Common use of EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES Clause in Contracts

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 The employer shall complete the performance appraisal of each employee within two months following the end of the appraisal period established for all NFB employees, barring exceptional circumstances. 27.02 An employee shall be given an opportunity to see the formal appraisal form of his/her performance and to discuss it with his/her supervisor. Normally, within seven (7) days of receiving his/her evaluation from his/her supervisor, the appraisal form shall be signed by the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it to be put in the employee’s file. Comments received after the seven (7)-day delay will not be on file. If comments or amendments are added during the review process by the hierarchical supervisor, the appraisal form shall be presented again to the employee for his/her signature. An employee shall also be given an opportunity to see and sign all adverse reports pertaining to the performance of his/her duties in his/her current position, which are placed on his/her file at the time of filing or within a reasonable period thereafter. A copy of the formal appraisal form or report will be provided to him/her at that time. 27.03 When there is a disagreement between the employer and the employee about the appraisal, the employee may put down his/her comments in writing. Upon request of the employee, these comments will be filed in his/her personal file with his/her appraisal if these comments are received within the delays stated in clause 27.02. 27.04 The employee may ask for a meeting with his/her supervisor in order to discuss again his/her evaluation. At this time, he/she may be accompanied by a union representative. 27.05 Upon request of an employee, the file of that employee may be made available for his/her examination in the presence of an authorized representative of the employer. He/she may, if he/she wishes, be accompanied by a representative of the Institute or authorize, in writing, the Institute to examine his/her file on his/her behalf. 27.06 Notice of disciplinary action which may have been placed on the file of that employee shall be destroyed after two (2) years have elapsed since the disciplinary action took place provided that no further occurrence of disciplinary action has been recorded during this subsequent period. 27.07 Any disciplinary record in the employee’s file of which he/she was not made aware at the time it was placed there shall be declared null and non-existent. 27.08 The employer will withdraw from the employee's file and destroy, without delay, any document of a disciplinary nature which has been proven to be ill-founded, in whole or in part.

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 Employee Performance Review 36.01 The employer shall complete Employer's representative who reviews an employee's performance must have observed the employee's performance appraisal of each employee within two months following the end for at least one-half (½) of the appraisal period established for all NFB employees, barring exceptional circumstanceswhich the employee's performance is evaluated or have input from another person who has so observed the employee. 27.02 An 36.02 When a formal review of an employee's performance is made, the employee concerned shall be given an the opportunity to see the formal appraisal form of his/her performance discuss and to discuss it with his/her supervisor. Normally, within seven (7) days of receiving his/her evaluation from his/her supervisor, the appraisal form shall be signed by the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it to be put in the employee’s file. Comments received after the seven (7)-day delay will not be on file. If comments or amendments are added during then sign the review process by the hierarchical supervisor, the appraisal form shall be presented again in question to the employee for his/her signatureindicate that its contents have been read and understood. An The employee shall also be given the opportunity to provide written comments to be attached to his/her performance appraisal and may correct any factual inaccuracies in his/her performance appraisal. 36.03 The formal review of an employee's performance shall also incorporate an opportunity for the employee to see state his/her career development goals. Subject to operational requirements, every effort will be made to develop the career potential of the employee through training, in-service training, retraining, or any other facets of career development which may be available and sign all adverse reports pertaining are related to the performance duties of his/her duties position. 36.04 The Employer agrees not to introduce as evidence in his/her current positionthe case of promotional opportunities or disciplinary action any document from the file of an employee, the existence of which are placed on his/her file the employee was not made aware by the provision of a copy thereof at the time of filing or within a reasonable period five (5) working days thereafter. A copy of the formal appraisal form or report will be provided to him/her at that time. 27.03 When there is a disagreement between 36.05 Any document or written statement related to disciplinary action, which may have been placed on the employer and the employee about the appraisal, the employee may put down his/her comments in writing. Upon request of the employee, these comments will be filed in his/her personal personnel file with his/her appraisal if these comments are received within the delays stated in clause 27.02. 27.04 The employee may ask for a meeting with his/her supervisor in order to discuss again his/her evaluation. At this time, he/she may be accompanied by a union representative. 27.05 Upon request of an employee, shall be destroyed after two (2) years has elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during this period. 36.06 Upon written request of an employee the personnel file of that employee may shall be made available for his/her examination at reasonable times in the presence of an authorized representative of the employerEmployer. 36.07 The Employer agrees that there will be only one file kept for each employee. 36.08 Where an employee is required to attend a meeting with the Employer to deal with matters that are of a disciplinary nature, the employee shall have the right to have a Representative of the Union in attendance. HeThe Employer must advise the employee of his/she may, if he/she wishes, her right to be accompanied by a representative his Representative at least one (1) day in advance of the Institute or authorize, in writing, the Institute to examine his/her file on his/her behalfsaid meeting. 27.06 Notice of disciplinary action which may have been placed on the file of that employee shall be destroyed after two (2) years have elapsed since the disciplinary action took place provided that no further occurrence of disciplinary action has been recorded during this subsequent period. 27.07 Any disciplinary record in the employee’s file of which he/she was not made aware at the time it was placed there shall be declared null and non-existent. 27.08 The employer will withdraw from the employee's file and destroy, without delay, any document of a disciplinary nature which has been proven to be ill-founded, in whole or in part.

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 The employer (a) Written evaluations shall complete the performance appraisal of be carried out and discussed with each employee within two months following nurse at the end of the appraisal her probationary period established for all NFB employees, barring exceptional circumstancesand on every anniversary of employment thereafter. Each nurse shall receive a signed copy of every evaluation. 27.02 An (b) When, as a result of a formal review of an employee's performance, the performance of an employee shall is judged to have been unsatisfactory, the employee concerned must be given an opportunity to see review the formal appraisal form in question, to indicate that its contents have been read and explained. She will then document her own comments and sign the form. (c) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of his/her performance and to discuss it with his/her supervisor. Normally, within seven (7) days of receiving his/her evaluation from his/her supervisoran employee, the appraisal form shall be signed by existence of which the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it to be put in the employee’s file. Comments received after the seven (7)-day delay will was not be on file. If comments or amendments are added during the review process by the hierarchical supervisor, the appraisal form shall be presented again to the employee for his/her signature. An employee shall also be given an opportunity to see and sign all adverse reports pertaining to the performance of his/her duties in his/her current position, which are placed on his/her file aware at the time of filing or within a reasonable period thereafter. (d) Upon request by a nurse, she shall have access to her file for the purposes of reviewing any evaluations or formal disciplinary notations contained therein. A copy of the formal appraisal form or report any evaluation will be provided to him/the nurse on request and a request by the nurse for a copy of other documents in her at that timefile will not be unreasonably denied. 27.03 When there is (e) Any letter of reprimand, suspension or other sanction, will be removed from the record of a disagreement between nurse fifteen (15) months following the employer and receipt of such letter, provided the employee about has not had any further infractions or letters of reprimand in the appraisalfifteen (15) month period. Leaves of absence in excess of sixty (60) continuous calendar days will not count towards either period referenced above. (f) Notwithstanding Article 9.11 (e) above, the employee may put down his/her comments in writing. Upon request upon review of the employeefile, these comments will should the nurse believe that any counseling letter is no longer applicable, she may request that such documentation be filed in his/her personal file with his/her appraisal if these comments are received within the delays stated in clause 27.02removed. Such request shall not be unreasonably denied. 27.04 The employee may ask (g) Provided a nurse has followed reasonable policies or procedures issued by the Employer concerned to protect the Employer’s entitlement to investigate and address any allegation of wrongdoing, nurses will not be subject to discipline or reprisal for a meeting with his/her supervisor in order to discuss again his/her evaluation. At this time, he/she may be accompanied by a union representativethe reasonable exercise of their professional obligations. 27.05 Upon request of an employee, the file of that employee may be made available for his/her examination in the presence of an authorized representative of the employer. He/she may, if he/she wishes, be accompanied by a representative of the Institute or authorize, in writing, the Institute to examine his/her file on his/her behalf. 27.06 Notice of disciplinary action which may have been placed on the file of that employee shall be destroyed after two (2) years have elapsed since the disciplinary action took place provided that no further occurrence of disciplinary action has been recorded during this subsequent period. 27.07 Any disciplinary record in the employee’s file of which he/she was not made aware at the time it was placed there shall be declared null and non-existent. 27.08 The employer will withdraw from the employee's file and destroy, without delay, any document of a disciplinary nature which has been proven to be ill-founded, in whole or in part.

