REMOVAL OF DISCIPLINARY RECORDS.
a. It shall be the policy of the Sacramento Fire Department that all records of disciplinary action contained in personnel files be removed as follows subject to the following criteria:
(1) Documented counseling - after twelve (12) months.
(2) Letters of reprimand - after eighteen (18) months from date the letter is served on the employee.
(3) Suspensions [two (2) shifts or less] - after five (5) years from date the final letter imposing discipline is served on the employee. This includes withholding of in-grade increase, grade reduction, and paid time-off taken in lieu of suspension.
(4) Suspensions [three (3) shifts or more] - after ten (10) years from date the final letter imposing discipline is served on the employee. This includes withholding of in-grade increase, grade reduction, and paid time-off taken in lieu of suspension.
(5) Demotions - after ten (10) years from date the final letter imposing discipline is served on the employee.
b. The time periods for removal described in subsection (a) above shall restart if the employee has any further disciplinary action.
c. The provisions of this Article will be subject to all requirements as described in government codes, City codes and resolutions, as amended.
REMOVAL OF DISCIPLINARY RECORDS.
a. It shall be the policy of the Sacramento Fire Department that all records of disciplinary action contained in personnel files be removed as follows subject to the following criteria:
(1) Documented counseling - after twelve (12) months.
(2) Letters of reprimand - after eighteen (18) months from date of effect.
(3) Suspensions [two (2) shifts or less] - after five (5) years from date of effect. Includes withholding of in-grade increase, grade reduction and paid time-off taken in lieu of suspension.
(4) Suspensions [three (3) shifts or more] - after ten (10) years from date of effect. Includes withholding of in-grade increase, grade reduction and paid time-off taken in lieu of suspension.
(5) Demotions - after ten (10) years from date of effect.
b. It is understood that time periods described in subsection (a) above shall restart the removal date if the employee has any further disciplinary action.
c. It is understood that disciplinary documentation placed in the employee’s personnel file shall be subject to the removal provisions of this Article.
d. The provisions of this Article will be subject to all requirements as described in government codes, City codes and resolutions.
REMOVAL OF DISCIPLINARY RECORDS. The Village may maintain records of disciplinary actions taken against an employee, but the Village shall not use the disciplinary record(s) against the employee if the employee has not repeated the offense within twelve months, unless the offense involved harassment or discrimination, workplace violence, accidents involving injury and/or property damage, drugs or alcohol.
REMOVAL OF DISCIPLINARY RECORDS. All disciplinary records shall automatically be removed from an employee’s file after three (3) years from occurrence, provided the conduct which led to the discipline has not recurred during that time period.
REMOVAL OF DISCIPLINARY RECORDS. The Employer will remove all records of counselling, reprimands, warnings and suspensions from an employee's personnel file after eighteen (18) months provided there have been nofurtherrecords ofcounselling, reprimands, warnings or suspensions of any kind placed on the employee's file in the eighteen (18) month period following that incident. For clarity, only where an employee has a clean record with no records of counselling, reprimands, warnings and suspensions placed on their fileforeighteen (18) months, shall records beremoved from thefile.Notwithstandingtheforegoing, allrecords of counselling, reprimands, warnings and suspensions pertaining tosexual harassment will remain on the employee's file indefinitely.
REMOVAL OF DISCIPLINARY RECORDS. A. Reprimands will be removed from an employee’s files after a 2 year period; unless such action has been extended in writing or a subsequent infraction that referenced the reprimand has occurred.
B. At the election of the issuing management official, reprimands may be removed from the files at any time after 1 year from the original effective date if the employee’s behavior has improved and the discipline has served its purpose. The employee may request that the supervisor issuing the reprimand remove it after 1 year with the following provisions: a) the employee can demonstrate the behavior has been corrected, and b) only one request may be initiated by the employee.
C. Should the supervisor decide not to remove the reprimand after the employee makes the request for its removal it is understood that this decision is non-grieveable.
D. Suspensions become a permanent part of employee’s official eOPF.
REMOVAL OF DISCIPLINARY RECORDS. (a) At the expiry of two (2) years of continuous service from the date the disciplinary measure was invoked, the Employer shall remove the record of the disciplinary action from the Employee’s personnel file upon the written request from the Employee.
(b) At the time of any performance evaluation within the two (2) years, and at the discretion of the Employer, the letter of warning placed in the Employee’s personnel file may be removed. The decision of the Employer to not remove the letter shall not be grieved by the Employee.
(c) The Employer shall confirm in writing to the Employee that the Employee’s personnel file has been cleared of the relevant record as per Article 23.04 (a) or (b).
REMOVAL OF DISCIPLINARY RECORDS. All disciplinary records, except for drug and alcohol violations, which shall remain for five
REMOVAL OF DISCIPLINARY RECORDS. The Employer will remove all records of counselling, reprimands, warnings and suspensions from an employee’s personnel file after twenty-four (24) months provided there have been no further records of counselling, reprimands, warnings or suspensions of any kind placed on the employee’s file in the twenty-four (24) month period following that incident. For clarity, only where an employee has a clean record with no records of counselling, reprimands, warnings and suspensions placed on their file for twenty-four
REMOVAL OF DISCIPLINARY RECORDS. The Employer agrees to destroy all letters of disciplinary action, including Letter of Warning from the Employee's record twelve (12) months after the said incident for which resolution occurred provided that the employee is not subject to further discipline during this period. All files are to be shredded after the twelve (12) month period.
