Employee Access to Personnel Records Sample Clauses

Employee Access to Personnel Records. ‌ A. Employees shall have access to their personnel record in Human Resources upon reasonable notice and at reasonable times. Any review of personnel records shall be conducted in the presence of Human Resources staff and no document shall be removed without the authorization of the Human Resources Director. B. Employees shall be provided a copy of all materials placed in their personnel record. C. Employees may request a copy of any document in their personnel record. D. Employees may submit certificates of completion of educational courses, training, or special recognition and awards to be included in their personnel file.
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Employee Access to Personnel Records. 1. Employees may have access to their personnel records in accordance with current University policy which is in compliance with the Personnel Records Review Act, 820 ILCS 40/. An employee can make a written request to Human Resources for all or any part of his or her personnel record except as excluded by the Act. 2. An employee representative may, with written permission from the employee, in accordance with current University policy, have access to an employee's personnel record. 3. Items of formal disciplinary action, such as letters of reprimand and records of suspension, shall remain in Human Resources for the life of the record. However, such records shall not be used by the Employer before an arbitrator or the State Universities Civil Service System Merit Board if such documentation is more than three (3) years old and the employee has not been warned for the same or similar offense.
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Employee Access to Personnel Records. Employees shall have access to their personnel records in the Employee Relations Department at any reasonable time in the presence of the Manager of Employee Relations or designated representative from the Employee Relations Department. The employee will receive a copy of any disciplinary letters or of any material placed in this file which may lead to disciplinary action. The employee’s personnel file in the Employee Relations Department will be secured (locked) and will be accessible only to designated employees in the Employee Relations Department, the employee’s immediate supervisor and supervisory/managerial personnel in the direct chain of command. All other persons are barred from employee personnel files without the employee’s written consent, except as provided by law.
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Employee Access to Personnel Records. A. Employees may have access to their personnel records in accordance with current University policy which is in compliance with the Personnel Records Review Act, 820 ILCS 40/. An employee can make a written request to Human Resources for all or any part of his or her personnel record except as excluded by the Act. B. An employee representative may, with written permission from the employee, in accordance with current University policy, have access to an employee's personnel record. C. Deactivation of Discipline: Documentation of Letters of Verbal Support (formerly Oral Warnings) and Performance Improvement Discussions (formerly Written Reprimands) shall be deactivated in an employee’s personnel record after twelve (12) months have lapsed without the employee having received additional discipline for the same or similar offense. Documentation of Commitment Discussions, Written Reinforcements, and Ultimate Decision Leaves (formerly suspension level discipline) shall be deactivated in an employee’s personnel record after thirty-six (36) months have lapsed without the employee having received additional discipline for the same or similar offense. Outdated disciplinary action may not be used against the employee for further discipline.
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Employee Access to Personnel Records. Upon a written request, any Employee may obtain a copy of their personnel records maintained by the State within 30 days of the written request. This copy shall be free of charge and may be provided electronically. For purposes of this Section, the following shall be included: a separate record of all employment actions; most current application information; corrective/disciplinary action information unless rescinded by the State Personnel Board or further appeal or removed by the Appointing Authority; final annual performance evaluations for at least the past 3 years; grievance and other dispute information; letters of recommendation, reference, or commendation as requested; and, any other information desired by the Appointing Authority. An Employee shall be given a copy of any information placed in the personnel file, except for reference checks.
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Employee Access to Personnel Records. A. Employees may have access to, or dispute, their personnel records in accordance with University policy and the Personnel Records Review Act, 820 ILCS 40/. B. An Employee representative may, with written permission from the employee, have access to an employee's personnel record in accordance with University policy and the Personnel Records Review Act, 820 ILCS 40/.
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Employee Access to Personnel Records. Information retained by the organization will include: employment application and supporting materials, perf01mance appraisals, records of payroll activity, licensure and training records, letters of commendation and recognition, and records of disciplinary action. Every effort will be made to make all other records available within 72 hours. If records cannot be made available within 72 hours, employees will receive notice of when material will be available and an explanation for the delay. A Human Resources representative will be in attendance for any review. Documentation regarding employment conditions, such as rate of pay, unit, shift, hours of work, reason for termination, change in employment status, and leaves of absence, shall be maintained. Upon request, an employee will be given a copy of any material in the employee's record. Employees may respond in writing to any documents contained in their record.
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Related to Employee Access to Personnel Records

  • Access to Personnel Records Upon written request to the Chief of Police, an employee shall have access to the employee's records during normal office hours of the records custodian. Such access to personnel records shall be within a reasonable time of said request. Such request shall not interfere with the employee's regularly scheduled working hours. Review of the records shall be made in the presence of the Chief or the Chief’s designated representative.

  • 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.

  • 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.

