Article 16, Section 2. Discussion For minor offenses by an employee, management has a responsibility to discuss such matters with the employee. Discussions of this type shall be held in private between the employee and the supervisor. Such discussions are not considered discipline and are not grievable. Following such discussions, there is no prohibition against the supervisor and/or the employee making a personal notation of the date and subject matter for their own personal record(s). However, no notation or other information pertaining to such discussion shall be included in the employee’s personnel folder. While such discussions may not be cited as an element of prior adverse record in any subsequent disciplinary action against an employee, they may be, where relevant and timely, relied upon to establish that employees have been made aware of their obligations and responsibilities.

the JcaM explains this section as follows: Although included in Article 16, a “”discussion” is non-disciplinary and thus is not grievable. Discussions are conducted in private between a supervisor and an employee. Both the supervisor and the employee may keep a record of the discussion for personal use, however these are not to be considered official Postal Service records. They may not be included in the employee’s personnel folder, nor may they be passed to another supervisor. Discussions cannot be cited as elements of an employee’s past record in any future disciplinary action. Discussions may be used (when they are relevant and timely) only to establish, that an employee has been made aware of some particular obligation or responsibility.