EMPLOYEE PERSONNEL RECORDS Sample Clauses

EMPLOYEE PERSONNEL RECORDS. 1. An employee’s personnel file shall be maintained at the ODG central office in Montpelier. 2. With the exception of material that is confidential or privileged under law, an employee will be allowed access to his/her official personnel file during normal working hours. Subject to the exception stated above, copies of all documents and materials placed in an employee’s official personnel file are to be given, on a one-time basis, to the employee at no cost to the employee. Additional copies will be provided to the employee and/or his/her representative at the employee’s request at the going rate for photocopy cost per page. 3. Any material, document, note, or other tangible item which is to be entered or used by the employer in any grievance hearing held in accordance with the Grievance Procedure Article, of this Agreement, or hearing before the Vermont Labor Relations Board, is to be provided to the employee on a one-time basis, at no cost to him/her. 4. The employee has the right to provide written authorization for his/her bargaining representative or attorney to act for him/her in requesting access to his/her personnel file and receiving the material (s)he is entitled to have in accordance with the preceding part of this Article. The ODG will honor this authorization upon its receipt. 5. Letters of reprimand or warning, supervisors’ notes, or written records of relief from duty (including investigation notes) which are more than two years old and have not resulted in other discipline or adverse performance evaluation against the employee will be removed, on the employee’s request, from the employee’s official personnel file and destroyed. No grievance material or any other VSEA-related material will be placed in an employee’s official personnel file. Grievance material or any other VSEA-related material placed in an employee’s official personnel file prior to the effective date of this Agreement, shall be removed upon the request of the employee. 6. An employee shall be allowed to place in his/her official personnel file a written rebuttal to a letter of reprimand, warning, counseling letter, disciplinary suspension, or personnel evaluation. Such rebuttal must be submitted within thirty (30) work days after receipt of such adverse personnel action (except in case of a later grievance settlement). 7. An employee, with the concurrence of the appointing authority, shall have the option of placing in his/her official personnel file any work-related commen...
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EMPLOYEE PERSONNEL RECORDS a. Employee personnel records shall be subject to inspection only by the employee concerned and authorized Agency personnel except as otherwise provided by law. An employee shall be entitled to make an appointment for and review his/her personnel records at Human Resources for a reasonable time during Personnel business hours. Such appointments may be scheduled during working hours with the advance approval of the employee's supervisor. No persons shall be allowed other than those stated in this Section, to inspect an employee's personnel record without the express written authorization of the employee. b. The employee's signing of any detrimental or adverse document or materials to be placed in the employee's personnel record will not indicate an agreement by the employee as to the contents of the document or materials. Such signing does indicate the employee has had an opportunity to review the detrimental or adverse document or material. However, the employee may submit a written rebuttal within 30 days to be placed in his/her personnel record to such a detrimental or adverse document or material. Such rebuttal shall constitute and remain a part of the employee's personnel record. c. Upon request, an employee or his/her expressly authorized representative shall be given a copy of any written material which is part of his/her personnel records. d. An employee will be provided with a copy of all documents, such as performance appraisals, disciplinary letters, or letters of commendation, before they are placed into the official personnel file.
EMPLOYEE PERSONNEL RECORDS. If an Employee’s personnel file does not contain any further record of disciplinary action during the applicable time period set out in (a) and (b) below, an Employee may make written request to have disciplinary documents removed from their file after: (a) Twelve (12) months of active employment exclusive of unpaid leaves of absence from the date the disciplinary action was invoked, for discipline excluding suspensions. (b) Eighteen (18) months of continuous service exclusive of unpaid leaves of absence from the date the disciplinary action was invoked for discipline involving suspensions. (c) The Employer shall confirm in writing to an Employee who requests and who is eligible to have their personnel file cleared that such action has been effected. (d) Disciplinary documents shall be removed from an Employee’s file after twenty-four (24) months unless there are disciplinary documents of equal or greater severity placed on the Employee’s file within the twenty-four
EMPLOYEE PERSONNEL RECORDS. 1. A covered employee’s official personnel file will be maintained at the Executive Director’s Office (EDO) in Montpelier. It is expected that all personnel related materials will be contained in the official personnel file and such documents will be forwarded from a State’s Attorney’s Office to the Department. 2. With the exception of material that is confidential or privileged under law, an employee will be allowed access to their personnel file during normal working hours. Subject to the exception stated above, copies of all documents and materials placed in an employee’s official personnel file will be provided to the employee or their VSEA representative upon request, at no cost to the employee. 3. Any material, document, note or other tangible item which is to be entered or used by the Department in any grievance hearing held in accordance with the grievance and arbitration procedures articles of this Agreement is to be provided to the employee, upon request, at no cost. 4. An employee shall be allowed to place in their official personnel file a written rebuttal to any letter of reprimand, suspension or dismissal, or performance evaluation or performance warning. Such a rebuttal must be submitted within thirty (30) workdays after receipt of such adverse personnel action (except in the case of a later grievance settlement). 5. An employee shall have the option of placing any work–related commendations in their personnel file.