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 The employer shall complete 30.01 When a formal review of an employee's performance is made, the performance appraisal of each employee within two months following the end of the appraisal period established for all NFB employees, barring exceptional circumstances. 27.02 An employee concerned shall be given an the opportunity to see discuss the formal appraisal form of his/her performance document with a Union Representative and to discuss it with his/her supervisor. Normally, within seven (7) days of receiving his/her evaluation from his/her supervisor, the appraisal form shall be signed by the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it to be put in the employee’s file. Comments received after the seven (7)-day delay will not be on file. If comments or amendments are added during then sign the review process by the hierarchical supervisor, the appraisal form shall be presented again in question to the employee for his/her signatureindicate that its contents have been read and understood. An The employee shall also be given an the opportunity to see and sign all adverse reports pertaining provide written comments to the performance of be attached to his/her duties performance appraisal and may use the grievance procedure in Article 32 to correct any factual inaccuracies in his/her current position, which are placed on performance appraisal. 30.02 The formal review of an employee's performance shall also incorporate an opportunity for the employee to state his/her career development goals and that every effort be made to develop the career potentials of each individual through In-Service training, Re-training, or any other facets of career development which may be available. 30.03 Any review of an employee's performance must be conducted by the Manager or his/her designate, and must be conducted by a person who has had an opportunity to observe the employee's performance for at least one-half of the period of the evaluation. 30.04 The Association agrees not to introduce as evidence in the case of promotional opportunities or disciplinary action any document from the file of an employee, the existence of which the employee was not made aware of, by the provision of a copy thereof at the time of filing filing, or within a reasonable period thereafter. A copy of the formal appraisal form or report will be provided to him/her at that time. 27.03 When there is a disagreement between 30.05 Any document or written statement related to disciplinary action, which may have been placed on the employer and the employee about the appraisalPersonnel file of an employee, the employee may put down his/her comments in writing. Upon request of shall be removed from the employee, these comments will be filed in his/her ’s personal file with his/her appraisal if these comments are received within after twelve (12) months have elapsed since the delays stated in clause 27.02disciplinary action was taken provided that no further disciplinary action has been recorded during this period. 27.04 The employee may ask for a meeting with his/her supervisor in order to discuss again his/her evaluation. At this time, he/she may be accompanied by a union representative. 27.05 30.06 Upon written request of an employee, the Personnel file of that employee may shall be made available for his/her examination at reasonable times in the presence of an authorized representative of the employer. He/she mayAssociation and the Union, if he/she wishes, be accompanied by a representative of the Institute or authorize, in writing, the Institute to examine his/her file on his/her behalfso requested. 27.06 Notice of disciplinary action which may have been placed on the file of that employee shall be destroyed after two (2) years have elapsed since the disciplinary action took place provided that no further occurrence of disciplinary action has been recorded during this subsequent period. 27.07 Any disciplinary record in the employee’s file of which he/she was not made aware at the time it was placed there shall be declared null and non-existent. 27.08 The employer will withdraw from the employee's file and destroy, without delay, any document of a disciplinary nature which has been proven to be ill-founded, in whole or in part.

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 The employer shall complete When a formal review of an Employee's performance is made, the performance appraisal of each employee within two months following the end of the appraisal period established for all NFB employees, barring exceptional circumstances. 27.02 An employee Employee concerned shall be given an the opportunity to see the formal appraisal form of his/her performance and to discuss it with his/her supervisorits contents. Normally, within seven (7) days of receiving his/her evaluation from his/her supervisor, the appraisal form shall be signed by the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it to be put in the employee’s file. Comments received after the seven (7)-day delay will not be on file. If comments or amendments are added during the review process by the hierarchical supervisor, the appraisal form shall be presented again to the employee for his/her signature. An employee The Employee shall also be given the to provide written comments to be attached to his performance appraisal and may use the grievance procedure in Article to correct any factual inaccuracies in his performance appraisal. The Employer's representative who assesses an Employee's performance must have observed the Employee's performance for at least one half of the period for which the Employee's performance is evaluated. In the event the Employee's Supervisor has not observed the Employee's performance for one half of the period of performance review, the assessment will be carried out by another Supervisor who has observed the Employee's performance for the appropriate period. The formal review of an Employee's performance shall also incorporate an opportunity for the Employee to see state his career development goals and sign all adverse reports pertaining to the performance request any training, in service training, retraining, or any facet of his/her duties in his/her current position, career development which are placed on his/her file at the time of filing or within a reasonable period thereafter. A copy of the formal appraisal form or report will may be provided to him/her at that time. 27.03 When there is a disagreement between the employer and the employee about the appraisal, the employee may put down his/her comments in writingavailable. Upon request of the employee, these comments will be filed in his/her personal file with his/her appraisal if these comments are received within the delays stated in clause 27.02. 27.04 The employee may ask for a meeting with his/her supervisor in order to discuss again his/her evaluation. At this time, he/she may be accompanied by a union representative. 27.05 Upon written request of an employeeEmployee, the Personnel file of that employee may Employee shall be made available for his/her his examination at reasonable time in the presence of an authorized representative of the employerEmployer. He/she may, if he/she wishes, be accompanied by a representative Only one file per Employee for the purposes of performance evaluation or discipline shall exist. The Employer agrees not to introduce as evidence in the Institute case of promotion opportunities or authorize, in writingdisciplinary action any document from the file of an Employee, the Institute existence of which the Employee was not made aware, by the provision of a copy thereof at the time of filing. Any document or written statement related to examine his/her file on his/her behalf. 27.06 Notice of disciplinary action which may have been placed on the personnel file of that employee an Employee, shall be destroyed after two (2) years have eighteen months has elapsed since the disciplinary action took place was taken provided that no further occurrence of disciplinary action of a similar nature has been recorded during this subsequent period. 27.07 Any disciplinary record in the employee’s file of which he/she was not made aware at the time it was placed there shall be declared null and non-existent. 27.08 The employer will withdraw from the employee's file and destroy, without delay, any document of a disciplinary nature which has been proven to be ill-founded, in whole or in part.

