an employee shall be entitled to her personnel file for the purpose of reviewing any evaluations or formal disciplinary notations contained therein, in the presence of the Director of Care, at a mutually agreeable time. 10.02 The Employer will accommodate reasonable requests for copies of performance appraisals and records of discipline in an employee's file. 10.03 Letters of discipline shall be removed from an employee's file eighteen (18) months following the receipt of such letters provided that the employee's disciplinary record has remained discipline free over the eighteen (18) months period. Leaves of absence in excess of thirty (30) continuous calendar days will not count towards the eighteen (18) months period noted above.

  • EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES 19.01 (a) When a formal assessment of an employee’s performance is made, the employee concerned must be given an opportunity to discuss and then sign the assessment form in question upon its completion to indicate that its contents have been read. A copy of the assessment form will be provided to the employee at that time. An employee’s signature on his or her assessment form will be considered to be an indication only that its contents have been read and shall not indicate the employee’s concurrence with the statements contained on the form.

  • Shift Employees Employees who work rotating shift patterns or those who work qualifying shifts shall be entitled, on completion of 12 months employment on shift work, to up to an additional 5 days annual leave, based on the number of qualifying shifts worked. The entitlement will be calculated on the annual leave anniversary date. Qualifying shifts are defined as a shift which involves at least 2 hours work performed outside the hours of 8.00am to 5.00pm, excluding overtime. Number of qualifying shifts per annum Number of days additional leave per annum 121 or more 5 days 96 – 120 4 days 71 – 95 3 days 46 – 70 2 days 21 – 45 1 day

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