Letter of Discipline. (Step Two). The "letter of discipline" is written only after the disciplinary hearing of a second substantiated incident of misconduct similar to the incident cited in the first letter. The requirements of content are the same as in Step One (22.§5.1): a summary and substantiation of the incident which gave rise to the discipline; citation of the section in the Agreement allegedly violated; and a clear description of the potential consequences should the behavior continue. This letter, as with the preceding letter of warning, if one exists concerning the same issue, is placed in the faculty record.
Letter of Discipline. No letter of discipline will be incorporated in the permanent personnel file of the Board unless such employee is first afforded opportunity to acknowledge same by signature. An employee may write a statement, expressing his/her point of view in regard to the above letter of discipline, provided this statement is written and filed with the Transportation Supervisor within five (5) working days after the employee was permitted to read and acknowledge the original letter of discipline.
Letter of Discipline. The Employer shall not rely upon any letter of discipline that has been placed on the file of an Employee after the expiration of three (3) years from the date that the letter of discipline was issued, provided there have not been any further disciplinary infractions by the Employee during that period and provided that the applicable letter of discipline is not material to any pending disciplinary action against the Employee.
Letter of Discipline. (A) All letters of discipline that an Employee receives shall be removed from their personnel file twelve (12) months after the occurrence, provided no similar incident occurs in that period. Should an Employee have a similar incident occur within twelve (12) months, the first incident will remain on file for a further six (6) months.
(B) All letter of discipline shall provide two places for the Employees signature: one indicating that the Employee has read and accepts the discipline and one indicating the Employee has read and disagrees with the discipline. The Employee will sign in one (1) of the two (2) places provided.
Letter of Discipline. A written evaluation of the employee and the relationship to the incident will be provided to an employee of the Board who has been in receipt of a letter of discipline within twelve (12) months of the issuance of such a letter. The Board shall remove a letter of discipline from an employee's file if this written evaluation is satisfactory.
Letter of Discipline. All letters of discipline that an Employee receives shall be removed from their personnel file twelve (12) months after the occurrence, provided no similar incident occurs in that period. Should an Employee have a similar incident occur within twelve (12) months, the first incident will remain on file for a further six (6) months.
Letter of Discipline. Any notices of discipline letters shall be removed from the employee’s file after eighteen (18) months, if no further discipline issues occur. Such disciplinary notices, including any record of suspension, shall not be used in any future disciplinary action.
Letter of Discipline. No employee shall be disciplined or suspended without just cause and without being apprised of the issue or concern prior to disciplinary action
(a.) A copy of a document placed on an employee's file which might at any time be the basis for. disciplinary action shall be supplied concurrently to the employee and the Union office.
(b.) The employee's reply, if any, to such document shall also become a part of the employee's file.
(c.) Documents referred to in (A) will become void after eighteen (18) calendar months unless there have been subsequent documented incidents of a similar nature.
(d.) All letter of discipline shall provide an employee with the option of accepting or disagreeing with the discipline which shall be indicated by the employee's signature.
Letter of Discipline. The Union shall be in no way impeded from submitting additional documents at a later date. Additionally, grievances filed on behalf of a group of employees (Class Action) will be filed directly with the Department Head, within ten (10) work days after the employee had knowledge, or should have had knowledge, of the event which caused the grievance or complaint, by the Union. The Grievance Report form, for a Class Action grievance, must sufficiently define the Class by stating why the grievance is being filed as a Class Action, the common issue(s) among the Class members, and the names of the Class members (provided that the quarterly membership list is presently up to date, pursuant to Article 2, Recognition, Section 2.2). The supervisor shall meet with and discuss the grievance with a Union Representative and the aggrieved employee within ten (10) work days of the written appeal. An answer to the grievance shall be submitted to the aggrieved employee and the Union representative(s) present at the hearing in writing, from the supervisor who heard the case, on the said form within ten (10) work days thereafter. Step 3: Labor Commissioner If the grievance has not been satisfactorily resolved in Step 2, a written appeal may be filed on said form with the Department Head or her designee within ten (10) calendar days following the completion of Step 2. Within ten (10) calendar days of such an appeal, the Department Head or Management representative designated by her and the Labor Commissioner meet with the Union Representative and the aggrieved employee to discuss the grievance. The Labor Commissioner shall respond in writing on the said form within fifteen (15) business days thereafter.
Letter of Discipline. Will remain on the employee’s file for a period of twelve (12) months. In case of additional subsequent misconduct, the company may, at its discretion either extend the duration of the written reprimand by an additional period of six (6) months or progress to the next step in the disciplinary process. • Step II Letter of discipline Will remain on the employee’s file for a period of twenty-four (24) months. Such letters of discipline also allow for the imposition of up to one (1) day of suspension without pay. In case of additional subsequent misconduct, the company may, at its discretion either extend the duration of the written reprimand by an additional period of twelve (12) months and issue an additional suspension without pay of up to two (2) days or progress to the next step in the disciplinary process. • Letter of suspension pending discharge Issued when the Company decides to discharge an employee for just cause. In exceptional circumstances, the Company may decide to substitute the discharge with a letter of last chance to retain employment. Such letters will remain on the employee’s file for a period of thirty (30) months and allow for the imposition of up to five (5) days of suspension without pay.
