Oral Reprimands. Records of oral reprimands shall cease to have force and effect or be considered in future discipline matters twelve (12) months after their effective date, providing there are no intervening disciplinary actions taken during that time period.
Oral Reprimands. In cases of oral reprimands, the supervisor must inform the employee that he/she is receiving an oral reprimand and of their right to Union representation, which shall be provided if so requested. The employee shall also be given reasons for such discipline, including any names of witnesses and copies of pertinent documents. Notations of oral reprimands placed in the employee's personnel file shall be provided to the employee and the Union.
Oral Reprimands. Oral reprimands shall be documented in the form of a letter to the employee stating the reasons(s) for reprimand, corrective action expected of employee, and penalty for future violations (if any). Said letter shall be attached to the employee's personnel file.
Oral Reprimands. 1. Oral reprimands shall be subject to the grievance procedure in Article 5 but only through Step 1.
2. Oral reprimands shall not be used for purposes of progressive discipline, if the employee has maintained a discipline‐free work record for at least three (3) years. Such oral reprimands shall be marked "invalid" for progressive disciplinary purposes due to a three (3) year discipline‐free work period, any time after the three (3) year period, upon written request of the employee. However, such oral reprimands can be used to show that an employee had knowledge of a concern or had previously been warned about an activity.
Oral Reprimands. An oral reprimand accompanied by a written directive and corrections shall become part of an employee's personnel record. After 3 years from the date of the oral reprimand, an employee may request to have this oral reprimand with directives removed from his/her file. This document will be removed if there have not been any other disciplinary actions of same nature placed in the file.
Oral Reprimands. Where appropriate, oral reprimands shall be given in a manner that will not embarrass the employee before other employees or the public. "Oral reprimands" do not include orders or instructions to a subordinate designed to accomplish an operational goal.
Oral Reprimands. Oral criticism or oral reprimands of non-tenurable employees before a member of the public, other staff or student by administration that does not consist of or result in discipline shall not be subject to review under the grievance or arbitration procedure but may be appealed to the superintendent within ten (10) days of occurrence.
Oral Reprimands. All oral reprimands reduced to writing shall be removed from the employee’s personnel file upon the expiration of two (2) years from the date of issuance, provided there has been no reoccurrence of the problem that was the basis for the reprimand. A copy of the oral reprimand will be maintained by the Human Resources Department, but it shall not constitute an official record in the employee’s file, and can only be released or reviewed in cases involving claims or complaints against the City or the affected employee.
Oral Reprimands. 1. Oral reprimands shall be subject to the grievance procedures in Article 5, but only through Step 1.
2. Oral reprimands shall not be used as progressive discipline in later disciplinary actions provided the employee has maintained a discipline-free work record for at least one (1) year. Such records shall be marked “invalid for future disciplinary actions due to a 1 year discipline-free work period” at any time after the one (1) year period, upon the written request of the employee.
Oral Reprimands. An oral reprimand which is intended to serve as a warning that if behavior 46 or performance is not modified more severe discipline may result, and the employee is so notified, shall be 47 considered disciplinary in nature, may be the basis for further disciplinary action and may be subject to the 48 grievance procedure at Step 1 only. 49
