Common use of Letters of Reprimand Clause in Contracts

Letters of Reprimand. a. Each employee shall be given an opportunity to read and sign formal written letter of reprimand prior to the placement of such material in his or her personnel file. The employee shall receive a copy of the letter of reprimand. Within thirty (30) days of issuance of a letter of reprimand by the County, the employee may submit a written rebuttal of the reprimand. A "letter of reprimand" is a written censure of an employee. Letters of reprimand shall be given only for just cause. b. An employee may grieve whether a formal letter of reprimand was given for just cause through to Step 4 (mediation) of the grievance procedure of the Agreement. Letters of reprimand are not arbitrable and the grievant shall not have the right to refer the matter to binding arbitration. c. If an employee receives a letter of reprimand and no subsequent adverse action has been taken by the County during the following two (2) years, the employee may request removal of that letter of reprimand from the personnel file. d. Upon request for removal of the letter of reprimand by the employee, the appointing authority shall review the request and may remove the letter of reprimand. Such request for removal shall not be unreasonably denied.

Letters of Reprimand. a. Each employee shall be given an opportunity to read and sign formal written letter letters of reprimand prior to the placement of such material in his or his/her personnel file. The employee shall receive a copy of the letter of reprimand. Within thirty (30) days of issuance of a letter of reprimand by the CountyCourt, the employee may submit a written rebuttal of to the reprimand. A "letter of reprimand" is a written censure of an employee. Letters of reprimand shall be given only for just cause. b. An employee may grieve whether a formal letter of reprimand was given for just cause through to Step 4 (mediation) 2 of the grievance procedure of the Agreement. Letters of reprimand are not arbitrable and the grievant shall not have the right to refer the matter to binding arbitration. c. If UPE is not satisfied with the Court's second step decision concerning an alleged violation of Subsection a above, UPE, within fourteen calendar days of receipt of the decision, may request mediation of the grievance. The parties may jointly agree to non-binding mediation of the grievance. If the parties so agree, they shall utilize and abide by the rules of the State Mediation and Conciliation Service. The cost of such mediation, if any, shall be equally divided. d. If an employee receives a letter of reprimand and no subsequent adverse related disciplinary action has been taken by the County Court during the following two (2) yearsyears from date issued, the employee may request removal of that letter of reprimand from the personnel file. d. Upon request for removal of the letter of reprimand by shall be removed from the personnel file at the request of the employee, the appointing authority shall review the request and may remove the letter of reprimand. Such request for removal shall not be unreasonably denied.

Letters of Reprimand. a. Each employee shall be given an opportunity to read and sign formal written letter letters of reprimand prior to the placement of such material in his or his/her personnel file. The employee shall receive a copy of the letter of reprimand. Within thirty (30) days of issuance of a letter of reprimand by the County, the employee may submit a written rebuttal of to the reprimand. A "letter of reprimand" is a written censure of an employee. Letters of reprimand shall be given only for just causecause as set forth in Section 18.5 of this Agreement. b. An employee may grieve whether a formal letter of reprimand was given for just cause through to Step 4 (mediation) 2 of the grievance procedure of the Agreement. Letters of reprimand are not arbitrable and the grievant arbitrable. The Union shall not have the right to refer the matter to binding arbitration. c. If the Union is not satisfied with the County's third step decision concerning an alleged violation of Subsection a., above, the Union, within fourteen (14) calendar days of receipt of the decision, may request mediation of the grievance. The parties may jointly agree to non-binding mediation of the grievance. If the parties so agree, they shall utilize and abide by the rules of the State Mediation and Conciliation Service. The cost of such mediation, if any, shall be equally divided. d. If an employee receives a letter of reprimand and no subsequent adverse disciplinary action has been taken by the County during the following two (2) years, the employee may request removal of that letter of reprimand from the his/her personnel file. d. Upon request for removal of the letter of reprimand by the employee, the appointing authority shall review the request and may remove the letter of reprimand. Such request for removal shall not be unreasonably denied. Denial of such requests are not arbitrable. The Union shall not have the right to refer the matter to bindingarbitration.

Letters of Reprimand. a. Each employee shall be given an opportunity to read and sign formal written letter letters of reprimand prior to the placement of such material in his or his/her personnel file. The employee shall receive a copy of the letter of reprimand. Within thirty (30) days of issuance of a letter of reprimand by the County, the employee may submit a written rebuttal of to the reprimand. A "letter of reprimand" is a written censure of an employee. Letters of reprimand shall be given only for just cause. b. An employee may grieve whether a formal letter of reprimand was given for just cause through to Step 4 (mediation) 3 of the grievance procedure of the Agreement. Letters of reprimand are not arbitrable and the grievant shall not have the right to refer the matter to binding arbitration. c. If UPEC is not satisfied with the County's third step decision concerning an alleged violation of Subsection a., above, UPEC, within fourteen (14) calendar days of receipt of the decision, may request mediation of the grievance. The parties may jointly agree to non-binding mediation of the grievance. If the parties so agree, they shall utilize and abide by the rules of the State Mediation and Conciliation Service. The cost of such mediation, if any, shall be equally divided. d. If an employee receives a letter of reprimand and no subsequent adverse disciplinary action has been taken by the County during the following two (2) years, the employee may request removal of that letter of reprimand from the personnel file. d. Upon request for removal of the letter of reprimand by the employee, the appointing authority shall review the request and may remove the letter of reprimand. Such request for removal shall not be unreasonably denied.

