Employee Personnel Files. 24-1 It is recognized by the parties that the School District may prescribe regulations for the custody, use and preservation of the records, papers, books, documents and property pertaining to the School District. However, to the extent that any records, papers, or other documents covering Employees of the Association do not relate to pre-employment data, every Employee shall be allowed to review the personnel file at any reasonable time upon request. No Employee's request shall be deferred for more than seven (7) School Days for a central office file and no more than two (2) School Days for a site location file excluding weekends and holidays. If any Employee is involved in a grievance regarding matters in the personnel file which may be material, an Association officer or other Association Representative with the written approval of the Employee may also be granted access to the Employee's personnel file at reasonable times where such access is authorized in advance by the Employee. The District shall provide copies of all legally permissible information pertinent to the grievance.
24-2 A copy of each written report, comment, or reprimand concerning an Employee which the School District places in the Employee's personnel file shall be provided that Employee. The Employee must sign the personnel copy of the report, comment, or reprimand as directed as acknowledgment of receipt of a copy of the document. Such signature may not be construed as agreement to the contents of the document. Upon request, an Employee shall be provided, at the prevailing rate per page, a reproduction of any material, excluding any pre-employment documents, in the Employee's file. Unless requested by the Association, such a request may not be made more than one time per year.
24-3 Any written response by the Employee to any written report, comment, or reprimand will also become a part of the Employee's personnel file and will remain a part of said file as long as the report, comment, or reprimand responded to remains a part of the file. In order to insure that the response is not inadvertently overlooked, the Employee will note under his or her signature on the report, comment, or reprimand at the time the response is delivered that a response has been made and the document will be countersigned by the receiving administrator and shall be attached to the supervisor's document. If an Employee desires to make a written response to any written report, comment, or reprimand issued by ...
Employee Personnel Files. Employees shall have the right to review and at their own expense obtain copies of their County personnel files. An employee's representative may inspect the contents of an employee's personnel files upon signed, dated authorization by the employee. Authorization shall be valid for sixty (60) calendar days from the date of signature. The County reserves the right to withhold from employee review reports of an employee's pre-employment physical examination, records of an employee relating to investigation of possible criminal offense or other legally privileged records. Employees shall be given an opportunity to read and initial any report to be added to their personnel files, but an employee shall not be required to sign any such report. An employee's signature on a report shall be understood to be acknowledgment of receipt and shall not be construed as agreement or disagreement with its content. If the employee refuses to sign any report, a notation to that effect may be entered on the document. A copy will be provided to the employee upon request. An employee shall have the right to submit written comments regarding any document in his/her personnel file and to have such comments included in his/her personnel file along with the document.
Employee Personnel Files. 1. There shall be only two files established for maintenance of employee performance and discipline records. The official personnel file, secured at the SPS office and the working building/program file secured at the building/program.
2. Exceptions to this are temporary investigation/probation files that are created by the Human Resources or legal department while there is an active investigation/probation being conducted. At the conclusion of the investigation the findings of the investigation will be put into writing, and provided to the employee along with supporting documentation if requested by the employee.
3. If the investigation exonerates the employee, HR will retain a form document that indicates a complaint was made and found not to be meritorious. If the complaint or accusation was made by a student or a group of students, the name of the student(s) will also be listed on the form document for future reference. All other materials and notes will either be destroyed or SPS and SEA will have a discussion why or why not the documents should be retained by the SPS.
4. If the investigation has resulted in discipline or a referral to other agencies, HR or Legal will maintain the supporting documents until the conclusion of any appeals. If the employee is exonerated the materials will be destroyed. If the complaint is found valid, the SPS will maintain the relevant supporting documents, final investigation report and the decisions, if any, of outside adjudicators. The outcome of discipline issues will remain confidential and will only be shared with the parties who have a need to know.
5. The limitations in this section shall not be applied in a manner that would require the SPS to violate State or federal law.
6. Materials placed in the employee's SPS personnel file after the employee's employment is approved by the Board are available for review by the employee under the rules, regulations, and procedures of the SPS.
7. All materials related to an employee's evaluation, discipline, or complaints held at the work location, except for the building copy of the formal evaluation, shall either be transferred to the SPS personnel file or shall be destroyed at the end of the work year, except that the observation report form (see Appendix J and J2) for those employees determined to be unsatisfactory and/or in need of improvement or a performance improvement plan may be retained in the building until the employee's performance has improved as set forth in t...
