Common use of Employee Personnel File Clause in Contracts

Employee Personnel File. A. The district shall maintain one (1) official, confidential personnel file for each support employee. The employee shall have the right to inspect his/her file during regular business hours of the Human Resources Office upon request by scheduling in advance to do so. A representative of the employee may examine the employee's file with written authorization by the employee. B. No disciplinary document shall be placed in the employee's official Human Resources personnel file without first providing the employee a copy. The employee shall sign the document indicating his/her knowledge that the document is being placed in the employee's file. C. The employee shall have the right to attach a written response to any document placed in his/her file. Such response must be provided within ten (10) days from the date the document is placed in the employee's file. D. Any suspension, demotion, dismissal, or non-reemployment action taken against an employee for disciplinary reasons must be based on documentation contained in the employee's personnel file. E. If the employee has not received additional disciplinary documentation after seven years, the employee may request, in writing, that the disciplinary documentation in the personnel file be reviewed by the Superintendent for possible exclusion. Documentation regarding employee involvement in safety incidents will be maintained permanently in an employee’s personnel file. December 1991 Revised, August 1999 Revised, August 2001 Revised, August 2004

Employee Personnel File. A. The district shall maintain one (1) official, confidential personnel file for each support employee. The employee shall have the right to inspect his/her file during regular business hours of the Human Resources Office upon request by scheduling in advance to do so. A representative of the employee may examine the employee's file with written authorization by the employee. B. No disciplinary document shall be placed in the employee's official Human Resources personnel file without first providing the employee a copy. The employee shall sign the document indicating his/her knowledge that the document is being placed in the employee's file. C. The employee shall have the right to attach a written response to any document placed in his/her file. Such response must be provided within ten (10) days from the date the document is placed in the employee's file. D. Any suspension, demotion, dismissal, or non-reemployment action taken against an employee for disciplinary reasons must be based on documentation contained in the employee's personnel file. E. If the employee has not received additional disciplinary documentation after seven years, the employee may request, in writing, that the disciplinary documentation in the personnel file be reviewed by the Superintendent for possible exclusion. Documentation regarding employee involvement in safety incidents will be maintained permanently in an employee’s personnel file. December 1991 Revised, August 1999 Revised, August 2001 Revised, August 2004.

Employee Personnel File. A. The district shall maintain one (1) official, confidential personnel file for each support employee. The employee shall have the right to inspect his/her file during regular business hours of the Human Resources Office upon request by scheduling in advance to do so. A representative of the employee may examine the employee's file with written authorization by the employee. B. No disciplinary document shall be placed in the employee's official Human Resources personnel file without first providing the employee a copy. The employee shall sign the document indicating his/her knowledge that the document is being placed in the employee's file. C. The employee shall have the right to attach a written response to any document placed in his/her file. Such response must be provided within ten (10) days from the date the document is placed in the employee's file. D. Any suspension, demotion, dismissal, or non-reemployment action taken against an employee for disciplinary reasons must be based on documentation contained in the employee's personnel file. E. If the employee has not received additional disciplinary documentation after seven years, the employee may request, in writing, that the disciplinary documentation in the personnel file be reviewed by the Superintendent for possible exclusion. Documentation regarding employee regardingemployee involvement in safety incidents will be maintained permanently in an employee’s personnel file. December 1991 Revised, August 1999 Revised, August 2001 Revised, August 2004