Employment Record. (list most recent first)
(a) Prior to coming to UNBC
(b) At UNBC
(c) Date of granting of tenure at UNBC:
Employment Record. A. Materials placed in the employee’s personnel file after employment are available for review by the employee under regulations and procedures of the District. No disciplinary documents shall be placed in an employee’s personnel file without the employee’s knowledge. If such a document is placed in an employee’s personnel file without the employee’s knowledge, said document shall be null and void, except as required by RCW 28A.400.301, and Chapter 181-88 WAC.
B. Materials, as referenced in A above, reviewed by the employee and judged by him/her to be derogatory to his/her conduct, service, character, or personality may be answered and/or refuted by him/her in writing. Such answer/refute shall be included in the employee’s personnel file.
C. Documents referred to in A and B above will become a part of the employee’s personnel records for a period of three (3) work years plus the work year in which the materials were added to the employee’s personnel records. Last chance agreements will become part of the employee’s personnel records for a period of seven (7) work years, plus the work year in which the materials were added to the employee’s personnel records. Sustained or uncontested discipline for egregious conduct (sexual misconduct, sexual harassment, violent behavior and/or physical abuse) and discipline documents where the employee has received sustained or uncontested discipline for the same category of behavior within the period of three (3) years plus the current school year are not subject to the three (3) year limitation rule. The three (3) year retention rule may be waived in other serious misconduct situations by mutual agreement of the district and union.
D. The District will not consider stale discipline when determining disciplinary action for bargaining unit members. Disagreement by the employee with the appropriateness of the content of the materials in his/her personnel file may be a matter to be pursued through the grievance procedure.
E. The District will not mass purge stale discipline from employee personnel files. The District will, pursuant to Paragraph C above, upon individual request, remove stale disciplinary documents from an employee’s personnel file.
F. The District will release employment record data as required under a court order or under the Public Records Act. Prior to the release of employment records the employee will be notified and be given an opportunity to review the records to be released. Private information will b...
Employment Record. [Starting with present position, list in reverse order every employment held by staff member since graduation, giving for each employment (see format here below): dates of employment, name of employing organization, positions held.]
Employment Record. (Starting with present position, list in reversed order, and every employment held. List all positions held by the Staff Member since graduation, giving dates, names of employing organization, little of position held and location of assignments. For experience in the last ten years, also given types of activities performed and Client reference, wherever appropriate. Use up to three-quarter of a page)
Employment Record. [Starting with present position, list in reverse order every employment held by staff member since graduation, giving for each employment (see format here below): dates of employment, name of employing organization, positions held.] : From [Year] : .......................... To [Year] :..........................
Employment Record. 23.01 Providing there are no further disciplinary occurrences, no disciplinary action shall remain against an Associate’s record for a period longer than twelve (12) months for verbal and written warnings and eighteen (18) months for suspensions, with the exception of the HBC Time and Attendance Program and issues concerning discrimination or harassment.
23.02 Associates shall, upon written request, be granted the opportunity to review their personnel files in the presence of Management and a Union Representative if requested by either party.
23.03 Copies of all written warnings or other written disciplinary action will be given to the affected Associate and to the Union.
Employment Record. 5.2.1 Each employee has an Employment Record. If an employee believes that any material placed into the employee’s Employment Record is incorrect or a misrepresentation of fact, the employee may request and have placed in the Employment Record a statement containing the employee’s rebuttal or correction.
5.2.2 If the employee corrects the unacceptable performance/behavior identified in the disciplinary action and there is no further disciplinary action of any kind for at least two (2) years, all documentation concerning the original disciplinary action (with the exceptions noted below) will be considered null and void and may not be used for any purpose (such as further discipline, consideration of a transfer or promotion request, etc.), and the employee may request that it be removed from the employee’s employment record. Documentation related to non-compliance of Medicare/Medicaid rules or other governmental programs or rules, or violations of SRH’s Sexual Harassment or other forms of discriminatory conduct will not, at the sole discretion of SRH, be removed from an employment record.
5.2.3 By appointment, employees may review their personnel files. Upon request, an employee shall receive a copy of any materials contained in the employee’s file.
Employment Record. Associate Professor of English, Universidad de Jaén, 1999-the present. Assistant Professor of English, Universidad de Jaén, 1995-99. Assistant Professor of English, Escuela de Estudios Superiores Sociales y Jurídicos “Xxxxx Xxxxxxx,” 1994-95. Assistant Professor of English, Universidad Complutense de Madrid, 1992-93.
Employment Record. Beginning with your present or most recent job, show a complete record of your employment. Describe in detail any aspects of your experience or activities that are particularly appropriate for the position for which you are applying, YoLI may not submit resume in lieu of completing the Employment Record form We will evaluate your qualifications based solely on the information entered into the Employment Record form. It is not acceptable to complete the application with statements like "See/Refer to resume" or "See attached". F ROM (Mo - Yr) TO (Mo - Yr) JOB TITLE OR OCCUPATION XXXXXXXX'S NAME AND ADDRESS I REASON FOR LEAVING DESCRIPTION OF DUTIES: YOUR SUPERVISOR'S NAME PART-TIME 0 FULL-TIME 0 I I F ROM (Mo - Yr) TO (Mo - Yr) JOB TITLE OR OCCUPA TION XXXXXXXX'S NAME AND ADDRESS REASON FOR LEAVING DESCRIPTION OF DUTIES: YOUR SUPERVISOR'S NAME PART-TIME 0 FULL-TIME 0 I I FROM (Mo - Yr) TO (Mo - Yr) JOB TITLE OR OCCUPATION XXXXXXXX'S NAME AND ADDRESS DESCRIPTION OF DUTIES: I REASON FOR LEAVING YOUR SUPERVISOR'S NAME PART-TIME 0 FULL-TIME 0 I F ROM (Mo - Yr) I TO (Mo - Yr) JOB TITLE OR OCCUPAT ION XXXXXXXX'S NAME AND ADDRESS DESCRIPTION OF DUTIES: I REASON FOR LEAVING YOUR SUPERVISOR'S NAME PART-TIME 0 FULL-TIME 0 Use additional sheets if necessary to continue your employment history or to describe in greater detail any aspects of your experience or activities that are particularly appropriate for the position for which you are applying. AN EQUAL OPPORTUNITY-AFFIRMATIVE ACTION EMPLOYER - Please help us comply with the state and Federal law by completing this section. While you are not required to complete this section, you should know that if you leave it blank we have the right to enter data for this purpose based upon our visual assessment. To demonstrate that we meet equal employment opportunity requirements, periodically we must report statistical information about applicants and employees to the California and United States Governments, This information will be kept separate and confidential and will not be used in any unlawful way to make any employment decision. The County of Inyo is an Affirmative Action Employer. NAME OF APPLICANT _ _ DATE TITLE OF POSITION APPLIED FOR _____ _ Date of Birth ---� Drivers License: State_ Number _ Social Security Number: _ Email Address: Please answer below based upon how you are known in your community. We understand that it may be difficult to choose single ethnic identity if you have a multicultural heritage. Neverthe...
Employment Record. From: To: Present Employer: Engicon, Jordan Positions Held: From: To: Employer: Positions Held: From: To: Employer: Positions Held: From: To: Employer: Positions Held:
