DEPARTMENT FILES Sample Clauses

DEPARTMENT FILES. 1) Supervisors may maintain a file in their department for each employee employed in that department. These files may include notes, records, assessments, evaluation material not required to become a part of the employee's permanent file in the Service Safety Director's Office, and other pertinent information. The file in the Service Safety Director's Office shall be the main file on the employee. 2) If the union requests to review the Service Safety Director's main file on the employee for purposes of evaluating the merits of a grievance or to prepare for an arbitration or an unfair labor practice proceeding, the Service Safety Director shall ensure that all relevant information from the department file is submitted with the main file before the file is given to the union.
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DEPARTMENT FILES. (a) All personnel records (including, but not limited to home addresses, phone numbers and pictures of members) shall be kept confidential and never released to any person other than officials of the Department or upon the written authorization of the member involved or by court order. (b) A member shall have the right to include in his personnel record and in any other file kept by the Department, a written refutation of any material he considered to be detrimental. (c) Members may inspect their personnel files upon separation and/or retirement during business hours. (d) All members shall be granted access to their department and personnel records according to Public Act No. 397, Public Acts of 1978, effective January 1, 1979. (e) The City, upon written request, shall remove disciplinary records every two (2) years from date of incident from a Command Officer's service file. The City, upon written request, shall remove all other complaints every three (3) years from the date of incident from all files of members of the unit including internal affairs investigation files.
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DEPARTMENT FILES. 39.1 All members of the Romulus Police Department shall have a personnel file containing such records as may be necessary to manage the Police Department in its daily personnel requirements.
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DEPARTMENT FILES. A. All personnel records which include home addresses, phone numbers and pictures of Employees shall be kept confidential and never released to any person other than officials of the Department or upon the written authorization of the Employee involved. B. An Employee shall have the right to inspect his official personnel record wherever kept, twice a year or more often for good cause shown. Files maintained by the Internal Controls Division and the information contained therein are confidential and may not be disclosed to any Employee or department command or used for any purpose unless the investigation results in departmental or criminal charges and then the production and use of such documents will be governed by existing discovery procedure. An arbitrator shall have the authority to make an appropriate award including a monetary award to a grievant if it is determined that the provisions have been knowingly and willfully violated by Employees of the Department. In addition, the Department agrees that an individual who violates this provision will be subject to disciplinary charges. C. Inspection shall be during regular business hours of the respective repository and be conducted under supervision of the Department. Said Employee shall have the right to make duplicate copies for his own use at his own expense. No records, reports, investigations, evaluations or similar data belonging in the Personnel File or Medical file shall be hidden from an Employee’s inspection. D. An Employee shall have the right to include in his personnel record and in any other file kept by the Department, a written refutation of any material he considers to be detrimental and to request its removal. E. If a promotion or transfer is denied to an Employee and he should discover that the Department has hidden detrimental data, reports or investigative summaries from his inspection, it shall be presumed that such records constituted the reasons for such denials. F. Employees may inspect their personnel file upon retirement and nothing shall be inserted in such files after the date of retirement. G. Reprimands will be removed from the Employee’s file after two (2) years.
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DEPARTMENT FILES. A. All personnel records which include home addresses, phone numbers, and pictures of Employees shall be kept confidential and never released to any person other than officials of the Department or upon the written authorization of the Employee involved. B. An Employee shall have the right to inspect his/her official personnel record wherever kept, twice a year or more often for good cause shown. C. Inspection shall be during regular business hours of the respective repository and be conducted under supervision of the Department. Said Employee shall have the right to make duplicate copies for his/her own use at his/her own expense. No records, reports, investigations, evaluations, or similar data belonging in the Personnel File or Medical File shall be hidden from an Employee’s inspection. D. An Employee shall have the right to include in his/her personnel record and in any other file kept by the Department, a written refutation of any material he/she considers to be detrimental and to request its removal. E. Employees may inspect their personnel file upon retirement and nothing shall be inserted in such files after the date of retirement. F. The Department need not comply with the above provisions for inspection in those areas where there is a current investigation of the Employee. The Employee must be told, however, that he/she is being investigated and apprised of the subject matter of the investigation.
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DEPARTMENT FILES. A. All personnel records which include home addresses, phone numbers and pictures of members shall be kept confidential and never released to any person other than officials of the Department or upon the written authorization of the member involved. B. A member shall have the right to inspect his official personnel record wherever kept, twice a year or more often for good cause shown. C. Inspection shall be during regular business hours of the respective repository and be conducted under supervision of the Department. Said member shall have the right to make duplicate copies for his own use at his own expense. No records, reports, investigations, evaluations or similar data belonging in the Personnel File or Medical File shall be hidden from a member’s inspection. D. A member shall have the right to include in his personnel record and in any other file kept by the Department, a written refutation of any material he considers to be detrimental and to request its removal. E. Members may inspect their personnel file upon retirement and nothing shall be inserted in such files after the date of retirement. F. The Department need not comply with the above provisions for inspection in those areas where there is a current investigation of the officer. The officer must be told, however, that he is being investigated and appraised of the subject matter of the investigation. G. The language in this Article shall not be construed in a manner that would violate applicable law.
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DEPARTMENT FILES. Section 1. All personnel records which include home addresses, phone numbers, and pictures of members shall be kept confidential, except to the extent permitted by law, but may be released to persons other than officials of the City upon written authorization of the member involved. Section 2. A member shall have the right to inspect his/her official personnel record whenever kept, twice a year or more often for good cause shown. Section 3. Inspection shall be during regular business hours of the respective repository and be conducted under supervision of the Department. A member shall have the right to have a duplicate copy for his/her own use at their own expense. No records, reports, investigations, evaluations of similar data belonging in the Personnel File or Medical File shall be hidden from a member's inspection. Section 4. A member may request to include in his/her personnel record and in any other file kept by the Department, a written refutation of any material he/she considers to be detrimental and to request its removal. Section 5. The Department need not comply with the above provisions for inspection in those areas where there is a current on-going investigation of the officer.
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DEPARTMENT FILES. Section 1. All personnel records which include home addresses, home numbers, and pictures of members shall be kept confidential, and never be released to any person other than officials of the City upon written authorization of the member involved, subject to requirements of law. Section 2. A member shall receive the right to inspect his official personnel record wherever kept, twice a year or more often for good cause shown. Section 3. Inspection shall be during regular business hours of the respective repository and be conducted under supervision of the Department. Said member shall have the right to have a duplicate copy for his own use at his own expense .. No records, reports, investigation, evaluations of similar data belonging in Personnel File or Medical File shall be hidden from a member's inspection. Section 4. A member may request to include in his personnel record and in any other file kept by the Department, a written refutation of any material he considers to be detrimental and to request its removal. Collective Bargaining Agreement Clawson Command Officers Association ARTICLE XXX
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Related to DEPARTMENT FILES

