Verbal Warning / Reprimand (Disciplinary Action Sample Clauses

Verbal Warning / Reprimand (Disciplinary Action. It is an oral warning to an employee about work performance or behavior. The employee has a right to representation (union or otherwise). The supervisor should document the meeting and warning with a note (anecdotal or otherwise) and place it in the Building Employee File. This is not an inflexible rule; for example, no one expects the principal to document every time they tell the custodian to do a better job of mopping the entrance hallway. Documentation must be made for serious concerns and/or repetitive problems. Moreover, most documentation should be shared with the employee so that they can't claim later that they were never told about a problem.
Sample 1
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Related to Verbal Warning / Reprimand (Disciplinary Action

  • DISCHARGE AND DISCIPLINARY ACTION 10.01 A claim by an employee that they have been discharged or suspended, without just cause, shall be a proper subject for a grievance. Such a grievance shall be submitted in writing to the Employer at Step Two within ten (10) working days after the employee receives notice that they have ceased to work for the Employer or has been notified of the suspension, as the case may be. Notwithstanding the time limits contained in Article 9.03 Step Two, the Parties will meet in an attempt to resolve the grievance within five (5) working days of said grievance being filed at Step Two.

  • Grounds for Disciplinary Action The imposition of an oral reprimand shall not be subject to the grievance procedure. An employee may challenge the contents of any written materials pursuant to the provisions of Article 5.5

  • CAUSE FOR DISCIPLINARY ACTION No disciplinary action shall be taken against a permanent employee without good cause. "

  • Causes for Disciplinary Action The following causes shall be grounds for disciplinary action:

  • Notification of Disciplinary Action When an administrative investigation leads to disciplinary action, the procedures for notification to the employee contained in Article 19 shall be followed.

  • Record of Disciplinary Action (a) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an employee, the existence of which the employee was not aware at the time of filing.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Disciplinary Action 18.1. The following sets out the action which may be taken when a worker returns a confirmed positive result to an alcohol or drug test.

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

  • Appeal of Disciplinary Action If the Union is not satisfied with the response of the Town Supervisor, the Union may submit the matter to arbitration by filing a demand for arbitration with the New York State Public Employment Relations Board in accordance with its rules and regulations. The demand for arbitration must be filed within fourteen calendar days of receiving the response from the Town Board or when the response should have been received. The fees of the arbitrator shall be shared equally by the Town and the Union. The conduct of the arbitration shall be under the exclusive jurisdiction and control of the arbitrator which shall conform to applicable law. All decisions rendered by the arbitrator shall be final and binding upon all parties.

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