Common use of INSPECTION OF PERSONNEL RECORDS Clause in Contracts

INSPECTION OF PERSONNEL RECORDS. Section 1. An employee may, upon request, inspect the contents of his/her official Agency personnel file or supervisory working file except for confidential reports from previous employers. If the files are kept at a separate facility, the employee shall be, as determined the more feasible by the Agency, either allowed time to go to where the file is kept or an arrangement shall be made to bring the file to the employee within five (5)-working days or as soon as possible thereafter. Upon an employee's written request, his/her Nurse Representative may inspect the employee's official personnel file or supervisory working file except for confidential reports from previous employers. Section 2. Records pertaining to an individual's qualifications, personnel actions, performance evaluations, commendations, or disciplinary matters shall be contained in the official personnel file. Excluding major infractions, the Employer may not use any information in any disciplinary action regarding any employee unless that information is included within the official personnel file. Section 3. No information reflecting critically upon an employee shall be placed in the employee's official personnel file that does not either bear the signature of the employee or a certified mail receipt, except notice of discharge. The employee shall be required to Section 4. Material reflecting caution, consultation, warning, admonishment or reprimand shall be retained for two (2) years provided there have been no incidents of a similar nature in the interim. Earlier removal may be permitted when requested by the employee and approved by the Appointing Authority. Section 5. If any material reflecting critically on an employee is proven to be incorrect, it shall be corrected or removed upon request. Employees shall be entitled to prepare a written explanation or opinion regarding any critical material placed in his/her official personnel file. The employee explanation or opinion shall be attached to the critical material and shall be included as part of the employee's official personnel record until the critical material is removed. Section 6. An employee may include in his/her official personnel file a reasonable amount of relevant material he/she wishes, such as letters of favorable comment, licenses, certificates, college course credits, or other material which relates creditably on the employee. This material shall be retained for a minimum of two (2) years. Section 7. The Agency shall not retain in an employee’s official personnel file material relating to grievances, disciplinary actions recommended but not taken, or disciplinary actions which have been overturned on appeal.

INSPECTION OF PERSONNEL RECORDS. ‌ Section 1. An employee may, upon request, inspect the contents of his/her official Agency personnel file or supervisory working file except for confidential reports from previous employers. If the files are kept at a separate facility, the employee shall be, as determined the more feasible by the Agency, either allowed time to go to where the file is kept or an arrangement shall be made to bring the file to the employee within five (5)-working days or as soon as possible thereafter. Upon an employee's written request, his/her Nurse Representative may inspect the employee's official personnel file or supervisory working file except for confidential reports from previous employers. Section 2. Records pertaining to an individual's qualifications, personnel actions, performance evaluations, commendations, or disciplinary matters shall be contained in the official personnel file. Excluding major infractions, the Employer may not use any information in any disciplinary action regarding any employee unless that information is included within the official personnel file. Section 3. No information reflecting critically upon an employee shall be placed in the employee's official personnel file that does not either bear the signature of the employee or a certified mail receipt, except notice of discharge. The employee shall be required to Section 4. Material reflecting caution, consultation, warning, admonishment or reprimand shall be retained for two (2) years provided there have been no incidents of a similar nature in the interim. Earlier removal may be permitted when requested by the employee and approved by the Appointing Authority. Section 5. If any material reflecting critically on an employee is proven to be incorrect, it shall be corrected or removed upon request. Employees shall be entitled to prepare a written explanation or opinion regarding any critical material placed in his/her official personnel file. The employee explanation or opinion shall be attached to the critical material and shall be included as part of the employee's official personnel record until the critical material is removed. Section 6. An employee may include in his/her official personnel file a reasonable amount of relevant material he/she wishes, such as letters of favorable comment, licenses, certificates, college course credits, or other material which relates creditably on the employee. This material shall be retained for a minimum of two (2) years. Section 7. The Agency shall not retain in an employee’s official personnel file material relating to grievances, disciplinary actions recommended but not taken, or disciplinary actions which have been overturned on appeal.

INSPECTION OF PERSONNEL RECORDS. Section 1. An employee may, upon request, inspect the contents of his/her official Agency personnel file or supervisory working file except for confidential reports from previous employers. If the files are kept at a separate facility, the employee shall be, as determined the more feasible by the Agency, either allowed time to go to where the file is kept or an arrangement shall be made to bring the file to the employee within five (5)-working days or as soon as possible thereafter. Upon an employee's written request, his/her Nurse Representative may inspect the employee's official personnel file or supervisory working file except for confidential reports from previous employers.Nurse Section 2. Records pertaining to an individual's qualifications, personnel actions, performance evaluations, commendations, or disciplinary matters shall be contained in the official personnel file. Excluding major infractions, the Employer may not use any information in any disciplinary action regarding any employee unless that information is included within the official personnel file. Section 3. No information reflecting critically upon an employee shall be placed in the employee's official personnel file that does not either bear the signature of the employee or a certified mail receipt, except notice of discharge. The employee shall be required to Section 4. Material reflecting caution, consultation, warning, admonishment or reprimand shall be retained for two (2) years provided there have been no incidents of a similar nature in the interim. Earlier removal may be permitted when requested by the employee and approved by the Appointing Authority. Section 5. If any material reflecting critically on an employee is proven to be incorrect, it shall be corrected or removed upon request. Employees shall be entitled to prepare a written explanation or opinion regarding any critical material placed in his/her official personnel file. The employee explanation or opinion shall be attached to the critical material and shall be included as part of the employee's official personnel record until the critical material is removed. Section 6. An employee may include in his/her official personnel file a reasonable amount of relevant material he/she wishes, such as letters of favorable comment, licenses, certificates, college course credits, or other material which relates creditably on the employee. This material shall be retained for a minimum of two (2) years. Section 7. The Agency shall not retain in an employee’s official personnel file material relating to grievances, disciplinary actions recommended but not taken, or disciplinary actions which have been overturned on appeal.

