Common use of ACCESS TO EMPLOYEE’S PERSONNEL FILES Clause in Contracts

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. 10.02 Any letter of reprimand, suspension or other sanction will be removed from the record of an Employee twenty-four (24) months after the date of the letter of reprimand, end of suspension or other disciplinary action, provided that the Employee has not incurred further discipline within the twenty-four (24) month period.

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 Employer 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 their contents in the presence of her Supervisor Manager or representative of Human Resources. 10.02 Any letter of reprimand, suspension or other sanction will be removed from the record of an Employee twenty-four (24) months after the date of the letter of reprimand, end of suspension or other disciplinary action, provided that the Employee has not incurred further discipline within the twenty-four (24) month period.

ACCESS TO EMPLOYEE’S PERSONNEL FILES. 10.01 11.01 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 Employer 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 their contents in the presence of her Supervisor or representative of Human Resources. 10.02 11.02 Any letter of reprimand, suspension or other sanction will be removed from the record of an Employee twenty-four (24) months after the date of the letter of reprimand, end of suspension or other disciplinary action, provided that the Employee employee has not incurred further discipline within the twenty-four (24) month period.

ACCESS TO EMPLOYEE’S PERSONNEL FILES. 10.01 11.01 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 Employer 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 their contents in the presence of her Supervisor or representative of Human Resources. 10.02 11.02 Any letter of reprimand, suspension or other sanction will be removed from the record of an Employee twenty-four eighteen (2418) months after the date of the letter of reprimand, end of suspension or other disciplinary action, provided that the Employee employee has not incurred further discipline within the twenty-four eighteen (2418) month period.

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. 10.02 Any letter of reprimand, suspension or other sanction will be removed from the record of an Employee twenty-four eighteen (2418) months after the date of the letter of reprimand, end of suspension or other disciplinary action, provided that the Employee has not incurred further discipline within the twenty-four eighteen (2418) month period.

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. 10.02 Any letter of reprimand, suspension or other sanction will be removed from the record of an Employee twenty-four eighteen (2418) months after the date of the letter of reprimand, end of suspension or other disciplinary action, provided that the Employee has not incurred further discipline within the twenty-four eighteen (2418) month period. Leaves of absence in excess of two (2) months will not count towards the eighteen (18) month period.

ACCESS TO EMPLOYEE’S PERSONNEL FILES. 10.01 A copy of any completed evaluation, which is to be placed in an Employee’s 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 Employer 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 their contents in the presence of her Supervisor Manager or representative of Human Resources. 10.02 Any letter of reprimand, suspension or other sanction will be removed from the record of an Employee twenty-four (24) months after the date of the letter of reprimand, end of suspension or other disciplinary action, provided that the Employee has not incurred further discipline within the twenty-four (24) month period.

ACCESS TO EMPLOYEE’S PERSONNEL FILES. 10.01 A copy of any completed evaluation, which is to be placed in an Employee’s '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. 10.02 Any letter of reprimand, suspension or other sanction will be removed from the record of an Employee twenty-four eighteen (2418) months after the date of the letter of reprimand, end of suspension or other disciplinary action, provided that the Employee has not incurred further discipline within the twenty-four eighteen (2418) month period. Leaves of absence in excess of two (2) months will not count towards the eighteen (18) month period.