Employee Record. Any letter of reprimand, suspension or other sanction will be removed from the record of an employee eighteen (18) months following the date of the letter of reprimand, end of suspension, or other sanction required provided that the employee's record has been discipline free for eighteen (18) months.
Employee Record. The record of an Employee shall not be used against her at any time after twenty-four (24) months following a suspension or disciplinary action, including letters of warning or any adverse reports.
Employee Record. Disciplinary record - must be no discipline during the preceding six (6) months. Safety/Accident record - the employees safety record will be reviewed by the parties. Part time employees will be ranked according to the above criteria. An employee satisfying each of the criteria will be ranked a good employee. Employees satisfying 2 of the 3 criteria will be ranked a fair employee. An employee who does not meet the criteria in any of the areas will be classified as unsatisfactory. Employees will be ranked within these criteria in order of seniority based on all the distribution centres. All part time employees in the good category will be hired in order of seniority. The parties may by mutual agreement amend the above criteria. Dated at Xxxxxxx, Xxxxxxx this day of 2011 FOR THE COMPANY FOR THE UNION LETTER OF UNDERSTANDING #5 between NATIONAL GROCERS CO. LTD. (hereinafter referred to as the “COMPANY”) and UFCW CANADA LOCAL 1000A (hereinafter referred to as the “UNION”) Full time employees who are assigned to the Freezer area are not eligible for the boot allowance, in lieu of the Company providing freezer boots and such boots shall be replaced on an exchange basis only. Dated at Xxxxxxx, Xxxxxxx this day of 2011 FOR THE COMPANY FOR THE UNION LETTER OF UNDERSTANDING #6 between NATIONAL GROCERS CO. LTD. (hereinafter referred to as the “Company”) and UFCW CANADA LOCAL 1000A (hereinafter referred to as the “Union”) Re: Opening of Fountain Street Distribution Facility Notwithstanding any terms in the collective agreement to the contrary, the parties have agreed to the following:
Employee Record. Disciplinary record – must be no discipline during the preceding six
Employee Record. Employees can arrange with the Manager for access to their personnel file by appointment for the purpose of reviewing any evaluations or formal disciplinary notations therein. The review of the personnel file shall be in the presence of the Manager or his/her designate.
Employee Record. Employees must keep such accurate and complete records as required by the Company. It will be the responsibility of the employee to keep the Company informed of his/her correct address and telephone number and the Company only assumes responsibility for contacting an employee at his/her last address and telephone number with the Company.
Employee Record. 17.01 The Company agrees that whenever an interview is held with an employee regarding his/her work or conduct which may become a part of his/her record, it shall advise the employee that he/she has the right to have a xxxxxxx of his/her choice present at such interview, if he/she so desires. Disciplinary action records shall be removed from employees' files after nine (9) months for verbal and written disciplines only, as per letter of understanding herein attached. All suspensions will remain on the employee’s record for one (1) year.
Employee Record. 36 23.1 Reviewing Disciplinary Notations and Evaluations 36 23.2 Removing Letters of Reprimand, Suspension or other Sanction 36 23.3 Letter Of Counsel 36 b) Removal from Personnel File 36 Article 24: ACCESS TO FILES 37 24.1 Performance Evaluation 37 24.2 Access to Personnel File 37 Article 25: COST OF PRINTING COLLECTIVE AGREEMENT 37 Article 26: LEAVES OF ABSENCES 37 26.1 Family-Related Leave 37 26.2 Leave Without Pay 37 26.3 Effect of Absence 38 a) Service & Seniority 38
Employee Record. The Hospital shall maintain a record of accumulated days sick credit for each employee. An employee may request the amount of sick credits accrued to his credit.