INSPECTION OF PERSONNEL RECORDS. ‌ Section 1. An employee may, upon request, inspect the contents of his/her official Agency personnel file or supervisory working file except for confidential reports from previous employers. If the files are kept at a separate facility, the employee shall be, as determined the more feasible by the Agency, either allowed time to go to where the file is kept or an arrangement shall be made to bring the file to the employee within five (5)-working days or as soon as possible thereafter. Upon an employee's written request, his/her Nurse Representative may inspect the employee's official personnel file or supervisory working file except for confidential reports from previous employers.previous Section 2. Records pertaining to an individual's qualifications, personnel actions, performance evaluations, commendations, or disciplinary matters shall be contained in the official personnel file. Excluding major infractions, the Employer may not use any information in any disciplinary action regarding any employee unless that information is included within the official personnel file. Section 3. No information reflecting critically upon an employee shall be placed in the employee's official personnel file that does not either bear the signature of the employee or a certified mail receipt, except notice of discharge. The employee shall be required to Section 4. Material reflecting caution, consultation, warning, admonishment or reprimand shall be retained for two (2) years provided there have been no incidents of a similar nature in the interim. Earlier removal may be permitted when requested by the employee and approved by the Appointing Authority. Section 5. If any material reflecting critically on an employee is proven to be incorrect, it shall be corrected or removed upon request. Employees shall be entitled to prepare a written explanation or opinion regarding any critical material placed in his/her official personnel file. The employee explanation or opinion shall be attached to the critical material and shall be included as part of the employee's official personnel record until the critical material is removed. Section 6. An employee may include in his/her official personnel file a reasonable amount of relevant material he/she wishes, such as letters of favorable comment, licenses, certificates, college course credits, or other material which relates creditably on the employee. This material shall be retained for a minimum of two (2) years. Section 7. The Agency shall not retain in an employee’s official personnel file material relating to grievances, disciplinary actions recommended but not taken, or disciplinary actions which have been overturned on appeal.

INSPECTION OF PERSONNEL RECORDS. Section 1. An employee may, upon request, inspect the contents of his/her their official Agency personnel file or supervisory working file except for confidential reports from previous employers. If the files are kept at a separate facility, the employee shall be, as determined the more feasible by the Agency, either allowed time to go to where the file is kept or an arrangement shall be made to bring the file to the employee within five (5)-working days or as soon as possible thereafter. Upon an employee's written request, his/her their Nurse Representative may inspect the employee's official personnel file or supervisory working file except for confidential reports from previous employers. Section 2. Records pertaining to an individual's qualifications, personnel actions, performance evaluations, commendations, or disciplinary matters shall be contained in the official personnel file. Excluding major infractions, the Employer may not use any information in any disciplinary action regarding any employee unless that information is included within the official personnel file. Section 3. No information reflecting critically upon an employee shall be placed in the employee's official personnel file that does not either bear the signature of the employee or a certified mail receipt, except notice of discharge. The employee shall be required toto sign material to be placed in their official personnel file provided the following disclaimer is attached: "Employee's signature confirms only that the supervisor has discussed and given a copy of the material to the employee. The employee's signature does not indicate agreement or disagreement with the contents of this material." If an employee is not available or refuses to sign the material, the Agency may place the material in the official personnel file provided a statement has been signed by two (2) management representatives and a copy of the document was mailed by certified mail to the employee at their address of record. Section 4. Material reflecting caution, consultation, warning, admonishment or reprimand shall be retained for two (2) years provided there have been no incidents of a similar nature in the interim. Earlier removal may be permitted when requested by the employee and approved by the Appointing Authority. Section 5. If any material reflecting critically on an employee is proven to be incorrect, it shall be corrected or removed upon request. Employees shall be entitled to prepare a written explanation or opinion regarding any critical material placed in his/her their official personnel file. The employee explanation or opinion shall be attached to the critical material and shall be included as part of the employee's official personnel record until the critical material is removed. Section 6. An employee may include in his/her their official personnel file a reasonable amount of relevant material he/she wishesthey wish, such as letters of favorable comment, licenses, certificates, college course credits, or other material which relates creditably on the employee. This material shall be retained for a minimum of two (2) years. Section 7. The Agency shall not retain in an employee’s official personnel file material relating to grievances, disciplinary actions recommended but not taken, or disciplinary actions which have been overturned on appeal.

INSPECTION OF PERSONNEL RECORDS. Section 1. An employee may, upon request, inspect the contents of his/her official Agency personnel file or supervisory working file except for confidential reports from previous employers. If the files are kept at a separate facility, the employee shall be, as determined the more feasible by the Agency, either allowed time to go to where the file is kept or an arrangement shall be made to bring the file to the employee within five (5)-working 5)- working days or as soon as possible thereafter. Upon an employee's written request, his/her Nurse Representative may inspect the employee's official personnel file or supervisory working file except for confidential reports from previous employers. Section 2. Records pertaining to an individual's qualifications, personnel actions, performance evaluations, commendations, or disciplinary matters shall be contained in the official personnel file. Excluding major infractions, the Employer may not use any information in any disciplinary action regarding any employee unless that information is included within the official personnel file. Section 3. No information reflecting critically upon an employee shall be placed in the employee's official personnel file that does not either bear the signature of the employee or a certified mail receipt, except notice of discharge. The employee shall be required toto sign material to be placed in his/her official personnel file provided the following disclaimer is attached: "Employee's signature confirms only that the supervisor has discussed and given a copy of the material to the employee. The employee's signature does not indicate agreement or disagreement with the contents of this material." If an employee is not available or refuses to sign the material, the Agency may place the material in the official personnel file provided a statement has been signed by two (2) management representatives and a copy of the document was mailed by certified mail to the employee at his/her address of record. Section 4. Material reflecting caution, consultation, warning, admonishment or reprimand shall be retained for two (2) years provided there have been no incidents of a similar nature in the interim. Earlier removal may be permitted when requested by the employee and approved by the Appointing Authority. Section 5. If any material reflecting critically on an employee is proven to be incorrect, it shall be corrected or removed upon request. Employees shall be entitled to prepare a written explanation or opinion regarding any critical material placed in his/her official personnel file. The employee explanation or opinion shall be attached to the critical material and shall be included as part of the employee's official personnel record until the critical material is removed. Section 6. An employee may include in his/her official personnel file a reasonable amount of relevant material he/she wishes, such as letters of favorable comment, licenses, certificates, college course credits, or other material which relates creditably on the employee. This material shall be retained for a minimum of two (2) years. Section 7. The Agency shall not retain in an employee’s official personnel file material relating to grievances, disciplinary actions recommended but not taken, or disciplinary actions which have been overturned on appeal.

INSPECTION OF PERSONNEL RECORDS. Section 1. An employee may, upon request, inspect the contents of his/her official 4 Agency personnel file or supervisory working file except for confidential reports from 5 previous employers. If the files are kept at a separate facility, the employee shall be, as 6 determined the more feasible by the Agency, either allowed time to go to where the file is 7 kept or an arrangement shall be made to bring the file to the employee within five (5)-working 5)- 8 working days or as soon as possible thereafter. Upon an employee's written request, 9 his/her Nurse Representative may inspect the employee's official personnel file or 10 supervisory working file except for confidential reports from previous employers. . 12 Section 2. Records pertaining to an individual's qualifications, personnel actions, 13 performance evaluations, commendations, or disciplinary matters shall be contained in the 14 official personnel file. Excluding major infractions, the Employer may not use any 15 information in any disciplinary action regarding any employee unless that information is 16 included within the official personnel file. . 18 Section 3. No information reflecting critically upon an employee shall be placed in 19 the employee's official personnel file that does not either bear the signature of the 20 employee or a certified mail receipt, except notice of discharge. The employee shall be 21 required to to 22 sign material to be placed in his/her official personnel file provided the following disclaimer 23 is attached: 25 "Employee's signature confirms only that the supervisor has 26 discussed and given a copy of the material to the employee. The 27 employee's signature does not indicate agreement or disagreement 28 with the contents of this material." 30 If an employee is not available or refuses to sign the material, the Agency may 31 place the material in the official personnel file provided a statement has been signed by 32 two (2) management representatives and a copy of the document was mailed by certified 33 mail to the employee at his/her address of record. 1 Section 4. Material reflecting caution, consultation, warning, admonishment or 2 reprimand shall be retained for two (2) years provided there have been no incidents of a 3 similar nature in the interim. Earlier removal may be permitted when requested by the 4 employee and approved by the Appointing Authority. Section 5. If any material reflecting critically on an employee is proven to be incorrect, it shall be corrected or removed upon request. Employees shall be entitled to prepare a written explanation or opinion regarding any critical material placed in his/her official personnel file. The employee explanation or opinion shall be attached to the critical material and shall be included as part of the employee's official personnel record until the critical material is removed. Section 6. An employee may include in his/her official personnel file a reasonable amount of relevant material he/she wishes, such as letters of favorable comment, licenses, certificates, college course credits, or other material which relates creditably on the employee. This material shall be retained for a minimum of two (2) years. Section 7. The Agency shall not retain in an employee’s official personnel file material relating to grievances, disciplinary actions recommended but not taken, or disciplinary actions which have been overturned on appeal.