Common use of Personnel Records Clause in Contracts

Personnel Records. A. Only one (1) official file shall be kept for each Employee in the District and such file shall be kept in the central administrative office. B. Each Employee shall have the right to review, or may designate by written authorization a representative to review, the contents of his/her official personnel file maintained at the administrative office. The District may require reasonable advance notice from the Employee or designee to review the personal file. If such notice is required, it shall not be greater than two (2) full business days prior to the date requested for review. Neither the Employee, nor a representative, shall have the right to review any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included in his/her official personnel file shall be signed and dated by the Employee prior to being placed in the file. The Employee must sign the written material when shown. However, the signature does not indicate agreement. The Employee shall have the right to attach dissenting material to any non-exempt item in the file. A copy of any material placed in a personnel file shall be provided to the Employee at the same time that the material is shown to the Employee, unless the Employee is exempt from disclosure. D. In order for disciplinary or any other material regarding complaints made against an Employee to be placed in a personnel file, such material must be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged from the Employee’s file three (3) years after the date they are placed in the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year period. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain in the Employee’s personnel file until three (3) years from the last date of discipline.

Personnel Records. A. Only The official personnel file is the file maintained by the University Human Resources Department or by the appropriate Human Resources Department of the coordinate campuses. No written documentation of prior disciplinary action shall be used as the basis for disciplinary action unless it has been entered into the employee's official personnel file, or if the employee has been provided written notification of recent disciplinary action. Written allegations of improper employee behavior that have not been used as a basis for coaching or are more than one (1) year old shall not be used as the basis for disciplinary action, nor shall they be placed in the official file personnel file. Disciplinary action documents shall be kept sent to the appropriate Human Resources Department, where they shall be date stamped upon receipt, and shall be given priority in filing. Any employee shall be allowed to review all documents held in their official personnel file. Requests for each Employee such review shall be in writing and addressed to the appropriate Human Resources Department. Following receipt of such request, arrangements shall be made for the employee to review their file in the District and such presence of a Human Resources Department representative. No one may remove material from an employee's official personnel file shall be kept unless authorized to do so by the head of the appropriate Human Resources Department or their designee. Upon receipt of written authorization by the employee, their Union representative may schedule an appointment to review the employee's file. Copies of any document in the central administrative office. B. Each Employee shall file related to a disciplinary action will be made upon request by the Union Representative. There will be no charge for the first ten (10) copies. A charge for all copies greater than ten will be at the departmental rate. Employees have the right to reviewinclude or update a reasonable amount of information in their personnel files that may be pertinent to their job performance. Employees shall also be able to respond to performance appraisal or disciplinary materials placed in their official file. (See Article 23, Discipline, Section 6, regarding employee signature on standard University form attached to the written discipline.) Materials related to job performance or may designate by written authorization a representative to review, the contents of his/her discipline that are placed in an employee's official personnel file maintained at the administrative office. The District may require reasonable advance notice from the Employee or designee to review the personal file. If such notice is required, it shall not by management must be greater than two (2) full business days prior copied to the date requested employee. Materials placed in the official file by the employee must be copied to the employee's immediate supervisor. Materials that are designated for review. Neither the Employee, nor a representative, shall have the right to review any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included in his/her an employee's official personnel file shall should be signed and dated by the Employee prior to being placed in the file. The Employee must sign the written material when shown. However, the signature does not indicate agreement. The Employee shall have the right to attach dissenting material to any non-exempt item in the file. A copy of any material placed in a personnel file shall be provided to the Employee at the same time that the material is shown to the Employee, unless the Employee is exempt from disclosurefiled promptly. D. In order for disciplinary or any other material regarding complaints made against an Employee to be placed in a personnel file, such material must be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged from the Employee’s file three (3) years after the date they are placed in the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year period. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain in the Employee’s personnel file until three (3) years from the last date of discipline.

Personnel Records. A. Only The official personnel file is the file maintained by the University Human Resources Department or by the appropriate Human Resources Department of the coordinate campuses. No written documentation of prior disciplinary action shall be used as the basis for disciplinary action unless it has been entered into the employee's official personnel file, or if the employee has been provided written notification of recent disciplinary action. Written allegations of improper employee behavior that have not been used as a basis for coaching or are more than one (1) year old shall not be used as the basis for disciplinary action, nor shall they be placed in the official file personnel file. Disciplinary action documents shall be kept sent to the appropriate Human Resources Department, where they shall be date stamped upon receipt, and shall be given priority in filing. Any employee shall be allowed to review all documents held in their official personnel file. Requests for each Employee such review shall be in writing and addressed to the appropriate Human Resources Department. Following receipt of such request, arrangements shall be made for the employee to review their file in the District and such presence of a Human Resources Department representative. No one may remove material from an employee's official personnel file shall be kept unless authorized to do so by the head of the appropriate Human Resources Department or their designee. Upon receipt of written authorization by the employee, their Union representative may schedule an appointment to review the employee's file. Copies of any document in the central administrative office. B. Each Employee shall file related to a disciplinary action will be made upon request by the Union Representative. There will be no charge for the first ten (10) copies. A charge for all copies greater than ten will be at the departmental rate. Employees have the right to reviewinclude or update a reasonable amount of information in their personnel files that may be pertinent to their job performance. Employees shall also be able to respond to performance appraisal or disciplinary materials placed in their official file. (See Article 22, Discipline, Section 6, regarding employee signature on standard University form attached to the written discipline.) Materials related to job performance or may designate by written authorization a representative to review, the contents of his/her discipline that are placed in an employee's official personnel file maintained at the administrative office. The District may require reasonable advance notice from the Employee or designee to review the personal file. If such notice is required, it shall not by management must be greater than two (2) full business days prior copied to the date requested employee. Materials placed in the official file by the employee must be copied to the employee's immediate supervisor. Materials that are designated for review. Neither the Employee, nor a representative, shall have the right to review any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included in his/her an employee's official personnel file shall should be signed and dated by the Employee prior to being placed in the file. The Employee must sign the written material when shown. However, the signature does not indicate agreement. The Employee shall have the right to attach dissenting material to any non-exempt item in the file. A copy of any material placed in a personnel file shall be provided to the Employee at the same time that the material is shown to the Employee, unless the Employee is exempt from disclosurefiled promptly. D. In order for disciplinary or any other material regarding complaints made against an Employee to be placed in a personnel file, such material must be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged from the Employee’s file three (3) years after the date they are placed in the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year period. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain in the Employee’s personnel file until three (3) years from the last date of discipline.

Personnel Records. A. Only The official personnel file is the file maintained by the University Human Resources Department or by the appropriate Human Resources Department of the coordinate campuses. No written documentation of prior disciplinary action shall be used as the basis for disciplinary action unless it has been entered into the employee's official personnel file, or the employee has been provided written notification of recent disciplinary action. Written allegations of improper employee behavior that have not been used as a basis for coaching or are more than one (1) official file shall be kept for each Employee in the District and such file shall be kept in the central administrative office. B. Each Employee shall have the right to review, or may designate by written authorization a representative to review, the contents of his/her official personnel file maintained at the administrative office. The District may require reasonable advance notice from the Employee or designee to review the personal file. If such notice is required, it year old shall not be greater than two (2) full business days prior used as the basis for disciplinary action, nor shall they be placed in the official personnel file. Disciplinary action documents shall be sent to the appropriate Human Resources Department, where they shall be date requested for reviewstamped upon receipt, and shall be given priority in filing. Neither the Employee, nor a representative, Any employee shall have the right be allowed to review any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included all documents held in his/her official personnel file file. Requests for such review shall be signed in writing and dated addressed to the appropriate Human Resources Department. Following receipt of such request, arrangements shall be made for the employee to review his/her file in the presence of a Human Resources Department representative. No one may remove material from an employee's official personnel file unless authorized to do so by the Employee prior head of the appropriate Human Resources Department or his/her designee. Upon receipt of written authorization by the employee, his/her Union representative may schedule an appointment to being placed review the employee's file. Copies of any document in the filefile related to a disciplinary action will be made upon request by the Union Representative. The Employee must sign There will be no charge for the written material when shownfirst ten (10) copies; a charge for all copies greater than ten will be at the departmental rate. However, the signature does not indicate agreement. The Employee shall Employees have the right to attach dissenting material include or update a reasonable amount of information in their personnel files that may be pertinent to any non-exempt item their job performance. Employees shall also be able to respond to performance appraisal or disciplinary materials placed in the their official file. A copy of any material placed in a personnel file shall be provided (See Article 22, Discipline, Section 6, regarding employee signature on standard University form attached to the Employee at the same time written discipline.) Materials related to job performance or discipline that the material is shown to the Employee, unless the Employee is exempt from disclosure. D. In order for disciplinary or any other material regarding complaints made against an Employee to be placed in a personnel file, such material must be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged from the Employee’s file three (3) years after the date they are placed in an employee's official personnel file by management must be copied to the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year periodemployee. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain Materials placed in the Employee’s official file by the employee must be copied to the employee's immediate supervisor. Materials that are designated for an employee's official personnel file until three (3) years from the last date of disciplineshould be filed promptly.

