Common use of Personnel Records Clause in Contracts

Personnel Records. 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 personnel file. Disciplinary action documents shall be 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 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 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 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 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 include 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 discipline that are placed in an employee's official personnel file by management must be copied to the employee. Materials placed in the 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 should be filed promptly.

Personnel Records. 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 personnel file. Disciplinary action documents shall be 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 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 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 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 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 include 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 2223, Discipline, Section 6, regarding employee signature on standard University form attached to the written discipline.) Materials related to job performance or discipline that are placed in an employee's official personnel file by management must be copied to the employee. Materials placed in the 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 should be filed promptly.

Personnel Records. 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 personnel file. Disciplinary action documents shall be 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 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 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 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 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 ; a charge for all copies greater than ten will be at the departmental rate. Employees have the right to include 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 discipline that are placed in an employee's official personnel file by management must be copied to the employee. Materials placed in the 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 should be filed promptly.

Personnel Records. 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 personnel file. Disciplinary action documents shall be 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 his/her official personnel file. Requests for 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 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 head of the appropriate Human Resources Department or their his/her designee. Upon receipt of written authorization by the employee, their his/her Union representative may schedule an appointment to review the employee's file. Copies of any document in the 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 include 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 discipline that are placed in an employee's official personnel file by management must be copied to the employee. Materials placed in the 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 should be filed promptly.

Personnel Records. 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 personnel file. Disciplinary action documents shall be 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 his/her official personnel file. Requests for 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 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 head of the appropriate Human Resources Department or their his/her designee. Upon receipt of written authorization by the employee, their his/her Union representative may schedule an appointment to review the employee's file. Copies of any document in the 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 ; a charge for all copies greater than ten will be at the departmental rate. Employees have the right to include 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 discipline that are placed in an employee's official personnel file by management must be copied to the employee. Materials placed in the 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 should be filed promptly.

Personnel Records. The official Materials in the 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 a unit member which may serve as a basis for coaching affecting the status of his/her employment are to be made available for inspection by the person involved. Every unit member shall have the right to inspect material in his/her personnel file at any time mutually convenient to the employee and the District. The unit member may be accompanied by a Federation representative, if desired, or are more than one a Federation representative may inspect such materials individually at the request of the unit member. Any complaints made by any person directed toward a unit member deemed serious enough to become a matter of formal record, shall be promptly called to the unit member's attention, by copy, and the unit member given an opportunity to respond. An employee is entitled to know the identity or source of all such complaints. (1Any retaliatory action shall be deemed to be unprofessional conduct.) year old The unit member shall acknowledge that such material has been read by affixing his/her signature and the date on the actual copy to be filed, with the understanding that his/her signature signified only that the material has been read and does not indicate agreement with its contents. Any derogatory material and/or complaint shall not be 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 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 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 presence of a Human Resources Department representative. No one may remove material from an employee's official unit member’s personnel file unless authorized prior 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 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) copiesworking days from the date it was sent or served. A charge for all copies greater than ten will be at the departmental rate. Employees The unit member may respond and have the right to include 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 any written response attached to the written discipline.material and/or complaint to be included in the personnel file. The content of material in personnel files shall not be subject to Article XVI, Grievance and Arbitration Procedure of this Agreement. During the ten (10) working day period, the content of material to be added to the personnel files shall be subject to the District Complaint Procedure. (Refer to District Board Policy and Administrative Regulations) The official files for all personnel shall be housed and maintained at the District office, except that files containing official evaluations, job-performance related data, directives, complaints, and other personal communications will be located in the college/campus president's office. Materials related to job performance or discipline that are placed in an employee's official being held out of a personnel file due to a grievance may be submitted as evidence in a punitive action. No other performance evaluation materials outside the personnel file may be used as evidence in a punitive action. Personnel files for certificated personnel shall be maintained by management must the District Office. The following material should be copied to the employee. Materials placed obtained for, and retained in, all certificated/academic personnel files located in the 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 should be filed promptly.District Human Resources Office:

