PERSONNEL FILES AND RECORDS. A. A teacher will have the right to review the contents of all records, excluding initial references, of the district pertaining to said teacher, originating after initial employment and to have a representative of the Association accompany him/her in such review.
PERSONNEL FILES AND RECORDS. 17B.1 There shall be only one officially recognized personnel file, which shall contain personnel information including, but not limited to, initial appointment documents, performance appraisals, commendations and disciplinary records. 17B.2 A copy of any document relating to work performance or disciplinary action that is to be placed on an employee’s personnel file shall be provided to the employee within a reasonable time of its preparation.
PERSONNEL FILES AND RECORDS. A. Each teacher shall have the right, upon request, to review, the contents of that teacher’s personnel file not to exceed once each semester, exclusive of pre-employment confidential recommendations. A representative of the Association may, at the teacher’s request, accompany the teacher in this review. Each teacher’s personnel file shall contain as a minimum the following information:
PERSONNEL FILES AND RECORDS. A. A personnel file for each of the District’s employees shall be maintained in the Board of Education’s Office. The personnel file shall include the following information:
PERSONNEL FILES AND RECORDS. A. Each teacher shall have the right to review the contents of their own personnel file with a second party present. Each teacher's personnel file shall contain the following minimum items of information when available: • required medical information if permitted by law • teacher evaluation reports • copies of annual contracts • record of teacher's certificate • tenure recommendation • letter of recommendation • letters of commendation (if any) • an up-to-date transcript of academic record (to be furnished by the teacher) • record of voluntary extra-curricular activities and committee service as provided by the teacher.
PERSONNEL FILES AND RECORDS. A. Any employee may request to see and shall be permitted to examine his/her personnel file, so long as he/she does so in the office of the Superintendent of Utilities and does not remove any articles from the file.
PERSONNEL FILES AND RECORDS. 1. Pursuant to the guidelines of the “Xxxxxxx‐Xxxxxxxx Employee Right to Know Act,” each teacher shall have the right, upon request, to review the contents of the personnel file maintained by the Employer in his/her name (hereinafter referred to as “personnel file”). The teacher may have an Association representative present at the review in the presence of the Superintendent or his/her designated representative. Confidential materials placed in the personnel file prior to the bargaining unit employee’s employment, normally sought prior to the time of employment, are specifically exempted from review.
PERSONNEL FILES AND RECORDS. A teacher shall have the right to review, at a prearranged time, the contents of his own personnel file containing all records of the District (with the exception of those items excluded from the definition of “personnel record” in Section 1 of the Xxxxxxx-Xxxxxxxx Employee Right to Know Act) pertaining to said teacher. The Teacher may be accompanied by a representative of the Association in such a review. No materials shall be placed in the personnel file without copies being sent to the teacher.
PERSONNEL FILES AND RECORDS. 22.1 When discipline is being considered for an employee, and the employee has not received any discipline for a period of two years before the date of the misconduct for which discipline is being proposed, then any written reprimand(s) issued more than two (2) years before the date of the alleged misconduct will not be considered in deciding the proposed discipline. Written reprimands issued more than two years before the date of the alleged misconduct may be considered if the employee has not been discipline free for two years. In addition, if the Union President and the Human Resources Manager over Employee Relations agree that the employee has a pattern of misconduct which appears to be “timed” or “spaced” to take advantage of this two year term, then this two year term does not apply.
