Employee Responses Sample Clauses

Employee Responses. Each employee may respond in writing to any item placed in that employee's personnel file and that response shall become a part of the file.
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Employee Responses. An employee shall have the right to respond, in writing, to any material filed subsequent to employment, and the response shall be affixed to the material and placed with it in the employee’s file. Additionally, the employee may have any evidence of competence, professionalism, or outstanding performance or service he/she chooses placed in his/her file.
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Employee Responses. An employee shall have the opportunity to include in his/her personnel file, maintained by the District, a written response to any material contained therein.
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Employee Responses. An employee shall submit to their immediate supervisor, as soon as possible, a written account of all such occurrences. The Superintendent/designee, the immediate supervisor, and a representative of the Association shall then decide the course of action to be taken. In addition to the action, the District may take, the individual employee is also free to pursue his/her own legal options. Any employee injured by a violent act perpetrated by a student, parent, or visitor while in the performance of their assigned duties shall receive regular salary for the period of absence up to five (5) working days without loss of sick or accumulated leave. However, in cases of extreme bodily injury, the Board may consider extending the paid leave of absence upon written request of the employee that is also accompanied by medical documentation from the attending physician. An employee may, within the scope of their employment, use and apply such force as is reasonable to protect themselves or to quell a disturbance that threatens the safety and well being of others; or to obtain possession of weapons or other dangerous objects. No disciplinary action will be taken against an employee if they decide that further intervention is too dangerous, as long as, they have made all reasonable efforts to stop the violent act. Violence perpetrated against an employee off District property, but directly related to an incident or incidents occurring on District property and in the scope of the employee’s employment, will be treated the same as if it occurred on District property. A violent act perpetrated against an employee by another employee will also be dealt with within the scope of this policy. The employee guilty of the offense is subject to suspension, termination, or any other punitive measures deemed appropriate for the offense.
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Related to Employee Responses

  • Employee Response The employee upon whom a Notice of Proposed Action has been served shall have seven (7) calendar days to respond to the appointing authority either orally or in writing before the proposed action may be taken. Upon request of the employee and for good cause, the appointing authority may extend in writing the period to respond. If the employee's response is not filed within seven (7) days or during an extension, the right to respond is lost.

  • Employee Responsibility Each employee is responsible for the care and maintenance of such equipment. The Company retains the right to inspect the equipment at any time and to require the employee to provide an accounting of any loss or abuse.

  • Employee Responsibilities The Employer's policy with respect to employee responsibilities provides for employees:

  • Employee Relations Neither the Company nor any of its subsidiaries is involved in any labor dispute nor, to the knowledge of the Company or any of its subsidiaries, is any such dispute threatened. None of the Company's or its subsidiaries' employees is a member of a union and the Company and its subsidiaries believe that their relations with their employees are good.

  • Employee Release 21.1 Employees with 5 years continuous service with the current employer may apply for a one-off continuous period of unpaid Employee Release for a period of three months up to a maximum of twelve months. Such application shall be considered on a case-by- case basis and granted at the discretion of the employer. All service related provisions/ benefits will be put on hold until resumption of normal duties. 21.2 The notification of the employee’s intent to return to normal duties will be the same as Clause 17.7 (Parental Leave). 21.3 Job protection provisions will be the same as in Clause 17.9.1 (Job Protection). 21.4 The provisions of this clause are separate from and in addition to normal unpaid leave provisions and it is acknowledged that employees may apply for unpaid leave at any time during their employment.

  • Labor and Employee Relations As of the date hereof, except as disclosed in Section 4.11(a) of the PSNC Disclosure Schedule hereto or in the PSNC SEC Reports, (i) neither PSNC nor any of the PSNC Subsidiaries is a party to any collective bargaining agreement or other labor agreement with any union or labor organization and (ii) to the best knowledge of PSNC, there is no current union representation question involving employees of PSNC or any of the PSNC Subsidiaries, nor does PSNC know of any activity or proceeding of any labor organization (or representative thereof) or employee group to organize any such employees. PSNC has delivered or otherwise made available to SCANA true, correct and complete copies of the collective bargaining agreements listed in Section 4.11(a) of the PSNC Disclosure Schedule, together with all amendments, modifications or supplements thereto. Except as disclosed in Section 4.11(b) of the PSNC Disclosure Schedule hereto or in the PSNC SEC Reports filed prior to the date hereof or except to the extent such could not reasonably be expected to have a PSNC Material Adverse Effect, (a) there is no unfair labor practice, employment discrimination or other written grievance, arbitration, claim, suit, action or proceeding against PSNC or any of the PSNC Subsidiaries pending, or to the best knowledge of PSNC, threatened before any court, governmental department, commission agency, instrumentality or authority or any arbitrator, (b) there is no strike, lockout or material dispute, slowdown or work stoppage pending or, to the best knowledge of PSNC, threatened against or involving PSNC, and (c) there is no proceeding, claim, suit, action or governmental investigation pending or, to the best knowledge of PSNC, threatened in respect of which any director, officer, employee or agent of PSNC or any of the PSNC Subsidiaries is or may be entitled to claim indemnification from PSNC or such PSNC Subsidiary pursuant to their respective charters or by-laws or as provided in the indemnification agreements listed in Section 4.11(c) of the PSNC Disclosure Schedule. Except as set forth in Section 4.11(d) of the PSNC Disclosure Schedule, to the knowledge of PSNC, PSNC and the PSNC Subsidiaries are in material compliance with all federal, state and local laws with respect to employment practices, labor relations, safety and health regulations and mass layoffs and plant closings.

  • Employee Resignation (a) Unless otherwise agreed by the Employer and an Employee, an Employee other than a probationary Employee may resign at any time by giving a minimum of four weeks' written notice to the Employer. (b) In the event an Employee resigns and elects to leave before serving the required notice period, the balance of the notice period not served will not be paid out by the Employer.

  • Employee Records ‌ Each employee shall be entitled to receive a record of their sick leave standing and a copy of any performance appraisal or disciplinary action which is added to their file.

  • Employee Notification A copy of any disciplinary action or material related to employee performance which is placed in the personnel file shall be provided to the employee (the employee so noting receipt, or the supervisor noting employee refusal to acknowledge receipt) or sent by certified mail (return receipt requested) to the employee's last address appearing on the Employer's records.

  • Employee-Requested Schedule Changes Overtime-eligible employees’ workweeks and work schedules may be changed at the employee’s request and with the Employer’s approval, provided the Employer’s business and customer service needs are met and no overtime expense is incurred.

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