Personnel Records. A. Only The official personnel file is the file maintained by the University Human Resources Department or by the appropriate Human Resources Department of the coordinate campuses. No written documentation of prior disciplinary action shall be used as the basis for disciplinary action unless it has been entered into the employee's official personnel file, or the employee has been provided written notification of recent disciplinary action. Written allegations of improper employee behavior that have not been used as a basis for coaching or are more than one (1) year old shall not be used as the basis for disciplinary action, nor shall they be placed in the official file personnel file. Disciplinary action documents shall be kept sent to the appropriate Human Resources Department, where they shall be date stamped upon receipt, and shall be given priority in filing. Any employee shall be allowed to review all documents held in their official personnel file. Requests for each Employee such review shall be in writing and addressed to the appropriate Human Resources Department. Following receipt of such request, arrangements shall be made for the employee to review their file in the District and such presence of a Human Resources Department representative. No one may remove material from an employee's official personnel file shall be kept unless authorized to do so by the head of the appropriate Human Resources Department or their designee. Upon receipt of written authorization by the employee, their Union representative may schedule an appointment to review the employee's file. Copies of any document in the central administrative office. B. Each Employee shall file related to a disciplinary action will be made upon request by the Union Representative. There will be no charge for the first ten (10) copies; a charge for all copies greater than ten will be at the departmental rate. Employees have the right to reviewinclude or update a reasonable amount of information in their personnel files that may be pertinent to their job performance. Employees shall also be able to respond to performance appraisal or disciplinary materials placed in their official file. (See Article 22, Discipline, Section 6, regarding employee signature on standard University form attached to the written discipline.) Materials related to job performance or may designate by written authorization a representative to review, the contents of his/her discipline that are placed in an employee's official personnel file maintained at the administrative office. The District may require reasonable advance notice from the Employee or designee to review the personal file. If such notice is required, it shall not by management must be greater than two (2) full business days prior copied to the date requested employee. Materials placed in the official file by the employee must be copied to the employee's immediate supervisor. Materials that are designated for review. Neither the Employee, nor a representative, shall have the right to review any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included in his/her an employee's official personnel file shall should be signed and dated by the Employee prior to being placed in the file. The Employee must sign the written material when shown. However, the signature does not indicate agreement. The Employee shall have the right to attach dissenting material to any non-exempt item in the file. A copy of any material placed in a personnel file shall be provided to the Employee at the same time that the material is shown to the Employee, unless the Employee is exempt from disclosurefiled promptly. D. In order for disciplinary or any other material regarding complaints made against an Employee to be placed in a personnel file, such material must be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged from the Employee’s file three (3) years after the date they are placed in the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year period. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain in the Employee’s personnel file until three (3) years from the last date of discipline.

Personnel Records. Section A. Only one (1) official file shall be kept for each Employee in the District and such file shall be kept in the central administrative office. B. Each Employee A teacher shall have the right opportunity, upon request, to review, or may designate by written authorization a representative to review, inspect the contents of his/her official personnel files except for confidential reports from previous employers. If the files are kept at a separate facility, the teacher shall be, as determined the more feasible, either allowed time to go to where the file maintained at is kept or an arrangement shall be made to bring the administrative officefile to the teacher within five (5) working days. Upon a teacher's written request, his/her Association representative may inspect the teacher's personnel file. The District may require reasonable advance notice from teacher and/or his/her Association representative shall receive a copy of items in the Employee personnel file upon request. Section B. Information reflecting critically upon a teacher shall not be placed in the teacher's personnel files unless it either bears the signature of the teacher or designee a certified mail receipt. The following disclaimer shall be attached: "Teacher's signature confirms only that the supervisor has discussed and given a copy of the material to review the personal fileteacher. The teacher's signature does not indicate agreement or disagreement with the contents of this material." Section C. If such notice any material reflecting critically on a teacher is requiredproven to be incorrect, it shall not be greater than two (2) full business days prior corrected or removed. Teachers shall be entitled to the date requested for review. Neither the Employee, nor prepare a representative, shall have the right to review written explanation or opinion regarding any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included critical material placed in his/her official personnel file shall be signed and dated by the Employee prior to being placed in the file. The Employee must sign teacher's explanation or opinion shall be attached to the written critical material when shown. However, and shall be included as part of the signature does not indicate agreement. The Employee shall have teacher's personnel record until the right to attach dissenting critical material to any non-exempt item is removed. Section D. A teacher may include in the file. A copy of any material placed in a his/her personnel file relevant material he/she wishes, such as letters of favorable comment, licenses, certificates, college course credits or other material which relates creditably on the teacher. Section E. Material reflecting caution, consultation, warning, admonishment and reprimand shall be provided to the Employee at the same time that the material is shown to the Employee, unless the Employee is exempt from disclosure. D. In order retained for disciplinary or any other material regarding complaints made against an Employee to be placed in a personnel file, such material must be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy maximum of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged from the Employee’s file three (3) years after years, unless related disciplinary actions have been taken and sustained during that period. Earlier removal will be permitted when requested by a teacher and approved by his/her supervisor. Section F. Material relating to grievances, or disciplinary action recommended but not taken, or disciplinary actions which have been overturned on appeal shall not be retained in any teacher personnel file. Section G. Personnel records (administrative working files), including anecdotal notes pertaining to the date they are placed in supervision and evaluation of employees may be maintained by the supervising administrator at the school site. Teachers will have the right upon request to review the contents of the administrative working file and cannot be used for disciplinary purposes unless there is another complaint to obtain a copy of any documents contained therein, or letter of discipline of authorize such a similar nature against the Employee during the three (3) year period. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain in the Employee’s personnel file until three (3) years from the last date of disciplinerequest by their representative(s).

