Common use of Personnel File Clause in Contracts

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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel file.

Personnel File. Initial minor infractionsEmployees shall be entitled to review the contents of their personnel files at reasonable intervals. Such review shall be permitted, irregularitiesupon request, or deficiencies only during hours when their personnel office is regularly open for business and within three (3) days of their request, except when an employee is assigned to a remote area. No materials which may be the basis for future disciplinary actions shall first be privately brought placed in employees’ personnel files until the employees have had an opportunity to discuss with their supervisor such material. Employees shall be supplied with a copy of said material. In the event employees object to the attention inclusion of such materials in their files, they may file a grievance with regard to the employee andplacement of such material in their personnel files. Any such material shall not automatically disqualify an employee’s transfer, if correctedreassignment or promotion. Any material which could be the basis for disciplinary action, excluding Notices to Correct Deficiencies (NTCDs) and suspensions, shall be assigned an expiration date not be entered more than two (2) years subsequent to the effective date of such material. Nothing in this Article shall prevent the removal of such material from an employee’s personnel files prior to the expiration date upon approval of Management. The Department shall evaluate each Notice to Correct Deficiencies (NTCD) before including it as a supporting document in any succeeding disciplinary action. Prior to entering an NTCD into the employee's ’s personnel filefiles, each offense cited on such NTCD shall be classified as to the seriousness of the infraction and assigned an expiration date. Upon Such expiration date shall be not more than two (2) years subsequent to the employee’s requestdate of the infraction. In order to minimize administrative problems, a “letter of expectation,” which is not discipline, an NTCD 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 ’s files 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 such request must be made subsequent to the employee for a period of eighteen (18) months following expiration date, as set forth on the NTCD. NTCDs in an employee’s file past the expiration 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 referenced in, nor form the basis for any subsequent discipline of disciplinary action, provided, that the employeeemployee has not been given any other NTCDs or disciplinary action prior to the expiration date. The contents Nothing in this Article shall prevent the removal 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 NTCD from an employee’s personnel filefiles prior to the expiration date upon the approval of Management. In the event a grievance that the NTCD is initiated under Article 9issued for such things as poor work performance or tardiness, the Appointing Authority shall provide a copy of any items from supervisor will review with 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 agencyreasonable intervals, of such material shall be without cost to the employee or Association. Only the employee's personnel file may be used as evidence ’s progress in any disciplinary action or hearing. This does not limit, restrict, or prohibit correcting the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel filedeficiency.

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 his/her personnel file and shall be entitled to have their his/her 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 one (181) months year 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 him/her 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 ten (210) 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel file.

Personnel File. Initial minor infractionsCertificated employees will have the right to inspect the contents of their complete personnel file, irregularities, or deficiencies shall first which will be privately brought to maintained in the attention District Office. Such inspections will be at the convenience of the employee andand the District. Upon request, if corrected, shall not a copy of any documents contained therein will be entered into afforded the employee at no cost to the employee. Each certificated employee's personnel file will contain (1) evaluation reports, (2) copies of annual contracts, (3) a facsimile of credential(s), (4) transcript(s) of academic records, and (5) employment records. Upon each inspection the employee will verify by signature and date, their review of the contents of the personnel file. If any materials other than items 1-5 above are included, the employee will be notified in writing within five (5) business days of receipt and placement in the file. No record of a complaint from a parent, student, co-worker, or member of the community will be placed in the file unless the Superintendent or designee has notified the employee of the complaint and provided a copy to the employee within five (5) business days of receipt. If warranted, the District will investigate to determine if there is a basis for the complaint. Upon request by the employee’s requestemployee and approval of the Superintendent, a “letter of expectation,” which is not discipline, materials may be removed from the personnel filefile after three (3) years, provided that if the disciplinary action was a written reprimand or less, and if the employee has performed satisfactorily not repeated the action that caused the discipline to be initiated. Any documents, required by law to remain in the personnel file, such as discipline concerning sexual or physical abuse, will not be removed. If the superintendent denies the request for six (6) months from the date removal of disciplinary notices, the employee will receive a written explanation of the “letter reasons for such denial. All materials related to an employee's discipline or complaints held at the work location, except for the building copy of expectation.” An oral reprimand shall not become the formal evaluation, will either be transferred to the District personnel file or will be destroyed at the end of each school year. A copy of any/all materials transferred to the district personnel file will be provided to each employee prior to the time of transfer. If a part of public information request is made to review and/or copy any material from an employee's personnel file. Investigations which do not result in disciplinary actions shall not , the employee will 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 notified within 48 hours 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel filerequest.

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 his/her personnel file and shall be entitled to have their his/her 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 one (181) months year 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. employee.‌‌ The contents of an employee's personnel file shall be disclosed to them him/her 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 ten (210) 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel file.

Personnel File. Initial minor infractions, irregularities, or deficiencies shall first Represented employees will be privately brought to the attention given a copy of entries of a derogatory nature when they are placed in their official personnel file. Derogatory entries in a represented employee’s official personnel file are evaluated in terms of the seriousness of the action(s) or incident(s) described and the recency and repetitiveness of such action(s) or incident(s) for use in disciplinary proceedings. Entries describing action(s) or incident(s) that are of minor significance and/or that have not been repetitive will receive more limited consideration in disciplinary proceedings. This paragraph does not apply to represented employees in Units U41 or TM1. Disciplinary letters in a represented employee’s file shall not be used as the basis for disciplinary action imposed more than four (4) years after the date of the disciplinary letter (three [3] years for written reprimands). Materials relating to formal notices of counseling or written reprimands shall be removed from all personnel files after three (3) years upon request by the employee andprovided there has been no disciplinary action for the same three (3) year period and the employee has maintained a fully effective performance evaluation. But disciplinary letters of any date may be used to rebut factual assertions made by or on behalf of the represented employee in disciplinary proceedings. Disciplinary letters of any date may also be used as evidence that the City has complied with progressive discipline requirements (if any apply), if correctedthe represented employee is aware of rules or standards of conduct, and/or the represented employee has been instructed to take specified actions or improve conduct. This paragraph does not apply to represented employees in Units U41 or TM1. Information of a derogatory nature shall not be entered into the employee's personnel file. Upon the a represented employee’s request, a “letter of expectation,” which personnel file until the represented employee is not discipline, may be removed from given written notice and an opportunity to review and comment on 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 fileinformation. Investigations which do not result in disciplinary actions shall not be entered into the employee's personnel file. Each A represented employee shall be furnished with have the right to attach to any such derogatory statement (such as formal notices of counseling or a copy of all evaluative and disciplinary written reprimand), the represented employee’s own comments on the information. This paragraph does not apply to represented employees in Units U41 or TM1. All derogatory entries into their personnel file and shall be entitled to have their written response included therein. All disciplinary entries, except discharge, in the a represented 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 ’s personnel file shall be disclosed to them upon request signed and dated by the author with documentation of delivery to the represented employee's Association Xxxxxxx upon . Represented employees may review their official personnel files in the written request Personnel Department twice per year and may make copies, at their own expense, of the documents contained in the file, except that copies of all original entries to the files shall be provided at no expense to represented employees at the time of entry. The City may establish reasonable rules for the control of the files in the implementation of this provision. A represented employee may also authorize, in writing, the Union Representative to inspect a personnel file related to a dispute concerning that represented employee. The written request authorizing Material in personnel files shall be regarded as confidential and disclosed only in accordance with provisions of law. To the Association Xxxxxxx access to the file extent that any aspect of this section creates an expectation of progressive discipline, it shall not be placed in the employee’s personnel file. In the event a grievance is initiated under Article 9apply to Xxxxx XX0, the Appointing Authority shall provide a copy of any items from the employee's personnel file upon the request of the employee XX0 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel fileU41.

