EMPLOYMENT FILES. “Employment File” shall be defined as information (including reports, documents, correspondence and other materials in their entirety or redacted portions) pertaining exclusively to an ASE’s employment in the bargaining unit that is not confidential or otherwise protected from disclosure. Materials related to ASE coursework shall not be considered part of the employment file.
1. The University shall designate the location where ASEs or their designated representatives may request access to the ASE's employment file(s).
2. An ASE may authorize representatives to review her/his employment file(s). The authorization shall be valid for the period designated by the individual or, if no time period is designated, for up to one calendar year from the date of authorization. The designee shall have access to all non-confidential employment information in the file(s).
3. The University shall endeavor to provide an ASE or her/his representatives access to or a copy of the ASE's employment file(s) as soon as practicable, but no later than thirty (30) calendar days, following the University’s receipt of a written request. One copy of employment file(s) material shall be free; subsequent copies shall be ten (10) cents per page.
4. If an ASE disagrees with evaluative material in her/his file(s), s/he may append material to the file(s). If an individual is no longer employed when the evaluative material is placed into the file, he/she has 30 days from the date the individual knew or reasonably should have known that it was placed into the file to append material to the file.
5. If an employment file contains factual non-evaluative information that is incorrect the individual may request correction of the file(s) within 30 calendar days of discovery. If an individual is no longer employed when the factual non-evaluative information is placed into the file, he/she has 30 days from the date the individual knew or reasonably should have known that it was placed into the file to request correction.
6. Records involving the processing of a grievance, such as grievance/appeals, UC grievance responses, and settlement documents, shall not be placed in the ASE's employment file(s).
EMPLOYMENT FILES.
.01 Information related to each member's employment, as well as for persons who enjoy a Right of First Refusal, shall be maintained in an official employment file in the Office of the appropriate Xxxx. In addition, each member's employing Department is entitled to maintain a departmental employment file for its own internal reference and use. This internal file may be a partial copy of the Xxxx'x file, and may not contain materials which are not appropriate materials for the Xxxx'x file. Materials placed in these files shall be accessible only in accordance with this Article.
.02 It is understood that each member's salary and benefits records are maintained in a separate file in the Department of Human Resources. Members shall have access to these records, as well, in accordance with this Article.
.03 The following documents shall be kept, on a confidential basis, in each member's employment file:
(a) the member's own curriculum vitae;
(b) correspondence between the member and the Xxxx and/or Department Chair;
(c) documents submitted directly by the member to the Xxxx and/or Department Chair;
(d) letters of reference;
(e) assessments and evaluations of performance of the member, excepting student teaching evaluations in accordance with Article 5.17; and,
(f) unattributed summaries of letters of reference, (where these have been prepared by the Xxxx'x Office in relation to a member's request to examine their individual employment file - see 7.17.04, below).
.04 A member, or a former member who holds a Right of First Refusal, or who has been employed during the last three (3) years, shall have the right, upon a minimum of two days' written notice to the Xxxx, to examine during normal business hours all documents in their official employment file and departmental employment file (if the latter is also requested), with the exception of (d) above, which shall remain confidential and shall not be disclosed to the member according to established University practice, unless the author of the document consents in writing. Following such examination, and upon written request and at their own expense, members shall be provided with a copy of any of the documents listed in (a), (b), (c), (e) and (f) above. Members may also add to their own employment file a written statement on the accuracy and/or adequacy of the documents in them.
.05 Employment files shall also be available on a "need to know" basis within the University, as follows:
(a) to duly constituted Depart...
EMPLOYMENT FILES. 20.01 An employee has the right to verify, by appointment and with advance notice of at least forty-eight (48) hours, the contents of her/his employment file and to add written comments to it and this, in the presence of a representative of the University. An employee may request a photocopy of any document included in her/his employment file. The cost of said photocopy will be the current rate posted at the University copy centers.
20.02 Any record of a disciplinary measure is deemed to be removed from the employee’s file after a period of twelve (12) months has elapsed without any further disciplinary measure of the same nature. An employee may request that any disciplinary measure or part of a disciplinary measure or an administrative measure, against which an employee has won her/his case, be removed from her/his employment file.
20.03 An employee can request that her/his mid-probation or a mid-trial period evaluation be removed from her/his employment file, once the probationary or the trial period has ended. The request must be submitted in writing to the Human Resources Department (Employment and Organizational Effectiveness unit).
20.04 Any employee whose grievance is in arbitration may request that a copy of her/his employment file be forwarded to her/his Union representative and paid for as per clause 20.01.
