Human Resources Records. (a) A copy of any written material concerning any disciplinary action (including reprimands) affecting an employee shall be given to the employee, with copies sent to the Secretary Treasurer of the Union, as soon as possible after it is recorded in the employee’s personnel file.
(b) An employee shall be given a copy of any document placed in the employee's file which might be the basis of disciplinary action, a copy of which shall be sent to the Secretary Treasurer of the Union. Should an employee dispute any such entry in the file, that employee shall be entitled to recourse through the grievance procedure.
(c) The Corporation agrees not to introduce as evidence in any hearing arising from a disciplinary grievance any document from the file of an employee the existence of which the employee was not aware of at the time of filing.
(d) Upon receiving permission from the Human Resources Department, an employee (or, to assist in the resolution of grievances, the employee’s Union designate, with written authority of the employee), may review the contents of their respective personnel files. All such reviews shall be in the presence of a person authorized by the Human Resources Department.
Human Resources Records. Although it is recognized that certain personnel records must be kept at each workstation for each employee cov- ered by this Agreement, there shall be only one official personnel file kept by Employer in the Human Resources Department of Employer, and all evaluations are to be placed in this file. Upon reasonable notice during office hours, an employee or a Union representative who has been authorized in writing by the employee may examine the official personnel file of employee. The Union and the employees shall not abuse the privilege by repeated examinations. In the event copies are requested by the Union or employee, they shall pay the usual and custom- ary rate to the Employer for such copies. The contents of an employee’s official file shall not be released to another employer without the express written permission of that employee. Employer shall give notice to employee at employee’s last known address of any materials placed in employee’s official personnel file.
Human Resources Records. (a) A copy of any written material concerning any disciplinary action (including reprimands) affecting an employee shall be given to the employee as soon as possible after it is recorded in the employee's personal file.
(b) On and after 1979 March 19, an employee shall be given a copy of any document placed in the employee's file which might be the basis of disciplinary action. Should an employee dispute any such entry in the file, that employee shall be entitled to recourse through the grievance procedure. The Employer agrees not to introduce as evidence in any hearing arising from a disciplinary grievance any document from the file of an employee the existence of which the employee was not aware of at the time of filing.
(c) Upon receiving permission from the Administrator, Human Resources or designate, an employee may review the contents of their personnel file provided that such review is in the presence of a person authorized by the Administrator, Human Resources.
Human Resources Records. The University shall collect and maintain the official human resources file on each employee. Human resources files are University property and shall be used for University related activities. Employee human resources files will be maintained in a secure manner. The University will comply with any court order to provide such records but otherwise does not share records with any party it deems unauthorized. Employees may arrange to examine materials in their official human resources file by appointment and under supervision of the appropriate University administrator. Employees may respond to any document that is included in their human resources file and may add work related documents to the file with mutual consent of department management. If employee is the subject of the investigation, employee is entitled to be interviewed, with union representation, as part of the investigation, prior to the final determination of guilt or innocence of the employee and imposition of the penalty. Employees may request a copy of documents contained within their human resources file and such requests will not be unreasonably denied. The University reserves the right to charge an employee a reasonable per copy fee for any such request that it deems excessive.
Human Resources Records. A disciplinary letter shall not be issued or put in an employee’s file respecting any incident or event that has occurred and has been known for thirty (30) business days. If, however, HOOPP feels an investigation is needed, the Association agrees to afford reasonable time for such investigation provided that a request is made in that respect prior to the expiration of the thirty (30) business days aforesaid.
Human Resources Records. (a) Effective 2018 May 25: A copy of any written material concerning any disciplinary action (including reprimands) affecting an employee shall be given to the employee as soon as possible after it is recorded in the employee’s file, with a copy forwarded to the Union Business Representative unless the employee requests otherwise.
(b) On and after 1979 March 19, an employee shall be given a copy of any document placed in the employee's file which might be the basis of disciplinary action. Should an employee dispute any such entry in the file, that employee shall be entitled to recourse through the grievance procedure. The Employer agrees not to introduce as evidence in any hearing arising from a disciplinary grievance any document from the file of an employee the existence of which the employee was not aware of at the time of filing.
(c) Provided an employee has given the Human Resources Manager or designate two (2) working days’ notice, they may review the contents of their personnel file provided that such review is in the presence of a person authorized by the Human Resources Manager or designate.
Human Resources Records. The University shall establish and maintain the official personnel file for each employee. Such files are University property and shall be used for University-related activities. Bargaining unit member personnel files are maintained in a secure manner, within the respective schools and colleges. Just Cause - The University will apply the standards for just cause for all decisions regarding discipline, termination or non-renewal of an appointment for a bargaining unit member except those non-renewals covered by the exclusions detailed in Article VII.
Human Resources Records. Effective October a copy of any written material concerning any disciplinary action (including reprimands) affecting an employee shall be given to the employee as soon as possible after it is recorded in the employee's file, with a copy forwarded to the Union unless the employee requests otherwise. I ! On and after March an employee shall be given a copy of any document placed in the employee's file which might be the basis of disciplinary
Human Resources Records. Human Resources records will be the only records used for matters of discipline and each employee will have access to her own employee file.
Human Resources Records. (a) A copy of any written material concerning any disciplinary action (including reprimands) affecting an employee shall be given to the employee as soon as possible after it is recorded in the employee’s file, with a copy forwarded to the Union Business Representative unless the employee requests otherwise.
(b) On and after 1979 March 19, an employee shall be given a copy of any document placed in the employee's file which might be the basis of disciplinary action. Should an employee dispute any such entry in the file, that employee shall be entitled to recourse through the grievance procedure. The Employer agrees not to introduce as evidence in any hearing arising from a disciplinary grievance any document from the file of an employee the existence of which the employee was not aware of at the time of filing.
(c) Provided an employee has given the Human Resources Manager or designate two (2) working days’ notice, they may review the contents of their personnel file provided that such review is in the presence of a person authorized by the Human Resources Manager or designate.
