ARTICLE ACCESS TO FILES. Each employee shall have reasonable access to his file for the purpose of reviewing any evaluations or formal disciplinary notations contained therein, in the presence of a Supervisor. A copy of the evaluation will be provided to the employee at his request.
ARTICLE ACCESS TO FILES. A Member shall be provided with a memo describing the content of any written document received by the Principal from a parent a complaint which names or otherwise identifies the Member, within ten (10) working days of the Principal receiving the complaint. A Member shall have access to any of the Member’s files held by the Board or agent of the Board. With one instructional day’s written notice to the Manager of Resources Elementary, where a Member authorizes in writing access to personnel file by the Staff Officer or President of the Bargaining Unit acting on behalf of the Member, the Board shall provide such access, as well as copies of materials contained therein authorized and requested. A Member shall be entitled to provide a statement for inclusion in personnel file, in cases dealing with disagreement in information contained within the personnel file. A disciplinary or adverse report may be removed a Member’s files at the discretion of the Executive Officer of Human Resources. A Member shall have the right to request the removal of any disciplinary or adverse report from the Member’s file after one year by appealing to the Executive Officer of Human Resources. A Member shall receive photocopies of any in personnel as requested. Upon written request, the Union shall be provided with copies relevant to the negotiation and administration of this agreement including, but not limited to the following:
ARTICLE ACCESS TO FILES a) A copy of any completed evaluation which is to be placed in an employee's file shall first be reviewed with the employee. The employee shall initial such evaluation as having been read and shall have the opportunity to add own views to such evaluation prior to it being placed file. A copy of the evaluation will be provided to the employee at request at the time of evaluation. Each employee shall have reasonable access to file for the purpose of reviewing any evaluation or formal disciplinary notations therein, in the presence of supervisor. Any letter of reprimand, suspension or other sanction will be removed from the records of an employee eighteen (18) months following the receipt of such letter, suspension or other xxxxxxxx provided the employee's record has been discipline free for such eighteen month period.
ARTICLE ACCESS TO FILES. A Member shall be provided with a copy of any written report directly pertaining to that Member within ten working days of issuing the written report. A Member shall sign any such report for the sole purpose of indicating that a copy of the report has been received. Such signature does not suggest agreement or disagreementwith the content of the report.
ARTICLE ACCESS TO FILES. The Union understands that the Board will respond to their written request as quickly as possible and, whenever possible, within five (5) working days.
ARTICLE ACCESS TO FILES. A in a The read such It disc Each y of any completed evaluation which is to be placed nurse's file shall be first reviewed with the nurse. nurse shall initial such evaluation as having been and shall have the opportunity to add her views to evaluation prior to it being placed in her file. s understood that such evaluations do not constitute action by the Hospital against the nurse. 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 (18) months following the receipt of such letter, suspension or other sanction provided that such nurse's record has been discipline free for one year. ARTICLE SENIORITY Newly hired nurses shall be considered to be on probation for a period of sixty (60) tours worked from date of last hire (450 hours of work for nurses whose regular hours of work are other than the standard work day). If retained after the probationary period, the nurse shall be credited with seniority from date of last hire. With the written consent of the Hospital, the probationary nurse and the President of the Local Association 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 (14) calendar days prior to the expected date of expiration of the initial probationary period. It is understood and agreed that any extension to the probationary period will not exceed an additional sixty tours (450 hours) worked and, where requested, the Hospital 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 completed one since her date of last ire. 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. Fo A seniority list shall be established for all full-time nurses covered by this Agreement who have completed...
ARTICLE ACCESS TO FILES. (a) A copy of any completed evaluation which is to be placed in an employee’s file shall first be reviewed with the employee. The employee shall initial such evaluation as having been read and shall have the opportunity to add own views to such evaluation prior to it being placed in file. A copy of the evaluation will be provided to the employee at request at the time of evaluation. Each employee shall have reasonable access to file for the purpose of reviewing any evaluation or formal disciplinary notations therein, in the presence of supervisor. employee has the right to request copies of any evaluations in this file. Any letter of reprimand, suspension or other sanction will be removed from the records of an employee eighteen (18) months following the receipt of such letter, suspension, or other sanction provided the record has been discipline free for such eighteen (18) month period.
ARTICLE ACCESS TO FILES. The personnel file respecting an employee shall be maintained in the Human Resources Department of the Board and shall be available and open to the employee and/or a person authorized in writing to act on the employee's behalf for inspection in the presence of a Board Human Resources Department staff at any reasonable time during the regular working hours of the department. The employee's personnel files may be viewed at either resource centre provided two (2) weeks' notice is given. Collective Agreement Expiring August Near North District School Board and Local The employee may make a copy of such information and may be accompanied by one other person who shall have access to such information at the request of the employee. If the employee disputes the accuracy or completeness of any such information other than an evaluation, the Board shall, within twenty (20) school days from receipt of a written request by the employee stating the alleged inaccuracy, either confirm, amend or remove the information. Where the Board amends or removes information as outlined in this Article, the Board shall, at the request of the employee notify all persons who received a report based on the prior information. An employee may place comments on any materials kept on file pertaining to the employee. No later than three (3) years after the date of issue, or less at the discretion of the Director, any disciplinary documents or adverse job-related correspondence contained within an employee's personnel records and files shall be removed and returned to the employee unless further disciplinary action has occurred for the same or similar offence within that period. This does not apply to documents or correspondence, which the Board is required to retain by law. These will be kept in a sealed envelope separate from the employee's files and will only be opened when the Board is required by law to open them. Note: Verbal warning is still ARTICLE ANNUAL VACATIONS (Applicable to employees in permanent posted positions) -Annual vacation is based on September to August Note: Both parties agree that the Employer agrees to continue to carry over unused vacation days when employees are unable to exhaust their vacation days in the current year.
ARTICLE ACCESS TO FILES. 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 views to such evaluation prior to it being placed in file. It is understood that such evaluations do not constitute disciplinary action by the Employer against the employee. Each employee shall have reasonable access to all her files for the purpose of reviewing their contents in the presence of her supervisor or Human Resources representative. A copy of the evaluation will be provided to the employee at request. No document shall be used against an employee where it has not been brought to attention in a timely manner. Notwithstanding Article upon review of the file, should the employee believe that any counselling letter is no longer applicable, may request that such documentation be removed. Such request shall not be unreasonably denied.
ARTICLE ACCESS TO FILES. Each employee s h a l l have access to h i s f i l e for t h e pur - pose of reviewing any evaluations or formal disciplinary nota - tions contained therein in t h e presence of h i s supervisor. A copy of the evaluation w i l l be provided to the employee at h i s request.