  • Personnel Files ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

  • Access to Files A copy of any comple-te-d 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 or his views to such evaluation prior to it being placed in her or his 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 or his files for the purpose of reviewing their contents in the presence of her or his supervisor. A copy of the evaluation will be provided to the nurse at her or his request. No document shall be used against a nurse where it has not been brought to her or his 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 such nurse's record has been discipline free for one year. the Association of the basis of such extension. A nurse who transfers from casual or regular time to full-time status shall not be required to serve a probationary period where such nurse has previously completed one since her or his 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 nurse who from casual part-time or full-time to regular part-time status shall not be required to serve a probationary period where such nurse has previously completed one since her or his 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) A seniority list shall be for all time nurses covered by this Agreement who have completed their probationary period. For information purposes only, the names of all time probationary nurses shall be included in the seniority list. A seniority list shall be established for all regular part-time nurses covered by this Agreement who have completed their probationary period. For information purposes only, the names of all regular part-time probationary nurses shall be included in the seniority list. Seniority on such lists will be expressed in terms of total hours worked. A seniority list shall be maintained for casual part-time nurses for the purposes of Article

  • Department Head A. Within ten (10) business days from his/her receipt of the decision resulting from the previous level, the employee may appeal to the Department Head using the original copy of the grievance. B. Within ten (10) business days from the receipt of the employee's grievance, the Department Head or his/her designated representative who has not been involved in the grievance in prior levels shall make a thorough review of the grievance, meet with the parties involved and give a written decision and the reasons therefore to the employee and the Union representative. However, the Department Head or designate is not limited to denying a grievance for the reasons stated at any previous level in the procedure. Upon request, a copy of the decision will be given to the Union representative. C. If the Department Head or his/her designated representative fails to give a decision within the specified time limit, the Union shall have the option of referring a grievance alleging a violation of the negotiated agreement between the parties to arbitration. D. On matters that are not subject to arbitration pursuant to Section 8 hereafter, the written decision of the Department Head or his/her designated representative shall be final.

