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792CH - Courthouse Union <br />2t.9 References to disciplinary actions in personnel file shall remain in the file in accordance with the <br />following provisions: <br />A Written reprimand shall remain in the personnel file for a period of 24 months, at which <br />time the employee may request the written reprimand be removed. However, if <br />another written reprimand occurs within that 24-month period, then both written <br />reprimands shall remain in the personnel file for another 24-month period from the <br />date of the last written reprimand, at which time the employee may request removal. <br />Removal of the documents shall be granted upon mutual agreement between the Union <br />and the Employer. <br />B.lf the disciplinary action is that of a suspension, the written references to the suspension <br />shall remain in the personnel file for a period of 24 months, at which time the employee <br />may request the suspension references be removed. However, removal of suspension <br />references shall not apply to the Personnel Action Form (PAF), which must be retained <br />by the Employer. However, if another instance of suspension occurs within 24 months <br />from the date of the first suspension, then said references to both suspensions shall <br />remain in the personnelfile indefinitely. <br />ARTICLE XXII - JOB CLASSIFICATION <br />22.r Employees shall be compensated in accordance with the job grade and salary step chart <br />contained in Appendix "A", incorporated herein by reference. ln the event that a new position is <br />created, the Employer and the Union will meet to negotiate the appropriate classification and <br />rate of pay. <br />22.2 New employees will normally start at Step 1 of the job classification. The Employer may <br />recognize previous training and experience by starting a newly hired employee at a higher rate <br />within the salary schedule. Employees will progress through the pay scale based upon years of <br />service and subsequent evaluations. <br />22.3 Where an employee is assigned to work in a higher classification for more than 80 hours, said <br />employee shall be paid at the rate of pay for the higher classification that he/she would be paid <br />if he/she were promoted to that position for all hours so worked beyond the first 80 hours. <br />Temporary work in a job classification of a higher-grade level shall not be compensated at the <br />higher level. Employees shall be paid at their regular rate of pay. Such temporary change shall <br />not exceed 80 hours and shall be construed as a learning period. <br />22.4 Promotion: An employee may be promoted to a higher grade when the employee's <br />qualifications are commensurate with the requirements of such higher grade and a vacancy <br />exists or a new position has been classified, subject to the provisions of Article 12, Seniority. <br />Pay Rate Upon Promotion: An employee who is promoted shall be paid at the step in the new <br />pay range which represents a percentage that is equal to at least a one-step increase (2.5%l <br />over the rate of pay received immediately prior to the promotion, provided that such increase <br />does not exceed the maximum step of the new pay range. <br />22.5 <br />2I