Materials Related to Disciplinary Action Sample Clauses

Materials Related to Disciplinary Action. A) Upon the written request of the bargaining unit member, materials related to disciplinary action (see Article 11: “Corrective Action and Termination for Just Cause”) will be removed from the individual's personnel file, provided a minimum of twelve (12) months have passed since the insertion of the material into the file without an intervening occurrence of disciplinary action.
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Materials Related to Disciplinary Action. Materials related to disciplinary action (see Article 7: “Employee Discipline”) shall cease to have force and effect, providing a minimum of eighteen (18) months have passed since the insertion of the material into the file without an intervening occurrence of disciplinary action. Upon the written request of the bargaining unit member, such materials shall be moved to an alternate file.
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Materials Related to Disciplinary Action. A) Upon the written request of the bargaining unit member, mMaterials related to disciplinary action (see Article 7: “Employee Discipline”) will be removed from the individual's personnel file, shall cease to have force and effect, providing a minimum of twelve (12) twenty-four (24) eighteen (18) months have passed since the insertion of the material into the file without an intervening occurrence of disciplinary action. Upon the written request of the bargaining unit member, such materials shall be moved to an alternate file.
Sample 1
Materials Related to Disciplinary Action. A) Upon the written request of the bargaining unit member, materials related to disciplinary action (see Article 11: “Termination for Just Cause”) will be removed from the individual's personnel file, provided a minimum of twelve
Sample 1

Related to Materials Related to Disciplinary Action

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • No Disciplinary Action No Employee shall be discharged, penalized, disciplined or threatened for acting in compliance with the OHSA, its regulations and codes of practice and environmental laws, regulations or codes of practice, nor shall an Employee acting in compliance be intimidated or coerced.

  • Right to Grieve Other Disciplinary Action (a) Disciplinary action grievable by the employee shall include:

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • Grounds for Disciplinary Action The imposition of an oral reprimand shall not be subject to the grievance procedure. An employee may challenge the contents of any written materials pursuant to the provisions of Article 5.5

  • Disciplinary Action 18.1. The following sets out the action which may be taken when a worker returns a confirmed positive result to an alcohol or drug test.

  • Causes for Disciplinary Action The following causes shall be grounds for disciplinary action:

  • Notice of Disciplinary Action The Employer shall advise an Employee in writing of any disciplinary action taken including, but not limited to warning, reprimand, suspension, discharge or termination and the reasons in full for such action, at the time of taking any such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice. If the matter is grieved by the Union, or otherwise litigated in any manner, the Employer shall be limited to those grounds (reasons) specified in the disciplinary notice for the action(s) taken.

  • Disciplinary Matters (a) The employer acknowledges the principles of procedural fairness and the right to a support person.

  • Record of Disciplinary Action (a) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an employee, the existence of which the employee was not aware at the time of filing.

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