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 Employee Performance Review 34.01 The employer shall complete Employer's representative who reviews an employee's performance must have observed the employee's performance appraisal of each employee within two months following the end for at least one-half (½) of the appraisal period established for all NFB employees, barring exceptional circumstanceswhich the employee's performance is evaluated or have input from another person who has so observed the employee. 27.02 An 34.02 When a formal review of an employee's performance is made, the employee concerned shall be given an the opportunity to see the formal appraisal form of his/her performance discuss and to discuss it with his/her supervisor. Normally, within seven (7) days of receiving his/her evaluation from his/her supervisor, the appraisal form shall be signed by the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it to be put in the employee’s file. Comments received after the seven (7)-day delay will not be on file. If comments or amendments are added during then sign the review process by the hierarchical supervisor, the appraisal form shall be presented again in question to the employee for his/her signatureindicate that its contents have been read and understood. An The employee shall also be given the opportunity to provide written comments to be attached to their performance appraisal and may correct any factual inaccuracies in their performance appraisal. 34.03 The formal review of an employee's performance shall also incorporate an opportunity for the employee to see state their career development goals. Subject to operational requirements, every effort will be made to develop the career potential of the employee through training, in-service training, retraining, or any other facets of career development which may be available and sign all adverse reports pertaining are related to the performance duties of his/her duties their position. 34.04 The Employer agrees not to introduce as evidence in his/her current positionthe case of promotional opportunities or disciplinary action any document from the file of an employee, the existence of which are placed on his/her file the employee was not made aware by the provision of a copy thereof at the time of filing or within a reasonable period five (5) working days thereafter. A copy of the formal appraisal form or report will be provided to him/her at that time. 27.03 When there is a disagreement between 34.05 Any document or written statement related to disciplinary action, which may have been placed on the employer and the employee about the appraisal, the employee may put down his/her comments in writing. Upon request of the employee, these comments will be filed in his/her personal personnel file with his/her appraisal if these comments are received within the delays stated in clause 27.02. 27.04 The employee may ask for a meeting with his/her supervisor in order to discuss again his/her evaluation. At this time, he/she may be accompanied by a union representative. 27.05 Upon request of an employee, shall be destroyed after two (2) years has elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during this period. 34.06 Upon written request of an employee the personnel file of that employee may shall be made available for his/her their examination at reasonable times in the presence of an authorized representative of the employerEmployer. 34.07 The Employer agrees that there will be only one file kept for each employee. 34.08 Where an employee is required to attend a meeting with the Employer to deal with matters that are of a disciplinary nature, the employee shall have the right to have a Representative of the Union in attendance. He/she may, if he/she wishes, The Employer must advise the employee of their right to be accompanied by a representative their Representative at least one (1) day in advance of the Institute or authorize, in writing, the Institute to examine his/her file on his/her behalfsaid meeting. 27.06 Notice of disciplinary action which may have been placed on the file of that employee shall be destroyed after two (2) years have elapsed since the disciplinary action took place provided that no further occurrence of disciplinary action has been recorded during this subsequent period. 27.07 Any disciplinary record in the employee’s file of which he/she was not made aware at the time it was placed there shall be declared null and non-existent. 27.08 The employer will withdraw from the employee's file and destroy, without delay, any document of a disciplinary nature which has been proven to be ill-founded, in whole or in part.

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 The employer (a) Written evaluations shall complete the performance appraisal of be carried out and discussed with each employee within two months following nurse at the end of the appraisal her probationary period established for all NFB employees, barring exceptional circumstancesand on every anniversary of employment thereafter. Each nurse shall receive a signed copy of every evaluation. 27.02 An (b) When, as a result of a formal review of an employee's performance, the performance of an employee shall is judged to have been unsatisfactory, the employee concerned must be given an opportunity to see review the formal appraisal form in question, to indicate that its contents have been read and explained. She will then document her own comments and sign the form. (c) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of his/her performance and to discuss it with his/her supervisor. Normally, within seven (7) days of receiving his/her evaluation from his/her supervisoran employee, the appraisal form shall be signed by existence of which the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it to be put in the employee’s file. Comments received after the seven (7)-day delay will was not be on file. If comments or amendments are added during the review process by the hierarchical supervisor, the appraisal form shall be presented again to the employee for his/her signature. An employee shall also be given an opportunity to see and sign all adverse reports pertaining to the performance of his/her duties in his/her current position, which are placed on his/her file aware at the time of filing or within a reasonable period thereafter. (d) Upon request by a nurse, she shall have access to her file for the purposes of reviewing any evaluations or formal disciplinary notations contained therein. A copy of the formal appraisal form or report any evaluation will be provided to him/the nurse on request and a request by the nurse for a copy of other documents in her at that timefile will not be unreasonably denied. 27.03 When there is (e) Any letter of reprimand, suspension or other sanction, will be removed from the record of a disagreement between nurse fifteen (15) months following the employer and receipt of such letter, provided the employee about the appraisal, the employee may put down his/her comments in writing. Upon request has not had any further infractions or letters of the employee, these comments will be filed in his/her personal file with his/her appraisal if these comments are received within the delays stated in clause 27.02. 27.04 The employee may ask for a meeting with his/her supervisor in order to discuss again his/her evaluation. At this time, he/she may be accompanied by a union representative. 27.05 Upon request of an employee, the file of that employee may be made available for his/her examination reprimand in the presence of an authorized representative of the employer. He/she may, if he/she wishes, be accompanied by a representative of the Institute or authorize, in writing, the Institute to examine his/her file on his/her behalf. 27.06 Notice of disciplinary action which may have been placed on the file of that employee shall be destroyed after two fifteen (215) years have elapsed since the disciplinary action took place provided that no further occurrence of disciplinary action has been recorded during this subsequent month period. 27.07 Any disciplinary record in (f) Notwithstanding Article 9.11 (e) above, upon review of the employee’s file of which he/file, should the nurse believe that any counseling letter is no longer applicable, she was may request that such documentation be removed. Such request shall not made aware at the time it was placed there shall be declared null and non-existentunreasonably denied. 27.08 The employer (g) Provided a nurse has followed reasonable policies or procedures issued by the Employer concerned to protect the Employer’s entitlement to investigate and address any allegation of wrongdoing, nurses will withdraw from not be subject to discipline or reprisal for the employee's file and destroy, without delay, any document reasonable exercise of a disciplinary nature which has been proven to be ill-founded, in whole or in parttheir professional obligations.

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 Employee Performance Review The employer Employer shall complete carry out a performance review of an employee annually prior to an employee’s anniversary date, or more often when performance issues justify such. Seasonal employees will receive a performance review at the performance appraisal end of each employee within two months following season. Term employees, who are employed for more than one year, will receive a performance review prior to the employee’s anniversary date. Probationary employees shall be reviewed at or near the end of the appraisal period established for all NFB employeesprobationary period. When a formal review of an employee's performance is made, barring exceptional circumstances. 27.02 An the employee concerned shall be given an the opportunity to see discuss the formal appraisal form of his/her performance evaluation and to discuss it with his/her supervisorcorrect any perceived inaccuracies. Normally, within seven (7) days of receiving his/her evaluation from his/her supervisor, The employee shall then sign the appraisal form shall be signed finalized review and indicate that its contents have been read and understood by the employee. The employee and delivered shall receive a copy of the review. The employee shall also be given the opportunity to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it provide written comments to be put attached to the employee’s appraisal and may address any factual inaccuracies in the performance appraisal. Subject to operational requirements employees will, whenever possible, be given the opportunity for in-service training, retraining and career development in order to become qualified for higher-rated positions for which the employee has expressed an interest. Employee Files The Employer agrees not to introduce as evidence in any arbitration involving promotion or discipline any document from the employee’s personnel file which the employee was not made aware of by being provided with a copy at the time the document was placed on the employee’s file. Comments received after the seven (7)-day delay will not be on file. If comments or amendments are added during the review process by the hierarchical supervisor, the appraisal form shall be presented again to the employee for his/her signature. An employee shall also be given an opportunity to see and sign all adverse reports pertaining to the performance of his/her duties in his/her current position, which are placed on his/her file at the time of filing or within a reasonable period thereafter. A copy of the formal appraisal form or report will be provided to him/her at that time. 27.03 When there is a disagreement between the employer and the employee about the appraisal, the employee may put down his/her comments in writing. Upon request of the employee, these comments will be filed in his/her personal file with his/her appraisal if these comments are received within the delays stated in clause 27.02. 27.04 The employee may ask for a meeting with his/her supervisor in order to discuss again his/her evaluation. At this time, he/she may be accompanied by a union representative. 27.05 Upon request Any discipline of an employee, the file of that employee may be made available for his/her examination in the presence of an authorized representative of the employer. He/she may, if he/she wishes, be accompanied by a representative of the Institute or authorize, in writing, the Institute to examine his/her file on his/her behalf. 27.06 Notice of disciplinary action which may have has been placed on the an employee’s personnel file of that employee shall be destroyed after removed two (2) years have elapsed since after the disciplinary action took place discipline, provided that no further occurrence discipline of disciplinary action the employee has been recorded taken during this subsequent the two year period. 27.07 Any disciplinary record . This Article does not apply to performance reviews if references to discipline addressed in the prior sentence are redacted. An employee may examine the employee’s personnel file of which he/she was not made aware at the any time it was placed there shall be declared null and non-existent. 27.08 upon two (2) business days’ notice. The employer will withdraw from Employer may have an authorized representative present during the employee's ’s examination. The Employer agrees that there will only be one personnel file and destroy, without delay, any document kept for each employee. Where an employee is required to attend a meeting with the Employer to deal with matters that are of a disciplinary nature which has been proven nature, the Employer shall advise the employee that at the employee’s option they shall have the right to be ill-founded, have a Representative in whole or in partattendance.

