Letter of Reprimand. If the employee displays no positive response to the verbal reprimand, the Director shall reprimand that employee by means of a letter of reprimand to the employee within sixty (60) days attendance in the workplace after the delivery of the verbal reprimand. A copy shall be sent concurrently to the Union office. Such letters shall become part of the employee’s record.
Letter of Reprimand. 1. Letters of reprimand shall not be appealable, except the employee may have an administrative review of the reprimand by submitting a request in writing within five
Letter of Reprimand. Reprimands shall be recorded by means of a letter to the employee with a copy to the Union. Such letters shall become a part of the employee's record. The employee's reply to specific complaints, accusations or expressions of dissatisfaction shall also be recorded.
Letter of Reprimand. A letter of reprimand, unlike a corrective action such as a letter of caution, becomes a temporary part of the employees OPF. A letter of reprimand will state the reason(s) for its issuance, and inform the employee of the right to grieve the letter under the negotiated grievance procedure. A letter of reprimand will remain in the OPF for not less than one (1) year, and not more than two (2) years, unless removed earlier as a result of a grievance or arbitration decision, or as a result of a decision by the management official who issued the letter of reprimand to remove it sooner than its original expiration date. A letter of reprimand may be considered in determining appropriate disciplinary action to be taken for future offenses.
Letter of Reprimand. A letter of reprimand shall be given to the employee as soon as possible when the supervisor first has knowledge of the employee’s alleged infraction which is the same or similar to the previous written warning. The letter of reprimand shall include a specific statement of the facts which form the basis of the reprimand, and related documents on which the reprimand is based. The letter of reprimand shall include steps for improvement and shall notify the employee that she/he has the right to file a written response within ten (10) days of receipt of the letter of reprimand. The employee shall sign the reprimand to acknowledge receipt only. The employee may file a written response to the letter of reprimand within ten (10) days of receipt of the letter of reprimand. Said written response shall be attached to the letter of reprimand and placed in the employee’s personnel file.
Letter of Reprimand.
a. A letter of reprimand issued on or after October 20, 1990, shall not be appealable, except the employee may have an administrative review of the reprimand by submitting a request in writing within seven (7) calendar days to the Manager of Labor Relations. The Manager or designee will schedule a private meeting within seven (7) calendar days of receipt of the written request to hear the employee's response. A final written decision by the Director or designee will be rendered within seven (7) calendar days of the meeting. This Section shall not be subject to the Grievance Procedure.
b. When issuing a letter of reprimand, the City shall provide to the employee all available information upon which the reprimand is based, including but not limited to, fact-finding transcripts and written complaints filed. The City is not required to prepare transcriptions of audio-taped interviews to meet this obligation. However, if a transcript of audio-taped interviews is prepared, the City shall provide the transcript.
Letter of Reprimand. (Step Three). The requirements of the content are the same as in Steps One (22.§5.1) and Two (22.§5.2): a summary and substantiation of the section in the Agreement allegedly violated, and is intended to include a summary of the incident, reference to previous letters, and clear indication of the serious consequences which would result if the behavior continues. This letter, as with the preceding letter concerning the same issue, is placed in the faculty member's record. Normally, this letter would be preliminary to a severe reprimand up to and including suspension or dismissal should the same type of behavior occur on a fourth occasion.
Letter of Reprimand. A Letter of Reprimand may be issued directly to an employee without a proposal letter after the employee has been counseled by the supervisor, and will be sufficiently specific to indicate why the letter is being issued and what the Employee can do to improve or take needed corrective action.
1. The Letter will advise the Employee that the reprimand will be retained in the Official Personnel Folder for a period of one (1) year.
2. Employees may file a grievance over the issuance of a Letter of Reprimand under the grievance procedure contained in this Agreement.
Letter of Reprimand. Letters of reprimand are subject to the complaint procedure but shall not be processed past Step 3. Letters of reprimand shall be served personally or by certified mail on the affected employee. A copy of the letter of reprimand shall be placed in the employee's official personnel file maintained by the District.
Letter of Reprimand. A written notice to an employee reflecting the need to correct his/her work performance, or conduct, and indicating that failure to correct the performance or conduct could result in a disciplinary action up to and including discharge. A Letter of Reprimand is disciplinary in nature.