  • Personnel Records Section 1. Each Agency shall maintain one (1) official personnel file for each employee, located at the primary Human Resources office for the Agency. For purposes of this Article, “Agency” shall include health-related licensing boards and institutions that maintain the official personnel files for their employees. Where the personnel records are maintained on microfiche/microfilm, the personnel file will include both microfiche/microfilm and any material not yet copied. Upon reasonable notice, an employee may inspect the records, excluding any confidential reports from previous employers, in his/her official Agency personnel file or supervisory working file; provided that, if the official personnel file or supervisory working file is kept at a separate facility, the employee shall, at the Agency’s discretion, either be allowed to go where the file is kept or the file will be brought to the employee for review within five (5) days of his/her request. With the employee’s written authorization, his/her Union Xxxxxxx may inspect the employee’s official personnel file, and supervisory working file, consistent with the time requirements provided herein. If the supervisory working file cannot be made available due to the absence of a supervisor, extensions of up to ten (10) days will be granted. No grievance material shall be kept in an employee’s official personnel file. Section 2. No information reflecting critically upon an employee except notices of discharge shall be placed in the employee’s official personnel file that does not bear the signature of the employee. The employee shall be required to sign material to be placed in his/her official personnel file provided the following disclaimer is attached: “Employee’s signature confirms only that the supervisor has discussed and given a copy of the material to the employee. The employee’s signature does not indicate agreement or disagreement with the contents of this material.” If an employee is not available within five (5) working days or refuses to sign the material, the Agency may place the material in the file, provided a statement has been signed by two (2) management representatives and a copy of the document was mailed certified to the employee at his/her address of record or hand delivered to the employee. Section 3. Employees shall be entitled to prepare and provide copies of any written explanation(s) or opinion(s) regarding any critical material placed in his/her official personnel file or supervisory working file. The employee’s explanation or opinion shall be attached to the critical material and shall be included as part of the employee’s official personnel record or supervisory working file so long as the critical materials remain in the file. Where the personnel records are maintained on microfiche/microfilm, the explanation or opinion will be placed next to or in closest possible proximity to the critical material. Section 4. An employee may include in his/her official personnel file a reasonable amount of relevant material such as letters of commendation, licenses, certificates, college course credits, and other material which relates creditably on the employee. This material shall be retained for a minimum of three (3) years except that licenses, certificates, or college credit information may be retained so long as they remain valid and relevant to the employee’s work. Section 5. Material reflecting caution, consultation, warning, admonishment, and reprimand shall be retained for a maximum of three (3) years. Such material will, at the employee’s request, be removed after twenty-four (24) months, provided there has been no recurrence of the problem or a related problem in that time. Earlier removal will be permitted when requested by an employee and if approved by the Appointing Authority. Material relating to disciplinary action recommended, but not taken, or disciplinary action which has been overturned and ordered removed from the official personnel file(s) on final appeal, shall be removed. Incorrect material will be removed, upon request, from an employee’s personnel file. (See Article 85--Position Descriptions and Performance Evaluation.) Section 6. Upon written request by the employee, the Agency will make a good faith effort to return material removed from the official personnel file to the employee. A copy of the request will be maintained in the official personnel file.

  • Access to Personal Information by Subcontractors Supplier agrees to require any subcontractors or agents to which it discloses Personal Information under this Agreement or under any SOW to provide reasonable assurance, evidenced by written contract, that they will comply with the same or substantially similar confidentiality, privacy and security obligations with respect to such Personal Information as apply to Supplier under this Agreement or any SOW. Supplier shall confirm in writing to DXC that such contract is in place as a condition to DXC’s approval of use of a subcontractor in connection with any SOW. Upon request of DXC, Supplier will provide to DXC a copy of the subcontract or an extract of the relevant clauses. Supplier shall ensure that any failure on the part of any subcontractor or agent to comply with the Supplier obligations under this Agreement or any SOW shall be grounds to promptly terminate such subcontractor or agent. If during the term of this Agreement or any SOW, DXC determines, in its exclusive discretion, that any Supplier subcontractor or agent cannot comply with the Supplier obligations under this Agreement or with any SOW, then DXC may terminate this Agreement in whole or in part (with respect to any SOW for which such subcontractor or agent is providing services), if not cured by Supplier within the time prescribed in the notice of such deficiency.

  • PERSONNEL DISCLOSURE 1 CONTRACTOR shall make available to ADMINISTRATOR a current list of 28 all personnel providing services hereunder, including résumés and job 1 applications. Changes to the list will be immediately provided to 2 ADMINISTRATOR in writing, along with a copy of a résumé and/or job 3 application. The list shall include:

  • Passwords and Employee Access Provider shall secure usernames, passwords, and any other means of gaining access to the Services or to Student Data, at a level suggested by Article 4.3 of NIST 800-63-3. Provider shall only provide access to Student Data to employees or contractors that are performing the Services. Employees with access to Student Data shall have signed confidentiality agreements regarding said Student Data. All employees with access to Student Records shall pass criminal background checks.

  • Access to Employees Staff representatives of the Union shall be allowed to visit work areas of employees during working hours and confer on conditions of employment to the extent that such visitations do not disrupt the work activities of the area being visited. Prior to entering the work area, the representative shall receive permission from the appropriate department head or his/her designee stating the reason(s) for such visitations. Permission shall not be unreasonably denied.

  • Employee Access Employees are entitled to read and review their personnel file and, without limiting the generality of the foregoing, shall be entitled to inspect their performance evaluations, written censures, letters of reprimand, and other adverse reports. Upon request, employees shall be given copies of all such pertinent documents. The Employer further agrees that no personal files or documents on employees shall be kept outside of the personnel file, apart from payroll or health services files.

  • Access to PHI Business Associate shall provide access to PHI in a Designated Record Set to Covered Entity or as directed by Covered Entity to an Individual to meet the requirements under 45 CFR § 164.524. Business Associate shall provide such access in the time and manner reasonably designated by Covered Entity. Within three (3) business days, Business Associate shall forward to Covered Entity for handling any request for access to PHI that Business Associate directly receives from an Individual.

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