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 The employer shall complete When a formal review of an employee’s performance is made, the performance appraisal of each employee within two months following the end of the appraisal period established for all NFB employees, barring exceptional circumstances. 27.02 An employee concerned shall be given an the opportunity to see the formal appraisal form of his/her performance and to discuss it with his/her supervisor. Normallydiscuss, within seven (7) days of receiving his/her evaluation from his/her supervisor, the appraisal form shall be signed by the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it to be put in the employee’s file. Comments received after the seven (7)-day delay will not be on file. If comments or amendments are added during then sign the review process by the hierarchical supervisor, the appraisal form shall be presented again in question to the employee for his/her signatureindicate that its contents have been read and understood. An The employee shall also be given the opportunity to provide written comments to be attached to his performance appraisal and may use the grievance procedure in Article to correct any factual inaccuracies in his performance appraisal. The formal review of an employee’s performance shall also incorporate an opportunity for the employee to see state his career development goals and sign all adverse reports pertaining that every effort be made to develop the performance career potentials of his/her duties each individual through In-service training, retraining or any other facets of career development which may be available. The Employer agrees not to introduce as evidence in his/her current positionthe case of promotional opportunities or disciplinary action any document from the file of an employee, the existence of which are placed on his/her file the employee was not made aware, by the provision of a copy thereof at the time of filing filing. Any document or within a reasonable period thereafter. A copy written statement related to disciplinary action, which may have been placed on the Personnel file of the formal appraisal form or report will be provided to him/her at that time. 27.03 When there is a disagreement between the employer and the employee about the appraisal, the employee may put down his/her comments in writing. Upon request of the an employee, these comments will shall be filed in his/her personal file with his/her appraisal if these comments are received within destroyed after eighteen (18) months have elapsed since the delays stated in clause 27.02. 27.04 The employee may ask for disciplinary action was taken, provided that no further disciplinary action of a meeting with his/her supervisor in order to discuss again his/her evaluationsimilar nature has been recorded during this period. At this time, he/she may be accompanied by a union representative. 27.05 Upon request of an employee, the Personnel file of that employee may shall be made available for his/her his examination at reasonable times in the presence of an authorized representative of the employerEmployer. He/she mayWith written authorization from the employee, if he/she wishesa Representative of the Union shall be given the opportunity to review that employee’s file and take any copies that may be needed in the presence of an authorized representative of the Employer. The Employer’s representative, who assesses an employee’s performance, must have observed the employee’s performance for at least one-half of the period for which the employee’s performance is evaluated. In the event that an Employer‘s representative has not observed the employee’s performance for one-half of the period, an Employer‘s representative, in the best position to make the evaluation, shall do so. Where an employee is required to attend a meeting that may result in disciplinary action, the employee shall have the right to have a Representative of the Union in attendance. The Employer must advise the employee of his right to be accompanied by a representative his Representative. Only one (1) file per employee for the purposes of performance evaluation or discipline shall exist. The Employer agrees that communications between an employee and his Representative are privileged and confidential. The Employer shall not ask questions of the Institute Representative which answers to those questions may be damaging to the nor shall any evidence produced by the Representative be used against the In accordance with the foregoing, a Representative shall not be forced to testify against an employee. NOTE: It is understood that the intention of this Article is not for an employee to avoid being honest with the Employer when there is a wrongdoing or authorizean employee is aware of a wrong-doing by another employee. Article Classification During the term of this Agreement, in writingif a new or revised classification standard is implemented by the Employer, the Institute Employer shall, before applying the new or revised classification standard, negotiate with the Union the rates of pay and the rules affecting the pay of employees for the classification affected. If the parties fail to examine his/her file reach agreement within sixty (60) days from the date on his/her behalf. 27.06 Notice which the Employer submits the new or revised standard to the Union, the Employer may apply the new rates of disciplinary action which pay and the Union may have been placed on refer the file matter to arbitration. The arbitrator’s decision will be retroactive to the date of application of the new rates. Where an employee believes that employee shall be destroyed after two (2) years have elapsed since the disciplinary action took place provided that no further occurrence of disciplinary action he has been recorded during this subsequent periodimproperly classified with respect to his position or category, group and level, he shall discuss his classification with his immediate supervisor and, on request, be provided with a copy of his statement of duties before he files a grievance. 27.07 Any disciplinary record in the employee’s file of which he/she was not made aware at the time it was placed there shall be declared null and non-existent. 27.08 The employer will withdraw from the employee's file and destroy, without delay, any document of a disciplinary nature which has been proven to be ill-founded, in whole or in part.

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 The employer shall complete When a formal review of an employee's performance is made, the performance appraisal of each employee within two months following the end of the appraisal period established for all NFB employees, barring exceptional circumstances. 27.02 An employee concerned shall be given an the opportunity to see the formal appraisal form of his/her performance discuss and to discuss it with his/her supervisor. Normally, within seven (7) days of receiving his/her evaluation from his/her supervisor, the appraisal form shall be signed by the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it to be put in the employee’s file. Comments received after the seven (7)-day delay will not be on file. If comments or amendments are added during then sign the review process by the hierarchical supervisor, the appraisal form shall be presented again in question to the employee for his/her signatureindicate that its contents have been read and understood. An The employee shall also be given the opportunity to provide written comments to be attached to performance appraisal. The employee shall be permitted up to days from the time he or she is presented with the review form to provide his or her signature and written comments. After the employee has signed the performance appraisal, the employee's supervisor who completed the appraisal shall not add any further comments. Should the employee’s reviewing officer add any comments to the employee’s performance appraisal, the employee shall be entitled to comment on the reviewing officer’s comments within days of the date that the employee is provided with the reviewing officer’s comments. The employee may use the grievance procedure in Article to correct any factual inaccuracies in performance appraisal. The formal review of an employee’s performance shall also incorporate an opportunity for the employee to see state career development goals and sign all adverse reports pertaining that every effort be made to develop the performance career potentials of his/her duties each individual through Training, Retraining, or any other facets of career development which may be available. The Employer agrees not to introduce as evidence in his/her current positionthe case of promotional opportunities or disciplinary action any document from the file of an employee, the existence of which are placed on his/her file the employee was not made aware, by the provision of a copy thereof at the time of filing or within a reasonable period thereafter. A copy Any document or written statement related to disciplinary action, which may have been placed on the Personnel file of an employee, shall be destroyed after months of employment have elapsed since the formal appraisal form or report will be disciplinary action was taken provided to him/her at that time. 27.03 When there is a disagreement between the employer and the employee about the appraisal, the employee may put down his/her comments in writingno further disciplinary action has been recorded during this period. Upon request of the employee, these comments will be filed in his/her personal file with his/her appraisal if these comments are received within the delays stated in clause 27.02. 27.04 The employee may ask for a meeting with his/her supervisor in order to discuss again his/her evaluation. At this time, he/she may be accompanied by a union representative. 27.05 Upon written request of an employee, the personnel file of that employee may shall be made available for his/her examination at reasonable times in the presence of an authorized representative of the employer. He/she may, if he/she wishes, be accompanied by a representative of the Institute or authorize, in writing, the Institute to examine his/her file on his/her behalfEmployer. 27.06 Notice of disciplinary action which may have been placed on the file of that employee shall be destroyed after two (2) years have elapsed since the disciplinary action took place provided that no further occurrence of disciplinary action has been recorded during this subsequent period. 27.07 Any disciplinary record in the employee’s file of which he/she was not made aware at the time it was placed there shall be declared null and non-existent. 27.08 The employer will withdraw from the employee's file and destroy, without delay, any document of a disciplinary nature which has been proven to be ill-founded, in whole or in part.

