Access to Files. All employees shall have the right to review their personnel files in the presence of an Employer representative during regular office hours. Reasonable requests for photocopies of documents in the file shall be supplied by the Employer.
Access to Files. 12.01 A copy of any completed evaluation which is to be placed in a nurse's file shall be first reviewed with the nurse. The nurse shall initial such evaluation as having been read and shall have the opportunity to add views to such evaluation prior to it being placed in a file. Each nurse shall have reasonable access to the file for the purposes of reviewing any evaluations or formal disciplinary notations contained therein in the presence of the supervisor. A copy of the evaluation will be provided to the nurse at the nurse's request.
12.02 Any letter of reprimand, suspension or other sanction will be removed from the record of a nurse fifteen (15) months following the receipt of such letter, suspension or other sanction provided that the nurse's record has been discipline free for such fifteen (15) month period.
Access to Files. 22.01 Upon written request, an employee shall have access to his or her personnel file(s) during normal business hours.
Access to Files. Requests by employees to access and make copies of documents reflecting their performance shall not be unreasonably denied. An employee shall have the right to access such documents in the event the employee is involved in a complaint, grievance or disciplinary action where his/her performance is at issue. Copies of documents which notify an employee of a performance problem or disciplinary action shall be provided to the employee and shall be signed by the employee as evidence of his/her having received such document. This signing shall not be deemed to be approval by the employee of the contents of such document. If the employee refuses to sign or otherwise does not sign the copy, such copy shall bear a notation to that effect signed and dated by the supervisor. Copies of all such documents shall be sent to the PSC’s Director of Contract Administration (or to his/her designee), and to the Foundation's Director of Human Resources (or to his/her designee). The employee has the right to submit written comments about any such document(s) concerning performance to the Foundation's Director of Human Resources. The Foundation shall not release any information to individuals outside the Foundation concerning an employee without the employee's written authorization except to the extent required by law.
Access to Files. 9.01 A copy of any completed evaluation which is to be placed in a nurse's file shall be first reviewed with the nurse. The nurse 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 Employer against the nurse. A copy of the evaluation will be provided to the nurse at her request. Each nurse shall have reasonable access to all her files for the purpose of reviewing their contents in the presence of her supervisor.
9.02 Any letter of reprimand, suspension or other sanction will be removed from the record of a nurse twelve (12) months following the receipt of such letter, suspension or other sanction provided that the nurse's record has been discipline free for one year.
Access to Files. A copy of any completed evaluation which is to be placed in a nurse’s file shall be first reviewed with the nurse. The nurse 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 nurse. Each nurse shall have reasonable access to all her files for the purpose of reviewing their contents in the presence of her supervisor. A copy of the evaluation will be provided to the nurse at her request. No document shall be used against a nurse where it has not been brought to her attention in a timely manner. Any letter of reprimand, suspension or other sanction will be removed from the record of a nurse eighteen months following the receipt of such letter, suspension or other sanction provided that the nurse’s record has been discipline free for one year.
(a) Newly hired nurses shall be considered to be on probation for a period of sixty tours worked from date of last hire hours of work for nurses whose regular hours of work are other than the standard work day). If the nurseshall becredited with seniority from date of last hire. With the written consent of the or her designate, such probationary period may be extended. Where the Hospital requests an extension of the probationary period, it will provide notice to the Association at least fourteen calendar days prior to the expected date of expiration of the initial probationary period. It is that any extension probationary period will not exceed an additional sixty tours hours) worked and, where requested, the Hospital will advise the nurse and the Association of the basis of such extension. A nurse who transfers from casual or regular part-time to full-time status shall not be required to serve a probationary period where she has previously completed one since her date of last hire. Where no such probationary period has been served, the number of tours worked (hours worked for nurses whose regular hours of work are other than the standard work day) during the nine months immediately preceding the transfer shall be credited towards the probationary period. A seniority list shall be established for all full-time nurses covered by this Agreement who have completed their probationary period. For information purposes only, the names of all full-time probationary nurses shall be included in the seniority list. A copy of ...
Access to Files. 11.01 A copy of any completed performance evaluation which is to be placed in a nurse's file shall be first reviewed with the nurse. The nurse shall sign 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 OPTIONS against the nurse. Each nurse shall have reasonable access to her files for the purpose of reviewing their contents in the presence of her supervisor or a Human Resources representative. A copy of the evaluation will be provided to the nurse at her request. No document shall be used against a nurse where it has not been brought to her attention in a timely manner.
11.02 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 the nurse's record has been discipline free for one (1) year.
Access to Files. 15.01 A copy of any completed evaluation which is to be placed in a nurse's file shall be first reviewed with the nurse. The nurse 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. Each nurse shall have reasonable access to her file by appointment at a mutually agreeable time. A copy of the evaluation will be provided to the nurse at her request.
15.02 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 the nurse's record has been discipline free for such eighteen (18) month period.
Access to Files a. Upon request and at an agreeable time, any teacher or any individuals authorized by the teacher will have the right to review the contents of his/her building file/record and/or the official District personnel file/record, including the sub-files.
b. The Assistant Superintendent of Human Resources will allow access to a teacher’s official District personnel file/record including any sub-files only in the following instances:
i. Personnel of the Office of Human Resources are conducting routine duties associated with their job responsibilities; or
ii. Designees of the Assistant Superintendent of Human Resources are conducting business of the District in accordance with their job responsibilities.
c. The Office of Human Resources will keep a log of all individuals who access the teacher’s personnel file/record including sub-files and indicate the reason for that access, except for personnel who work in the Office of Human Resources and are conducting routine business associated with their job responsibilities.
d. The District will provide a copy of this log to the teacher if the teacher requests it.
e. When the District receives a court order to open and/or deliver/transmit any electronic information held or in the possession of the District related to the teacher’s personnel file/record and/or disciplinary file/record the District must notify the teacher within three (3) workdays unless such notification is prohibited by law.
Access to Files. 19.01 A copy of any completed evaluation which is to be placed in a nurse's file shall first be reviewed with the nurse. The nurse shall initial such evaluation as having been read and shall have an opportunity to add her views to such evaluation prior to it being placed in her file. Each nurse shall have reasonable access to her personnel files for the purpose of reviewing any evaluations or formal disciplinary notations contained therein in the presence of her supervisor. A copy of the evaluation will be provided to the nurse at her request.
19.02 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 the nurse's record has been discipline free for one (1) year. Notwithstanding the above paragraph, disciplinary matters related to resident and/or family interactions shall not be removed from the record of an employee, for a period of twenty-four (24) months. Leaves of absence in excess of sixty (60) continuous calendar days will not count towards either period referenced in this article.
