Duration of Disciplinary Records Sample Clauses

The 'Duration of Disciplinary Records' clause defines how long records of disciplinary actions taken against an individual are retained by an organization. Typically, this clause specifies a set period—such as one, three, or five years—after which the records may be expunged or archived, and it may outline any exceptions for severe infractions. Its core function is to balance the need for maintaining a record of past conduct with the individual's interest in moving beyond previous disciplinary issues, ensuring fairness and clarity in record-keeping practices.
Duration of Disciplinary Records. In the event of no intervening disciplinary action against the member, the following shall apply: oral reprimands (which the Chief may record) will cease to have force and effect after six (6) months. Written reprimands will cease to have force and effect after one (1) year and records of demotions or suspensions will cease to have effect after two (2) years.
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Duration of Disciplinary Records. In the event of no intervening disciplinary action against the member, the following shall apply: minor reprimands (which the Chief may record) will cease to have force and effect no more than one (1) year from date of occurrence. Written Reprimands will cease to have force and effect after no more than eighteen months (18) from the date of occurrence; and records of suspensions will cease to have effect no more than two (2) years from the date of occurrence. Disciplinary records which cease to have force and effect shall, upon a member's request to the Township Administrator, be placed in a "dead" file, but kept on record as required by state law. All other copies of such disciplinary records shall be destroyed.
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Related to Duration of Disciplinary Records

  • 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.

  • Notice of Disciplinary Action The Employer shall advise an Employee in writing of any disciplinary action taken including, but not limited to warning, reprimand, suspension, discharge or termination and the reasons in full for such action. The Employer shall also promptly provide the Union with a copy of each such disciplinary notice.

  • Disciplinary Record A Nurse who has been subject to disciplinary action other than suspension may, after twenty-four (24) months of continuous Service from the date the disciplinary measure was invoked, request in writing that the performance file be cleared of any record of the disciplinary action. Such request shall be granted provided the Nurse’s file does not contain any further record of disciplinary action during the twenty-four (24) month period, of which the Nurse is aware. The Employer shall confirm in writing to the Nurse that such action has been effected.

  • Administration of Discipline At the time formal discipline is imposed or at any stage of the grievance procedure, an employee shall have the right to the presence of her committee member. In the case of suspension or discharge, the committee member will be present unless the employee waives this right in the presence of the committee member. Wherever the Hospital deems it necessary to suspend or discharge an employee, the Hospital shall forward to the Union notice of such suspension or discharge in writing, at the same time it is given to the employee.

  • Notice of Discipline All notices of disciplinary action shall include a statement of the reasons therefor and a statement advising the employee that the action is subject to Article 20,