Common use of Warnings and Written Reprimands Clause in Contracts

Warnings and Written Reprimands. Oral or written warnings, including caution and reinstruction, and written reprimands shall constitute elements of progressive discipline, but shall not be subject to the grievance procedures in Article 22. If an Operator submits a written rebuttal within thirty (30) working days from the date of the written reprimand or warning to the Office of Human Resources, SFMTA shall attach the Operator’s written rebuttal to any written reprimand or warning and shall place both the written reprimand or warning and the rebuttal in the Operator’s official personnel file. If any written reprimand, caution and reinstruction, performance evaluation, oral or written warning is submitted in evidence in any disciplinary or grievance proceeding, the Operator’s rebuttal shall be submitted at the same time, and all issues relating to the written reprimand, caution and reinstruction, performance evaluation, oral or written warning, or the Operator’s rebuttal may be argued in that proceeding without regard to the time elapsed since the written reprimand, caution and reinstruction, performance evaluation, oral or written warning or Operator’s rebuttal was issued. 207. Performance evaluations shall not constitute discipline and shall not be subject to the grievance procedure in Article 22. If an Operator submits a written rebuttal within thirty (30) working days from the date of the performance evaluation to the Office of Human Resources, SFMTA shall attach the written rebuttal to the unfavorable performance evaluation and shall place both the performance evaluation and the written rebuttal in the Operator’s official personnel file.

Warnings and Written Reprimands. 241. Oral or written warnings, including caution and reinstruction, and written reprimands shall constitute elements of progressive disciplinecorrective action, but shall not be subject to the grievance procedures in Article 22. If an Operator submits a written rebuttal within thirty (30) working days from the date of the written reprimand or warning to the Office of Human Resources, SFMTA shall attach the Operator’s written rebuttal to any written reprimand or warning and shall place both the written reprimand or warning and the rebuttal in the Operator’s official personnel file. If any written reprimand, caution and reinstruction, performance evaluation, oral or written warning is submitted in evidence in any disciplinary corrective action or grievance proceeding, the Operator’s rebuttal shall be submitted at the same time, and all issues relating to the written reprimand, caution and reinstruction, performance evaluation, oral or written warning, or the Operator’s rebuttal may be argued in that proceeding without regard to the time elapsed since the written reprimand, caution and reinstruction, performance evaluation, oral or written warning or Operator’s rebuttal was issued. 207242. Performance evaluations shall not constitute discipline corrective action and shall not be subject to the grievance procedure in Article 22. If an Operator submits a written rebuttal within thirty (30) working days from the date of the performance evaluation to the Office of Human Resources, SFMTA shall attach the written rebuttal to the unfavorable performance evaluation and shall place both the performance evaluation and the written rebuttal in the Operator’s official personnel file.

Warnings and Written Reprimands. Oral or written warnings, including caution and reinstruction, and written reprimands shall constitute elements of progressive discipline, but shall not be subject to the grievance procedures in Article 22. If an Operator submits a written rebuttal within thirty (30) working days from the date of the written reprimand or warning to the Office of Human Resources, SFMTA shall attach the Operator’s written rebuttal to any written reprimand or warning and shall place both the written reprimand or warning and the rebuttal in the Operator’s official personnel file. If any written reprimand, caution and reinstruction, performance evaluation, oral or written warning is submitted in evidence in any disciplinary or grievance proceeding, the Operator’s rebuttal shall be submitted at the same time, and all issues relating to the written reprimand, caution and reinstruction, performance evaluation, oral or written warning, or the Operator’s rebuttal may be argued in that proceeding without regard to the time elapsed since the written reprimand, caution and reinstruction, performance evaluation, oral or written warning or Operator’s rebuttal was issued. 207. Performance evaluations shall not constitute discipline and shall not be subject to the grievance procedure in Article 22. If an Operator submits a written rebuttal within thirty (30) working days from the date of the performance evaluation to the Office of Human Resources, SFMTA shall attach the written rebuttal to the unfavorable performance evaluation and shall place both the performance evaluation and the written rebuttal in the Operator’s official personnel file.. Progressive Discipline

