Retention of Discipline Sample Clauses

Retention of Discipline. Written reprimands and records of verbal reprimands that are 2 more than one (1) year old and records of suspensions that are more than four (4) years old shall 3 be removed from an employee’s personnel file upon request of the employee, providing there has 4 been no subsequent discipline action during such period.
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Retention of Discipline. Records of disciplinary actions involving reductions-in-pay, suspensions, demotions, and/or written reprimands will be removed after three (3) years if: 1. Circumstances do not warrant a longer retention period (i.e. legal reasons); 2. There has been no subsequent discipline; and 3. The employee submits a written request for its removal.
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Retention of Discipline. Records of disciplinary action shall have force and effect according to the following schedule based on severity of offenses, provided there have been no intervening disciplinary actions taken during the same time period: Caution/Instruction 6 months Written Reprimand 18 months Suspensions of Any Duration 24 months
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Retention of Discipline. Records of reprimands will be retained for twelve (12) months and records of all other discipline shall be retained for thirty-six (36) months in the employee’s personnel file provided there is no intervening discipline. In addition, employees may submit a memorandum indicating their disagreement with the reprimand and that document will be maintained with the reprimand in the proper location. All records of discipline may be used to establish that an employee was made aware of the standard of conduct expected.
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Retention of Discipline. Disciplinary actions and records thereof shall be maintained in each personnel file throughout the period of the Bargaining Unit Member’s employment. Written warnings and written reprimands shall cease to have force and effect twenty-four (24) months from the date of issuance, provided that there is no additional disciplinary action taken against the Bargaining Unit Member in that time frame. All other disciplinary records shall have ceased to have force and effect forty-eight (48) months from the date of issuance provided that no additional disciplinary action has been taken against the Bargaining Unit Member in that time frame. Bargaining Unit Members shall receive a copy of all entries of any kind in their personnel file. Bargaining Unit Members shall be permitted to insert written clarification or explanation and/or rebuttal memoranda and attach such entries to the appropriate material found in the personnel file.
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Related to Retention of Discipline

  • 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.

  • Removal of Discipline Any reprimand notices or disciplinary measures will remain on the employee or owner operator's file for one year from the date of notice or reprimand unless there is a re- occurrence of the same or similar infraction. At the completion of the one year period, the reprimand or disciplinary notice will be removed from the file. Said files to be removed shall not be considered to be removed but shall be physically removed and destroyed. If a repeat infraction occurs within the one year period, the original and subsequent notices or reprimands will remain on the file for a further year from the date of the most recent notice or reprimand. Reprimand notices and disciplinary measures resulting from violations of a criminal or civil nature, including driving record, will remain part of the employee or owner operator's file indefinitely. Whenever an employee or owner operator signs a document pertaining to discipline, he/she does so only to acknowledge that he/she has been notified accordingly.

  • Prohibition of Discrimination In accordance with applicable equal opportunity statutes, Executive Orders, and regulations: a) The Owner must not discriminate against any person because of race, color, religion, sex, national origin, age, familial status, or disability in connection with this Contract. Eligibility for HUD’s programs, including this Program, must be made without regard to actual or perceived sexual orientation, gender identity, or marital status; and b) The Owner must cooperate with the Program Administrator and HUD in conducting any equal opportunity compliance reviews and complaint investigations in connection with this Contract; and c) The Owner must comply with the Violence Against Women Act, as amended, and HUD’s implementing regulation at 24 CFR part 5, Subpart L, and HOME Program regulations.

  • Types of Discipline The College may, for just cause, discipline an Employee at any time according to the following sanctions:

  • RETENTION OF ULTIMUS The Trust hereby retains Ultimus to act as the fund accountant of the Trust and to furnish the Trust with the services as set forth below. Ultimus hereby accepts such employment to perform such duties.