Letters of Reprimand. a. Each employee shall be given an opportunity to read and sign formal written letter letters of reprimand prior to the placement of such material in his or his/her personnel file. The employee shall receive a copy of the letter of reprimand. Within thirty (30) days of issuance of a letter of reprimand by the County, the employee may submit a written rebuttal of to the reprimand. A "letter of reprimand" is a written censure of an employee. Letters of reprimand shall be given only for just cause. b. An employee may grieve whether a formal letter of reprimand was given for just cause through to Step 4 (mediation) 3 of the grievance procedure of the Agreement. Letters of reprimand are not arbitrable and the grievant shall not have the right to refer the matter to binding arbitration. c. If SCMA is not satisfied with the County's third step decision concerning an alleged violation of Subsection a., above, SCMA, within fourteen (14) calendar days of receipt of the decision, may request mediation of the grievance. The parties may jointly agree to non-binding mediation of the grievance. If the parties so agree, they shall utilize and abide by the rules of the State Mediation and Conciliation Service. The cost of such mediation, if any, shall be equally divided. d. If an employee receives a letter of reprimand and no subsequent adverse action has been taken by the County during the following two (2) years, the employee may request removal of that letter of reprimand from the personnel file. d. Upon request for removal of the letter of reprimand by the employee, the appointing authority shall review the request and may remove the letter of reprimand. Such request for removal shall not be unreasonably denied.

Letters of Reprimand. a. Each employee shall be given an opportunity to read and sign formal written letter letters of reprimand prior to the placement of such material in his or his/her personnel file. The employee shall receive a copy of the letter of reprimand. Within thirty (30) days of issuance of a letter of reprimand by the County, the employee may submit a written rebuttal of to the reprimand. A "letter of reprimand" is a written censure of an employee. Letters of reprimand shall be given only for just cause. b. An employee may grieve whether a formal letter of reprimand was given for just cause through to Step 4 (mediation) 3 of the grievance procedure of the Agreement. Letters of reprimand are not arbitrable and the grievant shall not have the right to refer the matter to binding arbitration. c. If UPE is not satisfied with the County's third step decision concerning an alleged violation of Subsection a., above, UPE, within fourteen (14) calendar days of receipt of the decision, may request mediation of the grievance. The parties may jointly agree to non-binding mediation of the grievance. If the parties so agree, they shall utilize and abide by the rules of the State Mediation and Conciliation Service. The cost of such mediation, if any, shall be equally divided. d. If an employee receives a letter of reprimand and no subsequent adverse disciplinary action has been taken by the County during the following two (2) years, the employee may request removal of that letter of reprimand from the personnel file. d. Upon request for removal of the letter of reprimand by the employee, the appointing authority shall review the request and may remove the letter of reprimand. Such request for removal shall not be unreasonably denied.

Letters of Reprimand. a. Each employee shall be given an opportunity to read and sign formal written letter letters of reprimand prior to the placement of such material in his or his/her personnel file. The employee shall receive a copy of the letter of reprimand. Within thirty (30) days of issuance of a letter of reprimand by the County, the employee may submit a written rebuttal of to the reprimand. A "letter of reprimand" is a written censure of an employee. Letters of reprimand shall be given only for just cause. b. An employee may grieve whether a formal letter of reprimand was given for just cause through to Step 4 (mediation) 3 of the grievance procedure of the Agreement. Letters of reprimand are not arbitrable and the grievant shall not have the right to refer the matter to binding arbitration. c. If SCAPA is not satisfied with the County's third step decision concerning an alleged violation of Subsection a., above, SCAPA, within fourteen (14) calendar days of receipt of the decision, may request mediation of the grievance. The parties may jointly agree to non-binding mediation of the grievance. If the parties so agree, they shall utilize and abide by the rules of the State Mediation and Conciliation Service. The cost of such mediation, if any, shall be equally divided. d. If an employee receives a letter of reprimand and no subsequent adverse disciplinary action has been taken by the County during the following two (2) years, the employee may request removal of that letter of reprimand from the personnel file. d. Upon request for removal of the letter of reprimand by the employee, the appointing authority shall review the request and may remove the letter of reprimand. Such request for removal shall not be unreasonably denied.

