Common use of Historical Information Clause in Contracts

Historical Information. All formal and informal actions will remain as part of the employee’s work history. Formal corrective actions will deactivate according to the specified times outlined below provided the employee has had no other formal corrective action during any of the active time periods. If an employee receives other formal corrective action during an active time period, all formal corrective actions will not deactivate until such time that all formal corrective action time periods have been completed. If a disciplinary action (including discharge) is challenged, management reserves the right to present an employee’s entire work history as a means to illustrate the efforts management has undertaken to correct the employee deficiencies, including, but not limited to, all supervisor discussions and all formal corrective actions, regardless of activation status. Deactivated formal corrective actions will not be used to progress the current discipline, including discharge. However, if an employee establishes a pattern (more than three) of infractions, deactivated formal corrective actions may be used to progress the current discipline. Supervisor discussions do not deactivate and will remain a part of an employee’s work history.

Historical Information. All formal and informal actions will remain as part of the employee’s work history. Formal corrective actions will deactivate according to the specified times outlined below provided the employee has had no other formal corrective action during any of the active time periods. If an employee receives other formal corrective action during an active time period, all formal corrective actions will not deactivate until such time that all formal corrective action time periods have been completed. If a disciplinary action (including discharge) is challenged, management reserves the right to present an employee’s entire work history as a means to illustrate the efforts management has undertaken to correct the employee deficiencies, including, but not limited to, all supervisor discussions and all formal corrective actions, regardless of activation status. Deactivated informal and formal corrective actions will not be used to progress the current discipline, including discharge. However, if an employee establishes a pattern (more than three) of infractions, deactivated informal and formal corrective actions may be used to progress the current discipline. Supervisor discussions do not deactivate and will remain a part of an employee’s work history.

Historical Information. All formal and informal actions will remain as a part of the employee’s work history. Formal corrective actions will deactivate according to the specified times outlined below below, provided that the employee has had no other formal corrective action during any of the active time periods. If an employee receives other formal corrective action during an active time period, all formal corrective actions will not deactivate until such time that all formal corrective action time periods have been completed. If a disciplinary action (including discharge) is challenged, management the University reserves the right to present an employee’s entire work history as a means to illustrate the efforts management has undertaken to correct the employee employee’s deficiencies, including, but not limited to, all supervisor discussions and all formal corrective actions, regardless of activation status. Deactivated formal corrective actions will not be used to progress the current discipline, including discharge. However, if an employee establishes a pattern (more than three) of infractions, deactivated formal corrective actions may be used to progress the current discipline. Supervisor discussions do not deactivate and will remain a part of an employee’s work history.

Historical Information. All formal and informal actions will remain as a part of the employee’s 's work history. Formal corrective actions will deactivate according to the specified times outlined below below, provided the employee has had no other formal corrective action during any of the active time periods. If an employee receives other formal corrective action during an active time period, all formal corrective actions will not deactivate until such time that all formal corrective action time periods have been completed. If a disciplinary action (including discharge) is challenged, management reserves the right to present an employee’s 's entire work history as a means to illustrate the efforts management has undertaken to correct the employee deficiencies, including, including but not limited to, to all supervisor discussions and all formal corrective actions, regardless of activation status. Deactivated formal corrective actions will not be used to progress the current discipline, including discharge. However, if an employee establishes a pattern (more than three) of infractions, deactivated formal corrective actions may be used to progress the current discipline. Supervisor discussions do not deactivate and will remain a part of an employee’s 's work history.

Historical Information. All formal and informal actions will remain as part of the employee’s work history. Formal corrective actions will deactivate according to the specified times outlined below provided the employee has had no other formal corrective action during any of the active time periods. If an employee receives other formal corrective action during an active time period, all formal corrective actions will not deactivate until such time that all formal corrective action time periods have been completed. If a disciplinary action (including discharge) is challenged, management reserves the right to present an employee’s entire work history as a means to illustrate the efforts management has undertaken to correct the employee employee’s deficiencies, including, but not limited to, all supervisor discussions discussion and all formal corrective actions, regardless of activation status. Deactivated formal corrective actions will not be used to progress the current discipline, including discharge. However, if an employee establishes a pattern (more than three) of infractions, deactivated formal corrective actions may be used to progress the current discipline. Supervisor discussions do not deactivate and will remain a part of an employee’s work history. 1) Work Performance Reminder - Six (6) months; provided no other formal corrective action during this time period. 2) Written Reminder - Twelve (12) months; provided no other formal corrective action during this time period. 3) Decision Making Leave - Twenty-Four (24) months; provided no other formal action during this time period.

Historical Information. All formal and informal actions will remain as part of the employee’s 's work history. Formal corrective actions will deactivate according to the specified times outlined below provided the employee has had no other formal fonnal corrective action during any of the active time periods. If an employee receives other formal corrective action during an active time period, all formal corrective actions will not deactivate until such time that all formal fonnal corrective action time periods have been completed. If a disciplinary action (including discharge) is challenged, management reserves the right to present an employee’s 's entire work history as a means to illustrate the efforts management has undertaken to correct the employee deficiencies, including, but not limited to, all supervisor discussions and all formal corrective actions, regardless of activation status. Deactivated formal fonnal corrective actions will not be used to progress the current discipline, including discharge. However, if an employee establishes a pattern (more than three) of infractions, deactivated formal corrective actions may be used to progress the current discipline. Supervisor discussions do not deactivate and will remain a part of an employee’s 's work history. a. Work Performance Reminder- Six (6) months; provided no other fo1mal con-ective action during this time period b. Written Reminder-Twelve ( 12) months; provided no other fonnal c01Tective action during this time period c. Decision Making Leave-Twenty-four (24) months; provided no other formal corrective action during this time period