Employees' Personnel Files Sample Clauses

Employees' Personnel Files. An employee, accompanied by a Union Xxxxxxx if the employee so wishes, shall have the right to examine the employee's personnel file located in the Department of Human Resources during normal business hours following notice, in writing, to arrange a mutually convenient time. The employee may read and initial any report concerning the employee's work performance which has been placed in this file. An employee may comment in writing upon any report concerning the employee's own performance and may request such comment be placed in this file with a copy given to the designated Manager.
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Employees' Personnel Files. 7.1 Employee’s personnel file shall be maintained in the Administrative Office. 7.1.1 All materials placed in the Employee’s file subsequent to the Employee’s employment shall be available for inspection provided the Human Resources Office receives at least three (3) working days’ written or email notice prior to the inspection. A representative of the Association or independent counsel may accompany the Employee if the Employee so advises the Human Resources Office in the notice. 7.1.2 Any material originating after employment in the District that is evaluative in nature shall be reviewed with the Employee prior to placement in Employee’s personnel file and a copy of such material shall be given to Employee. 7.1.3 Within twenty (20) Employee working days (excluding summer school) of the placement of evaluative material in an Employee’s personnel file, such Employee shall have the right to submit to the Human Resources Office an answer to such material in writing and such answer shall immediately be placed in the Employee’s personnel file. 7.2 In the event an Employee disciplinary hearing is held by the Board, a committee of the Board Members, or the Administration upon instruction by the Board, the Employee shall be given reasonable prior written notice of the nature of the charges. The Employee shall have the right at such hearing to be represented by the Association or independent counsel. 7.2.1 If a criminal charge is brought against an Employee and the charge is dismissed or the Employee is subsequently found not guilty, the Board shall thereafter delete from the Employee’s personnel file within five (5) working days any specific reference to the criminal charge and shall not rely on said criminal charge in any other proceeding. 7.2.2 In the event a disciplinary charge is brought against an Employee by any other person and the Employee is subsequently cleared of the charge in a disciplinary hearing, all reference to the charge will be removed from the Employee’s file within five (5) working days thereafter.
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Employees' Personnel Files. Any employee shall be allowed to inspect the entire individual personnel file accumulated during the employee's period of employment with the district. The employee must make an appointment with the Human Resources Department and a member of the Human Resources Department shall be present when the employee inspects said file. Confidential credentials and personal references normally sought at the time of employment are specifically exempted from review and will be removed from the file by the administrator of the Human Resources Department prior to said inspection except that where pre-employment information is a factor inhibiting promotional opportunity, the employee shall be given an opportunity to respond to it or to refute it. Each employee will be given a copy of any negative comment or report which is entered in his/her personnel file in the course of his/her employment with the Dearborn Public Schools. The employee may respond to the contents of such comment or report and such response will be attached to the original document in the personnel file. Grievance files may be maintained separately. Any information in writing of a critical or detrimental nature which is not a part of the employee's personnel file shall have no validity in any proceeding, either disciplinary or promotional, or in any assignment or transfer. Access to the file of any member of the DFSE unit shall be available to the president of the DFSE, upon reasonable request and with written permission of the employee involved.
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Employees' Personnel Files. (a) The employer agrees that the employee will be notified of any complaints, policy or rule violations within fifteen days of the Employer’s knowledge or receipt. Any complaints which do not give rise to discipline within three (3) months will be removed from the personnel file. Any policy or rule violations, which do not give rise to discipline within six (6) months, will be removed from the file. (b) Accidents will not be considered for disciplinary action after the third anniversary of the accident. (c) Performance appraisals remain in the file. (d) Any record of discipline shall not be relied upon by the employer after twenty-four
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Employees' Personnel Files. With respect to a particular complaint or grievance of an employee concerning the interpretation or application of this Agreement, and on the employee's written authorization, the Union Field Representative or Shop Xxxxxxx may inspect and record relevant material in the employee's personnel file upon which the Hospital is or will be relying.
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Employees' Personnel Files. An employee has the right to review the contents of his or her personnel file. An employee has the right to reproduce any of the contents of the file at his or her expense. The employee may submit any information in response to material in the file and the submitted information will become part of the personnel file.
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Employees' Personnel Files. Any employee shall be allowed to inspect his/her personnel file. The employee must make an appointment with the appropriate Human Resources Department and a member of that Department shall be present when the employee inspects said file. References and reports normally sought at the time of employment are specifically exempted from review and may be removed from the file by the appropriate Human Resources Department prior to review of the file by the employees. A copy of any material concerning an engineer's conduct, service, character or personality will be sent to the engineer prior to said material being placed in the engineers' file.
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Employees' Personnel Files. A. A copy of any material pertaining to an employee's performance or to disciplinary actions to be placed in the employee's official personnel file must be presented to the employee for signature and review. B. An employee may respond in writing to any item placed in his or her official personnel file within seven (7) calendar days of receiving or reviewing the document. Such response will become a part of the file. C. All employees or their designees, as authorized in writing, shall be allowed to review the contents of his or her personnel file during normal working hours (8:00 A.M. to 5:00 P.M.) with the exception of medical files. Reasonable requests for copies of documents in the file shall be honored. D. The personnel file kept in the Personnel Office is the official employee file. E. For the purpose of interviews, personnel files may be viewed by departmental authorized personnel. Departmental working files may be viewed by employees upon request to their immediate supervisor. Departmental working files will be purged once each calendar year by the Department Director. F. Personnel Department files are a permanent record of an employee's performance with the City of Alamogordo. Such files will not be purged.
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Employees' Personnel Files 
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Related to Employees' Personnel Files