Letters of Reprimand. a. Each employee shall be given an opportunity to read and sign formal written letter letters of reprimand prior to the placement of such material in his or his/her personnel file. The employee shall receive a copy of the letter of reprimand. Within thirty (30) days of issuance of a letter of reprimand by the County, the employee may submit a written rebuttal of to the reprimand. A "letter of reprimand" is a written censure of an employee. Letters of reprimand shall be given only for just causecause as set forth in Section 18.5 of this Agreement. b. An employee may grieve whether a formal letter of reprimand was given for just cause through to Step 4 (mediation) 3 of the grievance procedure of the Agreement. Letters of reprimand are not arbitrable and the grievant arbitrable. The Union shall not have the right to refer the matter to binding arbitration. c. If the Union is not satisfied with the County's third step decision concerning an alleged violation of Subsection a., above, the Union, within fourteen (14) calendar days of receipt of the decision, may request mediation of the grievance. The parties may jointly agree to non-binding mediation of the grievance. If the parties so agree, they shall utilize and abide by the rules of the State Mediation and Conciliation Service. The cost of such mediation, if any, shall be equally divided. d. If an employee receives a letter of reprimand and no subsequent adverse disciplinary action has been taken by the County during the following two three (23) years, the employee may request removal of that letter of reprimand from the his/her personnel file. d. Upon request for removal of the letter of reprimand by the employee, the appointing authority shall review the request and may remove the letter of reprimand. Such request for removal shall not be unreasonably denied. Denial of such requests are not arbitrable. The Union shall not have the right to refer the matter to binding arbitration.

Letters of Reprimand. a. Each employee shall be given an opportunity to read and sign formal written letter letters of reprimand prior to the placement of such material in his or his/her personnel file. The employee shall receive a copy of the letter of reprimand. Within thirty (30) days of issuance of a letter of reprimand by the County, the employee may submit a written rebuttal of to the reprimand. A "letter of reprimand" is a written censure of an employee. Letters of reprimand shall be given only for just cause. b. An employee may grieve whether a formal letter of reprimand was given for just cause through to Step 4 (mediation) 2 of the grievance procedure of the Agreement. Letters of reprimand are not arbitrable and the grievant shall not have the right to refer the matter to binding arbitration. c. If UPE is not satisfied with the County's second step decision concerning an alleged violation of Subsection a., above, UPE, within fourteen (14) calendar days of receipt of the decision, may request mediation of the grievance. The parties may jointly agree to non-binding mediation of the grievance. If the parties so agree, they shall utilize and abide by the rules of the State Mediation and Conciliation Service. The cost of such mediation, if any, shall be equally divided. d. If an employee receives a letter of reprimand and no subsequent adverse disciplinary action has been taken by the County during the following two (2) years, the employee may request removal of that letter of reprimand from the personnel file. d. Upon request for removal of the letter of reprimand by the employee, the appointing authority shall review the request and may remove the letter of reprimand. Such request for removal shall not be unreasonably denied.

Letters of Reprimand. a. Each employee shall be given an opportunity to read and sign formal written letter letters of reprimand prior to the placement of such material in his or his/her personnel file. The employee shall receive a copy of the letter of reprimand. Within thirty (30) days of issuance of a letter of reprimand by the County, the employee may submit a written rebuttal of to the reprimand. A "letter of reprimand" is a written censure of an employee. Letters of reprimand shall be given only for just cause. b. An employee may grieve whether a formal letter of reprimand was given for just cause through to Step 4 (mediation) 2 of the grievance procedure of the Agreement. Letters of reprimand are not arbitrable and the grievant shall not have the right to refer the matter to binding arbitration. c. If UPEC is not satisfied with the County's second step decision concerning an alleged violation of Subsection a., above, UPEC, within fourteen (14) calendar days of receipt of the decision, may request mediation of the grievance. The parties may jointly agree to non-binding mediation of the grievance. If the parties so agree, they shall utilize and abide by the rules of the State Mediation and Conciliation Service. The cost of such mediation, if any, shall be equally divided. d. If an employee receives a letter of reprimand and no subsequent adverse disciplinary action has been taken by the County during the following two (2) years, the employee may request removal of that letter of reprimand from the personnel file. d. Upon request for removal of the letter of reprimand by the employee, the appointing authority shall review the request and may remove the letter of reprimand. Such request for removal shall not be unreasonably denied.

Letters of Reprimand. a. Each employee shall be given an opportunity to read and sign formal written letter letters of reprimand prior to the placement of such material in his or his/her personnel file. The employee shall receive a copy of the letter of reprimand. Within thirty (30) days of issuance of a letter of reprimand by the County, the employee may submit a written rebuttal of to the reprimand. A "letter of reprimand" is a written censure of an employee. Letters of reprimand shall be given only for just cause. b. An employee may grieve whether a formal letter of reprimand was given for just cause through to Step 4 (mediation) 2 of the grievance procedure of the Agreement. Letters of reprimand are not arbitrable and the grievant shall not have the right to refer the matter to binding arbitration. c. If UPE is not satisfied with the County's third step decision concerning an alleged violation of Subsection a., above, UPE, within fourteen (14) calendar days of receipt of the decision, may request mediation of the grievance. The parties may jointly agree to non-binding mediation of the grievance. If the parties so agree, they shall utilize and abide by the rules of the State Mediation and Conciliation Service. The cost of such mediation, if any, shall be equally divided. d. If an employee receives a letter of reprimand and no subsequent adverse disciplinary action has been taken by the County during the following two (2) years, the employee may request removal of that letter of reprimand from the personnel file. d. Upon request for removal of the letter of reprimand by the employee, the appointing authority shall review the request and may remove the letter of reprimand. Such request for removal shall not be unreasonably denied.