EMPLOYMENT FILES. As of the Transfer Date, to the extent permitted by HIPAA and other applicable law, GGP shall, and shall cause the GGP Group to provide to Spinco all employment files of the Business Employees and Former Business Employees; provided, that, GGP and the GGP Group shall not transfer any performance evaluations relating to the Transferred Employees. GGP and the GGP Group may retain copies of any employment files transferred to Spinco.
EMPLOYMENT FILES. Section 1: “Employment file” shall be defined as documents maintained by the University, including but not limited to letters of appointment or reappointment to a position covered under this agreement, revision or termination of such appointment, related work evaluations, and any disciplinary action related to such appointment.
Section 2: Documents related to filed union grievances will not be part of the employment file.
Section 3: Upon request to their departmental administrators, Employees shall be granted access to their University employment file within ten (10) business days.
Section 4: Employees shall have the right to review and have a copy made of material in their employment file.
Section 5: Employees may not remove any documents or items from the employment file.
Section 6: If an Employee disagrees with any information that is contained in the employment file, the employee may submit a written statement commenting upon the information. Such statement shall be maintained as part of the employment file.
Section 7: Employment files contain records that are necessary and relevant for University business and are the sole property of the University. The files are kept confidential and are used only for University business, by staff themselves, and when required by a lawful subpoena or by court order that has been properly served by one having the authority to do so. The University will notify the Employee of such a request when it is received.
EMPLOYMENT FILES. 7.01 An employee may review their personnel file subject to the following points: • the employee must have completed probation, and • the employee must make a request, and • the employee must give three (3) business days’ notice, and • the review must be undertaken in the presence of the supervisor, and • there must be reasonable intervals of time between requests.
EMPLOYMENT FILES. 01 Information related to each member's employment, as well as for persons who enjoy a Right of First Refusal, shall be maintained in an official employment file in the Office of the appropriate Xxxx. In addition, each member's employing Department is entitled to maintain a departmental employment file for its own internal reference and use. This internal file may be a partial copy of the Xxxx'x file, and may not contain materials which are not appropriate materials for the Xxxx'x file. Materials placed in these files shall be accessible only in accordance with this Article.
EMPLOYMENT FILES. 1. The University shall create electronic Employment Files for Graduate Workers to house documents related to their employment in bargaining unit positions. Such documents will include any employment related evaluations prepared by their Supervisor(s), if applicable, appointment letters, documentation of transfer or termination, and/or and any documents issued to the Graduate Worker pertaining to disciplinary action related to such employment. Appointment letters generated through the Teaching Fellow System (TFS) shall be part of a Graduate Worker's electronic Employment Files but will be maintained within the TFS.
a. If a work evaluation is completed by a supervisor, it will be shared with the Graduate Worker and placed in their Employment File.
b. Graduate Workers may access their electronic Employment Files, including appointment letters maintained in TFS, twice per academic year. Access to Employment Files pursuant to this paragraph will be provided in a timely manner.
c. Upon request by the Union or its Stewards, Graduate Workers may within five (5) days access their Employment File, including appointment letters maintained in TFS, as needed for cases including grievances and discipline.
d. If a Graduate Worker disagrees with the information that is contained in the Employment File, the Graduate Worker may submit a written statement commenting upon the information. Such statement shall be maintained as part of the Employment File.
e. Documentation or information that is generated as part of the grievance process (e.g., step answers) will not be part of the Employment File.
EMPLOYMENT FILES. In connection with your employment at Bioverativ, you agree to, and hereby authorize the disclosure and transfer of copies or originals of all of your personnel, medical, benefits and other employment-related files and information from Biogen to Bioverativ upon your Bioverativ Hire Date. Among other things, such transfer of your files or information may be necessary to ensure you receive appropriate service credits or meet other benefit eligibility requirements. You agree to execute any lawful and reasonable authorizations requested by Bioverativ or Biogen to effectuate such transfers.
EMPLOYMENT FILES. 1. A teacher’s personnel and evaluation files shall be open to review by that teacher upon request, with the exception that materials therein which have been classified as confidential by any non-district agency shall not be considered open for examination. Examination of the personnel and evaluation file(s) shall take place under the supervision of the Superintendent, Principal, or their designated representative. The teacher may be accompanied by any person of the teacher’s choosing during the review of the file (s).
2. With the exception of materials used in the initial employment of the teacher, the teacher shall receive a copy of any adverse or critical item placed in the file (s) during the period of employment with the district, and upon request may receive a copy of other items.
3. The teacher may place therein written reactions to any of the files' contents.
4. The Board agrees to remove material which is not relevant from a teacher’s file.