Personnel Records. A. Only The official personnel file is the file maintained by the University Human Resources Department or by the appropriate Human Resources Department of the coordinate campuses. No written documentation of prior disciplinary action shall be used as the basis for disciplinary action unless it has been entered into the employee's official personnel file, or if the employee has been provided written notification of recent disciplinary action. Written allegations of improper employee behavior that have not been used as a basis for coaching or are more than one (1) official file shall be kept for each Employee in the District and such file shall be kept in the central administrative office. B. Each Employee shall have the right to review, or may designate by written authorization a representative to review, the contents of his/her official personnel file maintained at the administrative office. The District may require reasonable advance notice from the Employee or designee to review the personal file. If such notice is required, it year old shall not be greater than two (2) full business days prior used as the basis for disciplinary action, nor shall they be placed in the official personnel file. Disciplinary action documents shall be sent to the appropriate Human Resources Department, where they shall be date requested for reviewstamped upon receipt, and shall be given priority in filing. Neither the Employee, nor a representative, Any employee shall have the right be allowed to review any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included all documents held in his/her official personnel file file. Requests for such review shall be signed in writing and dated addressed to the appropriate Human Resources Department. Following receipt of such request, arrangements shall be made for the employee to review his/her file in the presence of a Human Resources Department representative. No one may remove material from an employee's official personnel file unless authorized to do so by the Employee prior head of the appropriate Human Resources Department or his/her designee. Upon receipt of written authorization by the employee, his/her Union representative may schedule an appointment to being placed review the employee's file. Copies of any document in the filefile related to a disciplinary action will be made upon request by the Union Representative. The Employee must sign There will be no charge for the written material when shownfirst ten (10) copies. However, A charge for all copies greater than ten will be at the signature does not indicate agreementdepartmental rate. The Employee shall Employees have the right to attach dissenting material include or update a reasonable amount of information in their personnel files that may be pertinent to any non-exempt item their job performance. Employees shall also be able to respond to performance appraisal or disciplinary materials placed in the their official file. A copy of any material placed in a personnel file shall be provided (See Article 22, Discipline, Section 6, regarding employee signature on standard University form attached to the Employee at the same time written discipline.) Materials related to job performance or discipline that the material is shown to the Employee, unless the Employee is exempt from disclosure. D. In order for disciplinary or any other material regarding complaints made against an Employee to be placed in a personnel file, such material must be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged from the Employee’s file three (3) years after the date they are placed in an employee's official personnel file by management must be copied to the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year periodemployee. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain Materials placed in the Employee’s official file by the employee must be copied to the employee's immediate supervisor. Materials that are designated for an employee's official personnel file until three (3) years from the last date of disciplineshould be filed promptly.

Personnel Records. A. Only The official personnel file is the file maintained by the University Human Resources Department or by the appropriate Human Resources Department of the coordinate campuses. No written documentation of prior disciplinary action shall be used as the basis for disciplinary action unless it has been entered into the employee's official personnel file, or if the employee has been provided written notification of recent disciplinary action. Written allegations of improper employee behavior that have not been used as a basis for coaching or are more than one (1) official file shall be kept for each Employee in the District and such file shall be kept in the central administrative office. B. Each Employee shall have the right to review, or may designate by written authorization a representative to review, the contents of his/her official personnel file maintained at the administrative office. The District may require reasonable advance notice from the Employee or designee to review the personal file. If such notice is required, it year old shall not be greater than two (2) full business days prior used as the basis for disciplinary action, nor shall they be placed in the official personnel file. Disciplinary action documents shall be sent to the appropriate Human Resources Department, where they shall be date requested for reviewstamped upon receipt, and shall be given priority in filing. Neither the Employee, nor a representative, Any employee shall have the right be allowed to review any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included all documents held in his/her official personnel file file. Requests for such review shall be signed in writing and dated addressed to the appropriate Human Resources Department. Following receipt of such request, arrangements shall be made for the employee to review his/her file in the presence of a Human Resources Department representative. No one may remove material from an employee's official personnel file unless authorized to do so by the Employee prior head of the appropriate Human Resources Department or his/her designee. Upon receipt of written authorization by the employee, his/her Union representative may schedule an appointment to being placed review the employee's file. Copies of any document in the filefile related to a disciplinary action will be made upon request by the Union Representative. The Employee must sign There will be no charge for the written material when shownfirst ten (10) copies; a charge for all copies greater than ten will be at the departmental rate. However, the signature does not indicate agreement. The Employee shall Employees have the right to attach dissenting material include or update a reasonable amount of information in their personnel files that may be pertinent to any non-exempt item their job performance. Employees shall also be able to respond to performance appraisal or disciplinary materials placed in the their official file. A copy of any material placed in a personnel file shall be provided (See Article 22, Discipline, Section 3, regarding employee signature on standard University form attached to the Employee at the same time written discipline.) Materials related to job performance or discipline that the material is shown to the Employee, unless the Employee is exempt from disclosure. D. In order for disciplinary or any other material regarding complaints made against an Employee to be placed in a personnel file, such material must be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged from the Employee’s file three (3) years after the date they are placed in an employee's official personnel file by management must be copied to the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year periodemployee. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain Materials placed in the Employee’s official file by the employee must be copied to the employee's immediate supervisor. Materials that are designated for an employee's official personnel file until three (3) years from the last date of disciplineshould be filed promptly.

Personnel Records. A. Only one (1) A personnel file of all professional staff members shall be maintained in the office of the Board. This shall be considered the only official file of recorded information of professional staff members maintained by the Board and administration. Individual professional staff members shall have access to their professional file. Requests of professional staff members to have access to their personnel files shall be kept for each Employee handled by the superintendent or the treasurer of the Board and such access shall be during the normal administrative workday. All materials placed in the District and such personnel file of the professional staff member shall be kept include the following: 1. The date the item was placed in the central administrative office.file B. Each Employee shall have 2. The initials of the right to review, or may designate by written authorization a representative to review, administrator and date of placing the contents information in the file 3. The signature of the staff member indicating his/her official personnel file maintained at the administrative officeinspection if such material is derogatory in nature. The District may require reasonable advance notice from professional staff member’s signature will not indicate agreement with the Employee or designee content of the material, but indicates only that the material has been inspected by the professional staff member. He/she has the opportunity to review the personal file. If such notice is required, it shall not reply to critical material in a written statement to be greater than two (2) full business days prior attached to the date requested for reviewfiled copy. Neither Alternatively, a professional staff member may log into the Employee, nor a representative, shall have electronic Teacher and Principal Evaluation System and endorse material submitted by an evaluator through the right to review any document, or other entering of the teacher’s unique PIN number. An electronic endorsement through the electronic evaluation system does not indicate agreement with the content of the material, but indicates only that the material has been received by the professional staff member. The professional staff member may submit letters of merit which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included shall be placed in his/her official personnel file. Information in the personnel file shall may be signed removed upon mutual agreement of the professional staff member and dated the administrator making the entry or the superintendent. Letters of recommendation and other related information used for initial employment may be retained in personnel files or maintained by the Employee prior to being placed in local Board or administration including the filefollowing: 1. The Employee must sign Official transcripts of college work 2. Copy(ies) of certification authorized by the written material when shown. However, the signature does State Department of Education Anonymous letters or materials shall not indicate agreement. The Employee shall have the right to attach dissenting material to any non-exempt item in the file. A copy of any material placed in a personnel file shall be provided to the Employee at the same time that the material is shown to the Employee, unless the Employee is exempt from disclosure. D. In order for disciplinary or any other material regarding complaints made against an Employee to be placed in a personnel professional staff member’s file, such material must nor shall they be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy made a matter of such complaint(s)record. The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline A professional staff member will be expunged from the Employee’s file three (3) years after the date they are placed entitled to a copy, at his/her expense, of any material in the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year period. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain in the Employee’s personnel file until three (3) years from the last date of disciplinehis/her file.

