Common use of Expunging Records Clause in Contracts

Expunging Records. Upon employee request, records of disciplinary actions/interim service ratings shall be removed from an employee's file twenty-four (24) months following the date on which the action was taken or the rating issued, provided that no new disciplinary action/interim service rating has occurred during such twenty-four (24) month period. Written reprimands, counseling memoranda, performance reviews/evaluations, and satisfactory service ratings shall similarly be removed twelve (12) months following the date of issuance provided no new written reprimands, counseling memoranda or less than satisfactory service rating has been issued during such twelve (12) month period. Expunged documents shall be provided to the employee at the request of the employee. The provisions of this Section shall apply retroactively. Any record eligible to be expunged under this Section shall not be used in any subsequent hearing concerning the employee. At the employee’s or Union’s request, early expungement may occur at the Employer’s discretion for records of disciplinary action/interim service ratings, written reprimands, counseling memoranda, performance reviews/evaluations or satisfactory service ratings. For discipline less than termination, when requested by the employee or the Union, the Employer will consider the length of time an investigatory/discipline process took in determining the time for the record of discipline to be expunged. These provisions shall not prohibit the Employer from maintaining records of disciplinary action arising out of violations of prohibited practices as defined in the Civil Service Rules and Regulations. For purposes of computing time for expunging records under this Section, only actual work time shall be counted. The Employer agrees that when employees have submitted written request for expungement of disciplinary records in accordance with this Article, the Employer will not retain such request after expunging the record. When an employee has requested expungement of a record in accordance with this Article, the Employer will take appropriate steps to have copies of such record removed from local office files. The parties intend that disciplinary actions which are expunged in accordance with this Article shall be expunged from the computerized Employee History Record (Human Resources Management Network [HRMN] system). However, the parties acknowledge the benefit of maintaining a seniority record which accurately reflects the actual hours worked by the employee. Therefore, where a disciplinary record is to be expunged but the employee is not entitled to be credited with service hours for the period of the disciplinary action, the Employer may enter a comment in the Employee History Record (HRMN system), which notes the appropriate adjustment of the employee’s hours for purposes of seniority. Whenever there is a reduction in discipline, upon request, an updated/changed HRMN history will be provided to the Union as soon as administratively possible and in accordance with Section B of this Article.

Expunging Records. Upon employee request, records of disciplinary actions/interim service ratings shall be removed from an employee's file twenty-four (24) months following the date on which the action was taken or the rating issued, provided that no new disciplinary action/interim service rating has occurred during such twenty-four (24) month period. Written reprimands, counseling memoranda, performance reviews/evaluations, and satisfactory service ratings shall similarly be removed twelve (12) months following the date of issuance provided no new written reprimands, counseling memoranda or less than satisfactory service rating has been issued during such twelve (12) month period. Expunged documents shall be provided to the employee at the request of the employee. The provisions of this Section shall apply retroactively. Any record eligible to be expunged under this Section shall not be used in any subsequent hearing concerning the employee. At the employee’s or Union’s request, early expungement may occur at the Employer’s discretion for records of disciplinary action/interim service ratings, written reprimands, counseling memoranda, performance reviews/evaluations or satisfactory service ratings. For discipline less than termination, when requested by Expunged documents shall be provided to the employee or at the Union, request of the Employer will consider the length of time an investigatory/discipline process took in determining the time for the record of discipline to be expungedemployee. These provisions shall not prohibit the Employer from maintaining records of disciplinary action arising out of violations of prohibited practices as defined in the Civil Service Rules and Regulations. The provisions of this Section shall apply retroactively. Any record eligible to be expunged under this Section shall not be used in any subsequent hearing concerning the employee. For purposes of computing time for expunging records under this Section, only actual work time shall be counted. The Employer agrees that when employees have submitted written request for expungement of disciplinary records in accordance with this Article, the Employer will not retain such request after expunging the record. When an employee has requested expungement of a record in accordance with this Article, the Employer will take appropriate steps to have copies of such record removed from local office files. The parties intend that disciplinary actions which are expunged in accordance with this Article shall be expunged from the computerized Employee History Record (Human Resources Management Network [HRMN] system). However, the parties acknowledge the benefit of maintaining a seniority record which accurately reflects the actual hours worked by the employee. Therefore, where a disciplinary record is to be expunged but the employee is not entitled to be credited with service hours for the period of the disciplinary action, the Employer may enter a comment in the Employee History Record (HRMN system), which notes the appropriate adjustment of the employee’s hours for purposes of seniority. Whenever there is a reduction in discipline, upon request, an updated/changed HRMN history will be provided to the Union as soon as administratively possible and in accordance with Section B of this Article.

Expunging Records. Upon employee request, records of disciplinary actions/interim service ratings shall be removed from an employee's file twenty-four (24) months following the date on which the action was taken or the rating issued, provided that no new disciplinary action/interim service rating has occurred during such twenty-four (24) month period. Written reprimands, counseling memoranda, performance reviews/evaluations, and satisfactory service ratings shall similarly be removed twelve (12) months following the date of issuance provided no new written reprimands, counseling memoranda or less than satisfactory service rating has been issued during such twelve (12) month period. Expunged documents shall be provided to the employee at the request of the employee. The provisions of this Section shall apply retroactively. Any record eligible to be expunged under this Section shall not be used in any subsequent hearing concerning the employee. At the employee’s or Union’s request, early expungement may occur at the Employer’s discretion for records of disciplinary action/interim service ratings, written reprimands, counseling memoranda, performance reviews/evaluations reviews or satisfactory service ratings. For discipline less than termination, when requested by Expunged documents shall be provided to the employee or at the Union, request of the Employer will consider the length of time an investigatory/discipline process took in determining the time for the record of discipline to be expungedemployee. These provisions shall not prohibit the Employer from maintaining records of disciplinary action arising out of violations of prohibited practices as defined in the Civil Service Rules and Regulations. The provisions of this Section shall apply retroactively. Any record eligible to be expunged under this Section shall not be used in any subsequent hearing concerning the employee. For purposes of computing time for expunging records under this Section, only actual work time shall be counted. The Employer agrees that when employees have submitted written request for expungement of disciplinary records in accordance with this Article, the Employer will not retain such request after expunging the record. When an employee has requested expungement of a record in accordance with this Article, the Employer will take appropriate steps to have copies of such record removed from local office files. The parties intend that disciplinary actions which are expunged in accordance with this Article shall be expunged from the computerized Employee History Record (Human Resources Management Network [HRMN] system). However, the parties acknowledge the benefit of maintaining a seniority record which accurately reflects the actual hours worked by the employee. Therefore, where a disciplinary record is to be expunged but the employee is not contractually entitled to be credited with service hours for the period of the disciplinary action, the Employer may enter a comment in the Employee History Record (HRMN system), which notes the appropriate adjustment of the employee’s hours for purposes of seniority. Whenever there is a reduction in discipline, upon request, an updated/changed HRMN history will be provided to the Union as soon as administratively possible and in accordance with Section B of this Article.