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, 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:
1. All teacher evaluation reports;
2. Copies of annual contracts;
3. Teacher certificate;
4. A transcript of the academic records;
5. Tenure recommendation, if any.
B. Complaints against the teacher shall be put in writing with the names of the complainants. No complaints or materials may be placed in the official personnel. The teacher will be able to respond in writing to any disciplinary action, and said response shall become a part of that file. If the teacher is asked to sign material placed in that teacher’s file, such signature shall be understood to indicate awareness of the material but in no instance shall said signature be interpreted to mean agreement with the content of the material unless specifically indicated otherwise. The Board agrees that any such response shall be released in any FOIA request which include a complaint that has been responded to. In the event any disciplinary action is taken against a teacher and subsequently overruled or a final determination is made thereof through the grievance procedure, only the final action shall remain as a part of the personnel file.
C. Procedures for maintaining personnel files of teachers shall be as follows:
1. When a disciplinary investigation is in process, all materials relating to it shall be kept in a separate file until a determination of the investigation has been made. If no merit is found in the charge, all materials relating to the incident shall be destroyed. If discipline is imposed, it shall become part of the employee’s file.
2. The District agrees to verbally notify an employee within two (2) working days when it receives a request for all or part of the employee’s personnel file under FOIA.
3. Any materials that must be legally redacted from the file will be redacted prior to the release of any information.
4. Any records of disciplinary action which are more than four years old will be deleted from the file before the file or any portion of it is released pursuant to a FOIA request, provided this is legally possible.
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. 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.
B. A teacher shall be promptly notified when complaints originating after initial employment result in written material being placed in his/her personnel file. The teacher may submit a written notation regarding any material including written complaints, and the same shall be attached to the file copy of the material in question. When a teacher is asked to sign material placed in his/her file, such signature shall indicate his/her awareness of the material and does not necessarily mean agreement with the content of the material. No such complaint will be acted upon, included in the teacher's personnel file or used in any disciplinary action unless the teacher has been informed of the complaint and the identity of the complainant is made known to the teacher.
C. Statements, complaints or other material in a personnel file to which an employee disagrees will be handled in accordance with guidelines outlined in the Xxxxxxx-Xxxxxxxx Employee Right to Know Act (as amended).
D. The Employer shall promptly notify an employee of any requests for personnel file information concerning the teacher made pursuant to the Freedom of Information Act (FOIA), and the employee may review any such request(s) and/or response(s) to such request(s) before the Employer formally responds to such request unless such review is later than four (4) days after the request. In such situation, the Employer may either respond to the request or ask for an extension as allowed under the Act as the Employer deems appropriate.
PERSONNEL FILES AND RECORDS. A. A teacher will have the right to review, in the presence of an administrator, 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.
B. No material, including but not limited to, student, parental, or school personnel complaints, originating after initial employment, will be placed in his/her personnel file unless the teacher has had an opportunity to review the material. Any such material, which is found to be inappropriate or in error, shall be promptly corrected or expunged, whichever is appropriate, provided cause is shown. Complaints against the teacher shall be put in writing with the names of the complainants, administrative action taken, and remedy clearly stated. Any such negative material shall be expunged from the file after two (2) years following its inclusion in the file if similar incidents have not occurred during such time. It is understood that formal records regarding disciplinary action (written reprimands, etc.) shall only be expunged by mutual consent. The teacher may submit a written notation regarding any material, including complaints, and the same shall be attached to the file copy of the material in question. If the teacher is asked to sign material placed in his/her file, such signature shall be understood to indicate his/her awareness of the material but in no instance shall said signature be interpreted to mean agreement with the content of the material. All recommendations, written or oral, shall be based solely on the contents of the teacher's personnel file.
C. In the event that a Freedom of Information Act (FOIA) request is made for a teacher’s personnel file or for individual records, the district will immediately inform the teacher of said request. The district will take the maximum time allowed under the law to respond to such request to allow the teacher the time to access his/her rights under the law.
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 pertaining to said teacher and 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.
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.
2. The bargaining unit employee shall be informed of any item placed in or removed from the personnel file prior to said action taking place. This requirement shall not apply to:
a. Annuity elections
b. Insurance enrollment forms
c. Direct deposit authorizations
d. College transcripts
e. Highly Qualified Teacher Report
f. Individual contracts
g. Employment verification correspondence
h. Payroll deductions authorized by the employee
i. Federal and Michigan tax forms
j. Any other documents signed by the bargaining unit employee
k. Any documents provided to the employee that indicate that they are being copied to the personnel file.
3. Any complaint concerning a bargaining unit employee shall be promptly called to his/her attention unless such complaint is exempted by law. If a complaint is found to be true and placed in the personnel file, the bargaining unit employee will be furnished with a dated copy of the complaint.
4. If a bargaining unit employee believes the material in the personnel file is inappropriate or in error, he/she may request correction or expungement in writing to the Superintendent and specify therein: name, date, material in question, and reason for the request. The Superintendent or designee shall respond to the request within sixty (60) days. The teacher shall have the right to attach a statement to the file copy of the material in question.
5. In accordance with the State of Michigan’s Freedom of Information Act, MCL 15.231 et seq (hereafter referred to as FOIA), certain persons can receive copies or make inspections of most public records upon written request, per Board policy. When a FOIA request to review any information in a teacher’s personnel file has been received, the district shall:
a. Notify the teacher via email, telephone call, voicemail, or text message within one (1) business day.
b. Include the name of the requesting pa...
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.
B. The employee shall be shown a copy of all derogatory notations placed in his/her file. If said offense(s) does not reoccur within two (2) years, said notation(s) shall be removed from his/her file and personnel records upon petition, by the employee, to the Utilities Superintendent of the City of Salem, to have them removed.
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.
22.2 Employees, or the Union President or designee with the employee’s written authorization, shall have the right to inspect, scan, and copy their working or permanent files. Access to employee's permanent file shall be given in accordance with the provisions of City Personnel Regulation 1002 and the Public Records Inspections Act. Conflicts over file access shall be addressed through the Office of Human Resources. Any expense related to access or copying of employee files will be paid by the employee or Union.