Personnel Records. The official Official personnel file is files of all staff members shall be maintained only in the file office of the Superintendent. While other personnel files may be maintained by the University Human Resources Department or building principals, the files maintained in the office of the Superintendent shall be considered the only official file of recorded information of staff members maintained by the appropriate Human Resources Department of the coordinate campusesBoard and administration. No written documentation of prior disciplinary action Individual staff members 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 personnel file. Disciplinary action documents shall be 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 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 able to review their file office personnel files in the presence of a Human Resources Department representativean administrator or his designee within reasonable working hours. No one may remove material from an employee's official personnel file 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 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 The staff member shall have the right to include or update be accompanied by an Association representative. A representative of a reasonable amount member shall be given access to the file of information in their personnel files that may be pertinent to their job performancesaid member upon presentation of written authorization from such member. Employees shall also be able to respond to performance appraisal or disciplinary All materials placed in their official the personnel file of the staff member shall include the following: ˗ Date the item was placed in the file; ˗ Initials of the administrator placing the entry; ˗ A copy of a reprimand would be hand˗delivered by the building principal or superintendent and a receipt for that delivery shall be signed by the teacher and a refusal to sign it may be noted and witnessed by the principal and his or her designee that the teacher refused to sign for letter of reprimand. If employee would not be available for hand˗delivery by the principal due to illness or absence from the building the letter could be sent by certified mail and the receipt of such letter would become part of the file. The initials or signature of a staff member shall not constitute agreement with the contents of the file material. The staff member will be provided, without cost, one true copy of any material placed in his/her file. It shall be the responsibility of the individual staff member and the administration to jointly maintain all personnel information with such accuracy, relevance, timeliness, and completeness as is necessary to assure fairness in any determination made with respect to the staff member on the basis of the information in the file. Any affected staff member shall have the right, within thirty (See Article 2230) days of any material being placed in his/her file, Disciplineto attach a written reply and/or rebuttal to such material in or being placed in his/her file. Such replies, Section 6rebuttals shall be initialed, regarding employee signature on standard University form dated and attached to the written discipline.) Materials related to job performance material in question by the receiving administrator. Anonymous letters or discipline that are materials shall not be placed in an employee's official a staff member’s file. Information in the personnel file may be removed upon mutual agreement of the staff member and the Superintendent. Staff members may submit letter of merit, relative to their professional duties, which shall be placed in their file. The provisions contained herein shall not be construed as a waiver or as a limitation of rights accorded to a staff member pursuant to ORC Chapter 1347. The staff member, upon request, shall have the right to review the contents of his personnel files and to be accompanied by management must be copied another individual of his/her choice, and to receive, at no cost, a copy of any documents contained herein. The Board of Education agrees to protect the confidentiality of the personnel files to the employee. Materials placed in the official file extent permitted by the employee must be copied to the employee's immediate supervisor. Materials that are designated for an employee's official personnel file should be filed promptlylaw.

Personnel Records. 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 personnel file. Disciplinary action documents shall be 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 his/her official personnel file. Requests for 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 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 head of the appropriate Human Resources Department or their his/her designee. Upon receipt of written authorization by the employee, their his/her Union representative may schedule an appointment to review the employee's file. Copies of any document in the 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 ; a charge for all copies greater than ten will be at the departmental rate. Employees have the right to include 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 63, regarding employee signature on standard University form attached to the written discipline.) Materials related to job performance or discipline that are placed in an employee's official personnel file by management must be copied to the employee. Materials placed in the 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 should be filed promptly.

