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. 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. 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. 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. 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 (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. Full time employees who are assigned to the Surveyor’s Road operation shall not be eligible for the eighty dollar ($80.00) boot allowance provided for herein. In lieu of such boot allowance, the Employer will provide these employees with freezer boots and such boots shall be replaced on an exchange basis only. The Company and Union will meet following negotiations to discuss issues or concerns related to the quality disciplinary process. This will confirm that for employees who are absent due to sickness or disability or maternity or paternity leave shall have their severance pay handled in the same manner as the Real Canadian Superstores with Local 1000A. The Company and the Union will enter into wage rate negotiation during the summer of 2010. In the event the Consumer Price Index for Canada (1992=100) exceeds 149.4 in July 2010, then a minimum wage increase of 20 cents per hour shall be applied to the end rates of pay of full time employees on October 31, 2010, October 30, 2011 and October 28, 2012. Employees shall be entitled to the following severance payments and pension grow-in benefits when the Xxxx Xxxxx building closes. In the event of the Surveyor’s Road building closing they shall be entitled to the same severance package and pension grow- in benefits. These severance payments are contingent upon business as usual and an orderly wind down of the business. Xxxx Xxxxx full time warehouse employees shall be allowed to exit the business, on a planned basis as volume is moved out in preparation for the closure. The Company and Union will meet to discuss employees who have special circumstances for leaving early. In the event an employee is laid off prior to October 28, 2007, they shall be entitled to the lump sum payments due ...
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. Disciplinary record – must be no discipline during the preceding six
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.
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 on effective shift 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.
