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).
Personnel File. Initial minor infractions, irregularities, or deficiencies shall first be privately brought to the attention of the employee and, if corrected, shall not be entered into the employee's personnel file. Upon the employee’s request, a “letter of expectation,” which is not discipline, may be removed from the personnel file, provided that the employee has performed satisfactorily for six (6) months from the date of the “letter of expectation.” An oral reprimand shall not become a part of an employee's personnel file. Investigations which do not result in disciplinary actions shall not be entered into the employee's personnel file. Each employee shall be furnished with a copy of all evaluative and disciplinary entries into their personnel file and shall be entitled to have their written response included therein. All disciplinary entries, except discharge, in the employee's personnel file shall state the corrective action expected of the employee. Upon request of the employee, a written reprimand shall be removed from the employee's personnel file provided that no further disciplinary action has been taken against the employee for a period of eighteen (18) months following the date of the written reprimand. Upon request of the employee, a written record of a suspension of ten (10) days or less shall be removed from the employee's personnel file provided that no further disciplinary action has been taken against the employee for a period of three (3) years following the beginning date of the written suspension. Discipline that becomes eligible for removal, based upon this provision, shall not be used as a basis for any subsequent discipline of the employee. The contents of an employee's personnel file shall be disclosed to them upon request and to the employee's Association Xxxxxxx upon the written request of the employee. The written request authorizing the Association Xxxxxxx access to the file shall not be placed in the employee’s personnel file. In the event a grievance is initiated under Article 9, the Appointing Authority shall provide a copy of any items from the employee's personnel file upon the request of the employee or the Association, with any copying costs paid in advance by the employee or the Association. However, up to two (2) copies or a digital copy, at the discretion of the agency, of such material shall be without cost to the employee or Association. Only the employee's personnel file may be used as evidence in any disciplinary action or hear...
Personnel File. (a) An employee, or the President of the Union or his/her designate, with written authority of the employee, shall be entitled to review an employee's personnel file, exclusive of employee references. The file shall be reviewed in the place where the file is normally kept and in the presence of a designated management representative. The Employer will provide copies of file entries as requested. The employee or the President, as the case may be, shall give the Employer five (5) working days notice prior to having access to such information.
(b) Personnel files will be kept confidential and access will be given only to those supervisory personnel that require the information in the course of their duties.
Personnel File. An employee, or the Senior Union Official (or her/his designated representative), with the written authority of the employee, shall be entitled to review the employee’s personnel file, in the office in which the file is normally kept, in order to facilitate the investigation of a grievance or an employee may review her/his file for personal reference. The employee or the Senior Union Official, as the case may be, shall give the Employer seven (7) days’ notice prior to examining the file. The personnel file shall not be made public or shown to any other individual without the employee’s written consent, except in the proper operation of the Employer’s business and/or for the purposes of the proper application of this Agreement.
Personnel File. (a) An employee, or the President of the Union or their designate, with written authority of the employee, will be entitled to review an employee's personnel file, exclusive of employee references. The file will be reviewed at the employee's worksite or, where it is not possible, the file will be made available for review at a mutually agreed location. A designated management representative may be in attendance at this review. The Employer will provide copies of file entries as requested. The Employer may require up to five working days' notice prior to giving access to such information.
(b) Personnel files will be kept confidential and access will be given only to those supervisory personnel that require the information in the course of their duties.
Personnel File.
(a) With reasonable written notice given to the Employer, an employee shall be entitled to review his/her personnel file in the office in which the file is normally kept. Access to the file shall be no later than seven days after the notice is given.
(b) A representative of the Union, with the written authority of the employee shall be entitled to review the employee's personnel file in the office in which the file is normally kept in order to facilitate the investigation of a grievance. The union representative shall give the Employer adequate written notice prior to having access to such file. Access to the file shall be no later than seven days after the notice is given.
(c) The personnel file shall not be made public or shown to any other individual without the employee's written consent, except in the proper operation of the Employer's business and/or for the purposes of the proper application of this agreement.
Personnel File. (a) 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, 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. Access to the file shall be no later than seven (7) days after notice is given.
(b) With reasonable notice given to the Employer, an employee shall be permitted to review his/her personnel file in the office in which the file is normally kept. Access to the file shall be not later than seven (7) days after notice is given.
Personnel File. An employee, or the President of the Union or their 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. The employee or the President, as the case may be, shall give the Employer adequate notice prior to having access to such file(s). Where it is not practical for the employee to review the file in the office in which it is kept, the Employer shall make arrangements to have the file delivered to a Ministry office nearer to the employee's worksite, to allow the review under the supervision of a person designated by the Employer.
Personnel File. 16.1 An employee shall have the opportunity to read any material which may be considered critical of his/her conduct, service, character or personality before it is place in his/her official personnel file and shall be dated the date of review. The official personnel file is defined as the file of the Director of Human Resources. There shall be only one personnel file maintained for each employee by the Director of Human Resources. An employee shall acknowledge that he/she has read the material by affixing his/her signature to the copy to be filed. His/her signature shall not indicate agreement with content of the material, but indicates only that the material has been inspected by the member. If, for any reason the employee refuses to sign the document, said refusal shall be noted on the face of the document, together with the date of said refusal. He/she shall also have the opportunity to reply to such critical material in a written statement to be attached to the filed copy.
16.2 Anonymous letters or materials shall not be placed in an employee's file nor shall they be made a matter of record. Each employee shall have the right, upon request, to review the contents of his/her own personnel file in the presence of a member of the human resources staff. A representative of the Association may, at the member's request, accompany said member for such a review.
16.3 All materials being placed in the personnel file shall be dated on the date it is reviewed by the human resources office.
16.4 All materials contained in personnel files shall be privileged information and these files shall be closed except on a need-to-know basis. At no time nor under any circumstances will these confidential files be open to the public or contents revealed, except as required by law.
16.5 An employee shall be entitled to a copy, at their cost, of any material in his/her file except material originally supplied to the District as confidential prior to employment.
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. The employee or the President, as the case may be shall give the Employer adequate notice prior to having access to such file(s). Written censures, letters of reprimand, adverse reports or any disciplinary action recorded on an employee's personnel file shall be removed automatically after the expiration of eighteen (18) months from the date it was issued provided there has not been a further similar infraction.
