Disciplinary Files Clause Samples

Disciplinary Files. 9.08.1 Both parties agree that an employee's service file may contain entries of a disciplinary nature and that such files may be used in any directly related grievance and arbitration, subject to Article 9.08.2. 9.08.2 The record of a disciplinary action and matters forming the basis of or raised during such a disciplinary action shall not be referred to or used against an employee after a period of twelve (12) months following such an action, unless another directly related disciplinary action occurs during such a period. In such actions, the earlier action and matters forming the basis of or raised during such action may be referred to or used against an employee for a further twelve (12) months following the subsequent disciplinary action. Any time during which an employee is on total layoff shall not be regarded as part of the twelve-month period(s) specified above. 9.08.3 Failure to grieve previous discipline, suspension or discharge, or to pursue a grievance to arbitration, shall not be considered to be an admission that such discipline, suspension or discharge was for just cause.

Disciplinary Files. 9.08.1 Both parties agree that an Employee's service file may contain entries of a disciplinary nature and that such files shall be deemed to be evidence of progressive discipline which may be used in any directly related grievance and arbitration, subject to 9.08.2. 9.08.2 The record of a disciplinary action and matters forming the basis of or raised during such a disciplinary action shall not be referred to or used against an employee after a period of twelve (12) months following such an action, unless a directly related disciplinary action occurs during such a period. In such actions, the earlier action and matters forming the basis of or raised during such action may be referred to or used against an employee for a further twelve (12) months following the subsequent disciplinary action. Any time during which an Employee is on total layoff shall not be regarded as part of the twelve (12) month period(s) specified above. 9.08.3 Failure to grieve previous discipline, suspension or discharge, or to pursue a grievance to arbitration, shall not be considered to be an admission that such discipline, suspension or discharge was for just cause.

Disciplinary Files. The Board shall not rely on an employee's disciplinary action record two years after the effective date of the disciplinary action provided neither the employee nor the Union claim in any subsequent conference or arbitration that the employee has no prior disciplinary record.

Disciplinary Files. 10.6.1 Both Parties agree that an Employee´s service file may contain entries of a disciplinary nature. 10.6.2 The record of a disciplinary action and matters forming the basis of or raised during such a disciplinary action shall not be referred to or used against an Employee after a period of twelve (12) months following such an action, unless a directly related disciplinary action occurs during such a period. In such actions, the earlier action and matters forming the basis of or raised during such action may be referred to or used against an Employee for a further twelve (12) months following the subsequent disciplinary action. Any time during which an Employee is on total layoff shall not be regarded as part of the twelve (12) month period(s) specified above. 10.6.3 Notwithstanding Articles 10.3, 10.4.1 and 10.4.2, it is understood that the Employer reserves the right, in extreme circumstances, to suspend an Employee with pay for just cause without having to first issue a Letter of Warning (11.4.2), subject to Articles 8 and 9, 10.4.3 and 10.4.4. 10.6.4 A grievance related to the procedures set forth in this Article, or to any disciplinary action, suspension, or discharge, may proceed to Step One of Article 8.2 within ten (10) business days of the date of notification of the Employer stipulated in Article 10.

Disciplinary Files. An employee’s file may contain of a disciplinarynature and such files shall be deemed to be evidence of progressive discipline which may be used in any directly related grievance and arbitration. the record of a disciplinary action and matters the basis of or raised during such disciplinary action shall not be referred to or used against an employee after a period of eighteen (18) months following such an action. An Employee shall have the right at any time to have access to and personnel file and shall have the-right to respond in writing to any document contained therein. Such reply shall become part of the permanent record. personnel files be kept in a secure location on the employer’s premises. The employer shall keep all personnel files for a period of not more than twelve (12) months, at which time all files are to be shredded.

Disciplinary Files a) Both parties agree that an employee’s employment file may contain entries of a disciplinary nature and that such files shall be deemed to be evidence of progressive discipline which may be used in any directly related grievance and arbitration, subject to 11.07.2. b) The record of a disciplinary action and matters forming the basis of or raised during such a disciplinary action shall not be referred to or used against an employee after a period of eighteen (18) months following such an action, unless a directly related disciplinary action occurs during such a period. In such actions, the earlier action and matters forming the basis of or raised during such action may be referred to or used against an employee for a further eighteen (18) months following the subsequent disciplinary action. Any time during which is on total layoff shall not be regarded as part of the eighteen (18) month period(s) specified above. c) An employee shall have the right within one (1) working day’s notice to have to and review her/his personnel file and shall have the right to respond in writing to any document contained therein. Such reply shall become part of the permanent record.

Disciplinary Files a) An employee’s file may contain entries of a disciplinary nature and such files shall be deemed to be evidence of progressive discipline which may be used in any directly related grievance and arbitration. b) the record of a disciplinary action and matters forming the basis of or raised during such disciplinary action shall not be referred to or used against an employee after a period of eighteen (18) months following such an action. c) An Employee shall have the right at any time to have access to and review her/his personnel file and shall have the right to respond in writing to any document contained therein. Such reply shall become part of the permanent record. d) All personnel files shall be kept in a secure location on the employer’s premises. e) The employer shall keep all personnel files for a period of not more than twelve (12) months, at which time all files are to be shredded.

Disciplinary Files. No disciplinary action shall be taken for cause which arose more than two (2) years preceding the date of the filing of the notice of cause unless the cause was concealed or not disclosed by the employee when it could be reasonably assumed that the employee should have disclosed the facts to the employer (e.g. falsified documents etc.). The District shall retain the right to review and introduce employee files two (2) years and older as part of disciplinary proceedings (e.g. Statement of Charges, ▇▇▇▇▇▇ Hearings etc.) to establish material facts.

Disciplinary Files. (a) Both parties agree that an Employee's service file may contain entries of a disciplinary nature and that such files shall be deemed to be evidence of progressive discipline which may be used in any directly related grievance and arbitration, subject to 11.07 (b) Service files shall be kept in a locked filing cabinet. Only members of the Labour Management Committee shall have access to these files.