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.
b. An employee may, within 20 duty days after receipt of a written reprimand, file a response which shall be appended to the reprimand.
c. A written reprimand shall not serve as prima facie evidence of the facts alleged therein in any later situation involving dismissal.
d. A written reprimand shall be deemed no longer relevant for disciplinary purposes after a specified period of time, in accordance with Article XI, Section F. The reprimand shall indicate such in writing.
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.
2. The written reprimand shall be issued to the Employee in person or, if impracticable, mailed to the Employee’s last known address.
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. 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.
b. An employee may, within 20 duty days after receipt of a written reprimand, file a response which shall be appended to the 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.
b. A written reprimand shall be deemed no longer relevant for disciplinary purposes after a specified period of time, in accordance with Article IX, Section D.4.
c. A written reprimand shall not serve as prima facie evidence in and of itself of the facts alleged therein in any later situation when dismissal is being considered.
Written Reprimands. 1) If any verbal communication is intended, by the administrator, to be a reprimand which will be the basis for further disciplinary action, or if a written reprimand is to be issued in connection with the verbal communication, this intent shall be expressly stated as such, and the bargaining unit member shall be given a reasonable opportunity to request the presence of an Association Representative.
2) No written reprimands shall be issued without preceding verbal communication regarding the incident which will be the subject of the written reprimand.
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.)
