Record of Disciplinary Action Sample Clauses
The Record of Disciplinary Action clause establishes a formal process for documenting any disciplinary measures taken against an individual, typically within an organization or employment context. This clause outlines how records of warnings, suspensions, or other corrective actions are maintained, who has access to these records, and the duration for which they are kept. Its core practical function is to ensure transparency and consistency in handling disciplinary matters, providing a clear record that can be referenced in future decisions or disputes.
Record of Disciplinary Action. (a) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an employee, the existence of which the employee was not aware at the time of filing.
(b) Notice of a disciplinary action which may have been placed on the personal file of an employee shall be destroyed after four (4) years have elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during this period.
Record of Disciplinary Action. (a) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an Employee, the existence of which the Employee was not aware at the time of filing.
(b) An Employee 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 Employment File be cleared of any record of the disciplinary action. Such request shall be granted provided the Employment File does not contain any further record of disciplinary action during the twenty-four (24) month period, of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. The Employee’s written response to any item on file shall become part of the Employment File. Any period of leave, except vacation, one month in length or greater, shall be excluded from the twenty-four months.
(c) An Employee, who has been subject to a period of paid or unpaid suspension, may after forty-eight (48) months of continuous service from the date of the suspension request in writing that the Employment File be cleared of any record of suspension. Such request shall be granted provided the Employment File does not contain any further record of disciplinary action during the forty-eight (48) month period, of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. Any period of leave, except vacation, one month in length or greater, shall be excluded from the forty-eight (48) months except vacation and pregnancy/parental/adoption leaves.
Record of Disciplinary Action. Any record of a disciplinary action taken by the Employer will not remain on an employee’s record beyond three (3) years from the date of such disciplinary action being taken.
Record of Disciplinary Action. The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee, the existence of which the employee was not aware at the time of filing.
Record of Disciplinary Action. (a) The Employer agrees not to introduce, as evidence, involving an employee, in any proceeding any document from the file of an employee, the contents of which the employee was not aware at the time of filing.
(b) An employee who has been subject to disciplinary action other than suspension may, after eighteen (18) months of continuous service from the date the disciplinary measure was invoked, request in writing that the personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the employee’s file does not contain any further record of disciplinary action during the eighteen month period, of which the employee is aware. The Employer shall confirm in writing to the employee that such action has been effected.
(c) An employee who has been subject to disciplinary suspension may, after four (4) years of continuous service from the date the disciplinary suspension was invoked, request in writing that the personnel file be cleared of any record of the disciplinary suspension. Such request shall be granted provided the employee’s file does not contain any further record of disciplinary action during the four (4) year period, of which the employee is aware. The Employer shall confirm in writing to the employee that such action has been effected.
(d) An employee shall have the right, when reasonable notice has been given and during office hours, to review the employees’ 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.
Record of Disciplinary Action. (a) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an employee, the existence of which the employee was not aware at the time of filing.
(b) Subject to paragraph (c) below, notice of a disciplinary action which may have been placed on the personal file of an employee shall be destroyed after four (4) years have elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during this period.
(c) An employee who has been subject to disciplinary action other than suspension may, after three (3) years of continuous service from the date the disciplinary measure was invoked, request in writing that the personnel file be cleared of any record of disciplinary action. Such request shall be granted provided the employee’s file does not contain any further record of disciplinary action during the three (3) year period, of which the employee is aware. The Employer shall confirm in writing to the employee that such has been effected.
Record of Disciplinary Action. Notice of a disciplinary action which may have been placed on the employment file of an employee shall be destroyed after four (4) years have elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during this period.
Record of Disciplinary Action. (a) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an employee, the existence of which the employee was not aware at the time of filing.
(b) An employee who has been subject to disciplinary action or verbal or written warning may, after three (3) years of continuous service from the date the disciplinary action was taken, request in writing that the personnel file be cleared of any record of the disciplinary action. Such request may be granted provided the personnel file does not contain any further record of disciplinary action during the three (3) year period. The employer shall confirm in writing to the employee that such action has been effected. Any period of leave, except vacation, of one month or greater shall extend the three (3) year period by the same amount.
(c) Notice of a disciplinary action of a paid or unpaid suspension which may have been placed on the personnel file of an employee shall be destroyed after four (4) years have elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during this period.
Record of Disciplinary Action. A record of disciplinary action shall be removed from the file of an employee, after the expiry of a period of eighteen (18) months, providing no other instance of disciplinary action of a similar nature in respect to the employee has been recorded during that period.
Record of Disciplinary Action. At each stage of the disciplinary procedure, a record is to be kept. This must be placed on the employee's personal file. A warning has a finite life, which will be advised at the time of issue. This will be for a minimum of six months but may extend to one year, depending on the seriousness of the offence. If the employee works out the specified period of the final notice without re-offending it will be deemed to be lapsed. Records normally include: ▪ signed copies of warnings; ▪ record of the meeting with details of who was present, date, the situation, what took place and agreed actions.