Destruction or retention of information. (1) Information shall be retained by the Employer as long as it has a reasonable bearing on the employee's job performance or upon the efficient and effective management of the institution.
(2) Adverse material or information related to employee misconduct or alleged misconduct which is determined to be false, and all such information in situations where the employee has been fully exonerated of wrong doing, will be kept in a confidential file and shall not be released to the public or a prospective employer without the consent of the employee except as required by law.
(3) Adverse material related to employee misconduct or alleged misconduct which is sustained may be released if required under a Public Records Act (PRA) request or as otherwise required by law. If released, the name of the employee will be deleted from the document, unless the name of the officer has already been made public or if disclosure is otherwise required by law.
(4) Documents in a supervisory file will not be placed in the official personnel file or Department file unless they are incorporated as part of an official action (such as a performance evaluation or a corrective action), which should then be retained in the appropriate personnel file or department file. All material in the supervisory file of non-probationary employees, absent unusual circumstances, will be removed in conjunction with the employee’s annual performance evaluation.
(5) Names of employees will not be released unless required by law, and names of employees will be deleted from the Department’s Annual Report.
(6) Prior to release of any information about an employee pursuant to a PRA request, the employee will be notified of the request and, to the extent possible, allowed four (4) business days to seek an injunction before the information is released.
Destruction or retention of information. 7 Information shall be retained by the Employer as long as it has a reasonable bearing on the 8 employee's job performance or upon the efficient and effective management of the institution. 9 Adverse material or information related to employee misconduct or alleged misconduct which is 10 determined to be false, and all such information in situations where the employee has been fully 11 exonerated of wrong doing, will be kept in a confidential file and shall not be released to the public 12 or a prospective employer without the consent of the employee except as required by law. 13 Adverse material related to employee misconduct or alleged misconduct which is sustained may 14 be released if required under a Public Records Act (PRA) request or as otherwise required by law. 15 If released, the name of the employee will be deleted from the document, unless the name of the 16 officer has already been made public or if disclosure is otherwise required by law.