  • Department Heads Department heads shall normally be tenured and hold the rank of Associate Professor or Professor in one of the departments to be served, unless mutually agreed to by the departmental faculty and administration. 3.1.2.1 When it becomes known that a department head position will become vacant, or if the department head position has already become vacant, or if a new department is created, the xxxx of the college shall meet with the department faculty within two (2) weeks to discuss qualifications and expectations for the position. Specific guidelines will be formulated which may include: a. Whether internal and/or external candidates shall be considered b. Desired qualifications, including rank c. Budgetary considerations d. The target number of recommended candidates that will be submitted to the xxxx for consideration 3.1.2.1.1 Following the discussion described in 3.1.2.1, the department faculty shall communicate their recommendations within two (2) weeks to the xxxx. The xxxx shall promptly confirm or modify the department faculty’s recommendations and communicate the guidelines and procedures in choosing the new department head. 3.1.2.2 The department faculty will formulate its recommendation(s) among all candidates and forward same to the xxxx, with supporting rationale. When the department faculty is able to find more than one (1) acceptable candidate, the department may rank order its list of acceptable candidates and give reasons for its ranking. If the department is able to find only one (1) acceptable candidate, it shall recommend that candidate. If the department faculty does not find an acceptable candidate, the search will be ended. The xxxx will review the departmental recommendation(s) with the PVPAA. If the department’s recommendation(s) is approved by the PVPAA, the PVPAA shall recommend the appointment of the candidate to the President of the University. If the University does not accept the recommended candidate(s), the University has the right to declare the search process has ended. 3.1.2.3 In the event a department head position is not filled in a timely fashion through the preceding procedures, the Board may appoint a department head for a period not to exceed one (1) year. During this year the procedures specified in sections 3.1.2.1 and 3.

  • EMPLOYEE FILES 10.01 A copy of any completed formal 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 or his views to such evaluation prior to it being placed in her or his file. It is understood that such evaluations do not constitute disciplinary action by the Employer against the employee. Having provided a written request to the Director of Care, or her designate, an employee shall be entitled to her personnel file for the purpose of reviewing any evaluations or formal disciplinary notations contained therein, in the presence of the Director of Care, at a mutually agreeable time. 10.02 The Employer will accommodate reasonable requests for copies of performance appraisals and records of discipline in an employee's file. 10.03 Letters of discipline shall be removed from an employee's file eighteen (18) months following the receipt of such letters provided that the employee's disciplinary record has remained discipline free over the eighteen (18) months period. Leaves of absence in excess of thirty (30) continuous calendar days will not count towards the eighteen (18) months period noted above.

  • Grievance Files Written grievances and responses will be maintained separately from the employee’s personnel file.

  • Public Records Taxpayer acknowledges that GO-Biz is subject to the California Public Records Act (PRA) (Gov. Code, § 6250 et seq.). This Agreement and materials submitted by Taxpayer to GO-Biz may be subject to a PRA request. In such an event, GO-Biz will notify Taxpayer, as soon as practicable that a PRA request for Taxpayer’s information has been received, but not less than five (5) business days prior to the release of the requested information to allow Taxpayer to seek an injunction. GO-Biz will work in good faith with Taxpayer to protect the information to the extent an exemption is provided by law, including, but not limited to, notes, drafts, proprietary information, financial information, and trade secret information. GO-Biz will also apply the (a) The name of each taxpayer allocated a Credit; (b) The estimated amount of the Investment by each taxpayer; (c) The estimated number of jobs created or retained; (d) The Credit allocated to each taxpayer; and, (e) The portion of the Credit recaptured from each taxpayer, if applicable.

  • Department Chairs The release time required to perform the administrative functions of the Department Chair positions shall be deducted from the total workload of the Department Chair with no less than fifty percent (50%) of this release taken from direct instructional duties.

  • Department Review The parties shall resolve disputes through written submission of their dispute to the Department’s Contract Manager. The Department shall respond to the dispute in writing within ten (10) Business Days from the date that the Department’s Contract Manager receives the dispute. The Department’s decision shall be final unless a party provides the other party with written notice of the party’s disagreement with the decision within ten (10) Business Days from the date of the Department’s decision. If a party disagrees with the Department’s decision, the party may proceed to subsection (b) below.

  • Computer Files Marked The Seller shall, at its own expense, on or before the Closing Date, indicate in its computer files that the Receivables have been sold to the Purchaser pursuant to this Receivables Purchase Agreement and deliver to the Purchaser the Receivable Schedule, certified by an officer of the Seller to be true, correct and complete.

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