Removal of File Materials. 18 A. An employee may request to have removed from their personnel file any 19 letter of reprimand which is more than two (2) years old. If the subject of the discipline is 20 not demonstrably related to client care, the letter shall be removed and shall not be 21 considered in any subsequent disciplinary action.
22 B. A single letter imposing discipline more severe than a letter of reprimand, 23 which is more than five (5) years old, shall be removed from an employee’s personnel file 24 upon their request if the subject of the discipline is not demonstrably related to client care.
Removal of File Materials. 1. Oral reprimands may be memorialized in writing for the purpose of preparing future disciplinary actions or employee performance evaluations but will not be placed in the employee personnel file.
Removal of File Materials. 1. Oral reprimands may be memorialized in writing for the purpose of preparing future disciplinary actions or employee performance evaluations, but will not be placed in the employee personnel file.
2. The written reprimands will be removed from an employee’s personnel file after one hundred eighty (180) days from the date said action was finalized provided that no further written reprimands have been issued within the one hundred eighty (180) day time period. If another written reprimand has been issued within this time period then both written reprimands shall remain in the personnel file for an additional one hundred eighty (180) days from the date of the latest written reprimand. In any event, the one hundred eighty (180) days may be extended to three hundred sixty (360) days depending on the seriousness of the circumstances. If another written reprimand has been issued within the three hundred sixty (360) days time period then both written reprimands shall remain in the personnel file for an additional three hundred sixty (360) days from the date of the last written reprimand.
Removal of File Materials. 1. Oral reprimands may be memorialized in writing for the purpose of preparing future disciplinary actions or employee performance evaluations, but will not be placed in the employee personnel file.
2. Written reprimands will be removed from an employee’s personnel file after one hundred eighty (180) days from the date said action was finalized provided that no further written reprimands have been issued within the one hundred eighty (180) day time period. If another written reprimand has been issued within this time period then both written reprimands shall remain in the personnel file for an additional one hundred eighty (180) days from the date of the latest written reprimand. In any event, the one hundred eighty (180) days may be extended to three hundred sixty (360) days depending on the seriousness of the circumstances. If another written reprimand has been issued within the three hundred sixty (360) days’ time period DocuSign Envelope ID: 99766E11-34BF-4626-9D26-31F40243B952 then both written reprimands shall remain in the personnel file for an additional three hundred sixty (360) days from the date of the last written reprimand.
3. Any discipline above written reprimands (suspensions, etc.) will be removed from an employee’s personnel file after one (1) year, provided no additional disciplinary action (written reprimand or higher) has been imposed. In the event any additional discipline has been issued, both records will remain in the personnel file for two (2) years.
Removal of File Materials. Employees may request and have removed from his or her personnel file any letter of reprimand which is more than two (2) years old. Oral reprimands will not be memorialized in writing and will not be placed into an employee’s file. A single letter of discipline more severe than a letter of reprimand which is more than five (5) years old will be removed from an employee’s personnel file upon his or her request. If there is more than one (1) letter imposing discipline which is more severe than a letter of reprimand, none of the letter may be removed until the most recent letter is more than five (5) years old. At that time, it and all previous discipline letters will be removed from the employees file upon request.
Removal of File Materials. A. An employee may request to have removed from their personnel file any letter of reprimand which is more than two (2) years old. If the subject of the discipline is not demonstrably related to client care, the letter shall be removed and shall not be considered in any subsequent disciplinary action.
B. A single letter imposing discipline more severe than a letter of reprimand, which is more than five (5) years old, shall be removed from an employee’s personnel file upon their request if the subject of the discipline is not demonstrably related to client care. If removed, the letter shall not be considered in any subsequent disciplinary action.
C. If there is more than one (1) letter imposing discipline which is more severe than a letter of reprimand on file, none of the letters may be removed until the most recent letter is more than five (5) years old. At that time, it and all previous disciplinary letters will be removed from the employee’s personnel file upon request if the subject of the discipline is not demonstrably related to client care.
D. For the purpose of this subsection “letter” includes all attachments. Disciplinary actions which are eligible for removal under this provision but have not yet been removed will not be considered in any subsequent disciplinary action.
Removal of File Materials. A non-tenure track faculty member may request the Director, Human Resources to expunge any material from the non-tenure track faculty member’s personnel file. The Director Human Resources or designee shall review the matter, make a prompt decision and give the non-tenure track faculty member written notification of, and reasons for the decision within fifteen (15) working days. If the non-tenure track faculty member disagrees with the decision of the Director, Human Resources, the non-tenure track faculty member shall have the right to respond to the decision. Expunged material shall be given to the non-tenure track faculty member for disposal.
Removal of File Materials. Employees may request and have removed from 16 his or her personnel file any letter of reprimand which is more than two (2) years old.
Removal of File Materials. Employees may request and have removed from his or her personnel file 47 any letter of reprimand which is more than two (2) years old. Oral reprimands will not be memorialized in writing 48 and will not be placed into an employee’s file. A single letter of discipline more severe than a letter of reprimand 49 which is more than five (5) years old will be removed from an employee’s personnel file upon his or her request.
Removal of File Materials. 18 A. An employee may request to have removed from his or her personnel file 19 any letter of reprimand which is more than two (2) years old. If the subject of the discipline 20 is not demonstrably related to client care, the letter shall be removed and shall not be 21 considered in any subsequent disciplinary action.
22 B. A single letter imposing discipline more severe than a letter of reprimand, 23 which is more than five (5) years old, shall be removed from an employee’s personnel file 24 upon his or her request if the subject of the discipline is not demonstrably related to client 25 care. If removed, the letter shall not be considered in any subsequent disciplinary action.
26 C. If there is more than one (1) letter imposing discipline, which is more severe 27 than a letter of reprimand on file, none of the letters may be removed until the most recent 28 letter is more than five (5) years old. At that time, it and all previous disciplinary letters will 29 be removed from the employee’s personnel file upon request if the subject of the discipline 30 is not demonstrably related to client care.
1 D. For the purpose of this subsection “letter” includes all attachments. 2 Disciplinary actions, which are eligible for removal under this provision but have not yet 3 been removed, will not be considered in any subsequent disciplinary action.
