Discipline Files Clause Samples

The 'Discipline Files' clause establishes the procedures and requirements for maintaining records related to employee disciplinary actions. Typically, this clause outlines what types of documents must be included in an employee's discipline file, such as written warnings, investigation reports, and records of disciplinary meetings, and specifies who has access to these files and how long they must be retained. Its core practical function is to ensure that there is a clear, consistent record of disciplinary actions, which helps protect both the employer and employee by providing documentation in the event of disputes or legal proceedings.
Discipline Files. A record of any and all written reprimands, suspensions, or demerits of any kind to any employee by a Chief of Police for the purpose of disciplinary purposes, shall be filed with reasons thereof or in the Human Resources Department and a copy sent to the Union. The record of any suspension shall remain in the employee’s personnel file for four (4) years, and said record shall not be released for outside promotional use.
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Discipline Files. 21.01 The Employer shall advise an employee of their right to Union representation when they are required to attend an investigation or fact finding meeting with the Employer, or to attend a meeting where discipline will be issued to an employee. 21.02 If following the completion of an investigation, the Employer determines that an employee will be disciplined, then the Employer shall advise the Union and the employee, where practicable, a minimum of two (2) days in advance of such a meeting. 21.03 In the event that an employee has been disciplined, such employee will be provided in writing, the reasons, which caused the discipline and the corrective action required, with a copy provided to the Local Union Representative.
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Related to Discipline Files

  • EMPLOYEE FILES 10.01 A copy of any completed formal evaluation which is to be placed in an employee’s file shall be first reviewed with the employee. The employee shall initial such evaluation as having been read and shall have the opportunity to add her or his views to such evaluation prior to it being placed in her or his file. It is understood that such evaluations do not constitute disciplinary action by the Employer against the employee. Having provided a written request to the Director of Care, or her designate, an employee shall be entitled to her personnel file for the purpose of reviewing any evaluations or formal disciplinary notations contained therein, in the presence of the Director of Care, at a mutually agreeable time. 10.02 The Employer will accommodate reasonable requests for copies of performance appraisals and records of discipline in an employee's file. 10.03 Letters of discipline shall be removed from an employee's file eighteen (18) months following the receipt of such letters provided that the employee's disciplinary record has remained discipline free over the eighteen (18) months period. Leaves of absence in excess of thirty (30) continuous calendar days will not count towards the eighteen (18) months period noted above.

  • Grievance Files Written grievances and responses will be maintained separately from the employee’s personnel file.

  • Disciplinary Records Any disciplinary record shall be removed from an employee's file after eighteen (18) months from the date of the offence, provided that there have been no similar warnings in that period, in which event the time for the application of this section shall be counted from the date of the succeeding warning. It is understood that disciplinary records include any written records of verbal warnings, written warnings and letters of suspension.

  • Receivable Files Complete There exists a Receivable File pertaining to each Receivable. Related documentation concerning the Receivable, including any documentation regarding modifications of the Contract, will be maintained electronically by the Servicer in accordance with customary policies and procedures. With respect to any Receivables that are tangible chattel paper, the complete Receivable File for each Receivable currently is in the possession of the Custodian.

  • Electronic Files a. It is the Buyer's responsibility to maintain a copy of any original Electronic File provided by the Buyer. b. The Seller shall not be responsible for checking the accuracy of supplied input from an electronic file unless otherwise agreed in writing. c. Without prejudice to clause 5.2(b), if an electronic file is not suitable for outputting on equipment normally adequate for such purposes without adjustment or other corrective action the Seller may make a charge for any resulting additional cost incurred or may reject the file without prejudice to his rights to payment for work done/material purchased.