  • 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 the Immediate Supervisor or Appropriate Administrator, the Employee's response must be made within twenty (20) days. Upon written request of the Employee, a waiver of the time limits by the Appropriate Administrator, not to exceed twenty (20) days, may be granted, which will not be unreasonably withheld. When a copy of the Immediate Supervisor's or Appropriate Administrator's written document is forwarded to any other location, a copy of the Employee's written response must be attached. 24-4 Upon review of the personnel file, an Employee may respond to documents, comments, or reprimands contained therein that the Employee believes to be inaccurate. The Employee's response shall be directed to the Superintendent's designee. If upon investigation by the Superintendent's designee it is determined that the Employee's response is accurate, the response shall become part of the Employee's personnel file or the comment, document, or reprimand in question may be removed by the Superintendent's designee. The determination as to whether the Employee response is accurate and whether said response shall become part of the Employee's personnel file or the comment, document, or reprimand in question shall be removed are determinations that shall be grievable. The Performance Evaluation Report shall remain a permanent part of the Employee's personnel file. If it is determined that the information contained within the evaluation is not substantiated as factual, the District shall replace the evaluation with a corrected copy. 24-5 It is the School District's intention that work rules, policies, and procedures are to be interpreted and applied uniformly to all Employees under similar circumstances.

  • Access to Personnel Files All employees shall be allowed access to their personnel files during normal working hours for inspection and/or copies of documents which will be provided by the Employer. Such inspection shall be made subject to prior arrangement with the Employer.

  • Personnel Files ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

  • Removal of Employees City may request Contractor immediately remove from assignment to the City any employee found unfit to perform duties at the City. Contractor shall comply with all such requests.

  • Access to Personnel File Each employee shall have reasonable access to his/her personnel file for the purpose of reviewing any evaluations or formal disciplinary notations contained therein, in the presence of the Director of Personnel or designate. An employee has the right to request copies of any evaluations in this file.

  • Review Systems; Personnel It will maintain business process management and/or other systems necessary to ensure that it can perform each Test and, on execution of this Agreement, will load each Test into these systems. The Asset Representations Reviewer will ensure that these systems allow for each Review Receivable and the related Review Materials to be individually tracked and stored as contemplated by this Agreement. The Asset Representations Reviewer will maintain adequate staff that is properly trained to conduct Reviews as required by this Agreement.

  • EMPLOYEE FILES 10.01 A copy of any completed formal evaluation which is to be placed in an employee’s file shall be first reviewed with the employee. The employee shall initial such evaluation as having been read and shall have the opportunity to add her or his views to such evaluation prior to it being placed in her or his file. It is understood that such evaluations do not constitute disciplinary action by the Employer against the employee. Having provided a written request to the Director of Care, or her designate, an employee shall be entitled to her personnel file for the purpose of reviewing any evaluations or formal disciplinary notations contained therein, in the presence of the Director of Care, at a mutually agreeable time. 10.02 The Employer will accommodate reasonable requests for copies of performance appraisals and records of discipline in an employee's file. 10.03 Letters of discipline shall be removed from an employee's file eighteen (18) months following the receipt of such letters provided that the employee's disciplinary record has remained discipline free over the eighteen (18) months period. Leaves of absence in excess of thirty (30) continuous calendar days will not count towards the eighteen (18) months period noted above.

  • Personnel File An employee, or the President of the Union, or his/her designate, with the written authority of the employee, shall be entitled to review the employee's personnel file(s), both paper and, if applicable, electronic, in the office in which the file is normally kept, in order to facilitate the investigation of a grievance. The employee or the President, as the case may be, shall give the Employer adequate notice prior to having access to such file(s).

  • Notification of Employees A. Written notice of layoff shall be given to an employee or sent by mail to the last known mailing address at least fourteen (14) calendar days prior to the effective date of the layoff. Notices of layoff shall be served on employees personally at work whenever practicable. B. It is the intent of the parties that the number of layoff notices initially issued shall be limited to the number of positions by which the work force is intended to be reduced. Additional notices shall be issued as other employees become subject to layoff as a result of employees exercising reduction rights under Section 5. C. The notice of layoff shall include the reason for the layoff, the proposed effective date of the layoff, the employee's hire date, the employee's layoff points, a list of classes in the employee's occupational series within the layoff unit, the employee's rights under Sections 5. and 6. and the right of the employee to advise the County of any objection to the content of the layoff notice prior to the proposed effective date of the layoff.

  • B4 Key Personnel The Contractor acknowledges that the Key Personnel are essential to the proper provision of the Services to the Authority.

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