Personnel Records. A. Only ‌ The official personnel file is the file maintained by the University Human Resources Department or by the appropriate Human Resources Department of the coordinate campuses. No written documentation of prior disciplinary action shall be used as the basis for disciplinary action unless it has been entered into the employee's official personnel file, or the employee has been provided written notification of recent disciplinary action. Written allegations of improper employee behavior that have not been used as a basis for coaching or are more than one (1) year old shall not be used as the basis for disciplinary action, nor shall they be placed in the official file personnel file. Disciplinary action documents shall be kept sent to the appropriate Human Resources Department, where they shall be date stamped upon receipt, and shall be given priority in filing. Any employee shall be allowed to review all documents held in their official personnel file. Requests for each Employee such review shall be in writing and addressed to the appropriate Human Resources Department. Following receipt of such request, arrangements shall be made for the employee to review their file in the District and such presence of a Human Resources Department representative. No one may remove material from an employee's official personnel file shall be kept unless authorized to do so by the head of the appropriate Human Resources Department or their designee. Upon receipt of written authorization by the employee, their Union representative may schedule an appointment to review the employee's file. Copies of any document in the central administrative office. B. Each Employee shall file related to a disciplinary action will be made upon request by the Union Representative. There will be no charge for the first ten (10) copies; a charge for all copies greater than ten will be at the departmental rate. Employees have the right to reviewinclude or update a reasonable amount of information in their personnel files that may be pertinent to their job performance. Employees shall also be able to respond to performance appraisal or disciplinary materials placed in their official file. (See Article 22, Discipline, Section 6, regarding employee signature on standard University form attached to the written discipline.) Materials related to job performance or may designate by written authorization a representative to review, the contents of his/her discipline that are placed in an employee's official personnel file maintained at the administrative office. The District may require reasonable advance notice from the Employee or designee to review the personal file. If such notice is required, it shall not by management must be greater than two (2) full business days prior copied to the date requested employee. Materials placed in the official file by the employee must be copied to the employee's immediate supervisor. Materials that are designated for review. Neither the Employee, nor a representative, shall have the right to review any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included in his/her an employee's official personnel file shall should be signed and dated by the Employee prior to being placed in the file. The Employee must sign the written material when shown. However, the signature does not indicate agreement. The Employee shall have the right to attach dissenting material to any non-exempt item in the file. A copy of any material placed in a personnel file shall be provided to the Employee at the same time that the material is shown to the Employee, unless the Employee is exempt from disclosurefiled promptly. D. In order for disciplinary or any other material regarding complaints made against an Employee to be placed in a personnel file, such material must be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged from the Employee’s file three (3) years after the date they are placed in the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year period. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain in the Employee’s personnel file until three (3) years from the last date of discipline.

Personnel Records. A. Only one (1) official file There shall be kept for each Employee in the District and such file shall be kept in the central administrative office. B. Each Employee shall have the right to review, or may designate by written authorization a representative to review, the contents of his/her only one official personnel file for each employee which shall be maintained at in the administrative officeCity of Jacksonville's Department of Employee Services unless a different location has been approved by the City’s Director of Employee Services. Duplicate personnel files have been established and are maintained by the Human Resources Division of the Sheriff's Office. Such duplicate personnel files may contain part or all of the items filed in the official personnel file, but may not contain items which were not filed in the official personnel file. The District may require reasonable advance notice from City’s Director of Employee Services has designated the Employee or designee to review JSO duplicate Personnel File as the personal fileofficial file for performance evaluations. If such notice is required, it The employee affected shall not be greater than two (2) full business days prior notified as to the date requested for reviewlocation of all duplicate files pertaining to the employee. Neither the Employee, nor a representative, shall have the right to review A copy of any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included documents placed in his/her an employee's official personnel file shall be signed sent to the employee. B. Only those disciplinary actions recorded in an employee's official personnel and dated by internal files may be used as the Employee prior to being placed in the file. The Employee must sign the written material when shown. However, the signature does not indicate agreement. The Employee shall basis for progressive discipline. C. Employees have the right to attach dissenting material respond to any non-exempt item material included in the their official personnel file. A An employee has the right to inspect and make a copy of any material placed in a his/her personnel records, internal file, and division file at reasonable times under supervision of the designated records custodian. The JSO Human Resources Division and Department personnel shall be provided to keep personnel matters confidential within the Employee at the same time that the material is shown to the Employee, unless the Employee is exempt from disclosureterms of this Article and applicable statutes. D. In order for disciplinary When the Sheriff or designee, the courts, an arbitrator or any other material regarding complaints made against statutory authority determines that a document has been placed in an Employee to employee's personnel file in error, or is otherwise invalid, such document shall be placed in an envelope marked "confidential" and "not valid" together with a personnel fileletter of explanation. Nothing in this provision shall grant any official, such material must be verified with datesofficer, times, places, supporting documentation or other supporting evidence confirming third person the accuracy of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included authority to the extent permitted take any action not otherwise authorized by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints The Employer will comply with applicable court orders and Section 119.07(3)(I), Florida Statutes, and until otherwise directed by court order, will not improperly reveal the home address, telephone number, social security number, or letters photograph of disciplineactive or former law enforcement personnel; the home address, which address behaviortelephone number, which has jeopardized a safe school environmentsocial security number, may remain in photograph or places of employment of the Employee’s file spouses and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters children of discipline will be expunged from such personnel; and the Employee’s file three (3) years after names and locations of the date they are placed in schools and day care facilities attended by the file and cannot be used for disciplinary purposes unless there is another complaint or letter children of discipline of a similar nature against the Employee during the three (3) year period. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain in the Employee’s personnel file until three (3) years from the last date of disciplinesuch personnel.

Personnel Records. A. Only one (1) official file shall Any bargaining unit member will be kept for each Employee in the District and such file shall be kept in the central administrative office. B. Each Employee shall have the right to review, or may designate by written authorization given a representative to review, the contents copy of an evaluation hereafter made of his/her official personnel file maintained at behavior as an employee of the administrative office. The District may require reasonable advance notice from the Employee or designee to review the personal file. If such notice is required, it shall not be greater than two (2) full business days Board prior to the date requested for review. Neither the Employee, nor a representative, shall have the right to review any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included placement of such material in his/her official personnel file Personnel Department folder. The bargaining unit member shall acknowledge that he/she has received a copy and has read the material by affixing his/her signature to the copy to be signed and dated filed. The signature will indicate that the evaluation has been inspected by the Employee prior to being placed in bargaining unit member but does not necessarily indicate agreement with the file. The Employee must sign contents of the written material when shownmaterial. However, if the signature does not indicate agreement. The Employee bargaining unit member disagrees with the evaluation in any significant way, he/she shall have within ten (10) days after inspection of the right to attach dissenting material to any non-exempt item in the file. A copy of any material placed reply in a personnel file shall written statement to be provided attached to the Employee at filed copy. Such statement will contain specific reasons why the same time that teacher disagrees with the material is shown to the Employee, unless the Employee is exempt from disclosure. D. In order for disciplinary evaluation. Anonymous letters or any other material regarding complaints made against an Employee to materials will not be placed in a bargaining unit member’s file nor will they be made a matter of record. In general, employees are expected to maintain their own files of records which would be available to them upon their request to the original source. However, to assist a bargaining unit member having an urgent need to consult such records, school officials shall, upon request, provide a bargaining unit member the opportunity to see them in the presence of the director of human resources or designee and a representative of the Association if requested by the bargaining unit member. In addition, upon request, each bargaining unit member will be given the opportunity in the presence of the director of human resources or designee and a representative of the bargaining unit member choice to review other items from the bargaining unit member’s personnel filefolder. A personnel file for each bargaining unit member shall be kept at the Board office. Additionally, such material must each building principal may continue to have a file on each bargaining unit member at the building. The contents of a teacher’s file shall be verified disclosed to someone other than the teacher only as required by law with datesprior notice to the teacher. All materials placed in a bargaining unit member’s file subsequent to the adoption of this agreement shall be clearly marked with the date of filing and a copy to the teacher. A bargaining unit member may review his/her personnel file at the building or Board level and is entitled to copies of his/her personnel file at no expense. Without superseding the provisions as stated above, times, places, supporting documentation nothing in this item is to be construed as permitting access by the employee or other supporting evidence confirming the accuracy of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included than specifically authorized personnel to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints recommendations or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged from the Employee’s file three (3) years after the date they are placed in the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year period. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain in the Employee’s personnel file until three (3) years from the last date of disciplinereference pertaining to such employee.

