Removal of Adverse Material. If no other work performance issues (as recorded in evaluations or separate corrective action/discipline notifies) are seen in the two (2) years following a specific incident, the Association may appeal for removal of the adverse materials to the Superintendent. The appeal for removal of adverse materials would be evaluated by the Superintendent, immediate supervisor and an Association representative. Those positions currently excluded as supervisors are:
A. Director of Special Services
B. Maintenance Supervisor and Transportation Supervisor
C. Business Manager
D. Technology Coordinator Those positions currently excluded as confidential employees are: A. Payroll/Administrative Secretary
Removal of Adverse Material. Any records of dis- cipline may be used for a period of time not to exceed three (3) years from the issuance of discipline. After three (3) years the information shall remain in the employee’s personnel file but shall become null and void. After this time the employee can request to have records removed from their per- sonnel file.
Removal of Adverse Material. After two (2) years have elapsed following a written statement or disciplinary action and the employee remains in continuous active service and has received performance evaluations of satisfactory or better the City will, upon the written request to the Chief by the individual employee, remove all such documents from the employee's file (both the official file which is kept by Human Resources as well as the unofficial file kept by the Fire Department) and will place those documents in a file which is kept only for the purpose of retention of evidence in the event the City needs such records to defend itself against allegations of discrimination and/or deprivations of civil rights. Such files shall be maintained by and access limited to Legal Department staff.
Removal of Adverse Material. Any records of discipline may be used for a period of time not to ex- ceed three (3) years from the issuance of discipline. After three (3) years the information shall remain in the employee’s personnel file but shall be- come null and void. After this time the employee can request to have rec- ords removed from their personnel file.
Removal of Adverse Material. After three (3) years have elapsed following a written statement or disciplinary action and the employee remains in continuous active service and has received performance evaluations of satisfactory or better the City will, upon the written request to the Department Head by the individual employee, remove all such documents from the employee's file. The documents will be placed in a file which is kept only for the purpose of retention of evidence in the event the City needs such records to defend itself. Such files shall be maintained by and access limited to the Legal Department staff for the purpose of defending for legal disputes.
Removal of Adverse Material. Employees may request that adverse materials be removed from their personnel files. If the Superintendent agrees, the material will be removed.
Removal of Adverse Material. 1. After two (2) years, if there has been no action/complaint of the nature that led to the placement of the adverse material in the personnel file, the adverse material will be removed upon request of the employee.
2. The District President or designee will consider a written request for the early removal of adverse material. The Employer will advise the requesting party in writing of the action taken. The decision of the District President will not be subject to the grievance procedure. Adverse material more than two
Removal of Adverse Material. All reports, correspondence or documents (other than Performance Appraisals and payroll documents) of a disciplinary nature shall be expunged upon the employee’s written request from the employee’s personnel file and all other files after eighteen (18) months of the date they were written provided no incident of a similar nature occurred in the intervening time. If an incident of a similar nature does occur within the intervening time, the time for expungement of the initial incident shall run concurrent with the time for expungement of the new incident. If any material reflecting critically or adversely on an employee (other than Performance Appraisals and payroll documents) is proven to be materially incorrect, it shall be removed from the personnel file.
Removal of Adverse Material. If there has been no action or complaint of the same 27 or similar nature, the adverse material shall be removed upon the request of the employee after two (2) 28 years from the date of placement unless it is demonstrated that such information may be related to a 29 violation of federal or state law or regulations. The College President or designee shall consider a 30 written request for the early removal of adverse material and advise the requesting party in writing of 31 the action taken. The decision of the College President will not be subject to the grievance procedure.
Removal of Adverse Material. After three (3) years have elapsed following a written statement or disciplinary action and the employee remains in continuous active service and has received performance evaluations of satisfactory or better the City will, upon the written request to the Department Head by the individual employee, remove all such documents from the employee's file (both the official file which is kept by Human Resources as well as the unofficial file kept by the Department). The documents will be placed in a file which is kept only for the purpose of retention of evidence in the event the City needs such records to defend itself. Such files shall be maintained by and access limited to the Legal Department staff for the purpose of defending for legal disputes.
