No Secret Files Sample Clauses

No Secret Files. Only one (1) official personnel file and/or OPS file shall be maintained on an employee, though a copy of the file may be maintained at the district level. No secret personnel file and/or OPS file will be kept on any employee. This does not preclude a supervisor from maintaining notes on an employee’s job performance for the explicit purpose of preparing employee performance evaluation reports.
Sample 1Sample 2Sample 3See All (13)
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No Secret Files. No secret files shall be kept on any employee and the location of all files containing personnel records shall be made known to an employee upon request.
Sample 1Sample 2Sample 3See All (8)
No Secret Files. Only one (1) official personnel file and supervisory file shall be maintained for an employee, though copies of district-related personnel records may be maintained at the district level. No secret personnel file or any other secret file will be kept for any employee. This does not preclude the Employer from maintaining additional files that may include, but are not limited to attendance files, payroll files, medical files and legal defense files. Supervisors may maintain a supervisory file containing notes on an employee’s job performance for the purpose of preparing performance evaluations or for corrective action. Following completion of the annual performance evaluation, the previous year’s job performance information shall be removed from the supervisory file and provided to the employee unless the Employer determines that circumstances warrant otherwise. Upon request by the employee, the supervisor will share why the materials were not removed from the supervisory file. Medical files will be kept separate and confidential in accordance with state and federal law.
Sample 1Sample 2Sample 3See All (7)
No Secret Files. There shall be no secret files on any bargaining unit member.
Sample 1Sample 2
No Secret Files. 17 Only one (1) official personnel file and/or OPS file shall be maintained on an 18 employee, though a copy of the file may be maintained at the district level. No 19 secret personnel file and/or OPS file will be kept on any employee. Supervisors 20 may maintain a temporary supervisory file that contains This does not preclude a 21 supervisor from maintaining notes on an employee’s job performance for the 22 explicit purpose of preparing employee performance evaluation reports. Such notes 23 shall be destroyed by the supervisor once the job performance appraisal is 24 completed, unless the information is related to pending legal action or to legal 25 action(s) that may reasonably be expected.
Sample 1
No Secret Files. Only one (1) official personnel file and supervisory file shall be maintained for an employee, though copies of district-related personnel records may be maintained at the district level. No secret personnel file or any other secret file will be kept for any employee. This does not preclude a supervisor from maintaining notes on an employee’s job performance in the supervisory file for the purpose of preparing performance evaluations or for corrective action.
Sample 1
No Secret Files. ‌ Only one (1) official personnel file and supervisory file shall be maintained for an employee, though copies of district-related personnel records may be maintained at the district level. No secret personnel file or any other secret file will be kept for any employee. This does not preclude the Employer from maintaining additional files that may include, but are not limited to attendance files, payroll files, medical files and legal defense files. Supervisors may maintain a supervisory file containing notes on an employee’s job performance for the purpose of preparing performance evaluations or for corrective action. Medical files will be kept separate and confidential in accordance with state and federal law.
Sample 1
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Related to No Secret Files

  • EMPLOYEE FILES 10.01 A copy of any completed formal evaluation which is to be placed in an employee’s file shall be first reviewed with the employee. The employee shall initial such evaluation as having been read and shall have the opportunity to add her or his views to such evaluation prior to it being placed in her or his file. It is understood that such evaluations do not constitute disciplinary action by the Employer against the employee. Having provided a written request to the Director of Care, or her designate, an employee shall be entitled to her personnel file for the purpose of reviewing any evaluations or formal disciplinary notations contained therein, in the presence of the Director of Care, at a mutually agreeable time. 10.02 The Employer will accommodate reasonable requests for copies of performance appraisals and records of discipline in an employee's file. 10.03 Letters of discipline shall be removed from an employee's file eighteen (18) months following the receipt of such letters provided that the employee's disciplinary record has remained discipline free over the eighteen (18) months period. Leaves of absence in excess of thirty (30) continuous calendar days will not count towards the eighteen (18) months period noted above.

  • Receivable Files The Servicer has in its possession all original copies of documents or instruments that constitute or evidence the Receivables. The Receivable Files that constitute or evidence the Receivables do not have any marks or notations indicating that they have been pledged, assigned or otherwise conveyed by the Seller to any Person other than the Depositor, except for such Liens as have been released on or before the Closing Date. All financing statements filed or to be filed against the Seller in favor of the Depositor in connection herewith describing the Receivables contain a statement to the following effect: “A purchase of or security interest in any collateral described in this financing statement, except as provided in the Receivables Purchase Agreement, will violate the rights of the Depositor.”

  • Personnel Files ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

  • Public Records Taxpayer acknowledges that GO-Biz is subject to the California Public Records Act (PRA) (Gov. Code, § 6250 et seq.). This Agreement and materials submitted by Taxpayer to GO-Biz may be subject to a PRA request. In such an event, GO-Biz will notify Taxpayer, as soon as practicable that a PRA request for Taxpayer’s information has been received, but not less than five (5) business days prior to the release of the requested information to allow Taxpayer to seek an injunction. GO-Biz will work in good faith with Taxpayer to protect the information to the extent an exemption is provided by law, including, but not limited to, notes, drafts, proprietary information, financial information, and trade secret information. GO-Biz will also apply the (a) The name of each taxpayer allocated a Credit; (b) The estimated amount of the Investment by each taxpayer; (c) The estimated number of jobs created or retained; (d) The Credit allocated to each taxpayer; and, (e) The portion of the Credit recaptured from each taxpayer, if applicable.

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