Personnel Records. A. Only one (1) . The official file Personnel Records of each Bargaining Unit Member shall be securely retained by the Office of Human Resources (“Personnel Records”). Other working files or records may be kept for each Employee by staff and administration or the Board, but no punitive action or action related to compensation or job status shall be taken until such records have been included in the District and such file shall be kept in the central administrative officeofficial Personnel Records. B. Each Employee 2. Upon appropriate request, a Bargaining Unit Member shall have the right access to review, or may designate by written authorization a representative to review, the contents of his/her Personnel Records, except for confidential documents to which access is confidential such as credentials, peer review evaluations or letters of recommendation. Such access to the non-confidential information shall be granted by the end of the next working day after such request is received. 3. Upon appropriate request, access to Personnel Records may be given to College administrative and supervisory staff with a right and need for information contained therein to discharge their official personnel file maintained at the administrative officeduties. Additionally, such access may be granted to external agencies with appropriate legal authorization. The District may require reasonable advance notice from the Employee or designee request to review employment records form shall be part of the personal file. If such notice is required, it Personnel Records and shall not be greater than two (2) full business days prior considered confidential. 4. Upon appropriate request approved in writing by the Bargaining Unit Member whose Personnel Records the Association seeks to have access, a duly authorized representative of the Association shall have access to the date requested official records of a Bargaining Unit Member, except for reviewconfidential documents such as credentials, peer evaluations or letters of recommendation. Neither A request by an Association officer shall be considered appropriate if it is submitted on a form prepared by the EmployeeOffice of Human Resources. This form shall include the name(s) of the duly authorized representative(s), nor a representativedescription of the nature of materials to be made accessible, the dated signature of the Bargaining Unit Member authorizing access and the period of time for which the authorization for access is granted. Access shall have be granted by the right to review any document, or other material, which end of the next working day after an appropriate request is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10received. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are 5. A Bargaining Unit Member may file a written response to an item included in his/her official personnel file Personnel Records. Such response shall be signed and dated by the Employee prior to being placed included in the file. The Employee must sign the written material when shown. However, the signature does not indicate agreement. The Employee shall have the right to attach dissenting material to any non-exempt item in the filePersonnel Records. 6. A copy Bargaining Unit Member may request the Office of any material placed Human Resources to include relevant materials in a personnel file shall be provided to the Employee at the same time that the material is shown to the Employee, unless the Employee is exempt or remove materials from disclosure. D. In order for disciplinary or any other material regarding complaints made against an Employee to be placed in a personnel file, such material must be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged from the Employee’s file three (3) years after the date they are placed in the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year periodhis/her Personnel Records. In the event the request is refused, the refusal is appealable directly to the CAO, and the decision of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials the CAO shall remain be final. Written notification from the CAO to the Bargaining Unit Member shall be included in the Employee’s personnel file until three Personnel Records, and the decision shall not be grievable. Nothing in this Section shall abrogate the provisions contained in Section 5 above. No Bargaining Unit Member may avoid the process by filing a grievance rather than utilizing the steps in this Section 6. 7. Grievance records shall be filed in the Personnel Records and shall be treated as confidential. Grievance records shall be sealed and access shall be granted only upon the written authorization of the College President or his/her designee. Upon appropriate request, the Bargaining Unit Member shall have access to his/her grievance records. Upon appropriate request, as defined in Section 4 of this Article, an Association officer shall have access to grievance records. Such access by the Bargaining Unit Member or the Association officer will be granted by the end of the next working day after appropriate request is received. 8. The Office of Human Resources may require certified transcripts for any course and degree work claimed as a basis for setting compensation or determining qualifications for inclusion in the official records as a condition for employment or release of compensation. 9. Materials placed in a Bargaining Unit Member's official records shall not be removed for two (32) years from after placement without the last date knowledge of disciplinethe Bargaining Unit Member.

Personnel Records. A. Only A master or official (personnel) file for each employee shall be maintained in the District Human Resources Office. The employee and/or Association representative may examine the employee’s personnel file any time the employee so authorizes in writing. Appointments may be required for viewing the file, however, in no case will access to the file be delayed beyond one (1) official school business day except when actual notice of the request has not been received. An employee may have the District make copies of all materials in their personnel file, provided that the Employee gives at least five (5) working day notice. Derogatory material placed into the employee’s file relating to job performance shall be kept for each Employee brought to the employee’s attention in writing before placement in their personnel file. A copy of the document placed in the District and such file shall will be kept provided to the employee. Such information cannot be used as evidence in a complaint or to support disciplinary action if it was not shared with the employee within ten (10) days of its placement in the central administrative office. B. Each Employee personnel file. The employee may challenge the propriety, accuracy, and/or due processjusappropriateness of including it in the files. The employee shall have the right to reviewinsert documentation into the file, providing such documentation is relevant to the challenge. Unauthorized persons shall not have access to employee files or may designate by written authorization a representative other personal data relating to review, the contents of his/her official personnel file maintained at the administrative officetheir employment subject to Public Disclosure Laws. The District may require reasonable advance notice will consider a request made by an employee to remove a written reprimand from the Employee or designee to review the personal file. If such notice is required, it shall not be greater than personnel file after two (2) full business days prior years provided there have been no subsequent similar incidents. Notice of any third party request for information regarding an employee shall be communicated to that employee. The District will not release any information about the date requested employee and subject to public disclosure laws until seventy-two (72) hours after the employee has been notified of the request. Discipline is normally applied for review. Neither the Employeeviolation of District policies, nor a representative, shall have the right to review any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendationsregulations, and validated complaints directed toward procedures; not for concerns regarding professional performance. Performance will normally be assessed through the Employee which are included in his/her official personnel file shall be signed and dated by the Employee prior to being placed in the fileevaluation process, not addressed through discipline. The Employee must sign Association and District recognize that a given behavior may implicate both discipline and evaluation, with different focuses, and commit to insuring that due process is followed and professional performance enhanced. In specific instances, employees or the written material when shown. However, the signature does not indicate agreement. The Employee shall have the right to attach dissenting material to any non-exempt item in the file. A copy of any material placed in a personnel file shall be provided to the Employee at the same time Association may request that the material is shown to the Employee, unless the Employee is exempt from disclosureevaluator appropriately cross-reference discipline documents and evaluation documents. D. In order for disciplinary or any other material regarding complaints made against an Employee to be placed in a personnel file, such material must be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged from the Employee’s file three (3) years after the date they are placed in the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year period. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain in the Employee’s personnel file until three (3) years from the last date of discipline.

Personnel Records. A. Only The Employer will maintain a personnel file on each Employee. The Employer shall maintain only one (1) official set of files on each Employee; the personnel office shall maintain said files. Any Employee has the right to review his/her personnel file upon request to the Personnel Office. Reasonable advance notice will be provided. This right is limited to the individual Employee to review his/her own personnel file. However, an Employee may, with proper release forms, permit his/her personnel file to be reviewed by a party so authorized, upon presentation of properly executed forms to the personnel office, which form shall be kept for each Employee developed by the Personnel Office. Except as provided above, only those people working in the District Personnel Office, and such file the Employee's Supervisor, shall be kept in have access to an Employee's files. In addition, the central administrative office. B. Each Employee Employer's authorized attorney(s) shall have the right to reviewaccess an Employee's files for legitimate personnel purposes related to discipline, complaints, grievances, arbitrations, and lawsuits involving the Employee. Employees are encouraged to request placement in their files of any educational or may designate by written authorization a representative other accomplishments that serve to review, the contents of his/her official personnel file maintained at the administrative office. The District may require reasonable advance notice from recognize an achievement bearing on both the Employee or designee to review and the personal file. If such notice is required, it shall not be greater than two (2) full business days prior to the date requested for review. Neither the Employee, nor a representative, shall have the right to review any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included in his/her official personnel file shall be signed and dated by the Employee prior to being placed in the file. The Employee must sign the written material when shown. However, the signature does not indicate agreement. The Employee shall have the right to attach dissenting material to any non-exempt item in the fileEmployer. A copy denial of any material placed in a personnel file such request and reason for denial shall be provided to the Employee at the same time that the material is shown in writing. Any materials placed in an Employee's file shall be copied to the Employee. Any derogatory information shall be signed by the Employee. Such signature shall serve as acknowledgement of receipt only. An Employee's refusal to sign should be witnessed by a third party. Any Employee under this policy, unless upon reviewing his/her personnel file who finds inaccurate or misleading material, may prepare and present to the Employee Employee's Supervisor and Personnel Officer a clarifying statement pertaining to the document in question requesting removal of said document from his/her personnel file. Consultation with and approval from the Supervisor or Personnel Officer is exempt required prior to any action to remove material from disclosure. D. In order for disciplinary or any other material regarding complaints made against an Employee to be placed in a personnel file. All documents, such material must communications, and records dealing with the processing of a grievance shall be verified with dates, times, places, supporting documentation or other supporting evidence confirming filed separately from the accuracy of such complaint(s). The name(s) in support personnel files of the complaint, as well as participants. No information from any Employee personnel file may be given to a business without written permission of the names of all other parties involved, must also be included to Employee. Any person accessing an Employee's file shall sign a file entry roster unless the extent permitted access is the normal day-today access made by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint Employees working in the absence of supporting documentationpersonnel office. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged from the Employee’s file three (3) years after the date they are placed in the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year period. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain in the Employee’s personnel file until three (3) years from the last date of discipline.

