Conference with Written Reprimand Sample Clauses

The "Conference with Written Reprimand" clause establishes a formal process for addressing employee misconduct or performance issues by requiring a meeting between the employee and management, followed by a documented written reprimand. In practice, this clause typically involves notifying the employee of the concerns, holding a conference to discuss the issues and expectations for improvement, and then issuing a written record of the reprimand that is placed in the employee's personnel file. Its core function is to ensure that disciplinary actions are communicated clearly and fairly, providing both documentation and an opportunity for the employee to respond, thereby promoting transparency and due process in the workplace.
Conference with Written Reprimand. The professional employee receives a signed and dated written reprimand which may include a plan of improvement which includes a method of monitoring the behavior. A copy shall be placed in the professional employee’s personnel file. The employee may respond to the summary within ten (10) working days and the response shall be placed in the professional employee’s personnel file.
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Conference with Written Reprimand. The professional employee receives a signed and dated written reprimand which may include a plan of improvement which includes a method of monitoring the behavior. In the event of a patron complaint, the complaint procedure form found in Appendix VI: Patron Complaint Procedure Form would accompany the letter of reprimand. A copy of the letter of reprimand and the patron complaint procedure form shall be placed in the professional employee’s personnel file. The employee may respond to the summary within ten
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Related to Conference with Written Reprimand

  • Written Reprimand A written reprimand may be issued to an employee when appropriate in keeping with provisions of this Article. Such written reprimand shall be dated and signed by the supervisor/designee before it is provided to the employee. If the employee chooses not to sign to acknowledge receipt of the reprimand, it shall be witnessed to document that the employee received the same. Such reprimands shall be filed in the affected employee’s personnel file.

  • 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.

  • Initiation – Written Request To initiate the review, the claimant, within 60 days after receiving the Company’s notice of denial, must file with the Company a written request for review.

  • Written Reports The Design-Builder shall provide written reports to the Department on the progress of the entire Work at least monthly from Preconstruction Notice to Proceed until Final Completion of the Project. Such written report shall including the following elements:

  • Written Report To provide a written report of the investigation to the County Compliance Manager within ten (10) working days of the discovery of the breach or unauthorized use or disclosure. The report shall include, but not be limited to, the information specified above, as well as a full, detailed corrective action plan, including information on measures that were taken to halt and/or contain the improper use or disclosure.