ACCESS TO EMPLOYEE’S PERSONNEL FILES. 10.01 A copy of any completed evaluation, which is to be placed in an Employee’s file, shall be first reviewed with the Employee. The Employee shall initial such evaluation as having been read and shall have the opportunity to add her views to such evaluation prior to it being placed in her file. It is understood that such evaluations do not constitute disciplinary action by the Hospital against the Employee. A copy of the evaluation will be provided to the Employee at her request. An Employee has the right to respond, in writing, to any document contained within the Employee Personnel File within two (2) weeks of receipt of the document. Such a reply shall remain part of the permanent record as long as the original document being referred to remains part of the file. Each Employee shall have reasonable access to all her files for the purpose of reviewing the contents in the presence of her Supervisor or representative of Human Resources.
ACCESS TO EMPLOYEE’S PERSONNEL FILES. An employee shall have the right at any time to have access to and review their personnel file(s) with the Superintendent of Human Resources or designate and Union Officers. The Employee may authorize a Union Representative to access their personnel file.
ACCESS TO EMPLOYEE’S PERSONNEL FILES. The employee or his/her worker representative shall have the right to examine the employee’s personnel file. If the employee is not present, the employee shall provide written authorization to enable the worker representative to examine the file in the absence of the employee. Only appropriate information shall be maintained in an employee’s personnel file. Employees may request that a document be removed from their personnel file. The Employer retains full discretion in determining whether the request is granted. Disputes regarding documents placed in the employee’s permanent personnel file are subject to the Grievance Procedure as stated in Article 9. This section does not apply to information requested by the Union. The Union may, during normal business hours, examine time sheets, work production or other records that pertain to an employee’s compensation and/or fringe benefits, in case of a dispute as to contributions and/ or pay. The Union shall not exercise this right so as to be disruptive of the Employer’s business, but to fulfill its duty of representation as indicated in the National Labor Relations Act.