Personnel Records. A. Only one (1) official A personnel file shall be kept for maintained on each Employee in the District and such Employee. This file shall consist of cumulative information from an Employee’s applications through termination of employment. This file may include the following: Employment application, resume, confirmation of employment, work assignment, periodic performance evaluations, salary information, in- service/staff training documentation, probationary status, disciplinary warnings, disciplinary actions, and notice of termination. This file will not be kept reviewed by any person without written authorization of the Human Resources Department. Personnel files shall be maintained at Square One’s Corporate Office. Should an employee wish to review his or her personnel file, he or she must make a written request to the Human Resources Department. Square One shall provide the employee access to his or her personnel file within five (5) business days of such request. Upon request, the Employee shall be given an initial copy of his/her personnel file without charge. An Employee requesting more than one copy in the central administrative office. B. a year, will be charged per page and mailing costs for subsequent copies. Each Employee shall have the right to reviewcomment, or may designate by written authorization a representative to reviewin writing, upon the contents of his/her official personnel file file. These written comments will become a part of his/her personnel file. 19.1 Staff records shall be maintained at the administrative officeEmployee’s work site in accordance with EEC regulations. The District may require reasonable advance notice This record shall include, but not be limited to the following: Employment application, resume, documentation of employment history and reference checks by telephone, documentation that the Employee has the experience required to qualify for the position, evidence from an institution of higher learning that the Employee has satisfactorily completed the courses required under EEC regulations, documentation of a completed XXXX evaluation, health records, verification of First Aid training, documentation of staff orientation, documentation of staff development plan for classroom staff, documentation of at least twenty (20) hours of training per calendar year for Center-based staff, ten (10) hours annually for School-Age Site Coordinators, and five (5) hours annually for School-Age Group Leaders and School-Age Assistant Group Leaders, and documentation of a minimum of twenty-four (24) hours of staff meeting/development per calendar year. Staff records shall be maintained in a secured file on-site which cannot be accessed without permission from the Employee or designee to review Program Director, who is responsible for the personal file. If such notice is requiredconfidentiality of all files, it except as required by law. 19.2 a. Square One shall not be greater than two (2) full business days prior to the date requested for review. Neither provide, upon receipt of a written request from the Employee, nor a representativewritten reference to a prospective employer, shall have the right to review for any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included in his/her official personnel file shall be signed and dated by the Employee prior to being placed in the filelaid off Employee. The Employee must sign the written material when shown. However, the signature does not indicate agreement. The Employee shall have the right to attach dissenting material to any non-exempt item in the file. A copy of any material placed in a personnel file shall Written references will be provided to the Employee at the same time that the material is shown to the Employee, unless the Employee is exempt from disclosure. D. In order for disciplinary or any other material regarding complaints made against an Employee to be placed in only after receipt of a personnel file, such material must be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy release of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged information form from the Employee’s file three (3) years after the date they are placed in the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year period. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain in the Employee’s personnel file until three (3) years from the last date of discipline.

Personnel Records. A. Only one (1) . The official file shall be kept for personnel records of each Employee in member of the District and such file bargaining unit shall be kept in secured files and media by the central administrative officecollege Office of Human Resources. Other working files or records may be kept by staff and administration or the Board, but no punitive action or action related to compensation or job status shall be taken based on material other than that contained in the official personnel records. Such actions may be taken, however, by the college upon material included in the personnel records of a member of the bargaining unit prior to any written response under Section 5 and any appeals to the Chief Academic Officer. B. Each Employee 2. Upon appropriate request, a member of the bargaining unit shall have the right access to review, or may designate by written authorization a representative to review, the contents of his/her personnel records, except for confidential documents to which access is privileged such as credentials, peer evaluations, or letters of recommendation. Such access to the non-confidential information shall be granted by the end of the next working day after such request is received. 3. Upon appropriate request, access to official personnel file maintained at the records may be given to college administrative officeand supervisory staff with a right and need for information contained therein to discharge their official duties. Additionally, such access may be granted to external agencies with appropriate legal authorization. The District may require reasonable advance notice from access log shall be part of the Employee or designee to review the personal file. If such notice is required, it personnel records and shall not be greater than two (2) full business days prior considered confidential. 4. Upon appropriate request approved in writing by the member whose personnel records the Association seeks to have access, a duly authorized representative of the Association shall have access to the date requested official records of a member of the bargaining unit, except for review. Neither the Employeeconfidential documents such as credentials, nor a representative, shall have the right to review any documentpeer evaluations, or other materialletters of recommendation. A request by a representative of the Association shall be considered appropriate if it is submitted on a form prepared by the college Office of Human Resources. This form shall include the name(s) of the duly authorized representative(s), a description of the nature of materials to be made accessible, the dated signature of the bargaining unit member authorizing access, and the period of time for which the authorization for access is exempt from disclosure under granted. Access shall be granted by the Personnel Records Review Act, 820 ILCS 40/10end of the next working day after an appropriate request is received. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward 5. A member of the Employee which are bargaining unit may file a written response to an item included in his/her official personnel file records. Such response shall be signed and dated by the Employee prior to being placed included in the file. The Employee must sign the written material when shown. However, the signature does not indicate agreement. The Employee shall have the right to attach dissenting material to any non-exempt item in the filepersonnel records. 6. A copy of any material placed in a personnel file shall be provided to the Employee at the same time that the material is shown to the Employee, unless the Employee is exempt from disclosure. D. In order for disciplinary or any other material regarding complaints made against an Employee to be placed in a personnel file, such material must be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy of such complaint(s). The name(s) in support member of the complaint, as well as bargaining unit may request the names Office of all other parties involved, must also be included Human Resources to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint include relevant materials in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged from the Employee’s file three (3) years after the date they are placed in the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year periodhis/her official records. In the event of a subsequent disciplinary complaint or letter of a similar naturethe request to include materials is refused, all related disciplinary materials the refusal is appealable directly to the Chief Academic Officer, and the decision shall remain be final. Written notification from the Chief Academic Officer to the employee shall be included in the Employee’s official records, and the decision shall not be grievable. Nothing in this paragraph shall abrogate the provisions contained in Paragraph 5 above. No bargaining unit member may avoid the process by filing a grievance rather than utilizing the steps in paragraph 6. 7. A member of the bargaining unit may request in writing to the Office of Human Resources that materials be removed from his/her personnel file until three (3) years records. If the request is not honored, the member shall be so notified in writing. In the event the request for removal is refused, the refusal is appealable directly to the Chief Academic Officer, and the decision shall be final. Written notification from the last date Chief Academic Officer to the employee shall be included in the official records, and the decision shall not be grievable. Nothing in this paragraph shall abrogate the provisions contained in Paragraph 5 above. No bargaining unit member may avoid this process by filing a grievance rather than utilizing the steps in paragraph 7. 8. Grievance records shall be filed in the official personnel records and shall be treated as confidential with privileged access. Grievance records shall be sealed and access shall be granted only upon the written authorization of disciplinethe Executive Vice President of Human Resources, Vice President of Instruction/Chief Academic Officer, or President or his/her designee. Upon appropriate request, the member of the bargaining unit shall have access to his/her grievance records. Upon appropriate request, as defined in Section 4 of this Article, a duly authorized representative of the Association shall have access to grievance records. Such access by the bargaining unit member or the duly authorized representative will be granted by the end of the next working day after appropriate request is received. 9. The Office of Human Resources may require certified transcripts for any course and degree work claimed as a basis for setting compensation or determining qualifications for inclusion in the official records as a condition for employment or release of compensation. 10. Materials placed in a unit member's official records shall not be removed for two