Personnel File. Initial minor infractions, irregularities, or deficiencies The Employer shall first maintain a personnel file for each employee in the District office. A copy of all official correspondence from the Employer to an employee shall be privately brought to placed in the attention of personnel file. All complaints against the employee andplaced in the personnel file shall identify the person or person(s) bringing the complaint. Employees will be required to sign any material of a disciplinary nature or involving complaints against the employee that are to be placed in their personnel file; provided, if correctedhowever, that the refusal of an employee to sign any material shall not prevent its inclusion in the personnel file. An employee's signature on disciplinary material or complaints shall not be entered into interpreted as agreement with the disciplinary action or the complaint. A statement to this effect shall precede the employee's signature. The refusal of an employee to sign any material will subject them to disciplinary action but will not prevent its inclusion in the personnel file. Upon Employees shall have the right to review the contents of their personnel file upon request. This review will take place at a time mutually agreeable to the employee and the Employer, and will be conducted in the presence of an administrator or designated representative. A representative of the Association may, at the employee’s 's request, a “letter of expectation,” which is not discipline, may be removed from the personnel file, provided that accompany the employee has performed satisfactorily for six (6) months from in such review. In the date event there is disagreement over the content of the “letter of expectation.” An oral reprimand shall not become a part of any material in an employee's personnel file. Investigations which do not result , the employee may submit a written statement for inclusion 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 explain his position concerning material in dispute. In addition, an employee who believes that material placed in his file is inappropriate or in error may seek to have their written response included thereinthe material changed and/or removed from the personnel file through the grievance procedure. All disciplinary entries, except discharge, in the An employee's personnel file shall state contain a record indicating the corrective action expected of individuals other than District administrators who have reviewed the employee. Upon request of the employeefile, 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 review and the employee, a written record of a suspension of ten (10) days or less shall be removed from reason for 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 filereview. In the event the District receives a grievance is initiated under Article 9FOIA request for the personnel file(s) of any teacher(s), or any portion thereof, the Appointing Authority District shall provide a copy of any items from provide, as soon as practical, 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 following to the employee or Association. Only the employee's personnel file may be used as evidence in any disciplinary action or hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel file.affected teacher(s):

Personnel File. Initial minor infractionsEmployees shall be entitled to review the contents of their personnel files at reasonable intervals. Such review shall be permitted, irregularitiesupon request, or deficiencies only during hours when their personnel office is regularly open for business and within three (3) days of their request, except when an employee is assigned to a remote area. No materials, which may be the basis for future disciplinary actions, shall first be privately brought placed in employees' personnel files until the employees have had an opportunity to discuss with their supervisor such material. Employees shall be supplied with a copy of said material. In the event employees object to the attention inclusion of such materials in their files, they may file a grievance with regard to the employee andplacement of such material in their personnel files. Any such material shall not automatically disqualify an employee's transfer, if correctedreassignment or promotion. Any material which could be the basis for disciplinary action, excluding Notices to Correct Deficiencies (NTCDs) and suspensions, shall be assigned an expiration date not be entered more than two (2) years subsequent to the effective date of such material. Nothing in this Article shall prevent the removal of such material from an employee's personnel files prior to the expiration date upon approval of Management. The Department shall evaluate each NTCD before including it as a supporting document in any succeeding disciplinary action. Prior to entering an NTCD into the employee's personnel filefiles, each offense cited on such NTCD shall be classified as to the seriousness of the infraction and assigned an expiration date. Upon the employee’s request, a “letter of expectation,” which is Such expiration date shall be not discipline, may be removed from the personnel file, provided that the employee has performed satisfactorily for six more than two (62) months from years subsequent to the date of the “letter of expectation.” An oral reprimand shall not become a part of infraction. In order to minimize administrative problems, 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 NTCD may 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 files upon request of the employee, a written record of a suspension of ten (10) days or less shall provided that such request must be removed from made subsequent to the expiration date, as set forth on the NTCD. NTCDs in an employee's personnel file provided that no further disciplinary action has been taken against past the employee for a period of three (3) years following the beginning expiration date of the written suspension. Discipline that becomes eligible for removal, based upon this provision, shall not be used as a referenced in, nor form the basis for any subsequent discipline disciplinary action, provided, that the employee has not been given any other NTCDs or disciplinary action prior to the expiration date. Nothing in this Article shall prevent the removal of the employee. The contents of an NTCD from an employee's personnel file shall be disclosed to them upon request and files prior to the employee's Association Xxxxxxx expiration date upon the written request approval of the employee. The written request authorizing the Association Xxxxxxx access to the file shall not be placed in the employee’s personnel fileManagement. In the event a grievance that the NTCD is initiated under Article 9issued for such things as poor work performance or tardiness, the Appointing Authority shall provide a copy of any items from supervisor will review with the employee, at reasonable intervals, the employee's personnel file upon progress in correcting 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel filedeficiency.

Personnel File. Initial minor infractions, irregularities, or deficiencies shall first Represented employees will be privately brought to the attention given a copy of entries of a derogatory nature when they are placed in their official personnel file. Derogatory entries in a represented employee’s official personnel file are evaluated in terms of the seriousness of the action(s) or incident(s) described and the recency and repetitiveness of such action(s) or incident(s) for use in disciplinary proceedings. Entries describing action(s) or incident(s) that are of minor significance and/or that have not been repetitive will receive more limited consideration in disciplinary proceedings. This paragraph does not apply to represented employees in Units U41 or TM1. Disciplinary letters in a represented employee’s file shall not be used as the basis for disciplinary action imposed more than four (4) years after the date of the disciplinary letter. But disciplinary letters of any date may be used to rebut factual assertions made by or on behalf of the represented employee andin disciplinary proceedings. Disciplinary letters of any date may also be used as evidence that the City has complied with progressive discipline requirements (if any apply), if correctedthe represented employee is aware of rules or standards of conduct, and/or the represented employee has been instructed to take specified actions or improve conduct. This paragraph does not apply to represented employees in Units U41 or TM1. Information of a derogatory nature shall not be entered into the employee's personnel file. Upon the a represented employee’s request, a “letter of expectation,” which personnel file until the represented employee is not discipline, may be removed from given notice and an opportunity to review and comment on 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 fileinformation. Investigations which do not result in disciplinary actions shall not be entered into the employee's personnel file. Each A represented employee shall be furnished with a copy of all evaluative and disciplinary have the right to attach to any such derogatory statement, the represented employee’s own comments on the information. This paragraph does not apply to represented employees in Units U41 or TM1. All derogatory entries into their personnel file and shall be entitled to have their written response included therein. All disciplinary entries, except discharge, in the a represented 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 ’s personnel file shall be disclosed to them upon request signed and dated by the author with documentation of delivery to the represented employee's Association Xxxxxxx upon . Represented employees may review their official personnel files in the written request Personnel Department twice per year and may make copies, at their own expense, of the documents contained in the file, except that copies of all original entries to the files shall be provided at no expense to represented employees at the time of entry. The City may establish reasonable rules for the control of the files in the implementation of this provision. A represented employee may also authorize, in writing, the Union Representative to inspect a personnel file related to a dispute concerning that represented employee. The written request authorizing Material in personnel files shall be regarded as confidential and disclosed only in accordance with provisions of law. To the Association Xxxxxxx access to the file extent that any aspect of this section creates an expectation of progressive discipline, it shall not be placed in the employee’s personnel file. In the event a grievance is initiated under Article 9apply to Xxxxx XX0, the Appointing Authority shall provide a copy of any items from the employee's personnel file upon the request of the employee XX0 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel fileU41.