Warnings and Written Reprimands. 231. Oral or written warnings, including caution and reinstruction, and written reprimands shall constitute elements of progressive disciplinediscipline corrective action, but shall not be subject to the grievance procedures in Article 22. If an Operator submits a written rebuttal within thirty (30) working days from the date of the written reprimand or warning to the Office of Human Resources, SFMTA shall attach the Operator’s written rebuttal to any written reprimand or warning and shall place both the written reprimand or warning and the rebuttal in the Operator’s official personnel file. If any written reprimand, caution and reinstruction, performance evaluation, oral or written warning is submitted in evidence in any disciplinary corrective action or grievance proceeding, the Operator’s rebuttal shall be submitted at the same time, and all issues relating to the written reprimand, caution and reinstruction, performance evaluation, oral or written warning, or the Operator’s rebuttal may be argued in that proceeding without regard to the time elapsed since the written reprimand, caution and reinstruction, performance evaluation, oral or written warning or Operator’s rebuttal was issued. 207232. Performance evaluations shall not constitute discipline corrective action and shall not be subject to the grievance procedure in Article 22. If an Operator submits a written rebuttal within thirty (30) working days from the date of the performance evaluation to the Office of Human Resources, SFMTA shall attach the written rebuttal to the unfavorable performance evaluation and shall place both the performance evaluation and the written rebuttal in the Operator’s official personnel file.

Warnings and Written Reprimands. 199. Oral or written warnings, including caution and reinstruction, and written reprimands shall constitute elements of progressive discipline, but shall not be subject to the grievance procedures in Article 22. If an Operator submits a written rebuttal within thirty (30) working days from the date of the written reprimand or warning to the Office of Human Resources, SFMTA shall attach the Operator’s written rebuttal to any written reprimand or warning and shall place both the written reprimand or warning and the rebuttal in the Operator’s official personnel file. If any written reprimand, caution and reinstruction, performance evaluation, oral or written warning is submitted in evidence in any disciplinary or grievance proceeding, the Operator’s rebuttal shall be submitted at the same time, and all issues relating to the written reprimand, caution and reinstruction, performance evaluation, oral or written warning, or the Operator’s rebuttal may be argued in that proceeding without regard to the time elapsed since the written reprimand, caution and reinstruction, performance evaluation, oral or written warning or Operator’s rebuttal was issued. 207200. Performance evaluations shall not constitute discipline and shall not be subject to the grievance procedure in Article 22. If an Operator submits a written rebuttal within thirty (30) working days from the date of the performance evaluation to the Office of Human Resources, SFMTA shall attach the written rebuttal to the unfavorable performance evaluation and shall place both the performance evaluation and the written rebuttal in the Operator’s official personnel file.

Warnings and Written Reprimands. 231. Oral or written warnings, including caution and reinstruction, and written reprimands shall constitute elements of progressive discipline, but shall not be subject to the grievance procedures in Article 22. If an Operator submits a written rebuttal within thirty (30) working days from the date of the written reprimand or warning to the Office of Human Resources, SFMTA shall attach the Operator’s written rebuttal to any written reprimand or warning and shall place both the written reprimand or warning and the rebuttal in the Operator’s official personnel file. If any written reprimand, caution and reinstruction, performance evaluation, oral or written warning is submitted in evidence in any disciplinary or grievance proceeding, the Operator’s rebuttal shall be submitted at the same time, and all issues relating to the written reprimand, caution and reinstruction, performance evaluation, oral or written warning, or the Operator’s rebuttal may be argued in that proceeding without regard to the time elapsed since the written reprimand, caution and reinstruction, performance evaluation, oral or written warning or Operator’s rebuttal was issued. 207232. Performance evaluations shall not constitute discipline and shall not be subject to the grievance procedure in Article 22. If an Operator submits a written rebuttal within thirty (30) working days from the date of the performance evaluation to the Office of Human Resources, SFMTA shall attach the written rebuttal to the unfavorable performance evaluation and shall place both the performance evaluation and the written rebuttal in the Operator’s official personnel file.