Common use of Derogatory Material Clause in Contracts

Derogatory Material. 4.2.1 Information of a derogatory nature shall not be entered or filed unless and until the employee is given notice and an opportunity to review and comment thereof. An employee receiving a derogatory document may request within ten (10) work days of receipt of the document, that the Superintendent, and his/her designee, schedule a meeting which may include the following: a. The Superintendent and/or his/her designee. b. The administrator or Supervisor who wrote the document. c. The employee receiving the derogatory document. d. A representative chosen by the employee. 4.2.2 The purpose of this meeting is to review the circumstances surrounding the issuance of the derogatory document. The employee shall be afforded the opportunity to refute the derogatory document or to seek a compromise with the administrator or supervisor who wrote the document in an effort to keep such material from becoming a part of his/her personnel file. After the review process, if the administrator or supervisor chooses to enter such a document(s) into the personnel file, he/she shall notify the unit member of his/her decision, in writing, within five (5) work days after the meeting. 4.2.3 When a unit member receives a copy of any material of a derogatory nature which is going to be placed in his/her District Personnel File, the unit member shall have the right to enter, and have attached to any such derogatory statement, his/her own comments thereon, provided such comments are presented for filing within fifteen (15) work days after notice from the administrator or supervisor. Extension of this timeline may be granted by mutual agreement between the employee and the District.

Derogatory Material. 4.2.1 5.2.1 No letter of reprimand shall be placed in the unit member's personnel file based solely on a public complaint which is not substantiated. 5.2.2 Information of a derogatory nature nature, except material mentioned in paragraph "Inspection of Files" above, shall not be entered or filed unless and until the employee is given notice and an opportunity to review and comment thereof. An employee receiving a derogatory document may request within ten five (105) work days workdays of receipt of the document, that the Superintendent, and his/her designee, schedule a meeting which may include the following: a. 1. The Superintendent Superintendent, and/or his/her his designee. b. 2. The administrator or Supervisor Administrator who wrote the document. c. 3. The employee receiving the derogatory document. d. 4. A representative chosen by the employee. 4.2.2 5.2.3 The purpose of this meeting is to review the circumstances surrounding the issuance of the derogatory document. The employee shall be afforded the opportunity to refute the derogatory document or to seek a compromise with the administrator or supervisor who wrote the document in an effort to keep such material from becoming a part of his/her personnel file. After the review process, if the administrator or supervisor chooses to enter such a document(s) into the personnel file, he/she shall notify the unit member of his/her decision, in writing, within five (5) work days after the meetingdays. 4.2.3 When 5.2.4 If a unit member receives a copy of any notice that material of a derogatory nature which is going to be placed in his/her District Personnel File, the a unit member shall have the right to enter, and have attached to any such derogatory statement, his/her own comments thereon, provided such comments are presented for filing within fifteen ten (1510) work days workdays after notice from the administrator or supervisor. Extension of this timeline may be granted by mutual agreement between the employee and the Districtadministrator.

Derogatory Material. 4.2.1 5.2.1 No letter of reprimand shall be placed in the unit member's personnel file based solely on a public complaint which is not substantiated. 5.2.2 Information of a derogatory nature nature, except material mentioned in paragraph "Inspection of Files" above, shall not be entered or filed unless and until the employee is given notice and an opportunity to review and comment thereof. An employee receiving a derogatory document may request within ten five (105) work days workdays of receipt of the document, that the Superintendent, and his/her designee, schedule a meeting which may include the following: a. 1. The Superintendent Superintendent, and/or his/her his designee. b. 2. The administrator or Supervisor Administrator who wrote the document. c. 3. The employee receiving the derogatory document. d. 4. A representative chosen by the employee. 4.2.2 5.2.3 The purpose of this meeting is to review the circumstances surrounding the issuance of the derogatory document. The employee shall be afforded the opportunity to refute the derogatory document or to seek a compromise with the administrator or supervisor who wrote the document in an effort to keep such material from becoming a part of his/her personnel file. After the review process, if the administrator or supervisor chooses to enter such a document(s) into the personnel file, he/she shall notify the unit member of his/her decision, in writing, within five (5) work days after the meetingdays. 4.2.3 When 5.2.4 If a unit member receives a copy of any notice that material of a derogatory nature which is going to be placed in his/her District Personnel File, the a unit member shall have the right to enter, and have attached to any such derogatory statement, his/her own comments thereon, provided such comments are presented for filing within fifteen ten (1510) work days workdays after notice from the administrator or supervisor. Extension of this timeline may be granted by mutual agreement between the employee and the Districtadministrator. ARTICLE 6 ASSIGNMENTS, TRANSFERS, AND REASSIGNMENTS