Common use of PERSONNEL FOLDERS Clause in Contracts

PERSONNEL FOLDERS. An employee shall be entitled to review the contents of his official departmental personnel folder at reasonable intervals, upon request, during hours when the personnel office in which records are housed is open for business. Such review shall not interfere with the normal business of the department, office, or bureau. No evaluator or disciplinary document shall be placed in an employee's official departmental personnel folder without the employee reading and signing said document and being afforded an opportunity to attach a written response within 30 days from review. The employee's signature does not necessarily indicate agreement with the document. If after reading the evaluatory or disciplinary document, the employee refuses to sign the document, that fact shall be noted on the document by the employee's supervisor. It is mutually understood that an employee performance evaluation is not considered a disciplinary document. It may, however, be used to document behavior and/or performance deficiencies that have been brought to an employee’s attention. A " Notice to Correct Deficiencies" will be sealed upon the request of an affected employee if he/she has not been involved in any subsequent incidents of the same general nature and category as the Notice to Correct Deficiencies requested to be sealed that resulted in written corrective counseling or other management action for a period of three years from the date the most recent, related notice was issued or management action taken. However, such sealed documents can still be used to establish progressive discipline for similar offenses.

PERSONNEL FOLDERS. A. An employee shall be entitled to review the contents of his his/her official departmental personnel folder at reasonable intervals, upon request, during hours when the personnel office in which records are housed is open for business. Such review shall not interfere with the normal business of the department, office, or bureau. . B. No evaluator evaluatory or disciplinary document shall may be placed in an employee's official departmental personnel folder without the employee reading and signing said document and being afforded an the opportunity to attach a written response within 30 days from review. The employee's signature does not necessarily indicate agreement with the document. If after reading the evaluatory or disciplinary document, the employee refuses to sign the document, that fact shall be noted on the document by the employee's supervisor. It is mutually understood that an employee performance evaluation is not considered a disciplinary document. It may, however, be used to document behavior and/or performance deficiencies that have been brought to an employee’s attention. C. A " "Notice to Correct Deficiencies" will may be sealed by Management upon the request of an affected employee if he/she has not been involved in any subsequent incidents of the same general nature and category as the Notice to Correct Deficiencies requested to be sealed that resulted in written corrective counseling or other management action for a period of three two years from the date the most recent, related notice was issued or management action taken. However, such sealed documents can still be used to establish progressive discipline for similar offenses.

PERSONNEL FOLDERS. ‌ An employee shall be entitled to review the contents of his official departmental their personnel folder at reasonable intervals, upon request, during hours when the personnel office in which records are housed is open for business. Such review shall not interfere with the normal business of the department, office, or bureau. No evaluator or disciplinary document shall be placed in an employee's official departmental ’s personnel folder without the employee reading and signing said the document and without the employee being afforded an opportunity to attach a written response within 30 days from review. The employee's ’s signature does not necessarily indicate agreement with the document. If after reading the evaluatory or disciplinary document, the employee refuses to sign the document, that fact shall be noted recorded on the document by the employee's supervisor. It is The Association, the Department, and Management mutually understood understand and agree that an employee performance evaluation is not considered a disciplinary document. It may, however, An employee performance evaluation may be used to document behavior and/or performance deficiencies that have been brought to an employee’s attention. . A " “Notice to Correct Deficiencies" ” will be sealed upon the an employee’s request of an affected employee if he/she has they have not been involved in any subsequent incidents of the same general nature and category as the Notice to Correct Deficiencies requested to be sealed that resulted in written corrective counseling or other management action for a period of three years one year from the date that the most recent, related notice was issued or management action taken. However, such sealed documents can still be used to establish progressive discipline for similar offenses.

PERSONNEL FOLDERS. A. An employee shall be entitled to review the contents of his his/her official departmental personnel folder at reasonable intervals, upon request, during hours when the personnel office in which records are housed is open for business. Such review shall not interfere with the normal business of the department, office, or bureau. . B. No evaluator or disciplinary adverse document shall may be placed in an employee's official departmental personnel folder without the employee first reading and signing being afforded the opportunity to sign said document and being afforded an opportunity to attach a written response within 30 days from review. The employee's signature does not necessarily indicate agreement with the document. If after reading the evaluatory or disciplinary document, the employee refuses to sign the document, that fact shall be noted on the document by the employee's supervisor. It is mutually understood that an employee performance evaluation is not considered a disciplinary document. It may, however, be used to document behavior and/or performance deficiencies that have been brought to an employee’s attention. C. A " "Notice to Correct Deficiencies" will may be sealed by Management upon the request of an affected employee if he/she has not been involved in any subsequent incidents of the same general nature and category as the Notice to Correct Deficiencies requested to be sealed that resulted in written corrective counseling or other management action for a period of three two years from the date the most recent, related recent notice was issued or management action taken. However, such sealed documents can still be used to establish progressive discipline for similar offensesoffenses within the Department. Such sealed documents shall be accessed only by Airports Department personnel whose job is to document and/or implement progressive discipline.

