Common use of Inspection of Papers Clause in Contracts

Inspection of Papers. The application and examination papers of an employee shall be available for inspection by the appointing authority, the Chief of Police, and affected employee. Employees shall be allowed to review a copy of any adverse documentation before it placed in the file. The employer shall maintain a single personnel file and there shall be no secret files. Materials for the purpose of supervisor evaluations shall be expunged if not made part of the personnel file. Such papers shall also be made available to the employee upon request, and to the elected or appointed officers of the Guild at the request of the affected employee. Written warnings shall be expunged from personnel files (at employee’s written request) after a maximum period of two years if there is no reoccurrence of misconduct for which the employee was disciplined during that period. Any record of serious discipline shall be removed from the personnel files after a maximum period of six years upon written request by the employee and if there is no reoccurrence of misconduct for which the employee is disciplined during that period. Nothing in this section shall be construed as requiring the Employer to destroy any employment records necessary to the Employer’s case if it is engaged in litigation with the employee regarding that employee’s employment at the time those records would otherwise be destroyed. The parties recognize that the Employer may retain internal investigation files, including discipline items removed from personnel files, in compliance with the state records retention schedule and RCW 40.14.

Inspection of Papers. The application and examination papers of an employee shall be available for inspection by the appointing authority, the Chief of Police, and affected employee. Employees shall be allowed to review a copy of any adverse documentation before it is placed in the file. The employer shall maintain a single personnel file and there shall be no secret files. Materials for the purpose of supervisor evaluations shall be expunged if not made part of the personnel file. Such papers shall also be made available to the employee upon request, and to the elected or appointed officers of the Guild at the request of the affected employee. Written warnings shall be expunged from personnel files (at the employee’s written request) after a maximum period of two (2) years if there is no reoccurrence recurrence of misconduct for which the employee was disciplined during that period. Any record of serious discipline shall be removed from the personnel files after a maximum period of six (6) years upon written request by the employee and if there is no reoccurrence of misconduct for which the employee is disciplined during that period. Nothing in this section shall be construed as requiring the Employer to destroy any employment records necessary to the Employer’s case if it is engaged in litigation with the employee regarding that employee’s employment at the time those records would otherwise be destroyed. The parties recognize that the Employer may retain internal investigation files, including discipline items removed from personnel files, in compliance with the state records retention schedule and RCW 40.14.

Inspection of Papers. The application and examination papers of an employee shall be available for inspection by the appointing authority, the Chief of Police, and affected employee. Employees shall be allowed to review a copy of any adverse documentation before it placed in the file. The employer shall maintain a single personnel file and there shall be no secret files. Materials for the purpose of supervisor evaluations shall be expunged if not made part of the personnel file. Such papers shall also be made available to the employee upon request, and to the elected or appointed officers of the Guild at the request of the affected employee. Written warnings shall be expunged from personnel files (at employee’s written request) after a maximum period of two years if there is no reoccurrence of misconduct for which the employee was disciplined during that period. Any record of serious discipline shall be removed expunged from the personnel files after a maximum period of six five years upon written request by the employee and if there is no reoccurrence of misconduct for which the employee is disciplined during that period. Nothing in this section shall be construed as requiring the Employer to destroy any employment records necessary to the Employer’s case if it is engaged in litigation with the employee regarding that employee’s employment at the time those records would otherwise be destroyed. The parties recognize that the Employer may retain internal investigation files, including files although such files may not be used in discipline items removed from and discharge cases if they could not otherwise be retained in personnel files, in compliance with the state records retention schedule and RCW 40.14files pursuant to this section.

Inspection of Papers. The application and examination papers of an employee shall be available for inspection by the appointing authority, the Chief of Police, and affected employee. Employees shall be allowed to review a copy of any adverse documentation before it is placed in the file. The employer shall maintain a single personnel file and there shall be no secret files. Materials for the purpose of supervisor evaluations shall be expunged if not made part of the personnel file. Such papers shall also be made available to the employee upon request, and to the elected or appointed officers of the Guild at the request of the affected employee. Written warnings shall be expunged from personnel files (at the employee’s written request) after a maximum period of two (2) years if there is no reoccurrence recurrence of misconduct for which the employee was disciplined during that period. Any record of serious discipline shall be removed expunged from the personnel files after a maximum period of six five (5) years upon written request by the employee and if there is no reoccurrence of misconduct for which the employee is disciplined during that period. Nothing in this section shall be construed as requiring the Employer to destroy any employment records necessary to the Employer’s case if it is engaged in litigation with the employee regarding that employee’s employment at the time those records would otherwise be destroyed. The parties recognize that the Employer may retain internal investigation files, including files although such files may not be used in discipline items removed from and discharge cases if they could not otherwise be retained in personnel files, in compliance with the state records retention schedule and RCW 40.14files pursuant to this section.