Common use of Information That May Be Protected Clause in Contracts

Information That May Be Protected. Certain information under the Judicial Branch Data Practices Policy is considered “private” information on an employee. This means that only the individual upon whom the information is based has access to the data, unless the individual consents to the release of the data. Therefore, if an exclusive representative requests “private” data on an individual, such information cannot be released until the exclusive representative presents to the designee or Employer a proper and appropriate consent form from the involved individual permitting the designee/Employer to release the information to the exclusive representative. If such a consent is obtained and the information is relevant, the data must be released to the exclusive representative. If the exclusive representative requests information that is “confidential”, the request must be denied. For example, during the period when the designee/Employer is in the process of conducting an investigation regarding employee misconduct, witness statements, interview notes, and formal investigatory reports are not releasable to the exclusive representative upon request.

Information That May Be Protected. Certain information under the Judicial Branch Data Practices Policy is considered “private” information on an employee. This means that only the individual upon whom the information is based has access to the data, unless the individual consents to the release of the data. Therefore, if an exclusive representative requests “private” data on an individual, such information cannot be released until the exclusive representative presents to the designee or Employer a proper and appropriate consent form from f orm f rom the involved individual permitting the designee/Employer to release the information to the exclusive representative. If such a consent is obtained and the information is relevant, the data must be released to the exclusive representative. If the exclusive representative requests information that is “confidential”, the request must be denied. For example, during the period when the designee/Employer is in the process of conducting an investigation regarding employee misconduct, witness statements, interview notes, and formal investigatory reports are not releasable to the exclusive representative upon request.

Information That May Be Protected. Certain information under the Judicial Branch Data Practices Policy is considered “private” information on an employee. This means that only the individual upon whom the information is based has access to the data, unless the individual consents to the release of the data. Therefore, if an exclusive representative requests “private” data on an individual, such information cannot be released until the exclusive representative presents to the designee or Employer a proper and appropriate consent form from f orm f rom the involved individual permitting the designee/Employer to release the information to the exclusive representative. If such a consent is obtained and the information is relevant, the data must be released to the exclusive exc lu sive representative. If the exclusive representative requests information that is “confidential”, the request must be denied. For example, during the period when the designee/Employer is in the process of conducting an investigation regarding employee misconduct, witness statements, interview notes, and formal investigatory reports are not releasable to the exclusive representative upon request.