Personnel Records. A. Only one 1.1 One (1) official personnel file for each unit member shall be maintained in the Office of Human Resources/Employee Relations. The personnel file shall contain only materials necessary for the District's fulfillment of its personnel management responsibilities and related to the faculty member's assigned duties or professional responsibilities. 1.2 Any item to be kept for each Employee placed in the file must be clearly identified as to its source, author, date of preparation, and date of receipt by the District. The unit member must be notified of all materials to be placed in his/her file prior to the time of insertion in the file. No anonymous materials shall be placed in the personnel file. 1.3 Before any derogatory material may be placed in a unit member's file, he/she shall be given notice and an opportunity during normal business hours to review the material. Notice to the unit member will be within thirty (30) days of the District's receipt of the derogatory material. If the unit member has not filed a response within thirty (30) working days of notification, the District shall file the derogatory material. Any response filed after the thirty (30) workday period shall be dated and such attached to the derogatory material. Material placed in a unit member's personnel file which is subsequently proven to be untrue by the unit member to the Board of Trustees or designee shall be destroyed. 1.4 Any written and signed complaints about a unit member which are withdrawn or shown to be false shall not be placed in the unit member's personnel file nor utilized in any evaluation or disciplinary action against the unit member. 1.5 All personnel files will be considered confidential and will not be available to persons other than the unit member or his/her designee. Members of the District administrative unit shall be limited in their access to personnel files. Such individuals should review files only on a need-to-know basis which is directly associated with the responsibilities of their job functions. 1.6 Discrimination complaint files maintained in compliance with Title V, Title VII, and other federal and state regulations shall be kept in the central administrative officea separate affirmative action/discrimination file as prescribed by statutory regulations. B. Each Employee 1.7 Members of the Board of Trustees may request a review of a unit member's personnel file at a scheduled meeting of the Board when such review is deemed necessary. 1.8 Every unit member shall have the right to review, or may designate by written authorization a representative to review, the contents of hisinspect all materials placed in her/her his official personnel file maintained at the administrative office. The District may require reasonable advance notice from the Employee except as follows and in accordance with Education Code: (a) Materials, such as ratings, reports, or designee to review the personal file. If such notice is required, it shall not be greater than two (2) full business days records that were obtained prior to the date requested for review. Neither employment of the Employeeunit member involved; (b) Materials prepared by identifiable examination committee members; (c) Materials, nor which were obtained in connection with a representative, promotional examination. 1.9 Every unit member shall have the right to review any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included inspect material in his/her official personnel file shall be with the exceptions noted in Section 1.8, provided that the inspection is made at a time when such person is not actually required to render instructional or support service to the District. Unit members who wish to inspect their individual personnel file should contact the Office of Human Resources and Employee Relations to arrange an appointment. 1.10 A unit member or designated representative may obtain copies of materials made available for inspection in his/her personnel file. Representatives wishing to obtain copies of materials in a unit member's file must have written authorization signed and dated by the Employee prior to being placed in unit member. 1.11 Any representative designated by the file. The Employee must sign the written material when shown. However, the signature does not indicate agreement. The Employee unit member shall have the right to attach dissenting material to any non-exempt item in review the file. A copy of any material placed in a unit member's personnel file shall be provided to and other records dealing with the Employee at unit member when accompanied by the same time that the material is shown to the Employee, unless the Employee is exempt from disclosure. D. In order for disciplinary unit member or any other material regarding complaints made against an Employee to be placed in a personnel file, such material must be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged from the Employee’s file three (3) years after the date they are placed in the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline on presentation of a similar nature against written authorization signed by the Employee during the three (3) year period. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain in the Employee’s personnel file until three (3) years from the last date of disciplineunit member.

Personnel Records. A. Only The official personnel file is the file maintained by the University Human Resources Department or by the appropriate Human Resources Department of the coordinate campuses. No written documentation of prior disciplinary action shall be used as the basis for disciplinary action unless it has been entered into the employee's official personnel file, or if the employee has been provided written notification of recent disciplinary action. Written allegations of improper employee behavior that have not been used as a basis for coaching or are more than one (1) official file shall be kept for each Employee in the District and such file shall be kept in the central administrative office. B. Each Employee shall have the right to review, or may designate by written authorization a representative to review, the contents of his/her official personnel file maintained at the administrative office. The District may require reasonable advance notice from the Employee or designee to review the personal file. If such notice is required, it year old shall not be greater than two (2) full business days prior used as the basis for disciplinary action, nor shall they be placed in the official personnel file. Disciplinary action documents shall be sent to the appropriate Human Resources Department, where they shall be date requested for reviewstamped upon receipt, and shall be given priority in filing. Neither the Employee, nor a representative, Any employee shall have the right be allowed to review any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included all documents held in his/her official personnel file file. Requests for such review shall be signed in writing and dated addressed to the appropriate Human Resources Department. Following receipt of such request, arrangements shall be made for the employee to review his/her file in the presence of a Human Resources Department representative. No one may remove material from an employee's official personnel file unless authorized to do so by the Employee prior head of the appropriate Human Resources Department or his/her designee. Upon receipt of written authorization by the employee, his/her Union representative may schedule an appointment to being placed review the employee's file. Copies of any document in the filefile related to a disciplinary action will be made upon request by the Union Representative. The Employee must sign There will be no charge for the written material when shownfirst ten (10) copies. However, A charge for all copies greater than ten will be at the signature does not indicate agreementdepartmental rate. The Employee shall Employees have the right to attach dissenting material include or update a reasonable amount of information in their personnel files that may be pertinent to any non-exempt item their job performance. Employees shall also be able to respond to performance appraisal or disciplinary materials placed in the their official file. A copy of any material placed in a personnel file shall be provided (See Article 22, Discipline, Section 6, regarding employee signature on standard University form attached to the Employee at the same time that the material is shown to the Employee, unless the Employee is exempt from disclosure. D. In order for disciplinary or any other material regarding complaints made against an Employee to be placed in a personnel file, such material must be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged from the Employee’s file three (3) years after the date they are placed in the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year period. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain in the Employee’s personnel file until three (3) years from the last date of discipline.)