Personnel File. Initial minor infractionsA bargaining unit member shall be entitled upon written request to review up to twice each semester his/her personnel records. Any such review shall take place in the College’s administrative offices, irregularities, or deficiencies shall first be privately brought to in the attention presence 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, such individual as may be removed from designated by the personnel fileCollege, 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 and at times during normal business hours which are mutually agreed upon in advance and which do not result in disciplinary actions shall not be entered into interfere with performance by the employee's personnel fileunit member of his/her assigned duties. Each employee shall be furnished with a copy of all evaluative and disciplinary entries into their personnel file and The unit member shall be entitled to have their written response included thereinreceive copies of any material contained in his/her personnel records; the member shall promptly reimburse the College for the actual cost of copy machine reproduction of such material, exclusive of the labor cost involved. All disciplinary entries, except discharge, The unit member shall be entitled to attach to the disputed material in the employee's his/her personnel records a statement consisting of not more than five (5) sheets of 8 ½” x 11” paper regarding any personnel file shall state material with which the corrective action expected of unit member disagrees. If, upon mutual review, the employee. Upon request of disputed material is determined, by the employee, a written reprimand Employer (such determination shall be removed from subject to 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 employeegrievance procedure set forth under Article VI), a written record of a suspension of ten (10) days to be inappropriate or less in error, said material shall be removed from corrected or expunged, whichever is appropriate. If 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 disputed material is thereafter disclosed to them upon request and to any outside interest the employee's Association Xxxxxxx upon the written request of the employeerebuttal statement shall also be disclosed. The written request authorizing the Association Xxxxxxx access to the file Complaints against a bargaining unit member shall not be placed in his/her personnel file or be used in any disciplinary action unless appropriate investigation has been conducted and the incident referred to in the complaint has been substantiated through the College’s published policies and procedures and until the member has been informed of the complaint and full particulars of the complaint, including the identity of the complainant. No written material regarding a unit employee will be disclosed to an outside interest unless that material is included in the employee’s personnel file, unless such material may properly be maintained in a separate file pursuant to the Michigan Xxxxxxx- Xxxxxxxx Employee Right to Know Act. No such material may be so disclosed without the employee’s knowledge. In the event that the College receives a grievance is initiated request under Article 9Michigan’s Freedom of Information Act for all or part of a bargaining unit employee’s personnel file, the Appointing Authority shall provide College will promptly advise the employee of that request and, to extent that it is legally permissible for it to do so, will withhold from disclosure the following materials/information: a) race; b) unlisted telephone number; c) personal insurance information; d) social security number(s); e) bank account information; f) credit union information; g) medical and/or psychological records, facts or evaluations if an individual’s identity would be revealed; h) documents relating to a copy criminal investigation where no charge(s) was filed or where the charge(s) was found to be unsubstantiated as per Xxxxxxx-Xxxxxxxx; i) documents relating to allegations of misconduct or incompetence (excluding evaluation documents), where no charge(s) was filed or the allegations were found to be unsubstantiated (nothing prohibits the College District from maintaining separate investigation files); j) documents relating to closed tenure proceedings (except for documents containing public information), including the charges themselves (including exhibits, testimony, etc.), prior to a final disposition on the charges; k) any items from disciplinary information more than four (4) years old, unless the disclosure is required by law; l) any references to the employee's personnel file upon the request of the employee ’s political or the Associationother associations or affiliations, with any copying costs paid in advance as required under Xxxxxxx-Xxxxxxxx; m) student records or references to specific students as required by the employee or the Association. However, up FERPA; n) evidence concerning authorization 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed work in the employee's personnel fileU.S.; o) employer reference, as required under Xxxxxxx-Xxxxxxxx; p) educational transcripts; q) criminal history checks including fingerprints; r) documents pertaining to current litigation involving the requesting party; s) privileged attorney communications, opinions, work products.

Personnel File. Initial minor infractions, irregularities, or deficiencies Employee personnel files shall first be privately brought considered a confidential and controlled source of information to the attention of extent permitted by law. Each educator shall have one (1) official personnel file and it shall be maintained in the employee and, if corrected, shall not be entered into Human Resources Department. At the employee's personnel file. Upon the employeeeducator’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, materials placed in the employee's personnel file shall state be made available to the corrective action expected educator for inspection, except for ETHS interview reports and confidential reference statements sought or received by the Board/District, prior to the appointment of the employeeeducator. Upon request This inspection shall be conducted in the presence of the person(s) responsible for keeping the files or designee. A representative of the Teachers’ Council may, at the educator’s request, accompany the educator during this review. Such review shall occur during normal business hours with at least forty eight (48) hours prior notice given to the Human Resources Department. No portion of the file may be duplicated or made known to anyone for any purpose other than the specified personnel of the District, without the educator’s permission or except as required by law or legal process. It is the District’s intention that all information filed in an employee’s file becomes a permanent part of the record. However, there may be an occasion where a written reprimand situation has changed necessitating removal of a document. Nothing shall be removed from the employee's personnel file provided that no further disciplinary action has been taken against without the employee for a period of eighteen (18) months following the date consent of the written reprimand. Upon request of the employeeBoard/District, 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 notification to the employee's Association Xxxxxxx upon the written request of the employeeeducator. The written request authorizing the Association Xxxxxxx access Educators may place materials in their files which they regard pertinent to the file their professional record. All evaluative material relating to an educator’s performance shall not be placed in the employee’s personnel file. In the event a grievance is initiated under Article 9, the Appointing Authority An educator shall provide be given a copy of any items from evaluative item placed in the employee's official personnel file upon within seven (7) business days of its placement, and the request educator shall acknowledge its receipt. Educators may attach a written response to any document in the file and such response shall be submitted to the Human Resources Department within fifteen (15) business days of the employee or date the Association, with any copying costs paid in advance copy of the original entry was given to the educator. Educators will be notified by the employee administration of any complaints or the Associationadverse correspondence that is placed in their files. However, up to Educators will be given a copy of such materials and shall acknowledge such receipt. Educators will be given copies of all Freedom of Information Act (FOIA) requests that seek release of information from their personnel files within at least two (2) copies or a digital copy, at the discretion of the agency, of such material shall be without cost business days prior to the employee or Associationfinal response being given to the request. Only The Board/District will only release information from the employee's personnel file may be used as evidence in any disciplinary action or hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel filepermitted by law.

Personnel File. Initial minor infractions, irregularities, or deficiencies shall first Represented employees will be privately brought to the attention given a copy of entries of a derogatory nature when they are placed in their official personnel file. Derogatory entries in a represented employee’s official personnel file are evaluated in terms of the seriousness of the action(s) or incident(s) described and the recency and repetitiveness of such action(s) or incident(s) for use in disciplinary proceedings. Entries describing action(s) or incident(s) that are of minor significance and/or that have not been repetitive will receive more limited consideration in disciplinary proceedings. Disciplinary letters in a represented employee’s file shall not be used as the basis for disciplinary action imposed more than four (4) years after the date of the disciplinary letter. But disciplinary letters of any date may be used to rebut factual assertions made by or on behalf of the represented employee andin disciplinary proceedings. Disciplinary letters of any date may also be used as evidence that the City has complied with progressive discipline requirements (if any apply), if correctedthe represented employee is aware of rules or standards of conduct, and/or the represented employee has been instructed to take specified actions or improve conduct. Information of a derogatory nature shall not be entered into the employee's personnel file. Upon the a represented employee’s request, a “letter of expectation,” which personnel file until the represented employee is not discipline, may be removed from given notice and an opportunity to review and comment on 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 fileinformation. Investigations which do not result in disciplinary actions shall not be entered into the employee's personnel file. Each A represented employee shall be furnished with a copy of all evaluative and disciplinary have the right to attach to any such derogatory statement, the represented employee’s own comments on the information. All derogatory entries into their personnel file and shall be entitled to have their written response included therein. All disciplinary entries, except discharge, in the a represented 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 ’s personnel file shall be disclosed to them upon request signed and dated by the author with documentation of delivery to the represented employee's Association Xxxxxxx upon . Represented employees may review their official personnel files in the written request Personnel Department twice per year and may make copies, at their own expense, of the documents contained in the file, except that copies of all original entries to the files shall be provided at no expense to represented employees at the time of entry. The City may establish reasonable rules for the control of the files in the implementation of this provision. A represented employee may also authorize, in writing, the Union Representative to inspect a personnel file related to a dispute concerning that represented employee. The written request authorizing Material in personnel files shall be regarded as confidential and disclosed only in accordance with provisions of law. To the Association Xxxxxxx access to the file extent that any aspect of this section creates an expectation of progressive discipline, it 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 apply 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel fileUnit UM1.