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 The employer shall complete Employer will evaluate the performance appraisal of each employee within two months following once (1) a year, except in exceptional conditions as determined by the end of the appraisal period established for all NFB employees, barring exceptional circumstancesEmployer. 27.02 An employee shall be given an opportunity to see the formal appraisal form of his/her performance and to discuss it with his/her supervisor. Normally, within seven (7) days of receiving his/her evaluation from his/her supervisor, the appraisal form shall be signed by the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it to be put in the employee’s file. Comments received after the seven (7)-day delay will not be on file. If comments or amendments are added during the review process by the hierarchical supervisor, the appraisal form shall be presented again to the employee for his/her signature. An employee shall also be given an opportunity to see and sign all adverse reports pertaining to the performance of his/her duties in his/her current position, which are placed on his/her file at the time of filing or within a reasonable period thereafter. A copy of the formal appraisal form or report will be provided to him/her at that time. 27.03 When there is a disagreement between the employer Employer and the employee about the appraisal, the employee may put down his/her comments in writing. Upon request of the employee, these comments will be filed in his/her personal file with his/her appraisal if these comments are received within the delays stated in clause 27.02. 27.04 The employee may ask for a meeting with his/her supervisor in order to discuss again his/her evaluation. At this time, he/she may be accompanied by a union representative. 27.05 Upon request of an employee, the file of that employee may be made available for his/her examination in the presence of an authorized representative of the employerEmployer. He/she may, if he/she wishes, be accompanied by a representative of the Institute or authorize, in writing, the Institute to examine his/her file on his/her behalf. 27.06 Notice Upon written request from any employee, notice of disciplinary action which may have been placed on the file of that employee shall be destroyed after two (2) years have elapsed since the disciplinary action took place provided that no further occurrence of disciplinary action has been recorded during this subsequent period. 27.07 Any The Employer agrees not to introduce as evidence in a hearing relating to disciplinary record in action any document from the employee’s file of an employee, the existence of which he/she the employee was not made aware at the time it was placed there shall be declared null and non-existentof filing or within a reasonable period thereafter. 27.08 The employer will withdraw from the employee's file and destroy, without delay, any document of a disciplinary nature which has been proven to be ill-founded, in whole or in part.

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 The employer shall complete Employer will evaluate the performance appraisal of each employee within two months following the end of the appraisal period established for all NFB employeesemployee, barring exceptional circumstances. 27.02 normally once a year. An employee shall be given an opportunity to see the formal appraisal form of his/her performance and to discuss it with his/her supervisor. Normally, within seven (7) days of receiving his/her evaluation from his/her supervisor, the The appraisal form shall be signed by the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it to be put in the employee’s file. Comments received after the seven (7)-day delay will not be on filesupervisor. If comments or amendments are added during the review process by the hierarchical supervisor, the appraisal form shall be presented again to the employee for his/her signature. An employee shall also be given an opportunity to see and sign all adverse reports pertaining to the performance of his/her duties in his/her current position, which are placed on his/her file at the time of filing or within a reasonable period thereafter. A copy of the formal appraisal form or report will be provided to him/her at that time. 27.03 . When there is a disagreement between the employer Employer and the employee about the appraisal, the employee may put down his/her comments in writing. Upon request of the employee, these comments will be filed in his/her personal file with his/her appraisal if these comments are received within the delays stated in clause 27.02. 27.04 appraisal. The employee may ask for a meeting with his/her supervisor in order to discuss again his/her evaluation. At this time, he/she may be accompanied by a union representative. 27.05 . Upon request of an employee, the file of that employee may be made available for his/her examination in the presence of an authorized representative of the employerEmployer. He/she may, if he/she wishes, be accompanied by a representative of the Institute or authorize, in writing, the Institute to examine his/her file on his/her behalf. 27.06 Notice . Upon written request from any employee, notice of disciplinary action which may have been placed on the file of that employee shall be destroyed after two (2) years have elapsed since the disciplinary action took place provided that no further occurrence of disciplinary action has been recorded during this subsequent period. 27.07 Any . The Employer agrees not to introduce as evidence in a hearing relating to disciplinary record in action any document from the tile of an employee’s file , the existence of which he/she the employee was not made aware at the time it was placed there shall be declared null and non-existentof filing or within a reasonable period thereafter. 27.08 The employer will withdraw from the employee's file and destroy, without delay, any document of a disciplinary nature which has been proven to be ill-founded, in whole or in part.

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 The employer 35.01 Performance reviews shall complete the performance appraisal of each employee be completed within two months sixty (60) days following the end of employee’s anniversary date, unless an extension is agreed to between the appraisal period established for all NFB employees, barring exceptional circumstancesemployee and the Employer. 27.02 An 35.02 When a formal review of an employee's performance is made, the employee concerned shall be given an the opportunity to see the formal appraisal form of his/her performance and to discuss it with his/her supervisor. Normally, within seven (7) days of receiving his/her evaluation from his/her supervisor, the appraisal form shall be signed by the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it to be put in the employee’s file. Comments received after the seven (7)-day delay will not be on file. If comments or amendments are added during then sign the review process by the hierarchical supervisor, the appraisal form shall be presented again in question to the employee for his/her signatureindicate that its contents have been read and understood. An The employee shall also be given the opportunity to provide written comments to be attached to his performance appraisal and may use the grievance procedure in Article 37 to correct any factual inaccuracies in his performance appraisal. 35.03 The formal review of an employee's performance shall also incorporate an opportunity for the employee to see and sign all adverse reports pertaining state his career development goals. 35.04 The Employer agrees not to introduce as evidence in the performance case of his/her duties in his/her current positionpromotional opportunities or disciplinary action any document from the file of an employee, the existence of which are placed on his/her file the employee was not made aware, by the provision of a copy thereof at the time of filing or within a reasonable period thereafter. A copy of the formal appraisal form or report will be provided to him/her at that timefiling. 27.03 When there is a disagreement between 35.05 Any document or written statement related to disciplinary action, which may have been placed on the employer and the employee about the appraisal, the employee may put down his/her comments in writing. Upon request Personnel file of the an employee, these comments will shall be filed in his/her personal file with his/her appraisal if these comments are received within destroyed after one (1) year has elapsed since the delays stated in clause 27.02disciplinary action was taken provided that no further disciplinary action of a similar nature has been recorded during this period. 27.04 The employee may ask for a meeting with his/her supervisor in order to discuss again his/her evaluation. At this time, he/she may be accompanied by a union representative. 27.05 35.06 Upon written request of an employee, the Personnel file of that employee may shall be made available for his/her his examination at reasonable times in the presence of an authorized representative of the employer. He/she may, if he/she wishes, be accompanied by a representative of the Institute or authorize, in writing, the Institute to examine his/her file on his/her behalfEmployer. 27.06 Notice of disciplinary action which may 35.07 The Employer's representative who assesses an employee's performance must have been placed on observed the file of that employee shall be destroyed after two employee's performance for at least one-half (2) years have elapsed since of the disciplinary action took place provided that no further occurrence of disciplinary action has been recorded during this subsequent period. 27.07 Any disciplinary record in the employee’s file of period for which he/she was not made aware at the time it was placed there shall be declared null and non-existent. 27.08 The employer will withdraw from the employee's performance is evaluated. In the event that an Employer's representative has not observed the employee's performance for one- half (2) of the period, an Employer's representative in the best position to make the evaluation shall do so. 35.08 The Employer agrees that there will be only one file kept for each employee. 35.09 The Employer agrees that communications between an employee and destroyhis representative are privileged and confidential. The Employer shall not ask questions of the representative which answers to those questions may be damaging to the employee(s), without delaynor shall any evidence produced by the representative be used against the employee(s). In accordance with the foregoing, any document of a disciplinary nature which has been proven representative shall not be forced to be ill-founded, in whole or in parttestify against an employee.

