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 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.
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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 the basis for disciplinary action shall be supplied concurrently to the employee and, at the employee’s request, to the Union. Responses to such document shall, upon the request of the employee, be added to the employee’s
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 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
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Related to Documents on Employee’s File

  • Written Employee Jury Service Policy 1. Unless Contractor has demonstrated to the County’s satisfaction either that Contractor is not a “Contractor” as defined under the Jury Service Program (Section 2. 203.020 of the County Code) or that Contractor qualifies for an exception to the Jury Service Program (Section 2.203.070 of the County Code), Contractor shall have and adhere to a written policy that provides that its Employees shall receive from the Contractor, on an annual basis, no less than five days of regular pay for actual jury service. The policy may provide that Employees deposit any fees received for such jury service with the Contractor or that the Contractor deduct from the Employee’s regular pay the fees received for jury service.

  • 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.

  • Certain Employees (a) Each of the following is included in the list of agreements set forth in the Disclosure Schedule: all collective bargaining agreements, employment and consulting agreements, bonus plans, deferred compensation plans, employee pension plans or retirement plans, employee profit-sharing plans, employee stock purchase and stock option plans, hospitalization insurance, and other plans and arrangements providing for employee benefits of employees of the Seller. (b) The Disclosures Schedule contains a true, complete and accurate list of the following: the names, positions, and compensation of the present employees of the Seller, together with a statement of the annual salary payable to salaried employees and a summary of the bonuses and description of agreements for additional compensation and other like benefits, if any, paid or payable to such persons for the period set forth in the Disclosure Schedule. Except as listed in the Disclosure Schedule, to the best of Seller's knowledge, all employees of Seller are employees-at-will. (c) Seller has no retired employees who are receiving or are entitled to receive any payments, health or other benefits from Seller.

  • 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.

  • RESTRICTIONS ON EMPLOYMENT OF FORMER STATE OFFICER OR EMPLOYEE The Engineer shall not hire a former state officer or employee of a state agency who, during the period of state service or employment, participated on behalf of the state agency in this agreement’s procurement or its negotiation until after the second anniversary of the date of the officer’s or employee’s service or employment with the state agency ceased.

  • Agreements with Employees and Subcontractors Grantee shall have written, binding agreements with its employees and subcontractors that include provisions sufficient to give effect to and enable Grantee’s compliance with Grantee’s obligations under this Article VI, Intellectual Property.

  • Compensation; Employment Agreements; Etc Enter into or amend or renew any employment, consulting, severance or similar agreements or arrangements with any director, officer or employee of Security or its subsidiaries, or grant any salary or wage increase or increase any employee benefit, (including incentive or bonus payments) except (i) for normal individual increases in compensation to employees in the ordinary course of business consistent with past practice, (ii) for other changes that are required by applicable law, or (iii) to satisfy Previously Disclosed contractual obligations existing as of the date hereof.

  • 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

  • Auxiliary Employees ‌ (a) An auxiliary employee shall receive a letter of appointment clearly stating their employment status and expected duration of employment. (b) Auxiliary employees who have worked 1827 hours in 33 pay periods and who are employed for work which is of a continuous full-time or continuous part-time nature, shall be converted to regular status effective the beginning of the month following the month in which they attain the required hours. (c) For the purposes of (b) above and Clauses 31.6—Application of Agreement, 31.9—Medical, Dental and Group Life Insurance, 31.11—Annual Vacations and 31.12—Eligibility Requirements for Benefits, hours worked shall include: (1) hours worked at the straight-time rate; (2) hours compensated in accordance with Clause 31.10—Designated Paid Holidays; (3) hours that a seniority rated auxiliary employee cannot work because they are on a recognized WCB claim arising from their employment with the government to a maximum of 420 hours of missed work opportunity within 14 calendar weeks from the beginning of the claim; (4) annual vacation pursuant to Clause 31.11(d)—Annual Vacations; (5) compensatory time off provided the employee has worked 1827 hours in 33 pay periods; (6) missed work opportunities during leaves pursuant to Clause 2.10 (a) Time Off for Union Business—Without pay, except that during the first 33 pay periods of employment such credit shall be limited to 105 hours; (7) leaves pursuant to Clause 2.10(b)—Time Off for Union Business—With pay; Notwithstanding (3) above, an auxiliary employee eligible for conversion to regular status shall not be converted until the employee has returned to active employment for 140 hours. The effective date of such conversion shall be the first of the month following the date on which eligibility for conversion occurs. (d) For the purposes of (b) above and Clauses 31.6—Application of Agreement, 31.9—Medical, Dental and Group Life Insurance, 31.11—Annual Vacations and 31.12—Eligibility Requirements for Benefits, hours beyond the 420 hours in (c)(3) above, that an auxiliary employee cannot work because they are on a recognized WCB claim arising from their employment with the government are not added to the 1827 or 1200 hours nor are the days charged against the 33 or 26 pay periods.

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