Human Resources File a. Employees who have completed their probationary period have the right to review their Human Resources File. Normally, the file may be viewed once per term by contacting the Human Resources Department and making an appointment. An appointment to review the file shall be arranged within five (5) working days of the receipt of the request. At the request of the Employee, a Union representative shall be allowed to attend this appointment with the Employee.
b. If correspondence between the Employer and the Employee is to be included in an Employee’s file, the Employer will indicate such in the correspondence and/or inform the Employee of such in writing. The Employee shall have the right to respond to anything in her file in writing, and such response shall form part of the file.
Human Resources File. 18.01 If an Employee has been subjected to disciplinary action, after twenty-four (24) months of continuous service from the date that the disciplinary action was invoked, the Employee’s Human Resource file shall be considered to be purged of any record of the disciplinary action providing:
(a) the Employee's file does not contain any further related record of disciplinary action during that twenty-four (24) month period; and
(b) the disciplinary action is not the subject of, or related to, an unresolved grievance.
18.02 The Employee shall be provided with a copy of all documents that pertain to disciplinary action or performance of the Employee at the time they are placed on his Human Resource file.
18.03 No documents shall be introduced from the Employee’s Human Resource file as evidence in any grievance proceeding unless the Employee has received a copy in accordance with Clause 19.03 of this Agreement.
18.04 Access to an Employee's Human Resource File shall be provided to the Employee or his authorized representative, upon request once in every year and in the event of a grievance or complaint. He may request a representative of the Union to be present at the time of such examination.
18.05 The Human Resource file referred to in this Article is the personal file of an Employee maintained by the Employer. Except as provided hereinafter this file shall contain copies of all documentation pertaining to the Employee. The parties mutually agree that no information pertaining to the interview records, reference checks, or confidential information related to a diagnosis or prognosis concerning either Employee eligibility for Long Term Disability Insurance, WCB information or an assessment of an Employee pursuant to the Employee Assistance Program shall be contained in this file.
18.06 When an Employee has grieved a disciplinary action and a Designated Officer has either allowed the grievance or reduced the penalty levied against the grievor, the Employee’s Human Resource file shall be amended to reflect this action provided that this action results in the abandonment of the grievance. Where the grievor appeals the disciplinary action to Arbitration, the award of that tribunal shall be final and binding upon the Employer and the Employee, and the Employee’s Human Resource file shall be amended to reflect that award.
Human Resources File. 42.01 An employee shall have access during normal business hours, or such other time as may be arranged, to the Human Resources file that relates to the employee. Such access shall be granted with twenty-four (24) hours' advance notice and in the presence of a Human Resources Officer or other person(s) designated by the Director of Education.
42.02 An employee shall receive a copy of any documentation placed in his/her Human Resources file which may raise an issue of concern with respect to performance or be detrimental to the employee.
42.03 An employee shall have the right to respond in writing to any document contained in or to be placed in the employee's Human Resources file. The written response by the employee shall become part of the employee's Human Resources file.
42.04 An employee shall have the right to place any relevant documents in the employee's Human Resources file which has been omitted.
42.05 Information in an employee's Human Resources file shall be treated as confidential. Access to and disclosure of any personal information on an employee shall be governed by the provisions of the Municipal Freedom of Information and Protection of Privacy Act.
42.06 Where the Employer is required to furnish information on an employee to an outside agency by a court order or legislative requirement, the employee will be immediately notified that this information has been requested and has been or will be provided.
42.07 Where an employee authorizes, in writing, access to the employee's Human Resources file by another person acting on the employee's behalf, the Employer shall provide such access, in accordance with Article 42.01.
42.08 Upon the employee’s request, the Employer shall remove any disciplinary report after five (5) years (excluding leaves) provided there has been no disciplinary action in the interim. However, documents related to discipline in cases of harassment or abuse (including sexual or physical misconduct of any kind) shall not be removed.
Human Resources File. All levels of discipline will be placed in the employee’s Human Resources file. If the employee receives no further discipline within 12 months following the date of a documented verbal or written warning, the documented verbal or written warning will be removed from the employee’s HR file. If an employee receives no further discipline within 24 months following the date of a suspension notice, the suspension notice will be removed from the employee’s HR file. Suspension notices given for sexually or racially harassing behavior and/or threatened or actual physical violence must remain in the employee’s HR file for five years following the date of the notice. Employees may examine their own Human Resource file at reasonable times under the direct supervision of the employer. Permission must be secured from the supervisor if this would occur during work time.
Human Resources File. Employees who have completed their probationary period have the right to review their Human Resources File. Normally, the file may be viewed once per term by contacting the Human Resources Department and making an appointment. An appointment to review the file shall be arranged within five (5) working days of the receipt of the request. At the request of the Employee, a Union representative shall be allowed to attend this appointment with the Employee.
