Written Reprimands a. A written reprimand shall be issued within ten duty days of the initial formal conference. This time limit may be extended on cases where additional witnesses and/or sources of information are/were unavailable for further investigation or upon written notice to the employee of an anticipated completion date.
Written Reprimands. Records of written reprimands shall cease to have force and effect or be considered in future disciplinary matters eighteen (18) months after their effective date, providing there are no intervening disciplinary actions taken during that time period.
Written Reprimands. Written reprimands are disciplinary in nature, do not involve a loss of pay, and may be issued to any employee for an established violation of workplace rules. Written Reprimands may or may not be given before a discipline up to and including termination depending on the nature or severity of the rule violation.
Written Reprimands. 1. A written reprimand issued to an Employee shall contain the specific reasons for the action and a statement that the Employee may consult the Union on the matter.
Written Reprimands. 7.6.1 A written reprimand is a disciplinary notice in writing, identified as an official disciplinary written reprimand, which shall include an explanation of a deficiency or misconduct to be corrected.
Written Reprimands. Written reprimands will not be subject to the appeal procedures in Article 9(A) (1)-(5). If an employee desires to appeal a written reprimand he/she shall file a written response to the written reprimand with the person issuing the written reprimand and request review by the person issuing the written reprimand within ten (10) working days of receipt of the written reprimand. The person issuing the written reprimand will then respond to the employee within ten (10) working days of receipt of the request for review. If the employee disagrees with the response of the person issuing the written reprimand the employee may appeal the response to the County Manager or designee within ten (10) working days of receipt of the response. The County Manager or designee will review the matter and issue a binding decision either upholding, modifying or overturning the written reprimand.
Written Reprimands a. An employee may file, within 20 duty days after receipt of a written reprimand, a written response, which shall be attached to the reprimand. The supervisor shall hold a written reprimand 20 duty days or until receipt of the written response, whichever is sooner, prior to placement in the employee’s personnel file.
Written Reprimands. Each written reprimand shall be removed from the employee’s file after twenty four (24) calendar months upon the employee’s request. (Exception: If the same violation occurs within the two (2) year period, the first violation will be kept on record until the passing of twenty-four (24) months without the same violation.)
Written Reprimands. Written reprimands shall be maintained as a temporary record on the left hand side of the employee's Official Personnel Folder (OPF) for a period not longer than one year. The supervisor or the employee may initiate a review of the written reprimand at any time to determine if there has been substantial improvement, e.g.; no recurrence of similar or related misconduct. If so, the letter will be removed from the employee's OPF and the supervisory work folder (SWF).
Written Reprimands. A reprimand, the details of which are committed to writing and placed in the employee's personnel file;
