Access to File. The College shall keep only one Official Employment File of every Employee in its employ. The Official Employment File shall be made available to the Employee for viewing during regular business hours. A copy of the total contents of the File shall also be made available to the Employee’s Union representative upon presentation of a letter signed by the Employee and authorizing the Union representative to view the File.
Access to File. 12.01 An employee shall upon written request, made a reasonable time before the time of viewing, have an opportunity to view their personnel file in the presence of the Director of Human Resources or their designate. The information the employee may review will be:
(a) application form;
(b) formal disciplinary notations;
(c) incident reports put into the file;
(d) written evaluations;
(e) letter of expectations.
Access to File. Each employee shall have reasonable access to his file for the purposes of reviewing any evaluations, letters of counseling or formal disciplinary notations contained therein. Such review shall take place in the presence of the Employer. A copy of the above documents will be provided to the employee on request. An employee is entitled to place a written response to letters of counseling in his file.
Access to File. A. Each employee shall have access to the contents of his/her own official personnel file, except for pre-employment references furnished on a confidential basis. This file may be reviewed in the presence of a representative of the Superintendent, and his/her designee and a BCEA representative may, at the employee's request, accompany the employee during such review.
B. Except as required by law, an employee's official personnel file shall be deemed confidential and shall not be open to the public.
Access to File. The Employer shall keep an Official Employment File of every Employee in its employ. The Official Employment File shall be available to the Employee for viewing during regular business hours at the office with reasonable notice.
Access to File. Access to and copying of materials in evaluation files shall be provided in the following manner:
Access to File. An employee shall have the right to view the contents of their personnel file twice per year, and once additionally if dealing with a grievance/arbitration in the presence of a representative of the Employer. All requests shall be made by appointment. The Employee may make copies of material contained therein. Such time spent by the employee reviewing their file shall not be considered work time. Where there is a disagreement as to the accuracy of information contained in the file, the employee shall be permitted an opportunity to submit a written reply to be placed in the employee’s personnel file.
Access to File. Bargaining unit members shall have access to their own personnel file and shall be able to challenge any information contained therein, in compliance with The Privacy Act, Chapter 1347 of the Ohio Revised Code. All materials contained in the personnel file must be job related. All derogatory material placed in the file will be signed and dated by both the bargaining unit member and employer. A statement or document of rebuttal may be attached to any derogatory material by the bargaining unit member. The signature does not necessarily signify approval of the document, only that the document has been received. Bargaining unit members must sign such documents when presented to them. Any such document may be grieved. Any bargaining unit member may, pursuant to Privacy Act, Ch. 1347, inspect his/her personnel file and, in writing, dispute the accuracy, relevancy, timeliness, or completeness of the personnel information pertaining to him/her. The inclusion of any anonymous, unsigned or inaccurate documents shall be prohibited. When a bargaining unit member wants to glean his/her file, he/she must first review the file in the presence of the Business Manager/Director of Human Resources or his/her administrative assistant. The bargaining unit member will receive his personnel file along with an empty file folder. The bargaining unit member should then indicate to the Business Manager/Director of Human Resources or his administrative assistant the items requested to be removed. The materials requested to be removed from a bargaining unit member’s file will be checked, and within five (5) days, will be disposed of by the bargaining unit member and Business Manager/Director of Human Resources. Removal of file items must be with the consent of the bargaining unit member’s immediate supervisor and the Business Manager/Director of Human Resources and follow the district policy on records retention and destruction. Any derogatory record placed in a personnel file shall be moved to an auxiliary file after five (5) years at the request of the bargaining unit member.
Access to File. Each Employee shall have reasonable access to his/her personnel, medical and WSIB files for the purpose of reviewing the information contained therein, in the presence of the General Manager of Employee and Corporate Services, or designate. An Employee has the right to request copies of any item in these files. Where the employee gives written consent to the Employer, the Union may accompany the Employee when they review/access their various files.
Access to File. 21.01 When any type of evaluation, performance appraisal, progress report or assessment related to job performance, nursing practice or other employment related matters is completed with respect to any nurse, it shall be reviewed with the nurse. The nurse shall have the opportunity to include her comments on the document. A copy of the completed document will be provided to the nurse. Upon request, a nurse may review their file in the presence of their supervisor and/or their local union representative at a mutually agreed time. They will be provided with a copy of any document contained in her file upon request.
21.02 Any letter of reprimand, suspension or other sanction will be removed from the record of a nurse eighteen (18) months following the receipt of such letter, suspension or other sanction provided that such nurse’s record has been discipline free for one (1) year.
