Oral Reprimand. A formal discussion with an employee about performance or conduct problems and City expectations and requirements. This action is documented by the immediate supervisor for future reference and is not subject to appeal.
Oral Reprimand. One year of active duty (e.g., not on leave of absence), provided the employee was not disciplined during the intervening twelve months from the date of issuance of the oral reprimand.
Oral Reprimand. A Department supervisor, or appointing authority, if no supervisor exists, upon observing an action, may issue an oral warning to the employee. The oral warning shall be presented with maximum regard to avoiding embarrassment to the employee and shall include a statement concerning the purpose of the warning. An oral reprimand shall be noted in the employee's personnel file.
Examples of Oral Reprimand in a sentence
Disciplinary action or measures will include only the following: ● Oral reprimand (notice to be given in writing) ● Written reprimand ● Suspension (notice to be given in writing) ● Dismissal Discipline may start at any level, up to and including discharge, in the case of more serious offense.
More Definitions of Oral Reprimand
Oral Reprimand. Oral reprimand shall be accomplished in a confidential manner. An employee shall submit a summary of their understanding of any oral reprimand to be added to the oral reprimand documentation.
Oral Reprimand means a memorandum to the employee with a copy to the personnel file recording and documenting the nature of the oral admonishment. The memorandum should include the date and nature of the violation as well as the proper course of behavior and future consequences if the behavior is not corrected. Please consult the collective bargaining agreement for applicability.
Oral Reprimand means a verbal discussion between the supervisor and the employee wherein the supervisor shall identify the standard(s) of conduct that the employee violated, the employee's act(s) or conduct that violated the standard(s), including date(s), time(s), and place(s), where applicable, the corrective action required, and a warning that future violations will result in more severe disciplinary action in accordance with this rule.
Oral Reprimand. The supervisor informs the employee of the observed offensive action, interviews the employee about the action, and identifies the need for corrective action. No written record of oral reprimands is kept in the employee's personnel file. Written Warning - If an oral warning fails to result in improved behavior, or the circumstances warrant, a written warning may be issued. The warning will identify the offense, any efforts previously made to correct the offense, and notice to the employee that future disciplinary action may occur if the matter is not corrected. The written warning will be placed in the employee’s personnel file in the Human Resources Office. After 12 months, warnings will not be used in subsequent disciplinary action provided the employee’s overall performance and conduct have been satisfactory. Employees receiving a written warning will receive a referral to the Employee Assistance Program (EAP). Suspension - The Superintendent may, for cause, recommend that the Town Manager suspend an employee with or without pay for an offense. Suspension of an employee may be effective immediately. The notice of suspension shall be in writing and shall state the grounds for the suspension and its duration. A copy of the notice shall be sent to the Human Resources Office. Such letter shall be placed in the employee's personnel file. Demotion - An employee may be demoted if unable to perform his/her assigned duties, but capable of available work at lower paid related duties. A recommendation to demote is made to the Town Manager by the Superintendent. Written notice of demotion will be provided to the employee and copied to the employee’s personnel file. Termination - Under the Amherst Town Government Act, only the Town Manager has the authority to dismiss an employee. When the Superintendent proposes to dismiss a permanent employee he/she shall consult in detail with the Town Manager regarding the reason(s) for termination. Written notice stating the grounds for the action and the employee’s appeal rights shall be sent to the employee by hand delivery or certified mail, receipt requested. When an employee is absent for three consecutive working days without notifying the Superintendent he/she shall be considered to have abandoned his/her position. When it is proven that an employee could not have contacted the Superintendent, reinstatement may occur.
Oral Reprimand. This means of correcting an EMPLOYEE after misconduct is normally used by the immediate supervisor. This simply means that the EMPLOYEE is corrected by word of mouth, his/her errors are explained and a warning is given that work and/or EMPLOYEE'S conduct must improve. The oral reprimand should be administered as soon as possible after the EMPLOYEE has been found guilty of violating procedure, and in private, where appropriate. The oral reprimand is not subject to the grievance procedure.
Oral Reprimand a warning given for misconduct or for unsatisfactory work. This reprimand shall be given directly by the employee’s Supervisor or the Secretary General, but may be given by the Human Resources Manager, if he/she concludes that an oral reprimand is appropriate, when the misconduct involves the use of common services and facilities or behaviour which affects areas outside the competence of the employee’s supervisor. The fact that such a reprimand has been given shall be recorded in the employee’s administrative file.
Oral Reprimand means a formal disciplinary action consisting of a discussion with an employee by a supervisor in which the supervisor expresses dissatisfaction with the employee's performance or conduct.