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 Upon written request, 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 written 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 written 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. Upon mutual agreement between the Employer and Association, the removal of the discipline, as listed in Section 3, from the employee’s personnel file shall constitute the resolution of any applicable outstanding grievances. 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel file.

Personnel File. Initial minor infractionsA bargaining unit member shall be entitled upon written request to review up to twice each semester his/her personnel records. Any such review shall take place in the College’s administrative offices, irregularities, or deficiencies shall first be privately brought to in the attention presence 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, such individual as may be removed from designated by the personnel fileCollege, 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 and at times during normal business hours which are mutually agreed upon in advance and which do not result in disciplinary actions shall not be entered into interfere with performance by the employee's personnel fileunit member of his/her assigned duties. Each employee shall be furnished with a copy of all evaluative and disciplinary entries into their personnel file and The unit member shall be entitled to have their written response included thereinreceive copies of any material contained in his/her personnel records; the member shall promptly reimburse the College for the actual cost of copy machine reproduction of such material, exclusive of the labor cost involved. All disciplinary entries, except discharge, The unit member shall be entitled to attach to the disputed material in the employee's his/her personnel records a statement consisting of not more than five (5) sheets of 8 ½” x 11” paper regarding any personnel file shall state material with which the corrective action expected of unit member disagrees. If, upon mutual review, the employee. Upon request of disputed material is determined, by the employee, a written reprimand Employer (such determination shall be removed from subject to 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 employeegrievance procedure set forth under Article VI), a written record of a suspension of ten (10) days to be inappropriate or less in error, said material shall be removed from corrected or expunged, whichever is appropriate. If 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 disputed material is thereafter disclosed to them upon request and to any outside interest the employee's Association Xxxxxxx upon the written request of the employeerebuttal statement shall also be disclosed. The written request authorizing the Association Xxxxxxx access to the file Complaints against a bargaining unit member shall not be placed in his/her personnel file or be used in any disciplinary action unless appropriate investigation has been conducted and the incident referred to in the complaint has been substantiated through the College’s published policies and procedures and until the member has been informed of the complaint and full particulars of the complaint, including the identity of the complainant. No written material regarding a unit employee will be disclosed to an outside interest unless that material is included in the employee’s personnel file, unless such material may properly be maintained in a separate file pursuant to the Michigan Xxxxxxx- Xxxxxxxx Employee Right to Know Act. No such material may be so disclosed without the employee’s knowledge. In the event that the College receives a grievance is initiated request under Article 9Michigan’s Freedom of Information Act for all or part of a bargaining unit employee’s personnel file, the Appointing Authority shall provide College will promptly advise the employee of that request and, to extent that it is legally permissible for it to do so, will withhold from disclosure the following materials/information: a) race; b) unlisted telephone number; c) personal insurance information; d) social security number(s); e) bank account information; f) credit union information; g) medical and/or psychological records, facts or evaluations if an individual’s identity would be revealed; h) documents relating to a copy criminal investigation where no charge(s) was filed or where the charge(s) was found to be unsubstantiated as per Xxxxxxx-Xxxxxxxx; i) documents relating to allegations of misconduct or incompetence (excluding evaluation documents), where no charge(s) was filed or the allegations were found to be unsubstantiated (nothing prohibits the College District from maintaining separate investigation files); j) documents relating to closed tenure proceedings (except for documents containing public information), including the charges themselves (including exhibits, testimony, etc.), prior to a final disposition on the charges; k) any items from disciplinary information more than four (4) years old, unless the disclosure is required by law; l) any references to the employee's personnel file upon the request of the employee ’s political or the Associationother associations or affiliations, with any copying costs paid in advance as required under Xxxxxxx-Xxxxxxxx; m) student records or references to specific students as required by the employee or the Association. However, up XXXXX; n) evidence concerning authorization 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed work in the employee's personnel fileU.S.; o) employer reference, as required under Xxxxxxx-Xxxxxxxx; p) educational transcripts; q) criminal history checks including fingerprints; r) documents pertaining to current litigation involving the requesting party; s) privileged attorney communications, opinions, work products.

Personnel File. Initial minor infractionsDefinition. A personnel file is the official record of the employee’s work history with the District. It may include, irregularities, or deficiencies shall first but not be privately brought limited to the attention following: employment application, resume, performance evaluations, letters of recommendation or commendation, counseling letters, reprimands, other work related documents that have been shared with or generated by the employee, and employee responses to any documents in the file. The District’s Office of Employer-Employee Relations shall maintain a file of all grievance records and communications separate from the personnel files of the employee andGrievant(s), if corrected, and grievance documents and decisions shall not be entered into included in the employee's personnel file. Upon Placing Adverse Materials in the employee’s request, a “letter of expectation,” which is not discipline, Personnel File. Materials may be removed from signed, dated and placed in the file by the appropriate administrator. Prior to placing any adverse material in a Unit member’s file, the employee shall be notified and provided a copy given a copy. The Employee may attach his/her own statement to any material placed in 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 file within ten work days. No adverse material may become a part of an employee's ’s record, placed in his/her personnel file. Investigations which do not result in disciplinary actions shall not be entered into , until the employee's personnel file. Each employee shall be furnished with has been provided a copy of all evaluative such material and disciplinary entries into their personnel file and shall be entitled had an opportunity to have their written response included thereinrespond. 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 Removing Adverse Materials from the employee's personnel file provided that no further disciplinary action Personnel File. Adverse material which 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 placed or less shall will 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 placed in an employee's personnel file shall not be disclosed to them upon request and to the employee's Association Xxxxxxx upon the written request retained in that file for more than four years after original receipt of the employeematerials. The employee may request adverse material to be removed from her/his personnel file after four years of receipt of the material. unless the employee asks that the material be retained. Viewing the Personnel File A Unit member and/or Union representative shall have the right, at any reasonable time, to inspect a personnel file at the college and/or at the District office. The Unit member may elect to have a Union representative accompany him/her to inspect the personnel file. The Unit member shall have the right to give written request authorizing consent to a Union representative to inspect the Association Xxxxxxx access to the file shall not be placed in the employeeUnit Member’s personnel file. In the event a grievance is initiated under Article 9APPENDIX A, 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel file.JOB DUTY STATEMENT Name: Position Title: Effective Date: Position Status:  Regular  Temporary Next Evaluation Date: Job Duties:

