Oral Admonishment. A spoken warning or indication of disapproval concerning a specific act, infraction or violation of a policy or procedure that is usually given by the immediate supervisor and is noted for the record but does not become part of an employee’s personnel record.
Oral Admonishment. With respect to Oral Admonishments, the Employer shall inform the employee of the reasons for the admonishment and the facts that led the Employer to the conclusion that such action was warranted. The Employer will make a brief entry on the appropriate Supervisor's Employee Brief to document the action and date of occurrence. The employee will sign and date the entry to acknowledge receipt of the action. The employee may subsequently file a written grievance at Step I of the Negotiated Grievance Procedure contesting the action within 20 calendar days of receipt of the action.
Oral Admonishment. An oral admonishment is:
(1) the least severe disciplinary action;
(2) a spoken warning or indication of disapproval about a specific act of misconduct or violation of a policy or procedure;
(3) usually given by the immediate supervisor; and
(4) noted in the supervisory file with a copy to the employee.
Oral Admonishment. An oral admonishment will not normally be used as a first step in progressive discipline, unless it is confirmed in writing and a copy furnished to the employee.
Oral Admonishment. An oral admonishment is:
Oral Admonishment. Oral admonishments should be given in private. The supervisor shall include in the admonishment a review of appropriate departmental standards and policies, employee performance expected in the future and the likely consequences of failure to correct performance or behavior. Oral admonishments may not be appealed. No documentation of an oral admonishment shall appear in the employee’s personnel file and any such documentation will be destroyed on the employee’s anniversary date.
Oral Admonishment. An oral admonishment is a discussion between the Employer and an employee for the purpose of producing a desired change in the employee’s conduct. It is the least severe of the disciplinary actions, having no procedural requirements, no prescribed format, and a high degree of flexibility. Oral admonishment shall be in private. The Employer shall bring the desired behavior to the employee’s attention, explain to the employee what is expected of him/her and give him/her the opportunity to improve.