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 The employer shall complete When a formal review of an employee's is made, the performance appraisal of each employee within two months following the end of the appraisal period established for all NFB employees, barring exceptional circumstances. 27.02 An employee concerned shall be given an the opportunity to see discuss the formal appraisal form of his/her performance document with an Union Representative and to discuss it with his/her supervisor. Normally, within seven (7) days of receiving his/her evaluation from his/her supervisor, the appraisal form shall be signed by the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it to be put in the employee’s file. Comments received after the seven (7)-day delay will not be on file. If comments or amendments are added during then sign the review process by the hierarchical supervisor, the appraisal form shall be presented again in question to the employee for his/her signatureindicate that its contents have been read and understood. An The employee shall also be given the opportunity to provide written comments to be attached to his performance appraisal and may use the grievance procedure in Article to correct any factual inaccuracies in his performance appraisal. The formal review of an employee's performance shall also incorporate an opportunity for the employee to see state his career development goals and sign all adverse reports pertaining that every effort be made to develop the performance career potentials of his/her duties each individual through in his/her current positionservice training, retraining, or any other facets of career development which are placed on his/her may be available. The Employer agrees not to introduce as evidence in the case of promotional opportunities or disciplinary any document from the file of an employee, the existence of which the employee was not made aware of, by the provision of a copy thereof at the time of filing filing, or within a reasonable period thereafter. A copy of the formal appraisal form Repulse Housing Expires: March Any document or report will be provided written statement related to him/her at that time. 27.03 When there is a disagreement between the employer and the employee about the appraisaldisciplinary action, the employee may put down his/her comments in writing. Upon request of the employee, these comments will be filed in his/her personal file with his/her appraisal if these comments are received within the delays stated in clause 27.02. 27.04 The employee may ask for a meeting with his/her supervisor in order to discuss again his/her evaluation. At this time, he/she may be accompanied by a union representative. 27.05 Upon request of an employee, the file of that employee may be made available for his/her examination in the presence of an authorized representative of the employer. He/she may, if he/she wishes, be accompanied by a representative of the Institute or authorize, in writing, the Institute to examine his/her file on his/her behalf. 27.06 Notice of disciplinary action which may have been placed on the personnel file of that employee an employee, shall be destroyed after two (2) years have elapsed since the disciplinary action took place was taken provided that no further occurrence of disciplinary action has been recorded during this subsequent period. 27.07 Any disciplinary record . Upon written request of an employee, the Personnel file of that employee shall be made available for his examination at reasonable times in the employee’s file presence of an authorized representative of the Housing Association and the Union, if so requested. The Employer's representative and Employee's performance must have observed the Employee's performance for at least one-half of the period for which he/she was not made aware at the time it was placed there shall be declared null and non-existent. 27.08 The employer will withdraw Employee's performance is evaluated or have input from another person who has so observed the employee's file and destroy, without delay, any document Employee. Where an Employee is required to attend a meeting with the Employer to deal with matters that are of a disciplinary nature which has been proven nature, the Employee shall have the right to be ill-foundedhave a representative of the Union in attendance, The Employer must advise the Employee in whole or in partadvance of any disciplinary meeting.

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 The employer shall complete When a formal review of an performance made, the performance appraisal of each employee within two months following the end of the appraisal period established for all NFB employees, barring exceptional circumstances. 27.02 An employee concerned shall be given an the opportunity to see discuss, then sign the formal appraisal review form of his/her performance in question to indicate that its have been and understood. The employee shell also be the opportunity to discuss it with his/her supervisor. Normally, within seven (7) days of receiving his/her evaluation from his/her supervisor, the appraisal form shall be signed by the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it provide written comments to be put in the employee’s file. Comments received after the seven (7)-day delay will not be on file. If comments or amendments are added during the review process by the hierarchical supervisor, the attached to performance appraisal form shall be presented again to the employee for his/her signature. An employee shall also be given an opportunity to see and sign all adverse reports pertaining to the performance of his/her duties in his/her current position, which are placed on his/her file at the time of filing or within a reasonable period thereafter. A copy of the formal appraisal form or report will be provided to him/her at that time. 27.03 When there is a disagreement between the employer and the employee about the grievance in article to correct any performance appraisal. Any document or written statement related to disciplinary action, the employee may put down his/her comments in writing. Upon request of the employee, these comments will be filed in his/her personal file with his/her appraisal if these comments are received within the delays stated in clause 27.02. 27.04 The employee may ask for a meeting with his/her supervisor in order to discuss again his/her evaluation. At this time, he/she may be accompanied by a union representative. 27.05 Upon request of an employee, the file of that employee may be made available for his/her examination in the presence of an authorized representative of the employer. He/she may, if he/she wishes, be accompanied by a representative of the Institute or authorize, in writing, the Institute to examine his/her file on his/her behalf. 27.06 Notice of disciplinary action which may have been placed on the file of that employee an shall be destroyed after two (2) years have elapsed since the disciplinary action took place provided that was taken providedthat no further occurrence of disciplinary action of a similar nature has been recorded during this subsequent period. 27.07 Any disciplinary record . Upon written request of an employee, the personnel file of that employee shall be available for examination at reasonable times in the employee’s file presence of which he/authorized of the Employer. Where an employee required to attend a meeting with the Employer to deal with matters that are of a nature, the employee shall have the right to have a shop xxxxxxx in attendance. When employees am to be suspended or discharged from duty, the Employer shall notify the employee in of the for such suspension or discharge in detail that he or she was not made aware may defend against The shall give such at the time it was placed there suspension or discharge imposed. shall, During the term of this Agreement, a new or revised standard is implemented by the Employer, the Employer applying the new or revised standard, negotiate with the Union the rates of pay of employees for the affected. the to within sixty days from the date on which the Employer submits the new or revised standard to the Union, the may the new of pay and the Union may refer the matter to The will retroactive to the date of application of the new rates. A grievance under this Collective Agreement shall be declared null defined any difference or the and non-existent. 27.08 The employer will withdraw from any that in the opinion of the by the employee's file Immediate within a period of time, between the and destroythe relating to the application or of this Agreement, without delayor an allegation that this has Matters of disciplinary suspension, any document dismissal and of discipline shall also be subject to the grievance Except as otherwise provided in this a disciplinary nature which has been proven grievance shall be by to be ill-founded, in whole or in part.the following steps:

