Oral Reprimand. Written reprimand;
Oral Reprimand. An oral correction addressed to an employee by his supervisor as to the propriety of an employee’s action(s) or inaction(s).
Oral Reprimand. This is a warning procedure rather than a disciplinary one and should serve to forestall the employee from being placed in such a position that a more severe form of formal penalty must be used.
Oral Reprimand. An official warning to an employee that his conduct or performance is unacceptable, a written notation of which shall be maintained in the employee’s departmental file.
Oral Reprimand. An oral reprimand may be issued by the immediate supervisor. An oral reprimand shall be clearly designated as such. A faculty member shall be entitled to have a representative present, and shall be apprised of this right prior to the time of the reprimand. A notation stating only that an oral reprimand has been issued will be placed in the personnel file.
Oral Reprimand. Oral reprimands may be issued to employees in the event of relatively minor infractions. Oral reprimands shall not be grievable under Article XIII of this Agreement.
Oral Reprimand. Oral 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 reprimands may be subsequently used by the Employer when the Employer gives a written warning and/or later disciplines the employee provided said warning and/or disciplines occur within six (6) months of the issuance of the oral reprimand. If no such written warning or later discipline occurs within six (6) months of the issuance of the oral reprimand, the summary shall be removed from the employee's personnel file.
Oral Reprimand. No review.
Oral Reprimand. A. The manager/supervisor should advise the employee what specific behavior is unacceptable, what is expected and what will happen if improvement does not occur or if conduct continues. At this stage the employee is being put on notice that a failure to correct the problem will lead to further progressive disciplinary action. The manager/supervisor must fully document the oral reprimand including the matter discussed and any agreed on remedial measures.
B. Specific details and examples should be developed for an action plan and follow–up and follow–through timelines should be established if applicable.
C. The manager/supervisor must establish and maintain appropriate documentation.
Oral Reprimand. The sanction of oral reprimand may be imposed by the Xxxx/Director if he/she believes that there is cause to warrant the sanction and shall be imposed within ninety (90) calendar days of the appropriate Xxxx/Director’s knowledge of the condition on which the sanction is based. Every effort should be made to follow an oral reprimand with a written letter of instruction to the faculty member outlining steps to correct behavior or improve performance. This will not become part of a faculty member’s personnel file but a record that the oral reprimand was issued may be noted by the Xxxx/Director. Failure by the faculty member to address concerns raised by the oral reprimand and follow-up letter of instruction may form the basis of a subsequent sanction.
