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 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 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 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 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 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 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 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 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 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. 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 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 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 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 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 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 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.