Personnel Records. Any bargaining unit member will be given a copy of an evaluation hereafter made of his/her behavior as an employee of the Board prior to the placement of such material in his/her Personnel Department folder. The official personnel file is bargaining unit member shall acknowledge that he/she has received a copy and has read the file maintained material by affixing his/her signature to the copy to be filed. The signature will indicate that the evaluation has been inspected by the University Human Resources Department or by bargaining unit member but does not necessarily indicate agreement with the appropriate Human Resources Department contents of the coordinate campusesmaterial. 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 fileHowever, or if the employee has been provided bargaining unit member disagrees with the evaluation in any significant way, he/she shall within ten (10) days after inspection of the material reply in a written notification of recent disciplinary actionstatement to be attached to the filed copy. Written allegations of improper employee behavior that have Such statement will contain specific reasons why the teacher disagrees with the evaluation. Anonymous letters or materials will 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 personnel filea bargaining unit member’s file nor will they be made a matter of record. Disciplinary action documents shall In general, employees are expected to maintain their own files of records which would be sent available to them upon their request to the appropriate Human Resources Departmentoriginal source. However, where they shall be date stamped to assist a bargaining unit member having an urgent need to consult such records, school officials shall, 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 such review shall be in writing and addressed to the appropriate Human Resources Department. Following receipt of such request, arrangements shall be made for provide a bargaining unit member the employee opportunity to review their file see them in the presence of the director of human resources or designee and a Human Resources Department representativerepresentative of the Association if requested by the bargaining unit member. No one may remove material 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 an employee's official the bargaining unit member’s personnel folder. A personnel file 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 file related to a disciplinary action will for each bargaining unit member shall 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 kept at the departmental rateBoard office. Employees Additionally, each building principal may continue to have a file on each bargaining unit member at the right building. The contents of a teacher’s file shall be disclosed to include or update a reasonable amount of information in their personnel files that may be pertinent someone other than the teacher only as required by law with prior notice to their job performancethe teacher. Employees shall also be able to respond to performance appraisal or disciplinary All materials placed in their official file. (See Article 22, Discipline, Section 6, regarding employee signature on standard University form attached a bargaining unit member’s file subsequent to the written discipline.) Materials related adoption of this agreement shall be clearly marked with the date of filing and a copy to job performance or discipline that are placed in an employee's official the teacher. A bargaining unit member may review his/her personnel file by management must 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, nothing in this item is to be copied to the employee. Materials placed in the official file construed as permitting access by the employee must be copied or other than specifically authorized personnel to the recommendations or letters of reference pertaining to such employee's immediate supervisor. Materials that are designated for an employee's official personnel file should be filed promptly.

Personnel Records. ‌ 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 personnel file. Disciplinary action documents shall be 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 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 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 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 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 ; a charge for all copies greater than ten will be at the departmental rate. Employees have the right to include 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 discipline that are placed in an employee's official personnel file by management must be copied to the employee. Materials placed in the 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 should be filed promptly.

Personnel Records. A master or official (personnel) file for each employee shall be maintained in the District Human Resources Office. The official employee and/or Association representative may examine the employee’s personnel file is 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 maintained by the University Human Resources Department or by the appropriate Human Resources Department be delayed beyond one (1) school business day except when actual notice of the coordinate campusesrequest has not been received. No written documentation An employee may have the District make copies of prior disciplinary action 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 brought to the employee’s attention in writing before placement in their personnel file. A copy of the document placed in the file will be provided to the employee. Such information cannot be used as the basis for evidence in a complaint or to support disciplinary action unless if it has been entered was not shared with the employee within ten (10) days of its placement in the 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 insert documentation into the employee's official personnel file, providing such documentation is relevant to the challenge. Unauthorized persons shall not have access to employee files or if other personal data relating to their employment subject to Public Disclosure Laws. The District will consider a request made by an employee to remove a written reprimand from the personnel file after two (2) 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 employee and subject to public disclosure laws until seventy-two (72) hours after the employee has been provided written notification notified of recent disciplinary actionthe request. Written allegations Discipline is normally applied for violation 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 actionDistrict policies, 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 stamped upon receiptregulations, and shall be given priority in filing. Any employee shall be allowed to review all documents held in their official personnel file. Requests procedures; not for 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 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 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 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 include or update a reasonable amount of information in their personnel files that may be pertinent to their job concerns regarding professional performance. Employees shall also Performance will normally be able assessed through the evaluation process, not addressed through discipline. The Association and District recognize that a given behavior may implicate both discipline and evaluation, with different focuses, and commit to respond to insuring that due process is followed and professional performance appraisal enhanced. In specific instances, employees 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 disciplineAssociation may request that the evaluator appropriately cross-reference discipline documents and evaluation documents.) Materials related to job performance or discipline that are placed in an employee's official personnel file by management must be copied to the employee. Materials placed in the 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 should be filed promptly.

Personnel Records. 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 personnel file. Disciplinary action documents shall be 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 his/her official personnel file. Requests for 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 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 head of the appropriate Human Resources Department or their his/her designee. Upon receipt of written authorization by the employee, their his/her Union representative may schedule an appointment to review the employee's file. Copies of any document in the 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 include 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 discipline that are placed in an employee's official personnel file by management must be copied to the employee. Materials placed in the 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 should be filed promptly.ten

