District Personnel Files Sample Clauses

District Personnel Files. The school district maintains a district personnel file for each employee of the district. Individual district personnel files shall be accessible to the respective employee for inspection during reasonable school business hours upon written request to the administrator who is custodian of the individual file. The individual shall be entitled upon request, at no expense to the individual, to copies of items in the individual file.
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District Personnel Files. 3 The District will maintain only one personnel file per teacher. Such records will remain on file 4 with the District according to the General Records Retention Schedule (RCW 40.14.070 and WAC 5 414-24-050). The principal or supervisor may also keep records for evaluation or discipline 6 purposes in his/her staff files. Principal files will be destroyed upon termination of employment of 7 either the school principal or the teacher, or in the event a school principal or a teacher is 8 assigned to another building in the District.
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District Personnel Files. 12.1 Each unit member shall have the right to inspect the unit member’s personnel file upon request, provided that the request is made at the time when such person is not actually required to render services to the District. 12.2 Information of a derogatory nature shall not be placed in the unit member’s District personnel file until and unless: 12.2.1 the unit member is provided a copy of the material; 12.2.2 the unit member is provided the opportunity to request a conference with the Superintendent to discuss the material and a conference, if requested, is held; 12.2.3 the unit member has had fifteen (15) workdays from the receipt of the copy of the material, if no request for a conference is made, or fifteen (15) workdays from the date of the conference, if a request is made, to attach her/his own comments to the derogatory statement; and 12.2.4 the conference shall take place during normal business hours and the unit member and the unit member’s representative (if requested) shall be released from duty for this purpose without salary reduction. 12.3 All personnel files shall be kept in confidence, except as otherwise required by law, and shall be available for inspection only to (1) the unit member and the unit member’s authorized representative, and (2) other District employees and representatives when necessary in the administration of the District’s affairs or the supervision of the unit member. Any person who has examined a personnel file (other than routine access by the personnel file custodian) shall sign and date the space provided in the file.
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District Personnel Files. 2 Employees shall, upon request, have the right to inspect all contents of their complete personnel file 3 kept in the district office. Upon request, a copy of any documents contained therein shall be provided 4 the employee at District expense. The District shall maintain only one personnel file. However, the 5 supervisor may also keep records for evaluation purposes in his/her staff files. After one (1) year the 6 information needs to be moved to the District personnel file or be destroyed. 8 The employee personnel file shall be reviewed in a private place provided in the District human
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District Personnel Files. A. Employees shall have the right to review upon request all materials in their personnel file. No employee may remove any part of all of his/her personnel file from the District office. B. The employee has the right to request the removal of inappropriate material(s) or to use the grievance procedure to have those materials removed. The employee’s supervisor or designee and the employee’s representative (if the employee requests) shall have the right to be present during this review and decision process. C. Only one (1) District Personnel File shall be kept for each employee. D. Employees shall have the opportunity to review all derogatory materials before they are made a permanent part of their personnel file. An employee shall have the right to answer and/or refute in writing any materials which may be judged by him/her to be derogatory to his/her conduct, service or character. The written response shall be attached to the related document(s) and shall be made a part of the employee’s personnel file. E. Upon request, one (1) copy of any material contained in the personnel file shall be made available to the employee without cost. F. Upon request by the employee, the Superintendent or designee shall sign an inventory sheet to verify contents of the personnel file at the time of inspection by said employee. G. Every reasonable effort shall be made to keep the contents of the personnel file private. H. All information forming the basis for any reprimand, warning, discipline, or adverse effect shall be limited in a progressive manner based on the top level of discipline/reprimand received. At the employee’s request, if the top level of discipline/reprimand is a verbal reprimand, all materials will be removed after three (3) years from the date of the reprimand. If the top level of discipline/reprimand is a letter of reprimand, all materials will be removed after five (5) years from the date of the reprimand. If the top level of discipline/reprimand is a suspension with or without pay, all materials will be removed after seven (7) years from the date of the reprimand. The exception will be for information relating to sexual, physical or psychological abuse, criminal activities, or contact with a minor for illegal purposes. I. When a charge of misconduct against an employee is found to be without basis, all related documents shall be destroyed to protect the employee’s reputation and work record. J. It is reasonable for a District to have a written record of ...
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District Personnel Files. Section 3.5.1. Employees shall, upon request, have the right to inspect all contents of their complete personnel files kept within the District as well as employment references originating in the District that are sent from the District, in accordance with Washington law. Section 3.5.2. Upon request, a copy of any documents contained therein shall be provided to the employee at District expense. The District shall maintain only one personnel file. However, the principal or supervisor may also keep records for evaluation purposes in their staff files. All such records shall be for the exclusive use of the principal/supervisor and shall be destroyed at the end of the current school year. The employee signature indicates that the employee has seen the item(s) to be attached but may not necessarily agree with the contents. Furthermore, the employee has the right to attach their comments to any such item(s). Section 3.5.3. The employee personnel file shall be reviewed in a private place provided in the District Human Resources office. The employee or Human Resources officer may request others be present at this review. Section 3.5.4. No derogatory reference to any employee's competence, character, or manner shall be kept or placed in the personnel file without the employee's signature indicating receipt of the material prior to its placement in the file, and exclusive right to attach their own written comments. Disagreement by an employee with the appropriateness of the content of the materials filed in the employee's file may be a matter to be pursued through the negotiated grievance procedure. However, an employee may not grieve those materials which have been previously reviewed and signed or which the employee had a fair opportunity to question or grieve at the time of their inclusion in the file, or any evaluation materials.
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Related to District Personnel 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.