EMPLOYEE PERSONNEL RECORDS. All employee personnel records shall be maintained under the following circumstances: (a) A copy of all personnel records relating to any employee covered by this Agreement, excluding payroll and grievance records, shall be kept in an official personnel file, which shall be located in the Human Resources office of the College. (b) All personnel records shall be in writing. No material derogatory to an employee’s conduct, service, character, or personality shall be placed in the personnel file of any employee unless that employee has had the opportunity to read such material. The employee shall acknowledge that he or she has read such material by affixing his or her signature to the actual copy to be filed, but it shall be understood that such signature merely signifies that he or she has read the material in question. Such signature indicates neither agreement nor disagreement with its content. (c) The employee shall have the right to answer in writing any material filed in his official personnel file, and his or her answer shall be attached to the file copy. (d) Upon request by an employee, he or she shall be given access to his or her file without delay. At his or her written request, each employee shall be furnished, without cost, a copy of any material in his or her file. No items may be removed from an employee’s file, except for brief inspection or copying.
EMPLOYEE PERSONNEL RECORDS. A. Represented employees shall be entitled to see the contents of their personnel records. Availability of these records to the employee will be subject to the normal business hours affecting the position or office which has routine custody of these records. B. In Civil Service promotional oral boards used in establishing certification lists for Fire Engineer, Fire Captain, or Battalion Chief the City agrees not to use documents from employee jackets or other personnel records if such documents or records are more than three years old (unless they are presented by the candidate). C. The City agrees that all supervisors will remove any negative letters, notes, or other forms of documentation from any supervisor files they may have on an IAFF Local 2180 subordinate member after one year from the date the supervisor has knowledge of the facts/circumstances underlying the entry. Any such documentation should instead be reflected on an employee’s most current performance evaluation. This will coincide with the City’s current policy and will not apply to the employee’s personnel folder maintained by the Human Resources Department.
EMPLOYEE PERSONNEL RECORDS. A. As far in advance as possible of an anticipated RIF, the Agency will notify employees of the need to review their Electronic Official Personnel Files (EOPF’s) and ensure that these records are complete and accurate. This notice will advise employees to ensure that their records are up to date concerning: 1. A current resume which includes: a. Completed training; b. Current licenses and certifications; and c. Experience gained outside Federal service. 2. Accuracy of Standard Form-50 data elements. B. Prior to the issuance of the RIF notice, the Agency will provide each affected employee with an employee data sheet for the purpose of verifying the data elements used in determining retention standing. These elements will include such information as service computation date, performance ratings of record, etc. C. The Agency shall provide a specific written notice to each employee affected by the reduction in force or transfer of function prior to the effective date. The specific notice shall include: 1. The action taken; 2. The effective date of the action; 3. The employee’s service computation date and subgroup; 4. The employee’s competitive area and competitive level; 5. The employee’s annual performance ratings received during the last three years; 6. The employee’s appeal or grievance rights and the time limits for such actions; 7. If applicable, specific information on the Career Transition Assistance Program (CTAP)/Interagency Career Transition Assistance Program (ICTAP). D. The Agency will expeditiously resolve any discrepancies raised by the employee. E. An employee affected by a reduction in force has the right to review the retention registers and records having a bearing on the specific action taken in accordance with Privacy Act Provisions.
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EMPLOYEE PERSONNEL RECORDS. Each employee shall have the right to review the contents of said employee’s personnel file, with the exception of those documents exempted from review in the Illinois Personnel Record Review Act, 820 ILCS 40/0.01 xx.xx, and to attach and place therein written reactions to the contents. The employee may review his/her file upon forty-eight (48) hour written advance notice submitted to the Superintendent or his/her designee. The employee shall affix his/her signature and date on the actual copy filed. The signature does not indicate agreement with the contents of the material. The employee may not remove any material from said file and must review the contents of his/her file in the presence of the Superintendent or designee. An employee may request a copy of his/her personnel file except for the material as stated above. If an employee requests in writing a copy of his/her file, the Board shall have within seven (7) days to meet such request. For each page of material copied, the Board shall charge the standard fee for copying. Any employee may attach a written response to any material contained in his/her file. No documented information placed in a personnel file may be used as part of an evaluation unless the employee has been notified first.
EMPLOYEE PERSONNEL RECORDS. Employee personnel records shall be maintained for all employees at the Office of the Human Resources Director and/or at the department. To the extent required by the Personnel Record Review Act (820 ILCS 40/1, et seq.), the employee and/or his/her representative shall have the right to examine and copy the employee’s record at least twice a year during regular working hours without a loss in pay. Personnel records shall be retained for a period of five (5) years after termination of employment. The Employer shall give the employee a copy of any disciplinary action or material which is placed in the employee’s record.
EMPLOYEE PERSONNEL RECORDS a. Employee personnel records shall be subject to inspection only by the employee concerned and authorized AUTHORITY personnel except as otherwise provided by law. An employee shall be entitled to make an appointment to review his/her personnel records at the
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