Common use of Records of an Employee Clause in Contracts

Records of an Employee. An employee, upon request, shall be able to review her employee file: a) An employee shall request access through the Employer, to be arranged at mutually agreed time. b) The Union shall have access to an employee’s file on the employee’s written authorization. c) The employee or Union representative is permitted to make notes or copies from the employee’s file; however, the file cannot be removed from the office. d) An employee may request to add any pertinent information to her file. A copy of any document, other information, or record of formal counselling sessions held in accordance with the Corrective Discipline Policy placed on any employee’s file which might, at any time, be used for disciplinary action shall be supplied concurrently to the employee and to the Union unless the employee states in writing he does not want a copy sent to the Union. Disciplinary documents shall be removed from an employee’s file after two (2) years unless, there are new disciplinary documents placed on the employee’s file within the two (2) year period. If the Employer requests that documents remain more than two (2) years and the Union disagrees, the matter shall be referred to expedited arbitration. The employee will be informed in writing when documents are removed. An Employee may make written request to the Employer to have disciplinary documents removed from their file after one (1) year. The onus will be on the employee to provide adequate reasons to have the document(s) removed.

Records of an Employee. An employee, upon request, shall be able to review her employee file: a) An The Employer shall provide the Union and the employee shall request access through the Employer, to be arranged at mutually agreed time. b) The Union shall have access to an employee’s file on the employee’s with written authorization. c) The employee reasons for suspension or Union representative is permitted to make notes or copies from the employee’s file; however, the file cannot be removed from the office. d) An employee may request to add any pertinent information to her filedismissal. A copy of any document, said document or other information, or record of formal counselling sessions held in accordance with the Corrective Discipline Policy information placed on any employee’s file file, which might, might at any time, time be used the basis for disciplinary action or denial of promotion, shall be supplied concurrently to the employee and to and, upon request by the Union unless the employee states in writing he does not want a copy sent employee, to the Union. b) Employee shall, by appointment, have the right to review their personnel file. Disciplinary A Union representative, with the written authorization of the employee, shall have access to the file, also by appointment. Appointment will be scheduled and held by the end of the following working day and will be held in the presence of a manager, human resource officer or authorized designate. c) Two years following discipline, the Employer shall remove the written documentation regarding the specific incident that led to discipline from the employee’s personnel file, if no further problems were noted. The employee shall be notified in writing when documents shall are removed from the personnel file. Employee’s performance evaluations including probationary reviews will not be removed from an employee’s file after two (2) years unless, there are new disciplinary documents placed on the employee’s file within the two (2) year periodpersonnel file. If the Employer requests that documents remain more than two (2) years and the Union disagrees, the matter shall be referred to expedited arbitration. The . d) An employee will be informed in writing when documents are removed. An Employee may make written request to the Employer to have disciplinary documents removed from their file after one (1) year. The onus will be on the employee to provide adequate reasons to have the document(s) removed.

Records of an Employee. An employee, upon request, shall be able to review her employee file: a) An The Employer will provide the Union and the employee shall request access through the Employer, to be arranged at mutually agreed time. b) The Union shall have access to an employee’s file on the employee’s with written authorization. c) The employee reasons for suspension or Union representative is permitted to make notes or copies from the employee’s file; however, the file cannot be removed from the office. d) An employee may request to add any pertinent information to her filedismissal. A copy of any document, said document or other information, or record of formal counselling sessions held in accordance with the Corrective Discipline Policy information placed on any employee’s file file, which might, might at any time, time be used the basis for disciplinary action or denial of promotion, shall be supplied concurrently to the employee and to and, upon request by the Union unless the employee states in writing he does not want a copy sent employee, to the Union. b) Employee shall, by appointment, have the right to review their personnel file. Disciplinary A Union representative, with the written authorization of the employee, shall have access to the file, also by appointment. Appointment will be scheduled and held by the end of the following working day and will be held in the presence of a manager, human resource officer or authorized designate. c) Two years following discipline, the Employer shall remove the written documentation regarding the specific incident that led to discipline from the employee’s personnel file, if no further problems were noted. The employee shall be notified in writing when documents shall are removed from the personnel file. Employee’s performance evaluations including probationary reviews will not be removed from an employee’s file after two (2) years unless, there are new disciplinary documents placed on the employee’s file within the two (2) year periodpersonnel file. If the Employer requests that documents remain more than two (2) years and the Union disagrees, the matter shall be referred to expedited arbitration. The . d) An employee will be informed in writing when documents are removed. An Employee may make written request to the Employer to have disciplinary documents removed from their file after one (1) year. The onus will be on the employee to provide adequate reasons to have the document(s) removed.

Records of an Employee. a) An employee, upon request, shall be able to review her employee file: ai) An employee shall request access through the EmployerHuman Resources, to be arranged at mutually agreed time. bii) The Union shall have access to an employee’s file on the employee’s written authorization. ciii) The employee or Union representative is permitted to make notes or copies from the employee’s file; however, the file cannot be removed from the office. div) An employee may request to add any pertinent information to her file. . b) A copy of any document, other information, or record of formal counselling sessions held in accordance with the Corrective Discipline Policy placed on any employee’s file which might, at any time, be used for disciplinary action shall be supplied concurrently to the employee and to the Union unless the employee states in writing he does not want a copy sent to the Union. . c) Disciplinary documents shall be removed from an employee’s file after two (2) years unless, unless there are new disciplinary documents of equal or greater severity placed on the employee’s file within the two (2) year period. If the Employer requests that documents remain more than two (2) years and the Union disagrees, the matter shall be referred to expedited arbitration. The employee will be informed in writing when documents are removed. . d) An Employee may make written request to the Employer Human Resources to have disciplinary documents removed from their file after one (1) year. The onus will be on the employee to provide adequate reasons to have the document(s) removed.