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 The employer shall complete When a formal review of an employee's performance is made, the performance appraisal of each employee within two months following the end of the appraisal period established for all NFB employees, barring exceptional circumstances. 27.02 An employee concerned shall be given an the opportunity to see discuss the formal appraisal form of his/her performance document with a Union Representative and to discuss it with his/her supervisor. Normally, within seven (7) days of receiving his/her evaluation from his/her supervisor, the appraisal form shall be signed by the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it to be put in the employee’s file. Comments received after the seven (7)-day delay will not be on file. If comments or amendments are added during then sign the review process by the hierarchical supervisor, the appraisal form shall be presented again in question to the employee for his/her signatureindicate that its contents have been read and understood. An The employee shall also be given the opportunity to provide written comments to be attached to his performance appraisal and may use the grievance procedure in Article to correct any factual inaccuracies in his performance appraisal. The formal review of an employee's performance shall also incorporate an opportunity for the employee to see state his career development goals and sign all adverse reports pertaining that every effort be made to develop the performance career potentials of his/her duties each individual through In-service training, Re-training, or any other facets of career development which may be available. The Employer agrees not to introduce as evidence in his/her current positionthe case of promotional opportunities or disciplinary action any document from the file of an employee, the existence of which are placed on his/her file the employee was not made aware of, by the provision of a copy thereof at the time of filing filing, or within a reasonable period thereafter. A copy Any document or written statement related to disciplinary action, which may have been placed on the Personnel file of an employee, shall be destroyed after eighteen (1 8) months has elapsed since the formal appraisal form or report will be disciplinary action was taken provided to him/her at that time. 27.03 When there is no further disciplinary action of a disagreement between the employer and the employee about the appraisal, the employee may put down his/her comments in writingsimilar nature has been recorded during this period. Upon request of the employee, these comments will be filed in his/her personal file with his/her appraisal if these comments are received within the delays stated in clause 27.02. 27.04 The employee may ask for a meeting with his/her supervisor in order to discuss again his/her evaluation. At this time, he/she may be accompanied by a union representative. 27.05 Upon written request of an employee, the Personnel file of that employee may shall be made available for his/her his examination at reasonable times in the presence of an authorized representative of the employer. He/she mayEmployer and the Union, if he/she wishesso requested. During the term of this Agreement, if a new or revised classification standard is implemented by the Employer, the Employer shall before applying the new or revised classification standard, negotiate with the Union the rates of pay and the rules affecting the pay of employees for the classification affected. If the parties fail to reach agreement within sixty (60) days from the date on which the Employer submits the new or revised standard to the Union, the Employer may apply the new rates of pay and the Union may refer the matter to arbitration. The arbitrator's decision will be retroactive to the date of application of the new rates. Where an employee believes that he has been improperly classified, he shall discuss his classification with his immediate supervisor and, on request, be accompanied by provided with a representative copy of the Institute or authorize, in writing, the Institute to examine his/her file on his/her behalfhis job description before he files a grievance under Article Adjustment of Disputes. 27.06 Notice of disciplinary action which may have been placed on the file of that employee shall be destroyed after two (2) years have elapsed since the disciplinary action took place provided that no further occurrence of disciplinary action has been recorded during this subsequent period. 27.07 Any disciplinary record in the employee’s file of which he/she was not made aware at the time it was placed there shall be declared null and non-existent. 27.08 The employer will withdraw from the employee's file and destroy, without delay, any document of a disciplinary nature which has been proven to be ill-founded, in whole or in part.

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 The employer shall complete (a) When a formal review of an employee's performance is made, the performance appraisal of each employee within two months following the end of the appraisal period established for all NFB employees, barring exceptional circumstances. 27.02 An employee concerned shall be given an the opportunity to see discuss the formal appraisal form of his/her performance document with a Union Representative and to discuss it with his/her supervisor. Normally, within seven (7) days of receiving his/her evaluation from his/her supervisor, the appraisal form shall be signed by the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it to be put in the employee’s file. Comments received after the seven (7)-day delay will not be on file. If comments or amendments are added during then sign the review process by the hierarchical supervisor, the appraisal form shall be presented again in question to the employee for his/her signatureindicate that its contents have been read and understood. An The employee shall also be given the opportunity to provide comments to be attached to his perform appraisal and may use the grievance procedure in Article to correct any factual inaccuracies in his performance appraisal. The formal review of an employee's performance shall incorporate an opportunity for the employee to see state his career development goals; and sign all adverse reports pertaining every effort shall be made to develop the performance career' potentials of his/her duties each individual through training, re-training, or any other facets of career development which may be available. The Employer agrees not to introduce as evidence in his/her current positionthe case of promotional opportu- nities or disciplinary action any document from the file of an employee, the existence of which are placed on his/her file the employee was not made aware of, by the provision of a copy thereof at the time of filing filing, or within a reasonable period thereafter. A copy of the formal appraisal form Any document or report will be provided to him/her at that time. 27.03 When there is a disagreement between the employer and the employee about the appraisalstatement related disciplinary action, the employee may put down his/her comments in writing. Upon request of the employee, these comments will be filed in his/her personal file with his/her appraisal if these comments are received within the delays stated in clause 27.02. 27.04 The employee may ask for a meeting with his/her supervisor in order to discuss again his/her evaluation. At this time, he/she may be accompanied by a union representative. 27.05 Upon request of an employee, the file of that employee may be made available for his/her examination in the presence of an authorized representative of the employer. He/she may, if he/she wishes, be accompanied by a representative of the Institute or authorize, in writing, the Institute to examine his/her file on his/her behalf. 27.06 Notice of disciplinary action which may have been placed on the Personnel file of that employee an employee, shall be destroyed after two eighteen (218) years have months has elapsed since the disciplinary action took place provided that was taken providedthat no further occurrence of disciplinary action of a similar nature has been recorded during this subsequent period. 27.07 Any disciplinary record in the employee’s file of which he/she was not made aware at the time it was placed there . Employees shall be declared null and non-existent. 27.08 The employer will withdraw from entitled to review their personnel file upon request, upon twenty- hours notice, once in every three (3) month period. At the employee's request, they may be accompanied by their local union representative when viewing their file. The Union will have the right to access an employee's personnel file and destroywhen it is requiredto investigate an employee's grievance or complaint, without delayso long as written consent is given by the employee, any document of with a disciplinary nature which has been proven copy to be ill-founded, in whole or in partthe Employer.

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 The employer shall complete (1) When a formal review of an Employee's performance is made, the performance appraisal of each employee within two months following the end of the appraisal period established for all NFB employees, barring exceptional circumstances. 27.02 An employee Employee concerned shall be given an the opportunity to see the formal appraisal form of his/her performance and to discuss it with his/her supervisor. Normally, within seven (7) days of receiving his/her evaluation from his/her supervisor, the appraisal form shall be signed by the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it to be put in the employee’s file. Comments received after the seven (7)-day delay will not be on file. If comments or amendments are added during then sign the review process by the hierarchical supervisor, the appraisal form shall be presented again in question to the employee for his/her signatureindicate that its contents have been read and understood. An employee The Employee shall also be given the opportunity to provide written comments to be attached to his performance appraisal and may use the grievance procedure in Article to correct any factual inaccuracies in his performance appraisal. (2) The formal review of an Employee's performance shall also incorporate an opportunity for the Employee to see state his career development goals and sign all adverse reports pertaining request any training, in-servicetraining, re-training, or any facets of career development which may be available. The Employer agrees not to introduce as evidence in the performance case of his/her duties in his/her current positionpromotional opportunities or action any document from the file of an Employee, the existence of which are placed on his/her file the Employee was not made aware, by the provision of a copy thereof at the time of filing filing. Any document or within written statement related to disciplinary action which may have been placed on the Personnel file of an Employee shall be destroyed afterthree (3) fire seasons provided no further disciplinary action of a reasonable period thereafter. A copy of the formal appraisal form or report will be provided to him/her at that time. 27.03 When there is a disagreement between the employer and the employee about the appraisal, the employee may put down his/her comments in writingsimilar nature has been recorded. Upon request of the employee, these comments will be filed in his/her personal file with his/her appraisal if these comments are received within the delays stated in clause 27.02. 27.04 The employee may ask for a meeting with his/her supervisor in order to discuss again his/her evaluation. At this time, he/she may be accompanied by a union representative. 27.05 Upon written request of an employeeEmployee, the Personnel file of that employee may Employee shall be made available for his/her his examination at reasonabletimes in the presence of an authorized representative of the employer. He/she mayEmployer. (1) The Employer's representativewho assesses an Employee's performance must have observed or have consultedwith another crew boss or manager who has observed the Employee's performance for at least one-half of the period for which the Employee's performance is evaluated. (2) Where an Employee is required to attend a meeting with the Employer to deal with matters that are of a disciplinary nature, if he/she wishes, be accompanied by the Employee shall have the right to have a representative of the Institute or authorize, Union in writing, attendance. The Employer must advise the Institute to examine his/her file on his/her behalf. 27.06 Notice Employee of disciplinary action which may have been placed on the file of that employee shall be destroyed after two (2) years have elapsed since the disciplinary action took place provided that no further occurrence of disciplinary action has been recorded during this subsequent period. 27.07 Any disciplinary record in the employee’s file of which he/she was not made aware at the time it was placed there shall be declared null and non-existent. 27.08 The employer will withdraw from the employee's file and destroy, without delay, any document of a disciplinary nature which has been proven his right to be ill-founded, in whole or in partaccompanied by his representative and must give reasonable notice of the meeting.

