File Contents. The personnel file may include, but not be limited to, the following:
a) General personnel information and employment contracts;
b) Academic records;
c) Personnel actions generated by the Employer; and,
d) Performance evaluations and memoranda of discussions with the unit member relating to evaluations of the unit member’s performance.
File Contents. The file shall be limited to work performance, discipline, and routine personnel data. No misleading, inaccurate, invalid information or anonymous documents shall be included in the file.
File Contents. Copies of evaluative materials which may be used for promotion, demotion, or dismissal placed in a unit member's personnel file will be made available to the unit member. Unit members shall have the right to rebut any material in writing, and such rebuttal shall be attached and will become part of the unit member's file.
5.1.1 Materials in personnel files of employees that may serve as a basis for affecting the status of the employment are to be made available for the inspection of the person involved. This material is not to include ratings, reports, or records that were obtained prior to the employment of the person involved or were obtained in connection with a promotional examination.
File Contents. 10 The following provisions apply to personnel files. No document containing derogatory material or 11 making reference to a teacher's competence, character, or manner will be kept or placed in the 12 teacher's personnel file: a) without the teacher's knowledge; and b) unless it has been investigated 13 and found to be true and accurate. Each teacher has the right to ask for a hearing with the 14 Superintendent concerning review and removal of a document or documents placed in the teacher's 15 personnel file.
File Contents. 19.2.1. The file will contain documents relating to the faculty member’s employment, including the application for employment, Curriculum Vitae, contracts, letters of reference, the Annual Performance Report submitted by the faculty member, the Annual Performance Review as prepared by the Academic Xxxx and other documents bearing upon the faculty member’s performance in the various dimensions of his/her employment. The numeric component of the course-faculty evaluations may be relied upon as part of the Annual Performance Review. Anonymous material produced by students, as part of the course-faculty evaluations, shall be provided to the Xxxx, but shall not be relied upon as part of the Annual Performance Review. Anonymous material may only be relied upon by the Xxxx in order to discuss career development and improvement opportunities with the Faculty member.
19.2.2. A faculty member may provide letters, commendations, publications, or other documents for inclusion in his/her personnel file. Again, no anonymous material is to be included in this submission.
19.2.3. Members shall have the right to have all of their files supplemented or corrected in the event of error or inadequacy. In the event of alleged distortion, Members shall have the right to provide additional material for inclusion in their personnel files. Members shall have the right to request the removal from their personnel file of any false, irrelevant or unsubstantiated material. Such requests shall be made through the Academic Xxxx as appropriate and must be accompanied with reasons why the material is false, irrelevant or unsubstantiated. In the event of refusal by the Academic Xxxx of such a request, the Academic Xxxx shall provide the Member with reasons why the material is true, relevant or substantiated. Members shall have the right to provide additional material for inclusion in the file, outlining the reasons why this material should be removed.
File Contents. Only affiliated National Federations are authorised to bid. This bid, submitted with full knowledge of the FILA Constitution and Regulations and these provisions, involves the full responsibility of the applying National Federation whose bid file must include the following documents:
4.1 candidature form" with general information (Bid)
4.2 Written guarantee from the bodies governing sports that entry visas to the host country will be given to all participants, teams, sportsmen, press, etc as long as their country of origin is not subject to special measures, as well as guarantees concerning the safety of all the participants in all the venues.
4.3 Description and map of all the sporting facilities (competition hall, number of seats for spectators, space for technical teams, referees, FILA Bureau members, VIPs, journalists, space reserved for TV commentators, camera positions, etc.)
4.4 Letter of guarantee of television coverage by a National State or private television company, which guarantee the production and the providing of the international feed with name, fax, and tel. of the person in charge.
4.5 Names, addresses and categories of the hotels where the participants and the referees will be accommodated, brochures of the hotels and restaurants proposed.
4.6 Names, addresses and categories of the hotels where the FILA members will be accommodated, brochures of the hotels and restaurants proposed
4.7 Draft of the programme of the Championship
4.8 timetable and programme of local transport for the participants
4.9 Importance and equipment of the Press Centre
4.10 Specific Information of the competition.
File Contents. Only appropriate information relating to performance or discipline may be entered into the file other than routine financial or demographic data. All such performance information must be signed by the employee’s supervisor.
1. No anonymous letter, report, or communications shall be included in an employee’s personnel file.
2. No inaccurate or invalid information shall be included in an employee’s file.
3. All evaluations shall be included in the file.
4. Any written records of verbal or written reprimand or disciplinary action shall be removed from the employee’s personnel file after eighteen (18) months if no additional reprimands or related incidents of record have occurred during the two- year period. Any disciplinary action that has been taken will remain in that employee’s personnel file.
File Contents. 1. There shall be a single personnel file for each employee. Personnel files shall be kept in the central administrative office of the District.
2. All material placed in an employee’s personnel file shall be dated and signed by the person who caused the documents or statements to be prepared.
3. The personnel file shall be confidential and available only to the Administrator or officers or other agents of the District in the course of conducting District business.
File Contents. 16 The file shall be limited to work performance, discipline, and routine personnel data. No 17 misleading, inaccurate, invalid information or anonymous documents shall be included in the file. 18 No records indicating students’ performance on tests, including, but not limited, to scores on the 19 test(s) required by ESEA, and/or the Indiana Department of Education, will be placed and/or 20 maintained in the employee’s personnel file, or used, in any way, in the evaluation of the 21 employee.
File Contents. At the employee’s request, documents may be added to the file. No material shall be placed in the employee’s file without the employee’s prior knowledge. No material derogatory to an employee may be placed in the file unless it is signed by the author and the employee, and the employee is given an opportunity to read and respond to it.
5.2 Dignity and Respect – Every employee with HSD will be treated professionally and respectfully and will reciprocate those standards in their interaction with other staff.
