Oral and Written Reprimands Sample Clauses

Oral and Written Reprimands. During the life of this Agreement, oralOral reprimands shall be grievable through Step One (1). Writtenand written reprimands shall be grievable through Step Two (2). If an oral or written reprimand becomes a factor in a disciplinary grievance that goes to arbitration, the arbitrator may shall not consider evidence regarding the merits of the oral and written reprimand, since it could not be submitted to arbitration. Oral and written reprimands may only be used to show progression in an arbitration proceeding.
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Oral and Written Reprimands. Oral and written reprimands shall not be grievable and they shall not be considered as discipline. Written summaries of an oral reprimand may be placed in employee's personnel file, provided a copy is also made available to the affected employee. Oral and written reprimands may be subsequently used by the Employer when the Employer gives a later discipline to the employee provided said warning and/or disciplines occur within six (6) months of the issuance of the oral or written reprimand. If no such later discipline occurs within six (6) months of the issuance of the oral or written reprimand, the summary shall be removed from the employee's personnel file. Unpaid personal leave shall extend any time period of reprimand or discipline.
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Oral and Written Reprimands. An oral reprimand shall not be deemed to have been issued unless the employee reprimanded has been advised in writing that he/she has received an oral reprimand and a notation to that effect from the party administering the reprimand is made part of the employee’s official personnel file. No written reprimand shall be deemed to have been issued unless the written communication is labeled a written reprimand and a copy of said reprimand is made part of the employee’s official personnel file. Any action not complying with the above requirements shall not be deemed a reprimand and shall not be considered as disciplinary action. The record of an oral reprimand shall be removed from the employee’s personnel file on the anniversary date of the issuance. The record of a written reprimand shall be removed from the employee’s personnel file on the second anniversary date of the issuance. It is understood that the record of reprimand shall not be removed within the above time period if the employee has received subsequent related discipline within the above specified time period.
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Oral and Written Reprimands. When it becomes necessary for a supervisor to reprimand an Employee, it shall be done with discretion in a manner so as not to cause public embarrassment to the Employee. In the event that a supervisor finds it necessary to orally reprimand an Employee and determines to keep a record of that oral reprimand, the Employee shall be made aware that a record of such oral reprimand is being maintained in the City's files or records. An Employee may appeal an oral reprimand through the grievance procedure but is limited in the appeal process to a maximum of Step 3 in the grievance procedure, and may not request arbitration. The supervisor shall provide the Employee with a copy of any written reprimand or any record of oral reprimand entered in the Employee's file. The Employee shall acknowledge receipt of same by signing and dating the original copy of such record.
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Oral and Written Reprimands. A copy of all oral and written reprimands shall be furnished to the employee and the union xxxxxxx within one (1) week from the date the employee signs the reprimand. The supervisor shall advise the employee that he has a right to have a union xxxxxxx present at the time the reprimand is issued. After twelve (12) months from the date of issue, all oral reprimands shall become null and void, as evidenced by a stamp with copies provided to the appropriate union xxxxxxx and employee. After becoming void, oral reprimands may not be used as a basis for discharge or disciplinary action.
Sample 1
Oral and Written Reprimands. If a similar offense is repeated in a twenty-four-month period, the District may use the prior oral or written reprimand as a basis for increasing the penalties for the new offense. However, if an offense is similar in nature, but more than twenty-four months apart, then the prior offense will not be a basis for increasing the penalty for the new offense. If an unrelated offense occurs within twelve months of an oral or written reprimand, the District may use the prior oral or written reprimand as a basis for increasing the penalties for the new, unrelated offense. However, if an unrelated offense occurs more than twelve months after an oral or written reprimand, then the prior offense will not be a basis for increasing the penalty for the new, unrelated offense.
Sample 1
Oral and Written Reprimands. ‌ Oral reprimands dated one (1) year or more prior to the current offense shall not be used as a measure of discipline as long as no other discipline was imposed during this one- year period for a substantially similar infraction. Written reprimands dated two (2) years or more prior to the current offense shall not be used as a measure of discipline as long as no other discipline was imposed during this two-year period for a substantially similar infraction.
Sample 1
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Related to Oral and Written Reprimands

  • Written Reprimands a. A written reprimand shall be issued within ten duty days of the initial formal conference. This time limit may be extended on cases where additional witnesses and/or sources of information are/were unavailable for further investigation or upon written notice to the employee of an anticipated completion date.

  • Written Reprimand A written reprimand may be issued to an employee when appropriate in keeping with provisions of this Article. Such written reprimand shall be dated and signed by the supervisor/designee before it is provided to the employee. If the employee chooses not to sign to acknowledge receipt of the reprimand, it shall be witnessed to document that the employee received the same. Such reprimands shall be filed in the affected employee’s personnel file.

  • Written Reports The Insurance Company will provide the Fund with such information as the Fund may reasonably request and will cooperate with and assist the Fund in the preparation or reports, if any, to be furnished to its Board of Directors concerning the Service Agreement and any fees or compensation paid or payable pursuant hereto, in addition to any other reports or filings that may be required by law.

  • Written Report The auditor shall prepare a written report documenting the results of the audit, including any deficiencies and recommendations for enhanced compliance with this AML Program. Copies of the report shall promptly be provided to the AML Compliance Officer and each Fund's Board of Directors for their review and consideration and may be provided to the AML Compliance Committee.

  • Written Request When Distributed - A Participant entitled to distribution who wishes to receive a distribution must submit a written request to the Plan Administrator. Such request shall be made upon a form provided by the Plan Administrator. Upon a valid request, the Plan Administrator shall direct the Trustee (or Custodian, if applicable) to commence distribution no later than the time specified in the Adoption Agreement for this purpose and, if not specified in the Adoption Agreement, then no later than 90 days following the later of:

  • Written Response 15 An employee may respond in writing to any item placed in their official personnel 16 file. Any written response will become a part of the file.

  • Oral Reprimand 16.2.2 Written reprimand;

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