Written Warnings and Reprimands Clause Samples

The "Written Warnings and Reprimands" clause establishes a formal process for addressing employee misconduct or performance issues through documented notifications. Typically, this clause outlines the steps an employer must take to issue a written warning or reprimand, such as specifying the behavior in question, providing the employee with an opportunity to respond, and maintaining a record in the employee's file. Its core function is to ensure transparency and fairness in disciplinary actions, providing both parties with a clear record of issues and corrective measures, and helping to resolve problems before more severe action, like termination, is considered.
Written Warnings and Reprimands. A. Supervisors may issue written warnings following discussion with the bargaining unit member, who may request attendance of a UConn-AAUP representative. B. Only supervisors who are not in the bargaining unit may issue written reprimands following discussion with the bargaining unit member, who may request attendance of a UConn-AAUP representative. C. Within seven (7) calendar days of receiving notice of the action, the member of the bargaining unit may make a written request to the initiator of the action to review the decision. The bargaining unit member may request the attendance of a UConn-AAUP representative. The department head, director or equivalent official shall issue a written response to the appeal within ten (10) calendar days. D. Within seven (7) calendar days of receipt of the response in B, the member of the bargaining unit may appeal the decision to the appropriate ▇▇▇▇ or Director. The ▇▇▇▇ or Director’s office, shall issue a written response to the appeal within ten (10) calendar days. E. The decision of the ▇▇▇▇ or Director is final and may not be appealed to arbitration on substantive or procedural grounds.
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Written Warnings and Reprimands. (a) Prior to the issuance of written warnings and/or reprimands, the administrator shall conduct an investigatory meeting. Prior to such meeting, the teacher shall be given written notice, specifying the reason(s) for the meeting. The teacher shall have up to five (5) working days to review the charge. At the meeting the teacher shall be given an opportunity to respond to the information provided. The teacher shall have the right to representation of his/her own choosing during the investigatory meeting. (b) If a decision is made to issue a written warning or reprimand, the teacher will receive a copy of the written warning or reprimand specifying the reason(s) for its issuance.
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Written Warnings and Reprimands. Prior to the issuance of a written warning or written reprimand to any teacher, the building principal or other designated administrator shall meet with the affected teacher for the purpose of discussing and reviewing the reason(s) for the warning or reprimand. 1. At the time the meeting is scheduled, the affected teacher will be advised of the purpose of the meeting by the building principal or other designated administrator. 2. When the meeting with the affected teacher is held, the teacher may be accompanied by an Association representative at the teacher's option. 3. No teacher will be further disciplined, nor be reduced in rank or compensation, or be deprived of any professional advantage without just cause.
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Written Warnings and Reprimands. A. Supervisors may issue written warnings following discussion with the bargaining unit member, who may request attendance of a UConn-AAUP representative. B. Only supervisors who are not in the bargaining unit may issue written reprimands following discussion with the bargaining unit member, who may request attendance of a UConn-AAUP representative. C. Within seven (7) calendar days of receiving notice of the action, the employee may make a written request to the initiator of the action to review the decision. The bargaining unit member may request the attendance of a UConn-AAUP representative. D. Within seven (7) calendar days of the review, the employee may appeal the decision to the appropriate ▇▇▇▇, Director, or ▇▇▇▇▇▇▇. E. The decision of the ▇▇▇▇, Director or ▇▇▇▇▇▇▇ is final and may not be appealed to arbitration on substantive or procedural grounds.
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Related to Written Warnings and Reprimands

  • Written Warning If the employee again commits the same or similar violation within the specified period (or possibly an unrelated infraction), the employee will be given a written warning which will be placed on his/her personnel file. The employee will be told that if any further misconduct occurs, the employee will be disciplined again, more severely.

  • Letter of Understanding Grievance Commissioner System This is to confirm the discussion of the parties during collective bargaining that they are committed to encouraging early discussion and resolution of labour relations issues at the local level and seek to resolve grievances in a timely and cost-efficient manner. To that end, this is to confirm that pursuant to Article 8, the parties agree that the Employer and Union at individual Homes may agree to utilize the following process in order to resolve a particular grievance through the utilization of a joint mediation-arbitration procedure:

  • Grievance on Layoffs and Recalls Grievances concerning layoffs and recalls shall be initiated at Step 2 of the grievance procedure.

  • Delays and Complaints Delivery delays and service complaints will be monitored on a continual basis. Documented inability to perform under the conditions of the contract, via the Complaint to Vendor process (PUR 7017 form) contemplated for this Contract, may result in default proceedings and cancellation.

  • Written Grievance If the grievance is not resolved at Step 1, the home care worker and/or Union representative shall set forth the grievance in writing including a statement of the pertinent facts surrounding the grievance, the date on which the incident occurred, the alleged violations of the Agreement, and the specific remedy requested. The written grievance shall be submitted to the Employer within thirty (30) calendar days of the occurrence of the alleged violation or within thirty (30) calendar days of when the home care worker or the Union could reasonably have been aware of the incident or occurrence giving rise to the grievance. The written grievance shall be submitted by email to ▇▇▇▇▇.▇▇▇▇▇▇▇▇▇@▇▇▇.▇▇.▇▇▇. The Employer or the Employer's designee shall meet with the grievant and their Union representative within fourteen (14) calendar days of receipt of the written grievance, in order to discuss and resolve the grievance. Subsequent to this meeting, if the grievance remains unresolved, the Employer will provide a written response to the grievance by email within fourteen (14) calendar days from the date the parties met to discuss the grievance. If the response does not resolve the grievance, the Union may, within fourteen (14) calendar days of receipt of the response, proceed to Step 4, Arbitration. As an alternative prior to final and binding arbitration in Step 4, if the matter is not resolved in Step 2 the parties may choose by mutual agreement to submit the matter to mediation in order to resolve the issue. The party requesting mediation of the dispute must notify the other party by email no later than fourteen (14) calendar days of receipt by the Union of the emailed response from the Employer in Step 2. The party receiving the request for mediation must notify the other party by email within fourteen (14) calendar days of receipt of the request whether or not it agrees to mediate the dispute. If the party receiving the request does not agree to mediate the dispute, the Union may, within fourteen (14) calendar days of the email notification of the decision not to mediate, proceed to Step 4, Arbitration. If the parties agree to mediation, they shall select a neutral mediator. Both parties shall submit a statement of their position on the issue. The mediator may also bring the parties together in person to attempt to resolve the issue. The parties shall each pay one-half (1/2) the costs or fees, if any, of the neutral mediator. Each party shall be responsible for its own costs, including the costs of representation, advocacy and the costs of that party's appointed representatives. If the issue is successfully resolved by mediation, the decision shall be binding on all parties, and shall, unless specifically agreed otherwise, form a precedent for similar issues. If the issue is not successfully resolved through mediation, the Union may, within fourteen (14) calendar days of receipt of a written declaration of impasse or rejection of a settlement offer from either party, proceed to Step 4, Arbitration.