Use of Prior Discipline. The use of prior discipline shall be handled on a case by case basis for promotions or future disciplinary actions. The City cannot use stale discipline for promotions or disciplinary actions.
Use of Prior Discipline. In assessing proper levels of discipline, the City will take into account the length of time since any previous offenses have occurred. Records of oral counseling will not be used as a basis for further discipline one (1) year or more after issuance. Records of written reprimand will not be used as a basis for further discipline two (2) years or more after issuance. All other forms of discipline shall be removed from the personnel file three (3) years from the date of issuance. Providing there has been no intervening discipline, discipline records after the 1, 2 or 3 year period shall be disposed of in accordance with the City's Public Records Retention Schedule.
Use of Prior Discipline. Nothing shall be used against an employee in a demotion, suspension or other disciplinary action unless the employee has been notified in writing.
Use of Prior Discipline. Prior discipline may be utilized to establish that an employee had knowledge of the standard of conduct expected. Record of prior discipline shall be maintained as follows:
Use of Prior Discipline. The Company in arbitration proceedings will not make use of any previous disciplinary actions against an employee who has a clean record for four (4) years following the date of his/her last infraction, except to refute any claim by the employee in a subsequent case that his/her record was clean during such period. This prohibition shall not apply to prior discipline involving violations of the Company’s equal employment opportunity policies (including harassment), violation of the Company’s substance abuse policy, infractions involving weapons or threatening bodily harm and/or striking another employee, member of supervision, or customer, or infractions that could cause personal injury or the intentional or negligent destruction of Company property or customer product. Employee absences of greater than two weeks do not count toward the time limits specified in this paragraph.
Use of Prior Discipline. In keeping with the parties’ agreement that discipline is to be corrective, it is agreed that all disciplinary files maintained by the Employer concerning an employee shall not be used for the purposes of progressive discipline unless there has been subsequent disciplinary action of any kind within the following time periods:
Use of Prior Discipline. In assessing proper levels of discipline, the City will take into account the length of time since any previous offenses have occurred. Records of oral counseling will not be used as a basis for further discipline one (1) year or more after issuance, provided there was no intervening same and/or similar discipline, and shall be placed in an expired discipline folder within the personnel file. Records of written reprimand will not be used as a basis for further discipline two (2) years or more after issuance, provided there was no intervening same and/or similar discipline, and shall be placed in an expired discipline folder within the personnel file. All other forms of discipline will not be used as a basis for further discipline and shall be placed in an expired discipline folder within the personnel file three (3) years from the date of issuance, provided there was no intervening same and/or similar discipline.
Use of Prior Discipline. In assessing proper levels of discipline, the City will take into account the length of time since any previous offenses have occurred. Records of oral counseling will not be used as a basis of further discipline two (2) or more years after issuance, and records of written reprimand will not be used as a basis of further discipline five (5) years or more after issuance.
