Employment File a) Documents communicating discipline and discharge will be maintained in the employee’s official employment file (normally 901 file).
b) Unless otherwise agreed to, after documents communicating discipline have been on an employee’s file for a maximum of two years, and there have been no further disciplinary occurrences, then the documents communicating discipline will be removed.
Employment File a) Documents communicating discipline and discharge will be maintained in the employee’s official employment file (normally 901 file).
b) Unless otherwise agreed to, after documents communicating discipline have been on an employee’s file for a maximum of two years, and there have been no further disciplinary occurrences, then the documents communicating discipline will be removed
c) Employees shall be allowed access to their own personnel files. Employees should submit the written request to their supervisor. Review of the file shall be carried out in the presence of the supervisor or human resources contact. Additions or deletions to the file shall be made only with the approval of the supervisor and the human resource contact.
Employment File. A. An employment file shall be kept for each bargaining unit employee. This file shall include the departmental copy of the normal appointment document(s), a current curriculum vitae if available, and copies of such student or faculty evaluations of the employee's work performance as are normally maintained by the department. Employees shall receive copies of all disciplinary letters pursuant to Article XXIV and shall be notified prior to the inclusion of such documents in the employment file.
B. Except for regularly conducted evaluations by students, no anonymous communications shall be placed in the employment file.
C. No material primarily relating to an employee's academic potential, academic standing, academic progress or academic performance shall be contained in this file.
D. Any documents which are generated as part of the grievance procedure outlined in X C. shall not be placed in the grievor's employment file.
E. Employees are entitled to know the locations of all materials considered part of the employment file. Upon reasonable notice to the Department Chair an employee may examine her/his employment file under the conditions the Chair deems appropriate to ensure security of the file. The employee's written comments concerning any contents of the file shall be added to the file at her/his request. Copies of the material in the file shall be provided to the employee at cost at her/his request. No one other than a University employee discharging employment-related responsibilities shall have access to the contents of the file without permission of the employee.
F. The contents of the employment file shall be among the matters considered in semester appointment and semester course assignment of bargaining unit employees.
G. 1. The University shall inform an employee in writing of any written reports which express dissatisfaction with the employee's work performance or work-related conduct. Such notification, including a copy of said reports, will be couriered by the University to the employee's last known place of residence or, if unknown, to the last known address, as soon as reasonably possible, and in any case no later than ten (10) working days after generation by the University, or receipt by the appropriate University representative except as otherwise required in Article XVIII H. If this procedure is not followed, the report shall not become part of the employee's employment file. Such reports must be copied to the employee's employment file...
Employment File. An employment file consisting of items relating to employment shall be established and maintained for each employee covered by the Collective Agreement.
Employment File. An employment file shall be maintained within each Department for each employee employed within it, which shall be separate from the employee’s other records, if any. The employment file shall contain only those documents bearing the employee’s signature, acknowledging receipt only, and relating to the employee’s employment.
Employment File a) Upon the request of an employee, ESA will permit an employee to access their employment file. ESA will provide a copy of the file if it is requested by the employee.
b) Documents communicating discipline and discharge will be maintained in the employee’s official employment file (normally 901 file).
c) Unless otherwise agreed to, after documents communicating discipline have been on an employee’s file for a maximum of two years, and there have been no further disciplinary occurrences, then the documents communicating discipline will be removed.
Employment File. 16.01 Upon request, Employees shall have the right, normally within two (2) Days, to consult their employment file in the presence of a representative of the Employer, and, if they so wish, a representative of the Union. Employees have the right to review their employment file no more than once per Semester of employment.
Employment File.
5.01 The Employer shall keep files relating to a Member’s employment in each of the Faculties where the Member is employed, with a copy of pertinent documents being kept in the Human Resources Department.
5.02 A Member may, by appointment, within five (5) days of her/his written request to the Xxxx, consult her/his employment file in the presence of a representative of the Employer and if she/he wishes, in the presence of a local Union representative.
5.03 When a Member is unable to consult her/his employment file, she/he may request in writing that the Employer allow a local Union representative to do so. Such consultation shall take place in the presence of a representative of the Employer, by appointment, within five (5) days of the Member’s request.
5.04 A Member shall acknowledge that she/he has received a disciplinary report by signing the copy to be filed. Such acknowledgement does not constitute agreement with the contents of such disciplinary report. The Member may attach comments to the report.
5.05 A Member shall receive a copy of any evaluation placed in her/his employment file.
Employment File. 11.1 An employment file consisting of items relating to employment shall be established and maintained for each employee in the Bargaining Unit.
11.2 Employment file shall mean the employee's official employment file established and maintained by the Employer's Human Resources Services Department.
11.3 It is the responsibility of the employee to keep the Human Resources Services Department and her/his employment supervisor informed of her/his current address.
11.4 Upon written request to the Human Resources Services Department an employee and, if the employee so desires, a designated representative of the Union shall have the right to inspect the contents of her/his employment file except for confidential information. If the employee so wishes, she/he may add any employment related documents to her/his employment file.
11.5 Access to employment files will be in accordance with applicable legislation, i.e. FIPPA and PHIA.
Employment File. 20.1 An employment file consisting of items relating to employment shall be established and maintained for each employee in the Bargaining Unit.
