Written reprimand means a written notification from the appointing authority or designated management representative to an employee that specified activities or conduct are inappropriate for the work place, that performances standards have not been met, and/or that a violation of work place rules or policies, and that continuation thereof will result in more severe discipline, up to and including discharge.
Written reprimand shall be defined as a written document that is given to a Faculty member and placed in his/her personnel file that concerns a matter that may, if not corrected, lead to further disciplinary action.
Written reprimand. A written reprimand will review actions not taken to redress the issue when specified by previous verbal counseling, and in all situations will include a timeline for addressing or redressing the problem(s). In cases of written reprimand, following the oral or written response, the Xxxx shall furnish the faculty member with a written notice of the Administration’s intended corrective action with a full statement of the reasons for such action with a copy to the Association. The Administration shall not proceed with placing the letter in the personnel file until thirty (30) calendar days after receipt of notice by the faculty member. Within these thirty (30) calendar days, the faculty member may seek to address the matter through the appeals process (Article 12.6), and the grievance procedure, including arbitration (Article 8). If the matter is resolved, no record of the event will be placed in the faculty member’s personnel file. If upheld, a copy of the reprimand will be placed in the faculty member’s personnel file.
Examples of Written reprimand in a sentence
Written reprimand for violation of specified regulation, including the possibility of more severe disciplinary sanction in the event of conviction for the violation of any University regulation within a period stated in the letter of reprimand.
Written reprimand, suspension and discharge are the disciplinary measures susceptible of being imposed depending upon the gravity or the frequency of the infraction in question.
Written reprimand for violation of specified reputation, including the possibility of more severe disciplinary sanction in the event of conviction for the violation of a University regulation within a period of time stated in the letter of reprimand.
A verbal statement to a student that there is a violation and that continued violation may be cause for further disciplinary action.(2) Written reprimand.
Written reprimand will not be used unless the employee had received a verbal warning and a written warning for a separate and similar action or infraction.
More Definitions of Written reprimand
Written reprimand. The immediate supervisor will hold a private conference with the employee and Union representation. The immediate supervisor will outline the nature of the problem and listen to any comments from the employee. The immediate supervisor will indicate compliance with specified procedures or cessation of certain conduct is required and future consequences if directives are ignored. A "letter of reprimand" shall be written and placed in the employee's personnel file.
Written reprimand. A written document presented to an employee regarding performance or conduct problems and expectations and requirements. This document is maintained in the official personnel file and is subject to appeal only by sworn staff. Disciplinary Suspension: An involuntary absence without pay for a period up to 30 calendar days. Suspension may be caused by one grave offense, but it more often occurs due to an accumulation of various offenses. (Note: Disciplinary suspensions from paid status for periods of less than one week are not applicable to employees classified as exempt for the purposes of the Fair Labor Standards Act unless they are imposed for infractions of safety rules of great significance.)
Written reprimand means a written notification from the appointing authority or designated management representative to an employee that specified activities or conduct are inappropriate for the work place, that performances standards have not been met, and/or that a violation of work place rules or
Written reprimand. A written reprimand shall be placed in the employee’s personnel file. Before a written reprimand is placed in an employee’s file, a copy will be given to the employee.
Written reprimand shall be a separate written statement identifying misconduct or performance deficiencies clearly identified as a reprimand.
Written reprimand. A written reprimand will review actions not taken to redress the issue, when specified by previous verbal counseling and in all situations will include a timeline for addressing or redressing the problem(s). In cases of written reprimand, following the oral or written response, the Xxxx shall furnish the faculty member with a written notice of the Ad- ministration’s intended corrective action with a full statement of the reasons for such action with a copy to the Association. The Administration shall not proceed with placing the letter in the personnel file until thirty (30) days after receipt of notice by the faculty member. Within these thirty (30) days, the faculty member may seek to address the matter through the appeals process (Article 12.6), and the grievance procedure, including arbitration (Article 8). If the matter is resolved, no record of the event will be placed in the faculty member’s personnel file. If upheld, a copy of the reprimand will be placed in the faculty member’s personnel file. ● Suspension: Suspension without pay may follow failure to redress stated problem(s). In cases of suspension (with or without pay) following the oral or written response, the Xxxxxxx shall furnish the faculty member with a written notice of the Administration’s intended corrective action with a full statement of the reasons for such action, with a copy to the Association. The Administration shall not proceed with formal action until thirty (30) days after receipt of such notice by the faculty member. Within these thirty (30) days, the faculty member may seek to address the matter through the appeals process (Article 12.6), and the grievance procedure, including arbitration (Article 8). If upheld, a copy of the record of suspension will be placed in the faculty member’s personnel file. If the matter is resolved, the faculty member will be reinstated with back pay, and no record of the event placed in the faculty member’s personnel file. If upheld, a copy of the suspension action will be placed in the faculty member’s person- nel file. Discharge may be considered after repeated failure to redress problems through corrective ac- tion (see 12.5 Termination for Cause).
Written reprimand. A formal written notice to the employee that is forwarded to the personnel file. This notice is a rebuke of the employee’s actions, behaviors, or lack of work performance/product that are considered cause for discipline as noted below. A reprimand may include a remediation plan with written instruction on how to correct problems or deficiencies, along with a timeline for demonstrated improvement. Suspension – Temporary removal from employment of the District for a specific period without pay. Dismissal – Removal from the employment of the District. Demotion – Involuntary assignment to a lower classification for disciplinary reasons in non-layoff situations. Involuntary Reassignment – Involuntary assignment to a different position for disciplinary reasons in non-layoff situations. Cause – Those grounds for discipline or offenses enumerated in the law and which may include: