Open Personnel Files Sample Clauses

Open Personnel Files. Educational Support Professionals shall have the right to examine their personnel files subject to the following conditions: 4.5.1 A personnel file is defined to include the file maintained in the Human Resources Department, the payroll history file and health insurance and life insurance files maintained in the Finance Department and any other data maintained anywhere else under District control that is deemed to be public data or private data on individuals as defined in the Government Data Practices Act. 4.5.2 An Educational Support Professional, upon written request, (as outlined in the procedure established for this purpose) to the Human Resources Department, may examine the contents of their personnel file. A member of the professional staff of the Human Resources Department will share with the Educational Support Professional in a personal conference all materials in the employee’s file. Material to be placed in an Educational Support Professional’s personnel file will be held by the originator for ten (10) days. An Educational Support Professional may request a conference with the writer within this time period. The Educational Support Professional shall have the right to submit a response to any report or evaluation; such a response will be attached to and become part of the Educational Support Professional’s personnel file. An Educational Support Professional may be permitted to reproduce at his/her expense any contents of their personnel file. The school district may destroy such file as provided by law. Official grievances filed by any Educational Support Professional under the grievance procedure shall not be placed in the personnel file of the employee; nor shall such a grievance be utilized in personnel assignment. Any person who examines an Educational Support Professional’s personnel file shall be recorded as having examined said file, which record shall become a permanent part of an employee’s personnel file, unless the Educational Support Professional chooses to have such record expunged. Members of the Human Resources and Finance Departments shall be exempt from this provision. 4.5.3 Information, except that which is part of an ongoing investigation, that has not been disclosed to an employee prior to a disciplinary action cannot be used against the employee. However, this paragraph shall not be interpreted to expand the rights of pre-hearing discovery beyond those provided by law. 4.5.4 Information gained as a result of an investigatio...
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Open Personnel Files. Teachers shall have the right to examine their personnel files subject to the following conditions: a. A teacher, upon written request (as outlined in the procedure established for this purpose) to the Human Resources department, may examine the contents of his/her personnel file. b. A member of the professional staff of the Human Resources department will share with the teacher in a personal conference all material in the teacher's personnel file. c. Materials to be placed in a teacher's personnel file will be held by the originator for ten (10) days. A teacher may request a conference with the writer within this time period. The teacher shall have the right to submit a response to any report or evaluation; such a response will be attached to and become a part of the teacher's personnel file. d. A teacher may be permitted to reproduce at his/her expense any contents of his/her personnel file. e. The school District may destroy such files as provided by law. f. Official grievances filed by any teacher under the grievance procedure shall not be placed in the personnel file of the teacher; nor shall such a grievance be utilized in personnel assignment. g. All of the above conditions, rights and privileges shall apply to any and all files that may be generated and maintained on an individual teacher by any administrative or supervisory person. h. Any person who examines a teacher's personnel file shall be recorded as having examined said file, which record shall become a permanent part of a teacher's personnel file, unless the teacher chooses to have such record expunged. Members of the Human Resources department shall be exempt from this provision.
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Open Personnel Files. Employees shall have the right to examine their personnel files subject to the following conditions: 14.1 An employee upon written request (as outlined in the procedure established for this purpose) to the Human Resources Department, may examine the contents of his/her personnel file. 14.2 A member of the professional staff of the Human Resources Department will share with the employee in a personal conference all material in the employee's personnel file. 14.3 An employee may be permitted to reproduce at his/her expense any contents of the personnel file. 14.4 The District may destroy such files as provided by law. 14.5 No material shall be placed in an employee's personnel file unless the employee has first received a copy of the material. An employee shall have the right to submit a response to any material placed in his/her file and such response will be attached to and become a part of the employee's file.
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Open Personnel Files. Teachers shall have the right, upon request to review the contents of their personnel files. Teachers may, upon written request, receive one (1) free copy of documents placed in the file within the last three (3) years from the date of the request. Such a request will only be granted once in a three (3) year period. Teachers may receive additional copies of any documents contained in their file at their own expense. No secret, duplicate, alternate, or other personnel file shall be kept by the Board or administration. The "original" evaluation shall be placed in the personnel file, a copy will be maintained by the administrator, and a copy will be given to the teacher. The office personnel file for teachers will be kept at the clerk's office.
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Open Personnel Files. A teacher's personnel file(s) shall be open to that teacher upon request, with the exception that confidential letters of recommendation shall not be considered for examination. Examination of the personnel file(s) shall take place under the supervision of the Superintendent, Principal, or their designated representative. With the exception of materials used in the initial employment of the teacher, the teacher shall receive a copy of any item placed in the file(s) during the period of employment with the district. The teacher may place therein written responses to any of the file(s) contents. The teacher shall receive up to ten
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Open Personnel Files. Access to personnel files shall be limited to the Board and administration, and to the teachers to whom the files refer. Teachers shall have the right, upon request, to review the contents of their personnel files and to receive a copy of any documents contained therein. No secret, duplicate, alternate, or other personnel file, with the exception of a working evaluation file, shall be kept by the Board or administration. An Association representative, at the teacher's request, may be present in this review. The superintendent or official designated shall sign an inventory sheet to verify the contents of the personnel file.
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Open Personnel Files. A. Access to a teacher's personnel file, without the consent of the teacher, shall be given only to the Superintendent, the Principal, the Board of Trustees and the district clerk. No other person may have access to a teacher's personnel file except under the following circumstances: 1. When a teacher gives written consent to the release of his or her records, the written consent must specify the records to be released and to whom they are to be released. Each request for consent must be handled separately; blanket permission for release of information shall not be accepted. 2. When subpoenaed, under court order, or requested by the County Superintendent or State Superintendent as information is required to help resolve a controversy arising from a decision made by the Board of Trustees. B. A teacher may have access to his or her own personnel files at all reasonable times, i.e., during school hours. C. The Superintendent shall be the records manager for all personnel files and shall have the overall responsibility for maintaining and preserving the confidentiality of teacher personnel files. D. All matters pertaining to co-curricular duties shall be kept in a file separate from the teaching files. The parties further agree that the co-curricular file should be subject to the same review by the School District as the personnel file.
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Open Personnel Files. All employee personnel files shall be maintained under the following conditions: 1. All materials, except references and information originating outside the District on the basis of confidentiality, placed in an employee personnel file, shall be available to the employee for inspection at reasonable times and at reasonable notice upon request to, and in the presence of, the Superintendent or his/her designee. Anonymous material shall not be placed in the file. 2. The employee shall receive a copy of all material to be placed in the employee’s personnel file regarding conduct, performance, character, or personality during the employee’s employment with the District. 3. Evaluation forms and other documents pertaining to employee performance and character shall remain a permanent part of the employee’s personnel file and no such items shall be removed without written permission of the employee. 4. The employee shall be furnished copies of materials in the employee’s personnel file upon written request on a one-time basis at District expense. Additional requests and copies will be at the employee’s expense. 5. Upon the employee’s written request, materials found to be inaccurate or untrue as determined through the grievance procedure, will be removed from the employee’s file.
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Related to Open Personnel Files