  • Personnel File An employee, or the President of the Union, or his/her designate, with the written authority of the employee, shall be entitled to review the employee's personnel file(s), both paper and, if applicable, electronic, in the office in which the file is normally kept, in order to facilitate the investigation of a grievance. The employee or the President, as the case may be, shall give the Employer adequate notice prior to having access to such file(s).

  • Review of Personnel Files Every member shall be allowed to review any of his/her personnel files except "confidential law enforcement records" and "trial preparation records" as defined in Ohio Revised Code Section 149.43 at any time, upon request and reasonable notice. Such request shall be made to the supervisor directly responsible for maintenance of such files. Review of the files shall be made in the presence of such supervisor or the supervisor's designated representative. For the Division master personnel file, the request shall be made to the member's Subdivision Deputy Chief or his/her designated representative. Any member, or the member's Lodge representative, may copy documents in the member's file. The City may levy a charge for such copying, which charge shall bear a reasonable relationship to actual costs. A member will be notified in writing any time records within his/her personnel, background, IAB, and/or payroll file(s) are requested, as a public records request pursuant to Ohio Revised Code Section 149.43, provided the City determines that the request is proper under applicable law. A member may request copies of any records provided under this paragraph, and these copies shall be provided at no cost to the member.

  • Employee Personnel Files 24-1 It is recognized by the parties that the School District may prescribe regulations for the custody, use and preservation of the records, papers, books, documents and property pertaining to the School District. However, to the extent that any records, papers, or other documents covering Employees of the Association do not relate to pre-employment data, every Employee shall be allowed to review the personnel file at any reasonable time upon request. No Employee's request shall be deferred for more than seven (7) School Days for a central office file and no more than two (2) School Days for a site location file excluding weekends and holidays. If any Employee is involved in a grievance regarding matters in the personnel file which may be material, an Association officer or other Association Representative with the written approval of the Employee may also be granted access to the Employee's personnel file at reasonable times where such access is authorized in advance by the Employee. The District shall provide copies of all legally permissible information pertinent to the grievance. 24-2 A copy of each written report, comment, or reprimand concerning an Employee which the School District places in the Employee's personnel file shall be provided that Employee. The Employee must sign the personnel copy of the report, comment, or reprimand as directed as acknowledgment of receipt of a copy of the document. Such signature may not be construed as agreement to the contents of the document. Upon request, an Employee shall be provided, at the prevailing rate per page, a reproduction of any material, excluding any pre-employment documents, in the Employee's file. Unless requested by the Association, such a request may not be made more than one time per year. 24-3 Any written response by the Employee to any written report, comment, or reprimand will also become a part of the Employee's personnel file and will remain a part of said file as long as the report, comment, or reprimand responded to remains a part of the file. In order to insure that the response is not inadvertently overlooked, the Employee will note under his or her signature on the report, comment, or reprimand at the time the response is delivered that a response has been made and the document will be countersigned by the receiving administrator and shall be attached to the supervisor's document. If an Employee desires to make a written response to any written report, comment, or reprimand issued by the Immediate Supervisor or Appropriate Administrator, the Employee's response must be made within twenty (20) days. Upon written request of the Employee, a waiver of the time limits by the Appropriate Administrator, not to exceed twenty (20) days, may be granted, which will not be unreasonably withheld. When a copy of the Immediate Supervisor's or Appropriate Administrator's written document is forwarded to any other location, a copy of the Employee's written response must be attached. 24-4 Upon review of the personnel file, an Employee may respond to documents, comments, or reprimands contained therein that the Employee believes to be inaccurate. The Employee's response shall be directed to the Superintendent's designee. If upon investigation by the Superintendent's designee it is determined that the Employee's response is accurate, the response shall become part of the Employee's personnel file or the comment, document, or reprimand in question may be removed by the Superintendent's designee. The determination as to whether the Employee response is accurate and whether said response shall become part of the Employee's personnel file or the comment, document, or reprimand in question shall be removed are determinations that shall be grievable. The Performance Evaluation Report shall remain a permanent part of the Employee's personnel file. If it is determined that the information contained within the evaluation is not substantiated as factual, the District shall replace the evaluation with a corrected copy. 24-5 It is the School District's intention that work rules, policies, and procedures are to be interpreted and applied uniformly to all Employees under similar circumstances.

  • Access to Personnel Files All employees shall be allowed access to their personnel files during normal working hours for inspection and/or copies of documents which will be provided by the Employer. Such inspection shall be made subject to prior arrangement with the Employer.

  • Contents of Personnel File A. Adverse statements prepared by the County shall not be included in an employee's official personnel file unless a copy is provided to the employee. B. An employee shall have the right to inspect and review the contents of his or her official personnel file at reasonable intervals. C. In addition, an employee shall have the right to inspect and review the contents of his or her official personnel file in any case where the employee has a grievance related to performance; to a performance evaluation; or is contesting his or her suspension or discharge from County service. D. Letters of reference and reports concerning criminal investigations concerning the employee shall be excluded from the provisions of B. and C., above. E. An employee shall have the right to respond in writing or personal interview to any information contained in his or her official personnel file, such reply to become a permanent part of such employee's official personnel file. F. Any contents of an employee's official personnel file may be destroyed pursuant to an agreement between the Chief of Employee Relations and the employee concerned or by an order of an arbitrator, court or impartial hearing officer unless the particular item is otherwise required by law to be kept.

  • Review of Personnel File Upon written authority from an employee, OC shall permit the President of the Union or their designate to review that employee's personnel file in the office in which the file is normally kept in order to facilitate the proper investigation of a grievance.

  • 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.

  • Access to Personnel File Each employee shall have reasonable access to his/her personnel file for the purpose of reviewing any evaluations or formal disciplinary notations contained therein, in the presence of the Director of Personnel or designate. An employee has the right to request copies of any evaluations in this file.

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