CONDITIONS AND PROCEDURES FOR PLACEMENT OF MATERIALS IN FILE Sample Clauses

CONDITIONS AND PROCEDURES FOR PLACEMENT OF MATERIALS IN FILE. Only one official file shall be maintained. No evaluative materials shall be placed in the file unless the employee promptly receives a copy of such. The employee shall acknowledge that the employee has read any materials evaluative in nature by affixing his/her signature on the copy to be filed. Any evaluative materials not contained in the employee’s personnel file may not be used to evaluate or discipline the employee in any manner.
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CONDITIONS AND PROCEDURES FOR PLACEMENT OF MATERIALS IN FILE. Only one official file shall be maintained. No material shall be placed in the file-unless the employee has had an opportunity to read such material. The Employee shall acknowledge that he/she has read any material by affixing his/her signature on the copy to be filed. However, any information which has not been reduced to writing within thirty (30) calendar days following the discovery by the Principal or the Superintendent of the event or occurrence may not be added to the file.
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CONDITIONS AND PROCEDURES FOR PLACEMENT OF MATERIALS IN FILE. Only one official file shall be maintained for each employee. No assessment materials shall be placed in the file unless the employee has had an opportunity to read such material. The employee shall acknowledge that he/she has been afforded such opportunity by affixing his/her signature on the copy to be filed. Assessment materials shall be placed in the personnel file within a reasonable time of the occurrence of the actions or events commented upon, subject to the following: material which was not included in the employee's personnel file but should have been as required by the Personnel Record Review Act, shall not be used by the Board or designee in any disciplinary action, except that information which was not intentionally excluded may be used if the employee agrees or has been given a reasonable time to review the information. Material which should have been included in the personnel file shall be used at the request of the employee. For purposes of this section, "Assessment Material" shall mean any written material which may reasonably be construed to have a significant impact on the employment of the employee.
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CONDITIONS AND PROCEDURES FOR PLACEMENT OF MATERIALS IN FILE. The Teacher’s personnel file shall be maintained in the District Office. No evaluative, disciplinary or other substantive material shall be placed in the file unless the Teacher has had an opportunity to read such material. The Teacher shall acknowledge that he/she has read any material by affixing his/her signature on the copy to be filed. Any materials not contained in the Teacher’s personnel file which should have been included in the file but which were intentionally excluded, may not be used to evaluate or discipline the Teacher in any manner.
Sample 1Sample 2
CONDITIONS AND PROCEDURES FOR PLACEMENT OF MATERIALS IN FILE. Only one official file shall be maintained. No materials shall be placed in the file unless the Employee has had an opportunity to read such material. The Employee shall acknowledge that he/she has read any materials by affixing his signature on the copy to be filed. However, any disciplinary material may not be added to the file which has not been reduced to writing within thirty (30) calendar days following the event or within thirty (30) calendar days of when the Administration became aware, or should have been aware of the event. The Personnel Records Review Act provides that personnel record information which was not included in the personnel record but should have been as required by that Act shall not be used by the Board in a judicial or quasi-judicial proceeding. However, personnel record information which, in the opinion of the judge in a judicial proceeding or the hearing officer in a quasi-judicial proceeding, was not intentionally excluded from the personnel record may be used by the Board in the proceeding if the Employee agrees or has been given a reasonable time to review the information. Material which should have been included in the personnel record shall be used at the request of the Employee.
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CONDITIONS AND PROCEDURES FOR PLACEMENT OF MATERIALS IN FILE. Only one official personnel file shall be maintained. No material shall be placed in the file unless the employee has had an opportunity to read such material. Any information that has not been reduced to writing within ninety (90) calendar days of the event or the employer’s knowledge of the event whichever is later may not be added to an employee’s file except that in the instance wherein the employee has been notified that an investigation is on-going no time limit shall apply.
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CONDITIONS AND PROCEDURES FOR PLACEMENT OF MATERIALS IN FILE. Only one (1) official file shall be maintained. No evaluative materials shall be permanently placed in the file unless the Employee has had an opportunity to read such material. The Employee shall acknowledge that he/she has read any materials evaluative in nature by affixing his/her signature on the copy to be filed. Any materials not revealed and a copy given to the Employee may not be used to evaluate or discipline the Employee in any manner.
Sample 1
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CONDITIONS AND PROCEDURES FOR PLACEMENT OF MATERIALS IN FILE. Only one official file shall be maintained at the Central Administrative Office. Whenever any evaluation information or disciplinary action is placed in an Employee's personnel file, the Employee shall receive a copy of said material. The Employee's signature shall only mean that he/she has received a copy of the material. Material not maintained in the central personnel file may not provide the basis for discipline against an Employee.
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Related to CONDITIONS AND PROCEDURES FOR PLACEMENT OF MATERIALS IN FILE

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  • Required Procurement Procedures for Obtaining Goods and Services The Grantee shall provide maximum open competition when procuring goods and services related to the grant-assisted project in accordance with Section 287.057, Florida Statutes.

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