Personnel File. Initial minor infractions, irregularities, or deficiencies shall first Represented employees will be privately brought to the attention given a copy of entries of a derogatory nature when they are placed in their official personnel file. Derogatory entries in a represented employee’s official personnel file are evaluated in terms of the seriousness of the action(s) or incident(s) described and the recency and repetitiveness of such action(s) or incident(s) for use in disciplinary proceedings. Entries describing action(s) or incident(s) that are of minor significance and/or that have not been repetitive will receive more limited consideration in disciplinary proceedings. This paragraph does not apply to represented employees in Units U41 or TM1. Disciplinary letters in a represented employee’s file shall not be used as the basis for disciplinary action imposed more than four (4) years after the date of the disciplinary letter (three [3] years for written reprimands). Materials relating to formal notices of counseling or written reprimands shall be removed from all personnel files after three (3) years upon request by the employee andprovided there has been no disciplinary action for the same three (3) year period and the employee has maintained a fully effective performance evaluation. But disciplinary letters of any date may be used to rebut factual assertions made by or on behalf of the represented employee in disciplinary proceedings. Disciplinary letters of any date may also be used as evidence that the City has complied with progressive discipline requirements (if any apply), if correctedthe represented employee is aware of rules or standards of conduct, and/or the represented employee has been instructed to take specified actions or improve conduct. This paragraph does not apply to represented employees in Units U41 or TM1. Information of a derogatory nature shall not be entered into the employee's personnel file. Upon the a represented employee’s request, a “letter of expectation,” which personnel file until the represented employee is not discipline, may be removed from given written notice and an opportunity to review and comment on 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 fileinformation. Investigations which do not result in disciplinary actions shall not be entered into the employee's personnel file. Each A represented employee shall be furnished with have the right to attach to any such derogatory statement (such as formal notices of counseling or a copy of all evaluative and disciplinary written reprimand), the represented employee’s own comments on the information. This paragraph does not apply to represented employees in Units U41 or TM1. All derogatory entries into their personnel file and shall be entitled to have their written response included therein. All disciplinary entries, except discharge, in the a represented 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 ’s personnel file shall be disclosed to them upon request signed and dated by the author with documentation of delivery to the represented employee's Association Xxxxxxx upon . Represented employees may review their official personnel files in the written request Personnel Department twice per year and may make copies, at their own expense, of the documents contained in the file, except that copies of all original entries to the files shall be provided at no expense to represented employees at the time of entry. The City may establish reasonable rules for the control of the files in the implementation of this provision. A represented employee may also authorize, in writing, the Union Representative to inspect a personnel file related to a dispute concerning that represented employee. The written request authorizing Material in personnel files shall be regarded as confidential and disclosed only in accordance with provisions of law. To the Association Xxxxxxx access to the file extent that any aspect of this section creates an expectation of progressive discipline, it shall not be placed in the employee’s personnel file. In the event a grievance is initiated under Article 9apply to Units UM1, the Appointing Authority shall provide a copy of any items from the employee's personnel file upon the request of the employee TM1 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel fileU41.

Personnel File. Initial minor infractions, irregularitiesAn employee, or deficiencies shall first be privately brought to his/her certified representative with the attention written consent of the employee andemployee, if correctedunder HR supervision, shall not be entered into the employee's personnel file. Upon the may inspect that employee’s request, a “letter personnel file with the exception of expectation,” which is not discipline, may be removed all material obtained from other employers and agencies at the personnel file, provided time that the employee has performed satisfactorily was hired. The employee is to give two (2) days notice to the Human Resources Division for six (6) months from the date purpose 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 inspecting and disciplinary entries into their personnel file and shall be entitled to have their written response included therein. All disciplinary entries, except discharge, photocopying any materials in the employee's personnel file to which the employee is entitled to have access. The employee may photocopy material to which the employee is entitled to have access from his or her personnel file without charge. An employee shall state be advised of, and entitled to read, any written statement by the corrective action expected 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 to 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 follow existing department practices The employee may file a grievance regarding any such document within the prescribed time limits of the employeegrievance procedure. Upon request If the employee fails to file a grievance within the designated time limits, the document becomes part 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 file. If the employee for does file a period of eighteen (18) months following grievance within the date of the written reprimand. Upon request of the employeedesignated time limits, 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 said document 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 nor referenced in any disciplinary action Performance Evaluation or hearingAppraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee Grievances filed under this provision shall not be placed subject to the Arbitration provisions of the Grievance Procedure unless they involve a violation of a specific provision of this agreement. Management agrees that no properly used and approved full paid sick leave used during the Performance Evaluation rating period I be referenced on such form. The same will not be reference in the employee's personnel file.an Appraisal of Promotability as appropriate. The employee may request that any written Warning(s) or Reprimand(s) more than one

Personnel File. Initial minor infractionsI� Official Personnel File: There shall be only one (1) official personnel file per employee and said file shall be kept in Human Resource Services� It is understood that supervisors may maintain notes and other information pertaining to an employee’s employment with the University� These notes and other information may include, irregularitiesbut are not limited to, or deficiencies such items as department maintained time, attendance, and performance records� These items may be admissible as supporting documentation for disciplinary actions� However, only disciplinary actions placed in the official personnel file maintained in Human Resource Services may be used for the purpose of disciplinary procedures� II� Access: Access to an employee’s official personnel file shall first be privately brought limited only to the attention employee or University management individuals with a legitimate business reason for such access� Only an employee and his/her representative upon request and written release from the employee, except for extenuating or unusual circumstances, shall have access to an employee’s official personnel file� Any other persons shall not have access to employees’ personnel files unless previously approved in writing by the employee� III� Review of Employee’s Official Personnel File: Any employee in the bargaining unit shall have access to review his/her official personnel file by providing twenty-four (24) hours advance notice to Human Resource Services� Such review shall take place during regular business hours� Human Resource Services shall make available to the employee and, if corrected, shall not be entered into the employee's personnel file. Upon and/or 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 representative reasonable use of a suspension copying machine for less than ten (10) pages of copy� For copies in excess of ten (10) days or less pages, the employee and/or the employee’s representative will incur reasonable costs� Cost for any copies shall be removed from waived when copies are needed pursuant to a disciplinary action against the employee's �‌ IV� Adverse Material Notification: Prior to placing any adverse materials in the employee’s official personnel file provided that no further disciplinary action has been taken against file, the employee for a period shall be given the opportunity to review and acknowledge receipt of three (3) years following such materials by signing and dating such materials before its placement in the beginning date official personnel file� Signature of the written suspension. Discipline that becomes eligible for removalemployee is not an admission of guilt and does not constitute agreement by the employee with the contents of such materials� Should the employee refuse to sign any adverse material, based upon this provisionanother supervisor, shall not be used as a basis for any subsequent discipline member of Human Resource Services, or employee’s representative will witness and document, by noting on the materials in question, the employee. ’s refusal to sign� 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 materials may then be placed in the employee’s official personnel file. In � An employee who disagrees with the event a grievance is initiated under Article 9, the Appointing Authority shall provide a copy contents of any items from adverse material shall have the right to write a rebuttal and ask that it be attached to the adverse material and/or pursue an appeal through the grievance and appeal procedures� Adverse materials placed in the employee's ’s official personnel file upon without the request knowledge 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed admissible in any disciplinary procedures against the employee's personnel file.� Employees have the right to submit a rebuttal at any time following receipt of adverse materials�

Personnel File. Initial minor infractionsEach employee's personnel file shall contain the following minimum items of information: All employee evaluation reports, irregularitiescopies of annual contracts, teaching certificate, a transcript of academic records, and immunization records or deficiencies waiver. Employees or former employees shall, upon request and in the presence of a District representative, have the right to inspect all contents of their complete personnel file kept within the District. Upon written request of the employee, a copy of any documents contained therein shall first be privately brought provided to the attention employee. Anyone, at the employee's request, may be present in this review. No secret, alternate or other personnel file shall be kept anywhere in the District. However, an evaluator's unofficial working file, including classroom observations, notes and other pertinent data may be kept during the school year to facilitate employee evaluation. The evaluator's working file used during the school year shall be given to the employee at the time of the annual evaluation. An employee andwishing to review the contents of their evaluator's working file may request an appointment to meet with the evaluator for that purpose. An appointment will be scheduled within forty-eight (48) hours, exclusive of the evaluator's absence from the building, for the employee and evaluator to review the working file. Upon request, an employee will be given a copy of any documents contained in the working file. A separate file for processed grievances, if correctedany, shall not be entered into kept apart from the employee's personnel file. Upon the employee’s request, a “letter of expectation,” which is Any derogatory material not discipline, may be removed from the personnel file, provided that the shown to any 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 within ten (10) days after receipt or less composition shall not be allowed as evidence in any grievance or in any disciplinary action against such employee. No evaluation, correspondence or other material making derogatory reference to an employee's character or manner shall be kept or placed in the personnel file without the employee's knowledge and opportunity to attach his/her own comments. Upon request by the employee, the Superintendent or official designee shall sign to verify contents. Derogatory material shall be removed from at the employee's personnel file provided that no further disciplinary action has been taken against the employee for a period end of three (3) years following at 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 ; provided no further discipline for incidents of 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel filesimilar nature has occurred.

