Personnel Record. An Employee shall have, upon reasonable notice, access to her personnel file to review and copy any documents therein, pertaining to work performance or conduct except for references from previous Employers. Employees shall be entitled to be accompanied by a Union Representative.
Personnel Record. Agencies should reimburse the employee using an employee Expense Reimbursement Document. Then the agency’s Payroll staff should do a one-time override using DBA code 5700 for qualified (non-taxable) expenses and/or DBA code 5800 for non- qualified (taxable) expenses. Using these DBA codes does not create additional pay for the employee, but correctly records these amounts for inclusion on the employee’s W-2. A memo(s) signed by both the agency and the employee, agreeing to the amount of moving expenses to be paid and the portion of which is taxable, shall be placed in the employee’s personnel file.
Personnel Record.
a) Documents relevant to the employment of staff members at the University shall be included in the staff member's personnel record.
b) Each staff member or, with the staff member's prior written consent, an Association Representative shall, upon request, have reasonable access to a staff member's personnel record during normal University business hours. A staff member shall, on written request, be provided with copies of documents contained in the staff member's personnel record.
c) Subject to Article 6.04 (b) above, or the order of any competent judicial or quasi- judicial body having appropriate jurisdiction, the personnel record of a staff member may not be revealed to anyone, without the staff member's express written consent, except direct line supervisors (and their Managers, Directors, Chairs, Deans and Vice-Presidents), members of an advisory selection committee before which the staff member appears, University Human Resources staff, legal and medical counsel, and members of joint University/Association committees engaged in legitimate personnel functions related to the staff member's employment.
Personnel Record. A. Upon reasonable advance request, and in the presence of a representative of the Library administration, a librarian may review the official personnel record that is maintained by the District Library pertaining to his/her employment. The librarian may be accompanied by a representative of the Association if he/she so chooses. In accordance with the provisions herein provided, a librarian may also authorize a representative of the Association to examine his/her personnel records pursuant to the discharge of its duties as exclusive bargaining representatives. Such authorization shall be submitted in writing to the Employer.
B. A librarian shall be provided a copy of any letter of complaint, letter of discipline, performance evaluation, or any other document critical of his/her performance, prior to the placement of any such document in his/her official personnel record.
C. If the Employer receives a Freedom of Information Act (“FOIA”) request for documents in a librarian’s official personnel record, the Employer shall make a good faith attempt to promptly notify the librarian and the Association of the receipt of the request. Upon request and insofar as time reasonably permits, the Employer’s designated FOIA officer shall meet with the affected librarian and/or the librarian’s Association representative to review the Employer’s proposed response to the request. If the librarian and Association so request, the Employer shall also delay granting the FOIA request to the extent permitted by law (ordinarily five business days after the receipt of the written request) in order to permit the librarian and Association to pursue such legal recourse as may be available.
D. Each librarian shall have the right to have placed in the personnel record pertaining to that librarian, materials which attest to a change in education or experience.
E. At the librarian’s request, the Employer shall reproduce any material in the librarian’s official personnel record (except confidential pre-employment recommendations), provided a reasonable duplication fee is paid by the librarian.
Personnel Record. Section 1. It is recognized by the parties that the County must prescribe regulations for the custody, use and preservation of the records, papers, books, documents, and property pertaining to the County. To the extent that any records, papers or other documents covering bargaining unit employees are legitimately considered available to review by such employees, every employee shall be allowed to review his or her personnel file at any reasonable time upon request. If any bargaining unit employee is involved in a grievance regarding a matter in which materials in his personnel file may be relevant, the affected employees’ Union representative will be granted access to the employees’ personnel file at reasonable times where such access is authorized, in advance, by the bargaining unit employee.
Section 2. A bargaining unit employee will be provided a copy of any disciplinary material placed in his personnel file after the effective date of this Agreement.