Personnel Records. A. Only one (1) official A personnel file shall be kept for maintained on each Employee in the District and such Employee. This file shall consist of cumulative information from an Employee’s applications through termination of employment. This file may include the following: Employment application, resume, confirmation of employment, work assignment, periodic performance evaluations, salary information, in-service/staff training documentation, probationary status, disciplinary warnings, disciplinary actions, and notice of termination. This file will not be kept reviewed by any person without written authorization of the President/CEO or designee. Personnel files shall be maintained at Square One’s Corporate Office. Should an employee wish to review his or her personnel file, he or she must make a written request to the Human Resources Department. Square One shall provide the employee access to his or her personnel file within five (5) business days of such request. Upon request, the Employee shall be given an initial copy of his/her personnel file without charge. An Employee requesting more than one copy in the central administrative office. B. a year, will be charged per page and mailing costs for subsequent copies. Each Employee shall have the right to reviewcomment, or may designate by written authorization a representative to reviewin writing, upon the contents of his/her official personnel file file. These written comments will become a part of his/her personnel file. 19.1 Staff records shall be maintained at the administrative officeEmployee’s work site in accordance with EEC regulations. The District may require reasonable advance notice This record shall include, but not be limited to the following: Employment application, resume, documentation of employment history and reference checks by telephone, documentation that the Employee has the experience required to qualify for the position, evidence from an institution of higher learning that the Employee has satisfactorily completed the courses required under EEC regulations, documentation of a completed XXXX evaluation, health records, verification of First Aid training, documentation of staff orientation, documentation of staff development plan for classroom staff, documentation of at least twenty (20) hours of training per calendar year for Center-based staff, ten (10) hours annually for School-Age Site Coordinators, and five (5) hours annually for School-Age Group Leaders and School-Age Assistant Group Leaders, and documentation of a minimum of twenty-four (24) hours of staff meeting/development per calendar year. Staff records shall be maintained in a secured file on-site which cannot be accessed without permission from the Employee or designee to review Program Director, who is responsible for the personal file. If such notice is requiredconfidentiality of all files, it except as required by law. 19.2 a. Square One shall not be greater than two (2) full business days prior to the date requested for review. Neither provide, upon receipt of a written request from the Employee, nor a representativewritten reference to a prospective employer, shall have the right to review for any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included in his/her official personnel file shall be signed and dated by the Employee prior to being placed in the filelaid off Employee. The Employee must sign the written material when shown. However, the signature does not indicate agreement. The Employee shall have the right to attach dissenting material to any non-exempt item in the file. A copy of any material placed in a personnel file shall Written references will be provided to the Employee at the same time that the material is shown to the Employee, unless the Employee is exempt from disclosure. D. In order for disciplinary or any other material regarding complaints made against an Employee to be placed in only after receipt of a personnel file, such material must be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy release of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged information form from the Employee’s file three (3) years after the date they are placed in the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year period. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain in the Employee’s personnel file until three (3) years from the last date of discipline.

Personnel Records. A. Only ‌ The official personnel file is the file maintained by the University Human Resources Department or by the appropriate Human Resources Department of the coordinate campuses. No written documentation of prior disciplinary action shall be used as the basis for disciplinary action unless it has been entered into the employee's official personnel file, or the employee has been provided written notification of recent disciplinary action. Written allegations of improper employee behavior that have not been used as a basis for coaching or are more than one (1) official file shall be kept for each Employee in the District and such file shall be kept in the central administrative office. B. Each Employee shall have the right to review, or may designate by written authorization a representative to review, the contents of his/her official personnel file maintained at the administrative office. The District may require reasonable advance notice from the Employee or designee to review the personal file. If such notice is required, it year old shall not be greater than two (2) full business days prior used as the basis for disciplinary action, nor shall they be placed in the official personnel file. Disciplinary action documents shall be sent to the appropriate Human Resources Department, where they shall be date requested for reviewstamped upon receipt, and shall be given priority in filing. Neither the Employee, nor a representative, Any employee shall have the right be allowed to review any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included all documents held in his/her official personnel file file. Requests for such review shall be signed in writing and dated addressed to the appropriate Human Resources Department. Following receipt of such request, arrangements shall be made for the employee to review his/her file in the presence of a Human Resources Department representative. No one may remove material from an employee's official personnel file unless authorized to do so by the Employee prior head of the appropriate Human Resources Department or his/her designee. Upon receipt of written authorization by the employee, his/her Union representative may schedule an appointment to being placed review the employee's file. Copies of any document in the filefile related to a disciplinary action will be made upon request by the Union Representative. The Employee must sign There will be no charge for the written material when shownfirst ten (10) copies; a charge for all copies greater than ten will be at the departmental rate. However, the signature does not indicate agreement. The Employee shall Employees have the right to attach dissenting material include or update a reasonable amount of information in their personnel files that may be pertinent to any non-exempt item their job performance. Employees shall also be able to respond to performance appraisal or disciplinary materials placed in the their official file. A copy of any material placed in a personnel file shall be provided (See Article 22, Discipline, Section 6, regarding employee signature on standard University form attached to the Employee at the same time written discipline.) Materials related to job performance or discipline that the material is shown to the Employee, unless the Employee is exempt from disclosure. D. In order for disciplinary or any other material regarding complaints made against an Employee to be placed in a personnel file, such material must be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged from the Employee’s file three (3) years after the date they are placed in an employee's official personnel file by management must be copied to the file and cannot be used for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year periodemployee. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain Materials placed in the Employee’s official file by the employee must be copied to the employee's immediate supervisor. Materials that are designated for an employee's official personnel file until three (3) years from the last date of disciplineshould be filed promptly.

Personnel Records. A. Only The official personnel file is the file maintained by the University Human Resources Department or by the appropriate Human Resources Department of the coordinate campuses. No written documentation of prior disciplinary action shall be used as the basis for disciplinary action unless it has been entered into the employee's official personnel file, or if the employee has been provided written notification of recent disciplinary action. Written allegations of improper employee behavior that have not been used as a basis for coaching or are more than one (1) official file shall be kept for each Employee in the District and such file shall be kept in the central administrative office. B. Each Employee shall have the right to review, or may designate by written authorization a representative to review, the contents of his/her official personnel file maintained at the administrative office. The District may require reasonable advance notice from the Employee or designee to review the personal file. If such notice is required, it year old shall not be greater than two (2) full business days prior used as the basis for disciplinary action, nor shall they be placed in the official personnel file. Disciplinary action documents shall be sent to the appropriate Human Resources Department, where they shall be date requested for reviewstamped upon receipt, and shall be given priority in filing. Neither the Employee, nor a representative, Any employee shall have the right be allowed to review any document, or other material, which is exempt from disclosure under the Personnel Records Review Act, 820 ILCS 40/10. C. All non-exempt communications including evaluations by supervisors or administrators, commendations, and validated complaints directed toward the Employee which are included all documents held in his/her official personnel file file. Requests for such review shall be signed in writing and dated addressed to the appropriate Human Resources Department. Following receipt of such request, arrangements shall be made for the employee to review his/her file in the presence of a Human Resources Department representative. No one may remove material from an employee's official personnel file unless authorized to do so by the Employee prior head of the appropriate Human Resources Department or his/her designee. Upon receipt of written authorization by the employee, his/her Union representative may schedule an appointment to being placed in review the employee's file. The Employee must sign the written material when shown. However, the signature does not indicate agreement. The Employee shall have the right to attach dissenting material to any non-exempt item in the file. A copy Copies of any material placed in a personnel file shall be provided to the Employee at the same time that the material is shown to the Employee, unless the Employee is exempt from disclosure. D. In order for disciplinary or any other material regarding complaints made against an Employee to be placed in a personnel file, such material must be verified with dates, times, places, supporting documentation or other supporting evidence confirming the accuracy of such complaint(s). The name(s) in support of the complaint, as well as the names of all other parties involved, must also be included to the extent permitted by law. The parties acknowledge that a mere presumption of guilt does not constitute a verified complaint in the absence of supporting documentation. E. Any written complaints or letters of discipline, which address behavior, which has jeopardized a safe school environment, may remain in the Employee’s file and may be used for discipline. However, upon an Employee’s request, all other written complaints or letters of discipline will be expunged from the Employee’s file three (3) years after the date they are placed document in the file and cannot related to a disciplinary action will be used made upon request by the Union Representative. There will be no charge for disciplinary purposes unless there is another complaint or letter of discipline of a similar nature against the Employee during the three (3) year period. In the event of a subsequent disciplinary complaint or letter of a similar nature, all related disciplinary materials shall remain in the Employee’s personnel file until three (3) years from the last date of discipline.first ten