Records of Disciplinary Actions. A record of any disciplinary action will be removed after two (2) years, upon written request of the employee, provided that no disciplinary actions of any kind are taken against the employee during the intervening two (2) year period. Periods of leave for more than fourteen (14) consecutive days, except for approved vacation leave, shall not be used in calculating the retention period. Any record which is not removed on the date required by the foregoing provision shall cease to have any force and effect. This section shall apply to records placed in an employee’s file prior to the effective date of this Agreement.
Records of Disciplinary Actions a. Records of disciplinary action will be maintained as described below. The record retention period begins on the effective date of the action. Prior offenses may be used in determining the severity of the penalty for a current offense if the prior action falls within the retention period described below:
(1) Oral Admonishment up to 1 year in Supervisor's Brief*
(2) Reprimand up to 2 years in Supervisor's Brief ..………………………2 years in Official Personnel Folder
(3) Suspension up to 3 years in Supervisor's Brief .………………………SF-50 in Official Personnel Folder * Except, if the employee is subject to a second disciplinary action within one year, up to 2 years in Supervisor’s Brief
b. Disciplinary Actions, which are removed as a result of a third-party decision, or as a result of a management decision, shall be removed from all of the employee's records. The Employer will make a good faith effort to complete the removal within 10 days of notification of the third party decision.
Records of Disciplinary Actions. Unfounded or unsubstantiated complaints against an Employee will not be placed in the Employee’s personnel file. Verbal counselings and records of verbal counseling are not considered disciplinary actions, will contain a statement to that effect, as such, are not subject to the grievance and arbitration procedure, and may be expunged from the file upon the written request of the Employee after six (6) months from the date of occurrence. Written reprimands may be kept in an Employee’s personnel file up to twelve (12) months from the date of the last occurrence. Suspensions of twenty-four (24) hours or less may be kept in an Employee’s personnel file for up to twenty-four (24) months from the date of the last occurrence. Suspensions of seventy-two (72) hours or less may be kept in an Employee’s personnel file for up to thirty-six (36) months from the date of the last occurrence. Suspensions of more than seventy-three (73) hours may be kept in an Employee’s personnel file for up to forty-eight (48) months from the date of the last occurrence. If no further disciplinary action has been taken against the Employee, the discipline will be expunged from the file upon written request.
Records of Disciplinary Actions. Unfounded or unsubstantiated complaints against an Employee will not be placed in the Employee’s personnel file. Verbal counselings and records of verbal counseling are not considered disciplinary actions, will contain a statement to that effect, as such, are not subject to the grievance and arbitration procedure, and may be expunged from the file upon the written request of the Employee after six (6) months from the date of occurrence. Written reprimands may be kept in an Employee’s personnel file up to twelve
Records of Disciplinary Actions. Records of disciplinary action shall cease to have force and effect according to the following schedule, provided that there is no intervening disciplinary action taken during that time period: Verbal warning/counseling - 12 months Written Reprimand - 12 months Suspension - 24 months Demotion - permanent Discharge - permanent The foregoing time period shall be measured from the date of the disciplinary action. In the event that there is an intervening disciplinary action taken prior to the expiration of any of the foregoing time periods, the record of the applicable disciplinary action shall continue to have force and effect according to the foregoing schedule based upon the above set forth time periods beginning with the date of such intervening disciplinary action.
Records of Disciplinary Actions shall be removed from an employee's record after one (1) year of active employment from the date, which discipline is imposed, provided there has been no similar offence in that period, with the exception of any incidence relating to Sexual Harassment or Violence in the Workplace which shall become a part of the Employee’s record for three (3) years. In the event of a similar offence, the time for the application of this section shall be counted from the date of the succeeding offence.
Records of Disciplinary Actions. Records of formal disciplinary actions will be maintained in the member's personnel file in accordance with Chapter 1347 of the Ohio Revised Code. Any member or the member's duly authorized representative shall have the right to inspect such member's personnel file in accordance with applicable law. A member xxx obtain copies of materials in the member's file and the Township may establish a reasonable copying charge for such material. Should any member have reason to believe that there are inaccuracies in documents contained in the member's file, the member may notify the Fire Chief in writing of the alleged inaccuracy. Material will be removed from the personnel file and stored in another Township file if a member's claim that it is inaccurate, irrelevant, untimely, or incomplete is verified and sustained by a representative(s) designated by the Township. In the event such claim is not verified and sustained, the member shall have the right to submit a written statement detailing the member's objections to the materials in question. If such a statement is prepared, it shall be attached to the material objected to by the member.
Records of Disciplinary Actions. A record of an oral or written reprimand will be removed from an employee’s personnel file after one (1) year and a record of any other disciplinary action will be removed after two (2) years, upon written request of the employee, provided that no disciplinary actions of any kind are taken against the employee during the intervening one (1) or two (2) year period. Periods of leave for more than fourteen (14) consecutive days, except for approved vacation leave, shall not be used in calculating the retention period. Any record which is not removed on the date required by the foregoing provision shall cease to have any force and effect. This section shall apply to records placed in an employee’s file prior to the effective date of this Agreement.
Records of Disciplinary Actions. Records of disciplinary action shall cease to have force and effect according to the following schedule, provided that there is no intervening disciplinary action taken during that time period: Verbal warning/counseling - 12 months Written Reprimand - 12 months Suspension - 24 months Demotion - permanent Discharge - permanent The foregoing time period shall be measured from the date of the disciplinary action. In the event that there is an intervening disciplinary action taken prior to the expiration of any of the foregoing time periods, the record of the applicable disciplinary action shall continue to have force and effect according to the foregoing schedule based upon the above set forth time periods beginning with the date of such intervening disciplinary action.
Section 7.3 Each employee within the Union shall, upon request, be permitted access to his personnel records, copies of all injury report forms, and Workers’ Compensation forms pertaining to his own employment, provided that this access does not interfere with the discharge of his or her duty or the duties of the Personnel Department. The complete employee file will be available by conclusion of the next business day. The employee will be granted one (1) copy of the employee’s individual personnel file documents.
Section 7.4 If an employee feels that any material in personnel file is untrue and/or derogatory the employee shall have the right for a period limited to thirty (30) days after such receipt or review of his file to answer or respond to such material in writing and such answer or response will be made part of those files. Should an employee leave the employment of the Township and sign a waiver of information for any future employer, the information that is released shall include the employee’s response to any material that he deemed untrue and/or derogatory.
Section 7.5 Copies of any material placed in the employee’s personnel file shall be forwarded to the employee.
Records of Disciplinary Actions. Any memorandum or letter of reprimand or other record of an incident intended to become a part of the employee's official personnel file will be addressed to the employee (which copy he may retain) with a copy to the file. The employee and/or the Union, with the employee cosigning, may file a reply to any entry referred to above within ten (10) days, setting forth any factual evidence controverting or explaining the entry to which it is in reply. Such replies shall become a part of the employee's official personnel record. No reprimand or other record of a disciplinary action shall be used as evidence against an employee in any disciplinary action if the employee has had no further reprimands or disciplinary actions during the last two (2) years. In the event an employee receives a written reprimand or a complaint is made regarding his or her work or conduct, the employee shall be given a copy of the written reprimand or complaint, dated and signed by the appropriate supervisor. In the event an employee is given a letter of commendation, one copy of the letter will be given to the employee and one copy will be placed in his or her personnel records.
