Documents on Employee’s File Clause Samples
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.
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.
Documents on Employee’s File a) 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. 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) Upon written request, the said document shall be removed after two (2) years provided there has been no further discipline of a similar nature rendered within two (2) years of the initial discipline. It shall be the responsibility of the employee to request the removal of the reprimand.
d) The disciplinary letter shall not be removed from the file in situations involving harassment, violence, theft or other gross misconduct.
e) 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 his/her response shall be forwarded to the Union.
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
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
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.
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.