  • Employee Personnel Files 24-1 It is recognized by the parties that the School District may prescribe regulations for the custody, use and preservation of the records, papers, books, documents and property pertaining to the School District. However, to the extent that any records, papers, or other documents covering Employees of the Association do not relate to pre-employment data, every Employee shall be allowed to review the personnel file at any reasonable time upon request. No Employee's request shall be deferred for more than seven (7) School Days for a central office file and no more than two (2) School Days for a site location file excluding weekends and holidays. If any Employee is involved in a grievance regarding matters in the personnel file which may be material, an Association officer or other Association Representative with the written approval of the Employee may also be granted access to the Employee's personnel file at reasonable times where such access is authorized in advance by the Employee. The District shall provide copies of all legally permissible information pertinent to the grievance. 24-2 A copy of each written report, comment, or reprimand concerning an Employee which the School District places in the Employee's personnel file shall be provided that Employee. The Employee must sign the personnel copy of the report, comment, or reprimand as directed as acknowledgment of receipt of a copy of the document. Such signature may not be construed as agreement to the contents of the document. Upon request, an Employee shall be provided, at the prevailing rate per page, a reproduction of any material, excluding any pre-employment documents, in the Employee's file. Unless requested by the Association, such a request may not be made more than one time per year. 24-3 Any written response by the Employee to any written report, comment, or reprimand will also become a part of the Employee's personnel file and will remain a part of said file as long as the report, comment, or reprimand responded to remains a part of the file. In order to insure that the response is not inadvertently overlooked, the Employee will note under his or her signature on the report, comment, or reprimand at the time the response is delivered that a response has been made and the document will be countersigned by the receiving administrator and shall be attached to the supervisor's document. If an Employee desires to make a written response to any written report, comment, or reprimand issued by the Immediate Supervisor or Appropriate Administrator, the Employee's response must be made within twenty (20) days. Upon written request of the Employee, a waiver of the time limits by the Appropriate Administrator, not to exceed twenty (20) days, may be granted, which will not be unreasonably withheld. When a copy of the Immediate Supervisor's or Appropriate Administrator's written document is forwarded to any other location, a copy of the Employee's written response must be attached. 24-4 Upon review of the personnel file, an Employee may respond to documents, comments, or reprimands contained therein that the Employee believes to be inaccurate. The Employee's response shall be directed to the Superintendent's designee. If upon investigation by the Superintendent's designee it is determined that the Employee's response is accurate, the response shall become part of the Employee's personnel file or the comment, document, or reprimand in question may be removed by the Superintendent's designee. The determination as to whether the Employee response is accurate and whether said response shall become part of the Employee's personnel file or the comment, document, or reprimand in question shall be removed are determinations that shall be grievable. The Performance Evaluation Report shall remain a permanent part of the Employee's personnel file. If it is determined that the information contained within the evaluation is not substantiated as factual, the District shall replace the evaluation with a corrected copy. 24-5 It is the School District's intention that work rules, policies, and procedures are to be interpreted and applied uniformly to all Employees under similar circumstances.

  • 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.

  • Personnel File An employee, or the President of the Union, or his/her designate, with the written authority of the employee, shall be entitled to review the employee's personnel file(s), both paper and, if applicable, electronic, in the office in which the file is normally kept, in order to facilitate the investigation of a grievance. The employee or the President, as the case may be, shall give the Employer adequate notice prior to having access to such file(s).

  • 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.

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