Personnel Files and Discipline Sample Clauses

Personnel Files and Discipline. When the Employer is contemplating issuing a disciplinary discharge, suspension, layoff, or a written reprimand, the Union and the employee shall be notified prior to such action taking place and shall have the opportunity to meet with the Employer to discuss the circumstances leading to the action being contemplated. The Union and the member shall have an opportunity to state their perspective on the circumstances and to offer any mitigating circumstances for the Employer to consider before issuing such discipline. The concept of just and reasonable cause shall apply. Disciplinary documents shall be removed from the employee’s file after twenty-four (24) months upon request of the employee. A bargaining unit member has the right to review the contents of his/her personnel file and to have a representative of the Union present. Such review will be scheduled in advance. No adverse material originating after initial employment will be placed in a bargaining unit member’s personnel file unless the member has been provided with copies of the material and any complaint has been validated by the Employer. Complaints against the member shall be put in writing with the names of the complainants. No anonymous complaints shall be permitted. The member may submit a written notation or reply regarding any material, including complaints, and the same shall be attached to the file copy of the material in question. In any instance where the adverse material may be given to any party, the member’s response must be given at the same time and attached to the relevant material. When adverse material is placed in a member’s file, the member shall be provided a copy of said material and may sign said material. Such signature shall be understood to indicate awareness of the material but in no instance shall said signature be interpreted to mean agreement with the content of the material.
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Personnel Files and Discipline. 1. a. Upon three (3) business day notice, a Flight Attendant shall be allowed to inspect and copy, at a Flight Attendant's expense, all documents in her/his file(s). Notice may be served via email to Human Resource’s general email address, in person or personal contact by phone. A Flight Attendant who copies her/his background check may be charged for a portion of the cost the Company incurred to conduct the check.
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Related to Personnel Files and Discipline

  • Quality and Discipline of Employees The Contractor shall at all times enforce strict discipline and good order among his employees and shall not employ on the work any unfit person or anyone not skilled in the work assigned to him.

  • Student Conduct and Discipline The School shall adopt, update, and adhere to written policies concerning standards of student conduct and discipline which shall comply with federal and State laws and which shall incorporate the requirements of Section 5.6. The School shall provide copies to the School's parents and students at the start of each school year and shall make this policy readily accessible from the School’s website or school office, as described in Section 11.4.1. If the policy is not available from the School’s website, the School shall submit the current policy to the Commission.

  • Employee Training and Discipline Contractor agrees to advise its personnel who have access to Medi-Cal PII of the confidentiality of the information, the safeguards required to protect the information, and the civil and criminal sanctions for non-compliance contained in applicable Federal and State laws. Contractor shall:

  • MAINTENANCE OF CLASSROOM CONTROL AND DISCIPLINE A. When, in the judgment of a teacher, a student is, by behavior, seriously disrupting the instructional program to the detriment of other students, the teacher may exclude the student temporarily from the classroom and refer the student to the building administrator for appropriate intervention. At the request of the referring teacher, an administrator will communicate the status of a disciplinary action within two (2) work days of the request.

  • DISCIPLINE AND DISCHARGE OF EMPLOYEES (a) Pursuant to Section 84(1) of the Labour Relations Code, the following standards shall be applied:

  • SUSPENSION AND DISCIPLINE 29.01 When an employee is suspended or discharged from duty, the Employer undertakes to notify the employee in writing, with a copy to the Association, of the reason for such suspension or discharge. The Employer shall endeavour to give such notification at the time of suspension or discharge.

  • DISCHARGE AND DISCIPLINE 20.01 No employee shall be disciplined or discharged without just cause.

  • DISCIPLINE AND DISCHARGE 21.01 The Employer may warn, suspend, demote or discharge employees for just cause. If the conduct or performance of an employee warrants disciplinary action, such action shall be confirmed in writing. A copy of all such documentation shall be provided to the employee(s) involved and forwarded to the office of the Union at the time they are issued.

  • DISCIPLINE AND DISCHARGE CASES 13:01 An employee who is discharged by the Employer shall, as soon as may be practicable thereafter, be given written notice thereof and a copy of such notice shall, within seven (7) working days after such discharge, be forwarded to the President of the Union, which said Notice shall contain the reason for the discharge of the said employee.

  • DISCHARGE AND DISCIPLINE CASES 10.01 Whenever the Corporation deems it necessary to censure an employee in writing, in a manner indicating that dismissal or suspension may follow, the Corporation shall within five (5) working days thereafter, give written particulars of such censure to the President of the Union, with a copy to the employee involved.

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