Common use of EMPLOYEE FILES Clause in Contracts

EMPLOYEE FILES. 33.1 The Employer will maintain one (1) official personnel file for each employee. Human Resource Services will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative. 33.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the files that the employee considers objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the Employer. 33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 The Employer will ensure the security and confidentiality of employee files. 33.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 The Employer will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative. 33.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the files that the employee considers they consider objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven ten (710) calendar business days in advance of the intended release date. 33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the Employercollege/district. 33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 The Employer will ensure the security and confidentiality of employee files. 33.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 11.1 The Employer College will maintain one (1) official personnel file for each employee. Human Resource Services will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the EmployerCollege. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line direct supervisor. 33.2 11.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer College will determine the location of all employee files. An employee may arrange to examine their own employee filesfiles on work time. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer a College representative during business hours. The employee and/or representative may not remove any contents. The Employer College may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative. 33.3 11.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the files that the employee considers objectionable. 33.4 11.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer College may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 11.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer College will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date.seven 33.6 11.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 11.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the EmployerCollege. 33.8 11.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 11.9 The Employer College will ensure the security and confidentiality of employee files. 33.10 11.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 11.11 Supervisory files will be purged of the previous year’s year(s)’ job performance information following completion of the annual performance evaluationevaluation cycle, unless circumstances warrant otherwisethere is pending litigation or disciplinary action that the supervisor believes warrants retention of the information.

EMPLOYEE FILES. 33.1 The Employer will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor.and 33.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative. 33.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the files that the employee considers they consider objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven ten (710) calendar business days in advance of the intended release date. 33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the Employercollege/district. 33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 The Employer will ensure the security and confidentiality of employee files. 33.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 The Employer will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file file, and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative. 33.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the files that the employee considers they consider objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven ten (710) calendar business days in advance of the intended release date. 33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the Employercollege/district. 33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 The Employer will ensure the security and confidentiality of employee files. 33.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 The Employer will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 Each employee has the right to review their his or her personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their his or her own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their his or her representative. 33.3 An employee may insert a reasonable amount of job-related material in their his or her personnel file that reflects favorably on their his or her job performance. An employee may provide a written rebuttal to any information in the files that the employee he or she considers objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the Employercollege/district. 33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 The Employer will ensure the security and confidentiality of employee files. 33.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 The Employer University will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 Each employee has the right to review their his or her personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their his or her own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their his or her representative. 33.3 An employee may insert a reasonable amount of job-related material in their his or her personnel file that reflects favorably on their his or her job performance. An employee may provide a written rebuttal to any information in the files that the employee he or she considers objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the EmployerUniversity. 33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 The Employer University will ensure the security and confidentiality of employee files. 33.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 30.1 The Employer will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 30.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their own employee filesfiles on work time with supervisor approval. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative. 33.3 30.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the files that the employee considers they consider objectionable. 33.4 30.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 30.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 30.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 30.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the Employer. 33.8 30.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. No material will be entered into the personnel file more than one (1) year after its creation. 33.9 30.9 The Employer will ensure the security and confidentiality of employee files. 33.10 30.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 30.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise. Items not purged following completion of the annual evaluation will be identified and communicated to the employee.

EMPLOYEE FILES. 33.1 The Employer University will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative. 33.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the their files that the employee considers they consider objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the EmployerUniversity. 33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 The Employer University will ensure the security and confidentiality of employee files. 33.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 The Employer will maintain one (1) official personnel file for each employee. Human Resource Services will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative. 33.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the files that the employee considers objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 33.5 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the Employer. 33.8 33.6 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 33.7 The Employer will ensure the security and confidentiality of employee files. 33.10 33.8 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 30.1 The Employer will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 30.2 Each employee has the right to review their his or her personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their his or her own employee filesfiles on work time with supervisor approval. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their his or her representative. 33.3 30.3 An employee may insert a reasonable amount of job-related material in their his or her personnel file that reflects favorably on their his or her job performance. An employee may provide a written rebuttal to any information in the files that the employee he or she considers objectionable. 33.4 30.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 30.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 30.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 30.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the Employer. 33.8 30.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. No material will be entered into the personnel file more than one (1) year after its creation. 33.9 30.9 The Employer will ensure the security and confidentiality of employee files. 33.10 30.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 30.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise. Items not purged following completion of the annual evaluation will be identified and communicated to the employee.