Personnel File. Initial minor infractionsAny employee will have the right to review the contents of his/her district personnel file upon written request and at a mutually convenient time and in the presence of an employer representative. At the employee's request, irregularities, or deficiencies shall first a witness may also be privately brought present in this review. A copy of any document(s) contained in the file will be furnished to the attention employee upon request. Information in an employee's personnel file will be available only to the employer’s lawyers, administrators, the employer, and the employee. Release of any information from such file to any other source, in either written or oral form, requires the written permission of the employee andwith the exception of a request from legal authorities who have presented a proper legal instrument, if correctedor in the case of information available under the Public Records Act (42.56 RCW). The employee will also have the right to inspect all employment references leaving the district. An employee will have the right to answer, shall not in writing, any complaints filed in his/her personnel file and said answer will be entered into attached to the complaint and reviewed by the employee's immediate supervisor. All official communications used in recommending or rating an employee will be included in the employee's personnel file. Upon the employee’s request, No item making 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 derogatory reference to an employee's personnel file. Investigations which do not result in disciplinary actions shall not competence, character, or manner will be entered into his/her personnel file without fifteen (15) working days notice to the employee and written review by the employee's immediate supervisor. Any written complaint, excluding acts of alleged misconduct covered by “just cause” provisions of the contract, received against an employee will be shown to the employee within 15 working days of receipt. The employer will review personnel file. Each employee shall be furnished with a copy files, upon request, for the purpose of all evaluative and disciplinary entries into their removing derogatory materials that have been in the personnel file for at least 3 years and shall which the employer determines to be entitled no longer currently relevant. An employee will have the right to have their written response included therein. All disciplinary entries, except discharge, insert material in the employee's personnel his/her file shall state the corrective action expected that is of the employeebenefit to his/her professional stature. Upon request of by the employee, a written reprimand shall be removed from the employee's superintendent or his official designee will sign an inventory sheet to verify contents of the 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 time of the agency, of such material shall be without cost to the employee or Association. Only the inspection by said employee's personnel file may be used as evidence in any disciplinary action or hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel file.

Personnel File. Initial minor infractions, irregularities, or deficiencies shall first ‌ Represented employees will be privately brought to the attention given a copy of entries of a derogatory nature when they are placed in their official personnel file. Derogatory entries in a represented employee’s official personnel file are evaluated in terms of the seriousness of the action(s) or incident(s) described and the recency and repetitiveness of such action(s) or incident(s) for use in disciplinary proceedings. Entries describing action(s) or incident(s) that are of minor significance and/or that have not been repetitive will receive more limited consideration in disciplinary proceedings. Disciplinary letters in a represented employee’s file shall not be used as the basis for disciplinary action imposed more than four (4) years after the date of the disciplinary letter. But disciplinary letters of any date may be used to rebut factual assertions made by or on behalf of the represented employee andin disciplinary proceedings. Disciplinary letters of any date may also be used as evidence that the City has complied with progressive discipline requirements (if any apply), if correctedthe represented employee is aware of rules or standards of conduct, and/or the represented employee has been instructed to take specified actions or improve conduct. Information of a derogatory nature shall not be entered into the employee's personnel file. Upon the a represented employee’s request, a “letter of expectation,” which personnel file until the represented employee is not discipline, may be removed from given notice and an opportunity to review and comment on 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 fileinformation. Investigations which do not result in disciplinary actions shall not be entered into the employee's personnel file. Each A represented employee shall be furnished with a copy of all evaluative and disciplinary have the right to attach to any such derogatory statement, the represented employee’s own comments on the information. All derogatory entries into their personnel file and shall be entitled to have their written response included therein. All disciplinary entries, except discharge, in the a represented 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 ’s personnel file shall be disclosed to them upon request signed and dated by the author with documentation of delivery to the represented employee's Association Xxxxxxx upon . Represented employees may review their official personnel files in the written request Personnel Department twice per year and may make copies, at their own expense, of the documents contained in the file, except that copies of all original entries to the files shall be provided at no expense to represented employees at the time of entry. The City may establish reasonable rules for the control of the files in the implementation of this provision. A represented employee may also authorize, in writing, the Union Representative to inspect a personnel file related to a dispute concerning that represented employee. The written request authorizing Material in personnel files shall be regarded as confidential and disclosed only in accordance with provisions of law. To the Association Xxxxxxx access to the file extent that any aspect of this section creates an expectation of progressive discipline, it shall not be placed apply to represented employees 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 Unit U31 who are in classifications that have been exempted 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel filecompetitive civil service.

Personnel File. Initial minor infractionsThe University shall maintain one (and only one) official personnel file for each member of the faculty. The file will be located in the Office of Human Resources. A faculty member will be permitted to review the material contained in his or her file. The University will provide a faculty member with a copy of any document placed in his or her file, irregularities, unless an original or deficiencies shall first be privately brought copy was sent directly to the attention of faculty member. The faculty member may submit a written response to any document placed in the employee and, if corrected, shall not be entered into the employeefaculty member's personnel file. Upon This response shall also be placed in the employee’s requestfaculty member's file. A faculty member may be accompanied by an Association representative while reviewing his or her file. In addition, a “letter of expectation,” which is not discipline, faculty member may be removed from the personnel file, allow an Association representative to view his or her file provided that the employee has performed satisfactorily for six (6) months from the date faculty member makes such authorization in writing. The Human Resources Director or his or her designee must be present during any review of the “letter of expectation.” An oral reprimand shall not become a part of an employee's personnel filefiles. 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 faculty member may request a copy of all evaluative and disciplinary entries into their his or her personnel file at any time. The copy will be made available to the faculty member within three (3) working days at the current cost per copy. Faculty members may also place in their file materials relevant to their academic qualifications, teaching, research, scholarship, and shall be entitled to have their written response included thereinservice. All disciplinary entries, except discharge, in the employee's personnel file shall state the corrective action expected If a member of the employeeBargaining Unit considers material in his or her file to be obsolete, because of its age or a significant change in circumstances, he or she may request the VPAA in writing that the material be removed. Upon request of The VPAA shall consider whether 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 reprimandmaterial is still relevant. Upon request of the employee, a written record of a suspension of Material more than ten (10) days or less years old shall be removed from presumed to be obsolete unless the employeeVPAA explains to the faculty member why it is still relevant. However, "core documents" such as contracts, legal settlements, and notices of disciplinary action, shall remain in a faculty member's personnel file provided that no further disciplinary action has been taken against the employee for irrespective of age. All material placed in 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 employeefaculty member's personnel file shall be disclosed to them upon request and is subject to the employee's Association Xxxxxxx upon grievance procedure if the written request of the employee. The written request authorizing the Association Xxxxxxx access placement is alleged 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel fileviolate this Agreement.