Human Resources File. Section A Every employee shall have the right to examine in the presence of the person responsible for the files, the contents of the employee’s building and Human Resources Employee files provided the administration shall have the opportunity to withdraw any confidential recommendations received prior to appointment. Evaluations will be done annually. An employee shall examine and initial all material of an evaluative nature to be placed in his/her Human Resources Employee file prior to its inclusion in the file. An employee’s initials or signature on any materials of an evaluative nature shall only signify that he/she has seen the material, but does not necessarily agree with its content. An employee may, within ten (10) days, present in writing a response to the evaluation to be included in the Hu- man Resources Employee file.
Human Resources File.
11.01 Upon written request to Human Resources, an employee shall be entitled to view the entire contents of his/her Human Resources file no more than once annually. An employee who is pursuing a grievance or a complaint, or the Union on their behalf, will also be permitted to view the Human Resources file.
(a) The University will not rely on or refer to adverse comments on a performance evaluation if a subsequent evaluation does not show a continuation of the problem one (1) year after the occurrence of the original problem.
(b) The University shall ensure that each employee receives a written annual evaluation of their work performance and the core competencies of the position. The person evaluating the employee will have directly supervised the employee while engaged in their regular duties for forty-five (45) working days during the evaluation period. The purpose of such evaluation is to set goals and objectives that support the growth and professional development, in addition to addressing and planning to correct any performance related concerns.
(c) A copy of each performance evaluation shall be given to an employee and a copy shall be placed on his or her file.
(d) An employee who objects to his/her performance evaluation may elect to comment on or attach a statement to the document setting out the details of and reasons for those objections and such comments or statement shall be appended to the performance evaluation in the Human Resources file.
Human Resources File. (a) An occasional teacher or another individual having written authorization from the occasional teacher shall, upon making an appointment, have access during normal business hours, or such other time as may be arranged, to the human resources tile that relates to the occasional teacher. Such access shall be granted upon reasonable prior notice and in the presence of a Human Resource Officer or designate.
(b) If an occasional teacher disputes the accuracy or completeness of any information in his/her human resources file, the occasional teacher may make application in writing to the Director of Education or designate to have the information corrected. A copy of the occasional teacher’s letter will be placed in the occasional teacher’s human resources tile. Where the parties agree that the information is inaccurate, it shall be corrected. In addition, an occasional teacher shall have the right to respond in writing to any document contained in or to be placed in the occasional teacher’s human resources tile. The written response by the occasional teacher shall become part of the occasional teacher’s permanent human resources file.
(c) Where the Board is required to furnish information on an occasional teacher to an outside agency by a court order or legislative requirement, the occasional teacher will be notified that this information has been requested and has been or will be provided.
25.01 Each Occasional Teacher shall receive a copy of this Collective Agreement.
26.01 The school Principal or designate shall ensure that an occasional teacher has reasonable access to classrooms, records, courses of study, texts, tiles, supplies, equipment, and all other requirements necessary to perform the duties assigned and reasonable access to Board or school administrative procedures.
Human Resources File. 41.01 An employee shall have access during normal business hours, or such other time as may be arranged, to the Human Resources file that relates to the employee. Such access shall be granted with twenty-four (24) hours' advance notice and in the presence of a Human Resources Officer or other person(s) designated by the Director of Education.
41.02 An employee shall receive a copy of any documentation placed in his/her Human Resources file which may raise an issue of concern with respect to performance or be detrimental to the employee.
41.03 An employee shall have the right to respond in writing to any document contained in or to be placed in the employee's Human Resources file. The written response by the employee shall become part of the employee's Human Resources file.
41.04 An employee shall have the right to place any relevant documents in the employee's Human Resources file which has been omitted.
41.05 Information in an employee's Human Resources file shall be treated as confidential. Access to and disclosure of any personal information on an employee shall be governed by the provisions of the Municipal Freedom of Information and
Human Resources File. A. A paraprofessional shall, upon prior request and with at least 24 hours advance notice, be given the opportunity to examine their file, except for confidential letters of recommendation and other materials leading to employment and to insert a response to any items contained therein. Such examination shall take place only in the presence of the Human Resources Director or designated representative.
B. Upon request, a paraprofessional will be supplied with a copy of any item in the file within a reasonable time.
C. A paraprofessional's employment status may not be adversely affected by any matter not contained in their file.
D. Any materials adversely affecting employment status must become part of the personnel file and must be shown to the paraprofessional in advance of adverse action. Materials used in a disciplinary conference may be entered into the personnel file. The material included must be documented as being accurate and as being relevant to the performance of the paraprofessional's duties. The accuracy and relevance of the material shall be subject to the grievance procedure.
E. When principals or supervisors prepare written reports on paraprofessionals, the paraprofessionals shall receive copies of all written observation reports and evaluations of performance or conduct made by the principal or supervisor within ten school days of their preparation.
