Evaluation and the Use of Personnel Files Sample Clauses

Evaluation and the Use of Personnel Files. 10.5.1 Except as specifically provided for in this evaluation article, the District shall not base any adverse action against a bargaining unit member upon materials which are not contained in the bargaining unit member's personnel file or made available to the bargaining unit member in the course of an investigation by the District for the purpose of evaluating the bargaining unit member in determining whether any disciplinary action should be taken against the bargaining unit member. Furthermore, should the District wish to place material of a derogatory nature in a bargaining unit member's file such material shall be entered into the file within five (5) days after discovery, except as specified below. The bargaining unit member shall have the right to enter and have attached to such derogatory statement or statements his/her own comments thereon. Materials of a derogatory nature that arise from the evaluation process outlined in 10.3 to 10.5 shall not be entered into the personnel file until that process has been exhausted.
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Evaluation and the Use of Personnel Files. 10.5.1 Except as specifically provided for in this evaluation article, the District shall not base any adverse action against a bargaining unit member upon materials which are not contained in the bargaining unit member's personnel file or made available to the bargaining unit member in the course of an investigation by the District for the purpose of evaluating the bargaining unit member in determining whether any disciplinary action should be taken against the bargaining unit member. Furthermore, should the District wish to place material of a derogatory nature in a bargaining unit member's file such material shall be entered into the file within five (5) days after discovery, except as specified below. The bargaining unit member shall have the right to enter and have attached to such derogatory statement or statements his/her own comments thereon. Materials of a derogatory nature that arise from the evaluation process outlined in 10.3 to 10.5 shall not be entered into the personnel file until that process has been exhausted. 10.5.2 Information of a derogatory nature shall not be entered or filed unless and until the bargaining unit member is given notice and opportunity to review and comment thereon. An employee shall have the right to enter, and have attached to such derogatory statement his/her own comments thereon. Such review shall take place during normal business hours, and the employee shall be released from duty for this purpose without salary reduction. 10.5.3 For the purpose of these evaluation procedures, the bargaining unit member shall have the right to authorize a representative to examine his/her personnel file to the extent such examination is permitted by law. The representative seeking to review the personnel file must present the District with a written release by the bargaining unit member granting permission to review the personnel file consistent with the purposes set forth in this article. 10.5.4 Evaluation material entered in a bargaining unit member's file shall identify the source of the material including where appropriate, the identity of the person or persons who drafted the material. However, nothing in this section shall be interpreted as granting bargaining unit members any rights greater than those already provided in Section 44031 of the Education Code. 10.5.5 Materials in a bargaining unit member's file shall not be used for evaluation purposes, within the purview of this article, after remaining in the file for a peri...
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Related to Evaluation and the Use of Personnel Files

  • Removal of Personnel The CONSULTANT agrees, within thirty (30) calendar days of receipt of a written request from the COUNTY, to promptly remove and replace the CONSULTANT'S Project Director, or any other personnel employed or retained by the CONSULTANT, or personnel of the sub-consultants or subcontractors engaged by the CONSULTANT to provide and/or perform services and/or work pursuant to the requirements of this Agreement, who the COUNTY shall request, in writing, be removed, which request may be made by the COUNTY with or without cause. However, if day thirty

  • 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.

  • Proposed Policies and Procedures Regarding New Online Content and Functionality By March 15, 2018, the District will submit to OCR for its review and approval proposed policies and procedures (“the Plan for New Content”) to ensure that all new, newly-added, or modified online content and functionality will be accessible to people with disabilities as measured by conformance to the Benchmarks for Measuring Accessibility set forth above, except where doing so would impose a fundamental alteration or undue burden. a) When fundamental alteration or undue burden defenses apply, the Plan for New Content will require the District to provide equally effective alternative access. The Plan for New Content will require the District, in providing equally effective alternate access, to take any actions that do not result in a fundamental alteration or undue financial and administrative burdens, but nevertheless ensure that, to the maximum extent possible, individuals with disabilities receive the same benefits or services as their nondisabled peers. To provide equally effective alternate access, alternates are not required to produce the identical result or level of achievement for persons with and without disabilities, but must afford persons with disabilities equal opportunity to obtain the same result, to gain the same benefit, or to reach the same level of achievement, in the most integrated setting appropriate to the person’s needs. b) The Plan for New Content must include sufficient quality assurance procedures, backed by adequate personnel and financial resources, for full implementation. This provision also applies to the District’s online content and functionality developed by, maintained by, or offered through a third-party vendor or by using open sources. c) Within thirty (30) days of receiving OCR’s approval of the Plan for New Content, the District will officially adopt, and fully implement the amended policies and procedures.

  • 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 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).