EMPLOYEE FILES. ‌ 33.1 The Employer will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative. 33.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the files that the employee considers they consider objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven ten (710) calendar business days in advance of the intended release date. 33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the Employercollege/district. 33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 The Employer will ensure the security and confidentiality of employee files. 33.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 34.1 The Employer University will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 34.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative. 33.3 34.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the their files that the employee considers they consider objectionable. 33.4 34.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 34.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 34.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 34.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the EmployerUniversity. 33.8 34.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 34.9 The Employer University will ensure the security and confidentiality of employee files. 33.10 34.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 34.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 The Employer will maintain one (1) official personnel file for each employee. Human Resource Services will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 Each employee has the right to review their his or her personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their his or her own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative.of 33.3 An employee may insert a reasonable amount of job-related material in their his or her personnel file that reflects favorably on their his or her job performance. An employee may provide a written rebuttal to any information in the files that the employee he or she considers objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the Employer. 33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 The Employer will ensure the security and confidentiality of employee files. 33.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 The Employer University will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor.all 33.2 Each employee has the right to review his or her their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine his or her their own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or his or her their representative. 33.3 An employee may insert a reasonable amount of job-related material in his or her their personnel file that reflects favorably on his or her their job performance. An employee may provide a written rebuttal to any information in the their files that the employee he or she considers they consider objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the EmployerUniversity. 33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 The Employer University will ensure the security and confidentiality of employee files. 33.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 11.1 The Employer College will maintain one (1) official personnel file for each employee. Human Resource Services Resources Office will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the EmployerCollege. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line direct supervisor. 33.2 11.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer College will determine the location of all employee files. An employee may arrange to examine their own employee filesfiles on work time. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer a College representative during business hours. The employee and/or representative may not remove any contents. The Employer College may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative. 33.3 11.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the files that the employee considers objectionable.file 33.4 11.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer College may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 11.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer College will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date.ten 33.6 11.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 11.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the EmployerCollege. 33.8 11.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 11.9 The Employer College will ensure the security and confidentiality of employee files. 33.10 11.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 11.11 Supervisory files will be purged of the previous year’s year(s)’ job performance information following completion of the annual performance evaluationevaluation cycle, unless circumstances warrant otherwisethere is pending litigation or disciplinary action that the supervisor believes warrants retention of the information.

EMPLOYEE FILES. 33.1 The Employer will maintain one (1) official personnel file for each employee. Human Resource Services will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 Each employee has the right to review their his or her personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their his or her own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their his or her representative. 33.3 An employee may insert a reasonable amount of job-related material in their his or her personnel file that reflects favorably on their his or her job performance. An employee may provide a written rebuttal to any information in the files that the employee he or she considers objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the Employer. 33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 The Employer will ensure the security and confidentiality of employee files. 33.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 The Employer University will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative. 33.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the their files that the employee considers they consider objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the EmployerUniversity. 33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 The Employer University will ensure the security and confidentiality of employee files. 33.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 The Employer will maintain one (1) official personnel file for each employee. Human Resource Services will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 Each employee has the right to review their his or hertheir personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their his or hertheir own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their his or hertheir representative. 33.3 An employee may insert a reasonable amount of job-related material in their his or hertheir personnel file that reflects favorably on their his or hertheir job performance. An employee may provide a written rebuttal to any information in the files that the he or shethe employee considers objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the Employer. 33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 The Employer will ensure the security and confidentiality of employee files. 33.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 The Employer will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 Each employee has the right to review their his or her personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their his or her own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their his or her representative. 33.3 An employee may insert a reasonable amount of job-related material in their his or her personnel file that reflects favorably on their his or her job performance. An employee may provide a written rebuttal to any information in the files that the employee he or she considers objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the Employeruniversity or college/district. 33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 The Employer will ensure the security and confidentiality of employee files. 33.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 The Employer University will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative. 33.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the their files that the employee considers they consider objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 33.5 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 33.6 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the EmployerUniversity. 33.8 33.7 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 33.8 The Employer University will ensure the security and confidentiality of employee files. 33.10 33.9 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 33.10 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 20 9.1 The Employer District will maintain one (1) official personnel file for each employee. Human Resource Services The 21 Executive Director will maintain the personnel file. This will not preclude the 22 maintenance of all lawful files and records as needed by the EmployerDistrict. Additional 23 employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor.24 33.2 25 9.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file 26 and medical file. The Employer District will determine the location of all employee files. An 27 employee may arrange to examine their own employee files. Written authorization from 28 the employee is required before any representative of the employee will be granted access 29 to employee files. Review of employee files will be in the presence of an Employer a District 30 representative during business hours. The employee and/or representative may not 1 remove any contents. The Employer District may charge a reasonable fee for copying any materials 2 beyond the first copy requested by the employee or their representative. 33.3 3 9.3 An employee may insert a reasonable amount of job-related material in their personnel 4 file that reflects favorably on their job performance. An employee may provide a written 5 rebuttal to any information in the files that the employee considers they consider objectionable.. 6 33.4 7 9.4 Adverse material or information related to alleged misconduct that is determined to be 8 false, and all such information in situations where the employee has been fully 9 exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer 10 District may retain this information in a legal defense file in accordance with RCW 41.06.450.file. 11 33.5 12 9.5 When documents in an employee file are the subject of a public disclosure request under 13 RCW 42.56, the Employer District will provide the employee with a copy of the request at least seven ten 14 (710) calendar business days in advance of the intended release date.. 15 33.6 16 9.6 Employees will be provided a copy of all adverse material at the time the materials are 17 included in the personnel file.. 18 33.7 19 9.7 Information in employee files will be retained only as long as it has a reasonable bearing 20 on the employee’s job performance or upon the efficient and effective management of the Employer21 District. 33.8 23 9.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file.. 24 33.9 25 9.9 The Employer District will ensure the security and confidentiality of employee files. 33.10 . 26 27 9.10 Medical files will be kept separate and confidential in accordance with state and federal 28 law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 The Employer will maintain one (1) official personnel file for each employee. Human Resource Services will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative. 33.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the files that the employee considers objectionable.objectionable.‌‌‌ 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 33.5 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the Employer. 33.8 33.6 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 33.7 The Employer will ensure the security and confidentiality of employee files. 33.10 33.8 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 The Employer University will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor.all 33.2 Each employee has the right to review their his or her personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their his or her own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their his or her representative. 33.3 An employee may insert a reasonable amount of job-related material in their his or her personnel file that reflects favorably on their his or her job performance. An employee may provide a written rebuttal to any information in the files that the employee he or she considers objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the EmployerUniversity. 33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 The Employer University will ensure the security and confidentiality of employee files. 33.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 The Employer will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative. 33.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the files that the employee considers they consider objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven ten (710) calendar business days in advance of the intended release date. 33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the Employercollege/district. 33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 The Employer will ensure the security and confidentiality of employee files. 33.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 The Employer will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 Each employee has the right to review their his or her personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their his or her own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their his or her representative. 33.3 An employee may insert a reasonable amount of job-related material in their his or her personnel file that reflects favorably on their his or her job performance. An employee may provide a written rebuttal to any information in the files that the employee he or she considers objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the Employercollege/district. 33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 The Employer will ensure the security and confidentiality of employee files. 33.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 The Employer University will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative.employee 33.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the their files that the employee considers they consider objectionable. 33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the EmployerUniversity. 33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 The Employer University will ensure the security and confidentiality of employee files. 33.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.

EMPLOYEE FILES. 33.1 30.1 The Employer will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 30.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their own employee filesfiles on work time with supervisor approval. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative. 33.3 30.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the files that the employee considers they consider objectionable. 33.4 30.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 30.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 30.6 Employees will be provided with a copy of all adverse material at the time the materials are included in the personnel file. 33.7 30.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the Employer. 33.8 30.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. No material will be entered into the personnel file more than one (1) year after its creation. 33.9 30.9 The Employer will ensure the security and confidentiality of employee files. 33.10 30.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 30.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise. Items not purged following completion of the annual evaluation will be identified and communicated to the employee.

EMPLOYEE FILES. 33.1 ‌ 34.1 The Employer University will maintain one (1) official personnel file for each employee. Human Resource Services Resources will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor. 33.2 34.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their own employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative. 33.3 34.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the their files that the employee considers they consider objectionable. 33.4 34.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450. 33.5 34.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date. 33.6 34.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file. 33.7 34.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the EmployerUniversity. 33.8 34.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file. 33.9 34.9 The Employer University will ensure the security and confidentiality of employee files. 33.10 34.10 Medical files will be kept separate and confidential in accordance with state and federal law. 33.11 34.11 Supervisory files will be purged of the previous year’s job performance information following completion of the annual performance evaluation, unless circumstances warrant otherwise.