Oral Warning Sample Clauses

Oral Warning. The oral warning shall be delivered to the employee by the supervisor. The supervisor shall draft a memorandum of oral warning. A copy of such memorandum shall be served upon the employee who shall sign a copy to acknowledge receipt thereof and to further acknowledge the employee's understanding that the signed copy shall be retained by the supervisor. Such memoranda may be used as evidence in future disciplinary actions with regard to said employee.

Oral Warning. Inappropriate conduct or performance may initially be brought to the attention of the employee by oral admonition or reprimand. The employee must be advised that the particular communication is an oral warning under these rules. The Employing Official is to take reasonable precaution not to embarrass the employee before other employees or the public. The Employing Official is encouraged to keep a record of the date and subject of oral warnings. An oral warning is not subject to the notice and hearing requirements set forth above nor the grievance procedure.

Oral Warning. An employee who has committed an infraction is verbally warned and advised of possible future disciplinary action.

Oral Warning. Oral warnings shall be used for minor offenses, such as unsatisfactory work habits/performance. The supervisor shall discuss the offense, and warn the employee not to repeat the behavior. Repeated violations may result in a written reprimand, or more severe disciplinary action. The employee must acknowledge receipt of the oral warning by signing documentation of the oral warning for the Employer's records. Oral warnings shall not be subject to the grievance procedure.

Oral Warning. Given by a supervisor to the employee in the presence of a Union representative, and clearly stating all the reasons for the warning. Notation of this warning shall be made in the employee’s personnel file.

Oral Warning. An oral warning or oral reprimand shall not be deemed to be a disciplinary measure and as such shall not be reported in any employee personnel file, nor shall such oral warnings or oral reprimands require Job Stewards or Local Union representation.

Oral Warning. Any problem the Employer has with an employee’s work performance or conduct shall be discussed promptly with the employee and identified as an oral warning. The employee has the right to have a Union representative present at this and all subsequent stages of the disciplinary procedures. Where a Union representative cannot attend in person, the process will be done by conference call, speakerphone, or other appropriate technology.

Oral Warning a memorandum to the employee with a copy to the personnel file recording and documenting the nature of the oral admonishment. The memorandum should include the time, date, and nature of the violation as well as the proper course of behavior and future consequences if the behavior is not corrected.

Oral Warning. An oral warning consists of a discussion with the unit member about a problem and its solution. The unit member is to be informed in clear and concise language of the error, specific ways to improve, and what is expected of the unit member in the future.

Oral Warning. This is the least severe of all disciplinary actions. It is a means by which a supervisor or program manager calls to the attention of an employee specific deficiencies in the employee’s job performance because of work rule violations or one or more violations of the work rules or regulations by the employee. At this step, counseling the employee is the most important concern. A record of an oral warning shall be made by the supervisor and placed in the employee’s personnel file at the Court Administrator’s office. The record of oral warning shall be removed from the employee’s file two (2) years after the issuance if no other disciplinary warnings concerning the same subject have been issued. An employee may appeal a Step I warning through the grievance procedure. The supervisor of an employee who has been warned may request the Court Administrator to remove the warning prior to the date the warning would normally be removed. The Court Administrator may direct the warning be removed if it is determined there is good cause to do so.