Personnel Records. The official Employer will maintain a personnel file is the file maintained by the University Human Resources Department or by the appropriate Human Resources Department of the coordinate campuseson each Employee. No written documentation of prior disciplinary action The Employer 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 maintain only one (1) year old set of files on each Employee; the personnel office shall not 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 used as provided. This right is limited to the basis for disciplinary action, nor shall they be placed in the official individual Employee to review his/her own personnel file. Disciplinary action documents 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 sent to developed by the appropriate Human Resources DepartmentPersonnel Office. Except as provided above, where they shall be date stamped upon receiptonly those people working in the Personnel Office, and the Employee's Supervisor, shall be given priority in filinghave access to an Employee's files. Any employee In addition, the Employer's authorized attorney(s) shall be allowed to review all documents held in their official personnel file. Requests for 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 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 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 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 include or update a reasonable amount of information access 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 personnel files of any educational or other accomplishments that may serve to recognize an achievement bearing on both the Employee and the Employer. A denial of such request and reason for denial shall be pertinent provided to their job performancethe Employee in writing. Employees shall also be able to respond to performance appraisal or disciplinary Any 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 discipline that are placed in an employeeEmployee's official personnel file by management must shall be copied to the employeeEmployee. Materials placed 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, upon reviewing his/her personnel file who finds inaccurate or misleading material, may prepare and present to the 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 required prior to any action to remove material from a personnel file. All documents, communications, and records dealing with the processing of a grievance shall be filed separately from the personnel files of the participants. No information from any Employee personnel file may be given to a business without written permission of the Employee. Any person accessing an Employee's file shall sign a file entry roster unless the access is the normal day-today access made by Employees working in the 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 should be filed promptlyoffice.

Personnel Records. The official An employee’s personnel file record includes information relating to an employee’s employ- ment such as applications, written performance evaluations, disciplinary actions, correspondence, and other per- tinent information. Before placing any documentation that is the file maintained by the University Human Resources Department evaluative, disciplinary 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 which reflects negatively on an employee into the a bargaining unit employee's official ’s personnel file, the bargaining unit employee shall be informed of or if given a copy of the employee has been provided written notification of recent disciplinary actiondocumentation. Written allegations of improper employee behavior that have not been used as Bargaining unit employees may submit a basis for coaching or are more than one (1) year old timely rebuttal, which shall not be used as the basis for disciplinary action, nor shall they be placed in the official personnel filefile with the corrective action. Disciplinary action documents shall be sent The Employer will make an employee’s personnel file available for the employee’s review and copying within five days of a written request 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 such review shall be in writing and addressed to the appropriate Human Resources Department. Following receipt The Employer will make an employee’s personnel file or portions of it available for Union review and copying if the information is relevant to repre- senting members of the bargaining unit. The Union will request the relevant documents in writing including a statement of relevance, and provide the Employer with at least seven (7) days’ notice. The Employer will pro- vide copies of requested information from personnel records at least seven (7) days prior to any meeting where such requestinformation is relevant. Article 413 – Performance Evaluations The Employer will perform regular performance evaluations to provide constructive feedback to employees to enable them to perform satisfactorily and contribute fully to the mission of PPNNE and to plan for training and skills development. The Employer will provide written performance evaluations to the employee at least once per year. Employer may provide feedback more often to encourage the employee’s growth and awareness. The employer may alter the performance review tools and process. When management plans to alter performance review tools and/or process, arrangements shall management will seek input about the potential changes through the Labor Man- agement Committee. Evaluation meetings for licensed staff will include the clinical and administrative supervi- sor. In preparing a performance evaluation, the Employer may consider input from the employee and the em- ployee’s co-workers; however, such feedback will be made evaluated by the Employer to be fair, accurate, and rele- vant to performance of the employee’s job responsibilities. The employee’s supervisor will discuss the evalua- tion with the employee, provide the employee with a copy of it, and give the employee an opportunity to make written comments on the evaluation form before the form is placed in the employee’s personnel record. Evalua- tions that identify areas of improvement or desired skill development will also identify the support to be provid- ed in order for the employee to review their file progress, if applicable. Evaluations will not be used in place of discipline but an employee may also be subject to discipline for performance issues raised in an evaluation. Article 414 – Xxxxxx, Xxxxxxxx and Recall General. This article describes the presence procedures to be followed when the Employer makes the decision to reduce the number of employees working or hours worked within a Human Resources Department representative. No one may remove material from an employee's official personnel file unless authorized to do so by the head of the appropriate Human Resources Department classification in a 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 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) copieshealth center. A charge for all copies greater than ten will be at the departmental rate. Employees have the right to include or update layoff normally involves a reasonable amount of information reduction in their personnel files that positions; however, a layoff may be pertinent to their job performance. Employees shall also be able to respond to performance appraisal or disciplinary materials placed involve both a reduction in their official file. (See Article 22, Discipline, Section 6, regarding employee signature on standard University form attached to the written disciplinepositions and/or a reduction in hours.) Materials related to job performance or discipline that are placed in an employee's official personnel file by management must be copied to the employee. Materials placed in the 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 should be filed promptly.

