Common use of EMPLOYEE PERSONNEL RECORDS Clause in Contracts

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. 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 Fire 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.