Personnel File. Initial minor infractions, irregularities, or deficiencies The District shall first be privately brought retain one official personnel file for each employee. The employee will have the right to review in the attention presence 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 human resources director all material contained 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 his/her 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 Human Resources Department. At the corrective action expected of the employee. Upon request of the employee, a the District will provide copies of material contained in the file. A reasonable charge may be made for providing excess copies. Employees may authorize their bargaining representative access to their personnel file to be reviewed in the presence of the human resources director by providing written reprimand shall authorization. All non-routine material placed in the file must be signed and dated by the employee. The employee may, at his/her option, have the right to submit written comments relating to any document that is in the personnel file. The annual evaluation as well as the employee's comments and necessary supporting data may be retained in the personnel file. Material not shown to an employee within ten (10) days of receipt will not become part of the employee's personnel files. Material relating to an offense may be removed from the employee's personnel file after two years, provided that there are no further disciplinary action has infractions of a similar nature during the intervening period. Materials relating to sexual misconduct are prohibited by state law from being removed. Material relating to an offense for which an employee could have been taken against discharged shall only be removed by mutual agreement between the employee and the District. Either the Employee or the District may initiate the action to have material removed. SECTION 4 - EVALUATION FILE All employees will be evaluated on or before June 1. Evaluation will be a continuous process based on established criteria involving employees for a period the purpose of eighteen (18) months following improving performance. The supervising administrator may retain an evaluation file on each employee. All non-routine material placed in the date of the written reprimand. Upon request of the employee, a written record of a suspension of ten (10) days or less shall file must 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 signed and dated by the employee. The contents employee shall have the right to review this file in the presence of an employee's personnel file shall the evaluator. An employee who transfers will be disclosed to them upon request and evaluated immediately prior to the employee's Association Xxxxxxx upon transfer. Any pertinent information relating to comments on the written request of evaluation will be forwarded with the employee. The written request authorizing the Association Xxxxxxx access evaluation to the file shall not be placed in the employee’s District personnel file. In All other data in the event a grievance is initiated under Article 9, the Appointing Authority shall provide a copy of any items from the employeeadministrator's personnel evaluation 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 that relates to the employee or Association. Only the employee's personnel file may will be used as evidence in any disciplinary action or hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel filedestroyed.

Personnel File. Initial minor infractions, irregularities, or deficiencies shall first ‌ Represented employees will be privately brought to the attention given a copy of entries of a derogatory nature when they are placed in their official personnel file. Derogatory entries in a represented employee’s official personnel file are evaluated in terms of the seriousness of the action(s) or incident(s) described and the recency and repetitiveness of such action(s) or incident(s) for use in disciplinary proceedings. Entries describing action(s) or incident(s) that are of minor significance and/or that have not been repetitive will receive more limited consideration in disciplinary proceedings. Disciplinary letters in a represented employee’s file shall not be used as the basis for disciplinary action imposed more than four (4) years after the date of the disciplinary letter. But disciplinary letters of any date may be used to rebut factual assertions made by or on behalf of the represented employee andin disciplinary proceedings. Disciplinary letters of any date may also be used as evidence that the City has complied with progressive discipline requirements (if any apply), if correctedthe represented employee is aware of rules or standards of conduct, and/or the represented employee has been instructed to take specified actions or improve conduct. Information of a derogatory nature shall not be entered into the employee's personnel file. Upon the a represented employee’s request, a “letter of expectation,” which personnel file until the represented employee is not discipline, may be removed from given notice and an opportunity to review and comment on 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 fileinformation. Investigations which do not result in disciplinary actions shall not be entered into the employee's personnel file. Each A represented employee shall be furnished with a copy of all evaluative and disciplinary have the right to attach to any such derogatory statement, the represented employee’s own comments on the information. All derogatory entries into their personnel file and shall be entitled to have their written response included therein. All disciplinary entries, except discharge, in the a represented 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 ’s personnel file shall be disclosed to them upon request signed and dated by the author with documentation of delivery to the represented employee's Association Xxxxxxx upon . Represented employees may review their official personnel files in the written request Personnel Department twice per year and may make copies, at their own expense, of the documents contained in the file, except that copies of all original entries to the files shall be provided at no expense to represented employees at the time of entry. The City may establish reasonable rules for the control of the files in the implementation of this provision. A represented employee may also authorize, in writing, the CMEA Representative to inspect a personnel file related to a dispute concerning that represented employee. The written request authorizing Material in personnel files shall be regarded as confidential and disclosed only in accordance with provisions of law. To the Association Xxxxxxx access to the file extent that any aspect of this section creates an expectation of progressive discipline, it shall not be placed apply to represented employees 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 Unit U31 who are in classifications that have been exempted 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel filecompetitive civil service.

Personnel File. Initial minor infractions, irregularities, or deficiencies shall first Represented employees will be privately brought to the attention given a copy of entries of a derogatory nature when they are placed in their official personnel file. Derogatory entries in a represented employee’s official personnel file are evaluated in terms of the seriousness of the action(s) or incident(s) described and the recency and repetitiveness of such action(s) or incident(s) for use in disciplinary proceedings. Entries describing action(s) or incident(s) that are of minor significance and/or that have not been repetitive will receive more limited consideration in disciplinary proceedings. Disciplinary letters in a represented employee’s file shall not be used as the basis for disciplinary action imposed more than four (4) years after the date of the disciplinary letter. But disciplinary letters of any date may be used to rebut factual assertions made by or on behalf of the represented employee andin disciplinary proceedings. Disciplinary letters of any date may also be used as evidence that the City has complied with progressive discipline requirements (if any apply), if correctedthe represented employee is aware of rules or standards of conduct, and/or the represented employee has been instructed to take specified actions or improve conduct. Information of a derogatory nature shall not be entered into the employee's personnel file. Upon the a represented employee’s request, a “letter of expectation,” which personnel file until the represented employee is not discipline, may be removed from given notice and an opportunity to review and comment on 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 fileinformation. Investigations which do not result in disciplinary actions shall not be entered into the employee's personnel file. Each A represented employee shall be furnished with a copy of all evaluative and disciplinary have the right to attach to any such derogatory statement, the represented employee’s own comments on the information. All derogatory entries into their personnel file and shall be entitled to have their written response included therein. All disciplinary entries, except discharge, in the a represented 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 ’s personnel file shall be disclosed to them upon request signed and dated by the author with documentation of delivery to the represented employee's Association Xxxxxxx upon . Represented employees may review their official personnel files in the written request Personnel Department twice per year and may make copies, at their own expense, of the documents contained in the file, except that copies of all original entries to the files shall be provided at no expense to represented employees at the time of entry. The City may establish reasonable rules for the control of the files in the implementation of this provision. A represented employee may also authorize, in writing, the CMEA Representative to inspect a personnel file related to a dispute concerning that represented employee. The written request authorizing Material in personnel files shall be regarded as confidential and disclosed only in accordance with provisions of law. To the Association Xxxxxxx access to the file extent that any aspect of this section creates an expectation of progressive discipline, it shall not be placed apply to represented employees 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 Unit U31 who are in classifications that have been exempted 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel filecompetitive civil service.