Personnel Records. The official An employee’s personnel file record includes information relating to an employee’s employ- ment such as applications, written performance evaluations, disciplinary actions, correspondence, and other per- tinent information. Before placing any documentation that is the file maintained by the University Human Resources Department evaluative, disciplinary 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 which reflects negatively on an employee into the a bargaining unit employee's official ’s personnel file, the bargaining unit employee shall be informed of or if given a copy of the employee has been provided written notification of recent disciplinary actiondocumentation. Written allegations of improper employee behavior that have not been used as Bargaining unit employees may submit a basis for coaching or are more than one (1) year old timely rebuttal, which shall not be used as the basis for disciplinary action, nor shall they be placed in the official personnel filefile with the corrective action. Disciplinary action documents shall be sent The Employer will make an employee’s personnel file available for the employee’s review and copying within five days of a written request 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 such review shall be in writing and addressed to the appropriate Human Resources Department. Following receipt The Employer will make an employee’s personnel file or portions of it available for Union review and copying if the information is relevant to repre- senting members of the bargaining unit. The Union will request the relevant documents in writing including a statement of relevance, and provide the Employer with at least seven (7) days’ notice. The Employer will pro- vide copies of requested information from personnel records at least seven (7) days prior to any meeting where such requestinformation is relevant. Article 413 – Performance Evaluations The Employer will perform regular performance evaluations to provide constructive feedback to employees to enable them to perform satisfactorily and contribute fully to the mission of PPNNE and to plan for training and skills development. The Employer will provide written performance evaluations to the employee at least once per year. Employer may provide feedback more often to encourage the employee’s growth and awareness. The employer may alter the performance review tools and process. When management plans to alter performance review tools and/or process, arrangements shall management will seek input about the potential changes through the Labor Man- agement Committee. Evaluation meetings for licensed staff will include the clinical and administrative supervi- sor. In preparing a performance evaluation, the Employer may consider input from the employee and the em- ployee’s co-workers; however, such feedback will be made evaluated by the Employer to be fair, accurate, and rele- vant to performance of the employee’s job responsibilities. The employee’s supervisor will discuss the evalua- tion with the employee, provide the employee with a copy of it, and give the employee an opportunity to make written comments on the evaluation form before the form is placed in the employee’s personnel record. Evalua- tions that identify areas of improvement or desired skill development will also identify the support to be provid- ed in order for the employee to review their file progress, if applicable. Evaluations will not be used in place of discipline but an employee may also be subject to discipline for performance issues raised in an evaluation. Article 414 – Layoff, Furlough and Recall General. This article describes the presence procedures to be followed when the Employer makes the decision to reduce the number of employees working or hours worked within a Human Resources Department representative. No one may remove material from an employee's official personnel file unless authorized to do so by the head of the appropriate Human Resources Department classification in a 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 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) copieshealth center. A charge for all copies greater than ten will be at the departmental rate. Employees have the right to include or update layoff normally involves a reasonable amount of information reduction in their personnel files that positions; however, a layoff may be pertinent to their job performance. Employees shall also be able to respond to performance appraisal or disciplinary materials placed involve both a reduction in their official file. (See Article 22, Discipline, Section 6, regarding employee signature on standard University form attached to the written disciplinepositions and/or a reduction in hours.) Materials related to job performance or discipline that are placed in an employee's official personnel file by management must be copied to the employee. Materials placed in the 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 should be filed promptly.

Personnel Records. ‌ 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 personnel file. Disciplinary action documents shall be 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 his/her official personnel file. Requests for 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 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 head of the appropriate Human Resources Department or their his/her designee. Upon receipt of written authorization by the employee, their his/her Union representative may schedule an appointment to review the employee's file. Copies of any document in the 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 ; a charge for all copies greater than ten will be at the departmental rate. Employees have the right to include 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 discipline that are placed in an employee's official personnel file by management must be copied to the employee. Materials placed in the 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 should be filed promptly.