Employee Right to Respond. The employee shall be entitled to a meeting with the Department Head or designee within five working days of notice of the proposed action to answer the charges or to present an answer in writing to the charges during the same period of time. Subsequent to meeting with the employee and/or reviewing the written material provided by the employee, the Department Head may:
1. carry out the disciplinary action by written order;
2. rescind the proposed action;
3. impose a lesser disciplinary action; or
4. withdraw and amend the proposed action and serve another notice of proposed action, if further areas for discipline were discovered prior to the disciplinary action being imposed.
Employee Right to Respond. The employee shall have the right to make a written statement relating to any evaluation, reprimand, charge or any similar matter placed in the personnel file.
Employee Right to Respond. The employee shall have the right to answer any material filed, and the employees' answer shall be attached to the file copy. A copy of the employee's answer shall be provided to the person originating the material that is filed.
Employee Right to Respond. 1. Following the evaluation conference, the employee shall sign and be given a copy of the evaluation report prepared by the evaluator. In no case shall the employee’s signature be construed to mean that he/she agrees with the contents of the evaluation but only that the evaluation has been discussed and received.
2. An employee may submit additional comments to the written evaluation if she/he so desires. All written evaluations and employee’s comments are to be placed in the employee’s personnel file. The immediate supervisor will sign the employee’s response acknowledging that she/he read the material. A copy of the response will be provided to the immediate supervisor.
3. If the employee disagrees with the evaluation, he/she may submit a written response which shall be attached to the file copy of the evaluation in question. If the supervisor believes an employee is doing unsatisfactory work, the specific reason(s) thereof shall be stated. If a specific deficiency is not mentioned in subsequent evaluation reports, this shall be interpreted to mean that adequate improvement has taken place.
Employee Right to Respond. An employee may respond in writing to a verbal counseling or record of conversation, and the employee’s response shall be attached to any documentation entered into the supervisor file. An employee may respond in writing to a written reprimand, and the employee’s written response will be attached to the written reprimand entered into the employee’s personnel file.
Employee Right to Respond. The employee shall have the right to respond in writing and to have a meeting with the administrator to discuss the evaluation, if the employee requests, within ten (10) school days of receiving the evaluation. Within twenty (20) calendar days after the final evaluation conference, the employee may make a written response to be attached to the final written evaluation.
Employee Right to Respond. The employee shall have the right to respond to the charges against the employee in person, in writing, or both within seven (7) calendar days following the day the notice was served. If the Library receives no response, the right to respond will be deemed waived.
19.4.2.1 The employee may submit a written request within the seven (7) calendar days for an extension of response time. The request must show good cause and be for a reasonable period, not to exceed 20 calendar days from the day the notice was served. The Library may choose to extend the response time.
19.4.2.2 The Library shall consider the affected employee’s response, if any, in determining the propriety and nature of disciplinary action.
Employee Right to Respond. An employee may attach a concise statement in response to any item in the personnel file. Upon request and payment of the cost of photocopying, an employee may obtain copies of any non-confidential materials in the personnel file.
Employee Right to Respond. The Employee shall sign copies of the written evaluation and shall be given a copy of the written evaluation report. In no case shall the Employee's signature be construed to mean that he/she necessarily agrees with the contents of the evaluation, only that the Employee acknowledges receipt of a copy of the written evaluation. If the Employee feels that his/her formal evaluation is incomplete, inaccurate, or unjust, he/she may put his/her objections in writing which shall be signed by the evaluator, given to the Employee and one (1) copy shall be attached to the file copy of the evaluation in question.
Employee Right to Respond. A bargaining unit member shall have the right to add explanatory material to their official personnel file in accordance with the Personnel Records Review Act (820 ILCS 40/1, et seq.). Upon request and payment of the cost of photocopying, a bargaining unit member may obtain copies of any non-confidential materials in the personnel file.
