Common use of Written Warning and Conference Clause in Contracts

Written Warning and Conference. The written warning shall be delivered to the employee by the immediate supervisor with the Executive Director of Human Resources present. The supervisor shall present a memorandum documenting the written warning. The Union shall be notified and shall have a right to be present at the meeting. The employee is responsible for notifying the Union for representation. The administration is responsible for notifying the employee that a disciplinary meeting shall take place. If the employee chooses not to have Union representation in the meeting, he/she will sign a written memorandum stating that he/she has been offered Union representation and has refused it. The memo shall contain a description of the unacceptable performance. The memo shall be given to the employee with copies to the supervisor, the Executive Director of Human Resources, and the employee’s personnel file. All persons present shall sign said memorandum. Employee’s refusal to sign letter of written warning shall be noted and shall be placed in the employee’s personnel file. If no additional discipline is issued to the employee within a thirty-six (36) month period of receiving their first written warning, the written warning shall be removed from their personnel file. Only the first written warning is eligible for removal from an employee’s file.

Written Warning and Conference. The written warning shall be delivered to the employee by the immediate supervisor with the Executive Director of Human Resources present. The supervisor shall present a memorandum documenting the written warning. The Union shall be notified and shall have a right to be present at the meeting. The employee is responsible for notifying the Union for representation. The administration is responsible for notifying the employee that a disciplinary meeting shall take place. If the employee chooses not to have Union representation in the meeting, he/she will sign a written memorandum stating that he/she has been offered Union representation and has refused it. The memo shall contain a description of the unacceptable performance. The memo shall be given to the employee with copies to the supervisor, the Executive Director of Human Resources, and the employee’s personnel file. All persons present shall sign said memorandum. Employee’s refusal to sign letter of written warning shall be noted and shall be placed in the employee’s personnel file. If no additional discipline is issued to the employee within a thirty-six (36) month period of receiving their first written warning, the written warning shall be removed from their personnel file. Only the first written warning is eligible for removal from an employee’s file.

Written Warning and Conference. ‌ The written warning shall be delivered to the employee by the immediate supervisor with the Executive Director of Human Resources present. The supervisor shall present a memorandum documenting the written warning. The Union shall be notified and shall have a right to be present at the meeting. The employee is responsible for notifying the Union for representation. The administration is responsible for notifying the employee that a disciplinary meeting shall take place. If the employee chooses not to have Union representation in the meeting, he/she will sign a written memorandum stating that he/she has been offered Union representation and has refused it. The memo shall contain a description of the unacceptable performance. The memo shall be given to the employee theemployee with copies to the supervisor, the Executive Director of Human Resources, and the employee’s personnel file. All persons present shall sign said memorandum. Employee’s refusal to sign letter of written warning shall be noted and shall be placed in the employee’s personnel file. If no additional discipline is issued to the employee within a thirty-six (36) month period of receiving their first written warning, the written warning shall be removed from their personnel file. Only the first written warning is eligible for removal from an employee’s file. The employee will submit Appendix Q to the Executive Director of Human Resources.