PERSONNEL FOLDERS. ‌ A. An employee shall be entitled to review the contents of his official departmental their personnel folder at reasonable intervals, upon request, during hours when the personnel office in which records are housed is open for business. Such review shall not interfere with the normal business of the department, office, or bureau. Department. B. No evaluator evaluatory or disciplinary document shall may be placed in an employee's official departmental ’s personnel folder without the employee reading and signing said the document proposed to be placed in the personnel folder and being afforded an the opportunity to attach a written response within 30 days from review. The employee's ’s signature does not necessarily indicate agreement with the document. If after reading the evaluatory or disciplinary document, the employee refuses to sign the document, that fact shall be noted on the document by the employee's ’s supervisor. It is The Association, the Department, and Management mutually understood understand and agree that an employee performance evaluation is not considered a disciplinary document. It mayrecord, however, be but such a record maybe used to document behavior and/or performance deficiencies that have been brought to an employee’s attention. C. A " “Notice to Correct Deficiencies" will ” shall be sealed by the Department upon the request of an affected employee if he/she the employee has not been involved in any subsequent incidents of the same general nature and category as the Notice to Correct Deficiencies requested to be sealed that resulted in written corrective counseling or other management action for a period of three two years from the date the most recent, related notice was issued or management action taken. However, such Any sealed documents can still shall be stored in an employee’s personnel folder and could be used to establish progressive discipline for similar offensesoffenses should any occur.

PERSONNEL FOLDERS. ‌ A. An employee shall be entitled to review the contents of his his/her official departmental personnel folder at reasonable intervals, upon request, during hours when the personnel office in which records are housed is open for business. Such review shall not interfere with the normal business of the department, office, or bureau. . B. No evaluator or disciplinary adverse document shall may be placed in an employee's official departmental personnel folder without the employee first reading and signing being afforded the opportunity to sign said document and being afforded an opportunity to attach a written response within 30 days from review. The employee's signature does not necessarily indicate agreement with the document. If after reading the evaluatory or disciplinary document, the employee refuses to sign the document, that fact shall be noted on the document by the employee's supervisor. It is mutually understood that an employee performance evaluation is not considered a disciplinary document. It may, however, be used to document behavior and/or performance deficiencies that have been brought to an employee’s attention. C. A " "Notice to Correct Deficiencies" will may be sealed by Management upon the request of an affected employee if he/she has not been involved in any subsequent incidents of the same general nature and category as the Notice to Correct Deficiencies requested to be sealed that resulted in written corrective counseling or other management action for a period of three two years from the date the most recent, related recent notice was issued or management action taken. However, such sealed documents can still be used to establish progressive discipline for similar offensesoffenses within the Department. Such sealed documents shall be accessed only by Airports Department personnel whose job is to document and/or implement progressive discipline.

PERSONNEL FOLDERS. An employee ‌ A. A Unit member shall be entitled to review the contents of his his/her official departmental personnel folder at reasonable intervals, upon request, during hours when the personnel office in which records are housed is open for business. Such review shall not interfere with the normal business of the department, office, or bureau. . B. No evaluator evaluatory or disciplinary document shall may be placed in an employee's ’s official departmental personnel folder without the employee reading and signing said document and being afforded an the opportunity to attach a written response within 30 days from review. The employee's ’s signature does not necessarily indicate agreement with the document. If after reading the evaluatory or disciplinary document, the employee refuses to sign the document, that fact shall be noted on the document by the employee's ’s supervisor. It is mutually understood that an employee performance evaluation is not considered a disciplinary document. It may, however, be used to document behavior and/or performance deficiencies that have been brought to an employee’s attention. C. A " "Notice to Correct Deficiencies" will may be sealed by Management upon the request of an affected employee if he/she has not been involved in any subsequent incidents of the same general nature and category as the Notice to Correct Deficiencies requested to be sealed that resulted in written corrective counseling or other management action for a period of three two years from the date the most recent, related notice was issued or management action taken. However, such sealed documents can still be used to establish progressive discipline for similar offenses.