Employee Personnel Files. The employer will comply with all statutory requirements applying to personnel records, as outlined in Oregon State law ORS 652.750. At the request of an employee, the employer shall provide reasonable opportunity for the employee to inspect, at the place of employment or place of work assignment those personnel records of the employee which are used or have been used to determine the employee’s qualification for employment, promotion, additional compensation or employment termination or other disciplinary action. At the request of the employee, the employer shall furnish such records within seven (7) business days.
Employee Personnel Files. 14.2.1 An employee may inspect material in his/her personnel file which may serve as a basis for affecting the status of employment except materials which:
(a) are obtained prior to employment
(b) were prepared by identifiable examination committee members, or
(c) were obtained in connection with a promotional examination.
14.2.2 An employee may inspect such material in his/her personnel file, with the exception of the above specified items, during the normal business hours of the District central office at times other than when the employee is required to render service. Such inspection shall take place under the supervision of a District administrator or designee. Upon the written authorization of the employee, an Association representative may so inspect the employee's personnel file.
14.2.3 No materials of a derogatory nature, except the above specified items, may be placed in an employee's personnel file without allowing the employee an opportunity to review and comment thereon. An employee shall have the right to enter, and have attached to any such derogatory statement, his/her own comments thereon. The review and comment upon materials of a derogatory nature shall take place during the normal business hours of the District Office and at times when the employee can be spared from duty, as determined by the supervisor to leave the normal place of work during assigned duty times for such review and comment without salary reduction.
14.2.4 All material placed in an employee's personnel file shall be dated and signed by the contributor.
14.2.5 The official personnel file of each unit member as referred to in this section shall be kept in the District Office.
Employee Personnel Files. The governmental units creating an entity may provide the new entity with access to private and confidential data relating to employees of the governmental units who become employees of the entity.
Employee Personnel Files. 1. An employee, or a Union representative with the written consent of the employee, may inspect the employee’s personnel files. The request to inspect files will be granted at a time that is convenient to both Management and the employee. The inspection must be made in the presence of an appropriate supervisor. If requested by the employee, copies of the record, or any portion of the record, may be provided to the employee, or anyone designated by the employee. Charges for these copies will be made in accordance with A.R. 95.20, Pricing and Furnishing City Documents.
2. An employee is entitled to read any statement on their work performance or conduct if the statement is to be filed in the employee’s personnel file. The employee will acknowledge reading the material by affixing their signature on the actual document to be filed. The employee’s signature merely signifies that the employee has read the material to be filed and does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor will sign, noting the refusal of the employee to sign. No disciplinary documents will be placed in an employee’s permanent personnel file unless the procedure in paragraph 2 is followed. Any documents placed in the employee’s file in violation of this provision will be removed at the employee’s request.
Employee Personnel Files. 9.1 The Employee’s official file shall be maintained by the District administration.
9.1.1 The Employee, upon request to the Superintendent or Designee, may examine all material in said Employee’s District personnel file except pre- employment references, which shall be removed from the file prior to examination by the Employee.
9.1.2 Material not restricted by provisions of paragraph 9.1.1 above, which would adversely affect an Employee’s current employment, reemployment by the
9.1.3 The Employee shall have the right to submit a written response to such material and that answer shall be attached to the file copy.
9.1.4 A copy of any material in the file except pre-employment references will be made available to the Employee upon request.
9.1.5 The personnel file shall not be taken from the personnel office by an Employee and shall be examined in the presence of the Superintendent or Designee.
9.1.6 The Employee may have an Association Representative present during the inspection of the materials in the file.
9.1.7 Upon written request to the Superintendent or Designee, an Employee may examine their personnel file and designate information which he/she feels should be discarded as obsolete or inappropriate to retain. Such information shall be reviewed jointly by the Employee and the Superintendent or Designee. Information shall be destroyed upon mutual agreement after reviewing the Delaware Public Archives’ school district records retention schedule. On information that is not mutually agreed upon, the final decision on the retention or disposal of the material shall remain with the Superintendent and/or the Delaware Public Archives’ school district records retention schedule.
Employee Personnel Files. A. All personnel files on an employee maintained by the County and the department will be open for inspection by that individual or his/her authorized representative at his/her request during business hours by appointment. He/she will be shown all contents of the file except those materials designated confidential by law. Copies will be provided to the individual upon his/her request.
B. No material relating to performance appraisal or disciplinary action shall be placed in the personnel file of an employee represented by the Union without the employee first being given an opportunity to read such material and attach a reply if the employee desires, which shall remain with said material.
Employee Personnel Files. 12.4.1 An employee may inspect material in his/her personnel file which may serve as a basis for affecting the status of his/her employment, except materials which:
12.4.1.1 were obtained prior to his/her employment;