Personnel File. Initial minor infractionsFormatted: Highlight Only one personnel file shall be kept for each employee, irregularitiesand all materials to be placed in the official board file shall be inserted in a timely fashion. The employee shall be notified by e-mail or given a copy of all non-routine documents containing an assessment of employee actions or conduct, or deficiencies involving disciplinary actions placed in an employee personnel file within ten (10) school days. The employee shall first have the right to attach dissenting or explanatory material to any document or other piece of material to be privately brought to placed in the attention of the employee and, if corrected, personnel file within thirty (30) days. Nothing 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 permanently removed from the personnel filefile without the consent of both the Board, provided that or designee, and the employee. In the event there is no agreement then the employee has performed satisfactorily for six (6) months from shall have the date rights as enumerated in Section 40/6 of the “letter of expectation.” An oral reprimand Illinois Personnel Records Review Act [820 ILCS 40/6]. The employee shall have the right to inspect his/her personnel file at such reasonable times during the regular hours established for the Central office. Such right to inspection shall not become extend to such matters which should not be disclosed to the employee under the Illinois Personnel Records Act. The Board may designate a part representative to be present during any review of the personnel file by the employee. The employee shall have the right to be furnished a copy of any or all material, at his/her expense if requested. Neither an employee's personnel file. Investigations which do not result in disciplinary actions ’s file nor any of its contents shall not be entered into copied or otherwise made known to other persons without the employee's personnel file’s permission either during or after his/her service in the District, provided, however, that such a file shall be available to the Board, the Superintendent or designee, and the employee’s principal or immediate supervisor to whom he/she is responsible, and shall be otherwise disclosed pursuant to law.Only one official board file shall be kept for each employee, and all materials to be placed in the official board file shall be inserted in a timely fashion. Each The employee shall be furnished with notified by e-mail or given a copy of all evaluative and non-routine documents containing an assessment of employee actions or conduct, or involving disciplinary entries into their actions placed in an employee 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 within ten (10) days school days. The employee shall have the right to attach dissenting or less explanatory material to any document or other piece of material to be placed in the personnel file within thirty (30) days. Nothing shall be permanently removed from the employee's personnel file provided that without the consent of both the Board, or designee, and the employee. In the event there is no further disciplinary action has been taken against agreement then the employee for a period of three (3) years following shall have the beginning date rights as enumerated in Section 40/6 of the written suspensionIllinois Personnel Records Review Act [820 ILCS 40/6]. Discipline that becomes eligible The employee shall have the right to inspect his/her personnel file at such reasonable times during the regular hours established for removal, based upon this provision, the Central office. Such right to inspection shall not extend to such matters which should not be used as disclosed to the employee under the Illinois Personnel Records Act. The Board may designate a basis for representative to be present during any subsequent discipline review of the personnel file by the employee. The contents of an employee's personnel file employee shall have the right to 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 furnished a copy of any items from or all material, at his/her expense if requested. Neither an employee’s file nor any of its contents shall be copied or otherwise made known to other persons without the employee's personnel ’s permission either during or after his/her service in the District, provided, however, that such a 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 available to the employee Board, the Superintendent or Association. Only designee, and the employee's personnel file may ’s principal or immediate supervisor to whom he/she is responsible, and shall be used as evidence in any disciplinary action or hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee shall not be placed in the employee's personnel fileotherwise disclosed pursuant to law.

Personnel File. Initial minor infractions, irregularitiesAn employee, or deficiencies shall first be privately brought to his/her certified representative with the attention written consent of the employee andemployee, if correctedunder HR supervision, shall not be entered into the employee's personnel file. Upon the may inspect that employee’s request, a “letter personnel file with the exception of expectation,” which is not discipline, may be removed all material obtained from other employers and agencies at the personnel file, provided time that the employee has performed satisfactorily was hired. The employee is to give two (2) days notice to the Human Resources Division for six (6) months from the date purpose 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 inspecting and disciplinary entries into their personnel file and shall be entitled to have their written response included therein. All disciplinary entries, except discharge, photocopying any materials in the employee's personnel file to which the employee is entitled to have access. The employee may photocopy material to which the employee is entitled to have access from his or her personnel file without charge. An employee shall state be advised of, and entitled to read, any written statement by the corrective action expected 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 to 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 follow existing department practices The employee may file a grievance regarding any such document within the prescribed time limits of the employeegrievance procedure. Upon request If the employee fails to file a grievance within the designated time limits, the document becomes part 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 file. If the employee for does file a period of eighteen (18) months following grievance within the date of the written reprimand. Upon request of the employeedesignated time limits, 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 said document 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 nor referenced in any disciplinary action Performance Evaluation or hearingAppraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee Grievances filed under this provision shall not be placed subject to the Arbitration provisions of the Grievance Procedure unless they involve a violation of a specific provision of this agreement. Management agrees that no properly used and approved full paid sick leave used during the Performance Evaluation rating period be referenced on such forms. The same will not be reference in the employee's personnel file.an Appraisal of Promotability as appropriate. The employee may request that any written Warning(s) or Reprimand(s) more than one

Personnel File. Initial minor infractions, irregularities‌ An employee, or deficiencies shall first be privately brought to his/her certified representative with the attention written consent of the employee andemployee, if correctedunder HR supervision, shall not be entered into the employee's personnel file. Upon the may inspect that employee’s request, a “letter personnel file with the exception of expectation,” which is not discipline, may be removed all material obtained from other employers and agencies at the personnel file, provided time that the employee has performed satisfactorily was hired. The employee is to give two (2) days notice to the Human Resources Division for six (6) months from the date purpose 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 inspecting and disciplinary entries into their personnel file and shall be entitled to have their written response included therein. All disciplinary entries, except discharge, photocopying any materials in the employee's personnel file to which the employee is entitled to have access. The employee may photocopy material to which the employee is entitled to have access from his or her personnel file without charge. An employee shall state be advised of, and entitled to read, any written statement by the corrective action expected 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 to 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 follow existing department practices The employee may file a grievance regarding any such document within the prescribed time limits of the employeegrievance procedure. Upon request If the employee fails to file a grievance within the designated time limits, the document becomes part 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 file. If the employee for does file a period of eighteen (18) months following grievance within the date of the written reprimand. Upon request of the employeedesignated time limits, 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 said document 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 nor referenced in any disciplinary action Performance Evaluation or hearingAppraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee Grievances filed under this provision shall not be placed subject to the Arbitration provisions of the Grievance Procedure unless they involve a violation of a specific provision of this agreement. Management agrees that no properly used and approved full paid sick leave used during the Performance Evaluation rating period be referenced on such forms. The same will not be reference in the employee's personnel file.an Appraisal of Promotability as appropriate. The employee may request that any written Warning(s) or Reprimand(s) more than one

Personnel File. Initial minor infractionsA. An Employee shall, irregularitiesupon request and by appointment, or deficiencies shall first be privately brought permitted to examine the attention of the employee and, if corrected, shall not be entered into the employeeEmployee's personnel filefiles. 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 The Employee shall be furnished with given a copy of all evaluative and disciplinary entries into their personnel file and shall be entitled any material if it is 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 in connection with a basis for any subsequent discipline of the employee. The contents of an employee's grievance or personnel file hearing. B. No derogatory material 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 employeeEmployee's personnel file upon unless the request of Employee has had an opportunity to read the employee or material and an opportunity to sign it indicating the Association, with Employee had read the material. The Employee shall also be given an opportunity to attach explanatory remarks and/or a rebuttal to the derogatory material to be placed into the Employee=s personnel file. C. All derogatory material including any copying costs paid related explanatory remarks and rebuttals in advance by the employee or the Association. However, up to an Employee's file shall be destroyed after two (2) copies or years, unless the department head makes a digital copy, at the discretion determination of the agency, current relevancy of such material. If the Employee or the Union, upon consent of the Employee, disputes the relevancy of such material, the department head shall attach the department head's reasons for relevancy to such material in writing. If the department head determines that the material is relevant currently, it may remain in the file for another year and again reviewed in the same manner. D. All derogatory 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 hearing. This does not limit, restrict, or prohibit the Appointing Authority from submitting supportive documentation or testimony, either oral or written, in any disciplinary hearing, nor does it so limit the Association. Documentation regarding wage garnishment action against an employee destroyed after five (5) years. E. The employment history record shall not be placed in the employeedestroyed. F. The Employer may maintain more than one personnel file; however, one of these files shall include, but not be limited to, an Employee's personnel transaction records, derogatory materials, commendatory materials and performance evaluation. The Employer shall designate and inform the Union of the location of the file.