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 33.01 Performance Review The purpose of performance reviews is to assess an employee’s performance over the past year, and to address both Employer and employee expectations for the future. It provides an opportunity for both the Employer and employee to review the past year’s accomplishments and to establish measurable goals for the following year. Further, it encourages open discussion of individual achievement in the context of career development, employer shall complete the performance appraisal of each employee within two months following the end of the appraisal period established for all NFB employees, barring exceptional circumstancesgoals and priorities. 27.02 An (a) When a formal review of an employee's performance is made, the employee concerned shall be given an the opportunity to see discuss then sign the review form in question to indicate only that its contents have been read and understood. (b) An employee has the right to make written comments to be attached to the formal appraisal form of review and may use the grievance procedure in Article 35 to correct any factual inaccuracies in his/her performance and review. (c) The formal review of an employee's performance shall also incorporate an opportunity for the employee to discuss it with state his/her supervisor. Normallycareer development goals and every effort shall be made to develop the career potential of the employee through in service training, within seven retraining or any other facets of career development which may be available. (7d) days of receiving his/her evaluation from his/her supervisorPrior to the formal review, the appraisal form employee shall be signed given: (i) an explanation of the process which will be used for the review; and, (ii) any forms and written documents which provide instructions to the person conducting the review. Personnel File 33.02 The Employer agrees not to introduce as evidence in the case of promotional opportunities or disciplinary action any document from the file of an employee, the existence of which the employee was not made aware, by the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the provision of a copy and sends it to be put in the employee’s file. Comments received after the seven (7)-day delay will not be on file. If comments or amendments are added during the review process by the hierarchical supervisor, the appraisal form shall be presented again to the employee for his/her signature. An employee shall also be given an opportunity to see and sign all adverse reports pertaining to the performance of his/her duties in his/her current position, which are placed on his/her file thereof at the time of filing or within a reasonable period thereafter. A copy of the formal appraisal form or report will be provided to him/her at that time. 27.03 When there is a disagreement between 33.03 Any document or written statement related to disciplinary action, which may have been placed on the employer and the employee about the appraisal, the employee may put down his/her comments in writing. Upon request Personnel file of the an employee, these comments will shall be filed in his/her personal file with his/her appraisal if these comments are received within destroyed after twelve (12) months of employment have elapsed since the delays stated in clause 27.02disciplinary action was taken provided that no further disciplinary action has been recorded during this period. 27.04 The employee may ask for a meeting with his/her supervisor in order to discuss again his/her evaluation. At this time, he/she may be accompanied by a union representative. 27.05 33.04 Upon written request of an employee, the personnel file of that employee may shall be made available for his/her examination at reasonable times in the presence of an authorized representative of the employer. He/she may, if he/she wishes, be accompanied by a representative of the Institute or authorize, in writing, the Institute to examine his/her file on his/her behalfEmployer. 27.06 Notice of disciplinary action which may have been placed on the file of that employee shall be destroyed after two (2) years have elapsed since the disciplinary action took place provided that no further occurrence of disciplinary action has been recorded during this subsequent period. 27.07 Any disciplinary record in the employee’s file of which he/she was not made aware at the time it was placed there shall be declared null and non-existent. 27.08 The employer will withdraw from the employee's file and destroy, without delay, any document of a disciplinary nature which has been proven to be ill-founded, in whole or in part.

EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES. 27.01 The employer shall complete When a formal review of an employee’s performance is made, the performance appraisal of each employee within two months following the end of the appraisal period established for all NFB employees, barring exceptional circumstances. 27.02 An employee concerned shall be given an the opportunity to see the formal appraisal form of his/her performance and to discuss it with his/her supervisor. Normallydiscuss, within seven (7) days of receiving his/her evaluation from his/her supervisor, the appraisal form shall be signed by the employee and delivered to his/her supervisor with, if necessary, his/her comments. Once this delay expires, the supervisor signs the copy and sends it to be put in the employee’s file. Comments received after the seven (7)-day delay will not be on file. If comments or amendments are added during then sign the review process by the hierarchical supervisor, the appraisal form shall be presented again in question to the employee for his/her signatureindicate that its contents have been read and understood. An The employee shall also be given the opportunity to provide written comments to be attached to his performance appraisal and may use the grievance procedure in Article to correct any factual inaccuracies in his performance appraisal. The formal review of an employee’s performance shall also incorporate an opportunity for the employee to see state his career development goals and sign all adverse reports pertaining that every effort be made to develop the performance career potentials of his/her duties each individualthrough training, retrainingor any other facets of career development which may be available. The Employer agrees not to introduce as evidence in his/her current positionthe case of promotional opportunities or disciplinary action any document from the file of an employee, the existence of which are placed on his/her file the employee was not made aware, by the provision of a copy thereof at the time of filing filing. Any document or within a reasonable period thereafter. A copy written statement related to disciplinary action, which may have been placed on the Personnel file of the formal appraisal form or report will be provided to him/her at that time. 27.03 When there is a disagreement between the employer and the employee about the appraisal, the employee may put down his/her comments in writing. Upon request of the an employee, these comments will shall be filed in his/her personal file with his/her appraisal if these comments are received within destroyed after eighteen (18) months have elapsed since the delays stated in clause 27.02. 27.04 The employee may ask for disciplinary action was taken, provided that no further disciplinary action of a meeting with his/her supervisor in order to discuss again his/her evaluationsimilar nature has been recorded during this period. At this time, he/she may be accompanied by a union representative. 27.05 Upon request of an employee, the Personnel file of that employee may shall be made available for his/her his examination at reasonable times in the presence of an authorized representative of the employerEmployer. He/she mayWith written authorization from the employee, if he/she wishes, be accompanied by a representative of the Institute or authorize, in writing, the Institute to examine his/her file on his/her behalf. 27.06 Notice of disciplinary action which may have been placed on the file of that employee Union shall be destroyed after two (2) years given the opportunity to review that employee’s file and take any copies that may be needed in the presence of an authorized representative of the Employer. The Employer’s representative, who assesses an employee’s performance, must have elapsed since the disciplinary action took place provided that no further occurrence of disciplinary action has been recorded during this subsequent period. 27.07 Any disciplinary record in observed the employee’s performance for at least one-half (112) of the period for which the employee’s performance is evaluated. In the event that an Employer‘s representative has not observed the employee’s performance for one-half (112) of the period, an Employer‘s representative, in the best position to make the evaluation, shall do so. Where an employee is required to attend a meeting that may result in disciplinary action, the employee shall have the right to have a representative of the Union in attendance. The Employer must advise the employee of his right to be accompanied by his representative. Only one (1) file per employee for the purposes of which he/she was performance evaluation or discipline shall exist. The Employer agrees that communications between an employee and his representative are privileged and confidential. The Employer shall not made ask questions of the representativewhich answers to those questions may be damaging to the nor shall any evidence produced by the representative be used against the In accordance with the foregoing] a representative shall not be forced to testify against an employee. NOTE: It is understood that the intention of this Article is not for an employee to avoid being honest with the Employer when there is a or an employee is aware at of a by another employee. ARTICLE CLASSIFICATION During the time it was placed there shall be declared null term of this Agreement, if a new or revised classification standard is implemented by the Employer, the Employer shall, before applying the new or revised classification standard, negotiate with the Union the rates of pay and non-existent. 27.08 The employer will withdraw the rules affecting the pay of employees for the classification affected. If the parties fail to reach agreement within sixty (60) days from the employee's file date on which the Employer submits the new or revised standard to the Union, the Employer may apply the new rates of pay and destroy, without delay, any document the Union may refer the matter to arbitration. The arbitrator’s decision will be retroactive to the date of a disciplinary nature which application of the new rates. Where an employee believes that he has been proven improperly classified with respect to his position or category, group and level, he shall discuss his classification with his immediate supervisor and, on request, be ill-founded, in whole or in partprovided with a copy of his statement of duties before he files a grievance.