Section 3. If an employee, upon examining his personnel folder, has reason to believe that there are inaccuracies in those documents to which he has access, the employee may write a correspondence explaining the alleged inaccuracy to the Department of Human Resources. If, upon investigation, the County sustains such allegations:
(a) The employee's written correspondence may be attached to the material in question, and filed with it and the County shall note thereon its concurrence; or
(b) The Director of the Department of Human Resources may remove the inaccurate material from the personnel folder if the Director determines that inaccuracies warrant such removal; or
(c) The Director of the Department of Human Resources may remove and destroy the material if the County’s Director of Law determines that this is permitted under Ohio Public Records Law and the Public Records Policy of the County and that no liability may result.
Personnel Record. 14.01 An employee shall have the right at reasonable times to inspect his personnel record upon prior notification to the Department of Human Resources. (The employee may inventory a list of documents he finds therein). This shall be done on employee’s own time unless the Department of Human Resources cannot schedule employee on his own time.
14.02 Upon request and at a cost of $.10 per page, an employee will receive copies of materials placed in his personnel record file. Any material in the employee’s personnel record which has not been seen by him, or a copy sent to him, will not be used against him. The signing of any materials to be placed into an employee’s personnel record, will not indicate an agreement by the employee as to the contents of the material, but does acknowledge he has seen it.
Personnel Record. Employees shall have the right to examine, obtain a copy of, and attach explanatory statements to any documents in their own personnel records, as provided under Xxxxxxx-Xxxxxxxx Employee Right to Know Act, Act No. 397 of the Public Acts of 1978. No material derogatory to an employee (i.e., complaints, disciplinary notice and performance evaluations) shall be placed in the employee’s personnel record unless a copy of same is provided to the employee.
Personnel Record. No material, including but not limited to, student, parental or school personnel complaints originating after initial employment will be placed in an employee's personnel file unless the employee has had an opportunity to review the material or is given a copy of the material. Complaints against the employee shall be put in writing, if deemed necessary, with administrative action taken and remedy clearly stated. The employee 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. When material is to be placed in an employee's file the affected employee shall review and sign said material and be given a copy of same. 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. All recommendations written or oral shall be based in part on the contents of the employee's personnel file.
Personnel Record. A. A teacher‟s personnel file, excluding the confidential portions, will be open to that teacher or any party that the teacher so designates in writing. The confidential portion will include only college credentials and letters of recommendation by former employers. The teacher will be informed in writing of any addition to his/her personnel file excluding regular annual evaluations and transcripts. Additions to a personnel file will be limited to reports or letters by the teacher‟s supervisor and responses by the teacher. Documents may not be removed from the file without the teacher‟s permission. Documents contained in the personnel file must be initialed or signed by the teacher indicating that he or she has viewed the document. Anything not signed cannot be used as evidence in any disciplinary or discharge proceeding.
B. There will be only one (1) personnel file that will be kept in the District central office. There will be no secret or alternative files kept in the District, with the exception of the past practice file (see C.). However, this will not preclude administrators from keeping working files for their own use. Employees will be able to view the contents of these files with right of verbal or written response. Official observation materials may be retained in the building. All other materials will be maintained for a maximum of one (1) calendar year from the original date on the written material, and then must be purged.
C. The School District will establish a past practice file. A past practice file will contain personnel files of former employees, documents removed from current employees‟ personnel files and/or investigation reports of incidents which did not result in disciplinary action. An employee‟s records in the past practice file will not be used to evaluate and/or discipline the same individual employee. The information in the past practice file may only be used to substantiate and/or clarify past instances. An employee has access to his/her file and may grant access to the Association. Each file, including a personnel file, will have an access list in the front that must be signed and dated by any person accessing the file. The Superintendent is responsible for the access to these files.
Personnel Record. Any employee who so desires it shall have the right to review her personnel record in the presence of the Union Xxxxxxx and the Administrator or her/his designate, upon making a request for same in advance. Such review is to take place at such time and place within the Home as may be designated by the Employer. Times designated by the Employer will be reasonable.
