Common use of Removal of Information Clause in Contracts

Removal of Information. 15.4.1 An employee may request that the University’s chief human resources officer remove from his or her personnel file material that he or she believes to be false, irrelevant, or improperly included in his or her file. Information related to alleged misconduct that is determined to be false will be promptly destroyed; provided that the University may retain copies of such material if it is relevant to actual or reasonably anticipated legal action. 15.4.2 Upon written request, records of performance evaluation will be removed from employee personnel files after six (6) years; provided there are no on-going related performance concerns. Written requests may be submitted by employees only at the time of their annual performance evaluation or within thirty (30) calendar days of their employment anniversary date, whichever is later. 15.4.3 Records of constructive action or written reprimands given to employees will be removed from their personnel files after three (3) years if the employee has not received subsequent discipline based in whole or in part on the constructive action or written reprimand; provided, that this paragraph will not apply to written reprimands for sexual harassment, discrimination, violation of the University’s Drug- Free Workplace policy, theft, insubordination, violence in the workplace, or other misconduct of similar severity. 15.4.4 Records of disciplinary actions involving reductions in pay, suspensions or demotions, and written reprimands not removed after three (3) years will be removed from employees’ personnel files after seven (7) years if: (a) Circumstances do not warrant a longer retention period; (b) There has been no subsequent discipline; and (c) The employee submits a written request for its removal. Nothing in this section will prevent the University from agreeing to an earlier removal date, unless to do so would violate RCW 41.06.450.

Removal of Information. 15.4.1 An employee may request that the University’s chief human resources officer remove from his or her personnel file material that he or she believes to be false, irrelevant, or improperly included in his or her file. Information related to alleged misconduct that is determined to be false will be promptly destroyed; provided that the University may retain copies of such material if it is relevant to actual or reasonably anticipated legal action. 15.4.2 Upon written request, records of performance evaluation will be removed from employee personnel files after six (6) years; provided there are no on-going related performance concerns. Written requests to remove performance evaluations older than six (6) years may be submitted by employees only at the any time of their annual performance evaluation or within thirty (30) calendar days of after their employment anniversary date, whichever is later. 15.4.3 Records of constructive action or written reprimands given to employees will be removed from their personnel files after three (3) years if the employee has not received subsequent discipline based in whole or in part on the constructive action or written reprimand; provided, that this paragraph will not apply to written reprimands for sexual harassment, discrimination, violation of the University’s Drug- Free Workplace policy, theft, insubordination, violence in the workplace, or other misconduct of similar severity. 15.4.4 Records of disciplinary actions involving reductions in pay, suspensions or demotions, and written reprimands not removed after three (3) years will be removed from employees’ personnel files after seven (7) years if: (a) Circumstances do not warrant a longer retention period; (b) There has been no subsequent discipline; and (c) The employee submits a written request for its removal. Nothing in this section will prevent the University from agreeing to an earlier removal date, unless to do so would violate RCW 41.06.450.

Removal of Information. 15.4.1 An employee may request that the University’s chief human resources officer remove from his or her personnel file material that he or she believes to be false, irrelevant, or improperly included in his or her file. Information related to alleged misconduct that is determined to be false will be promptly destroyed; provided that the University may retain copies of such material if it is relevant to actual or reasonably anticipated legal action. 15.4.2 Upon written request, records of performance evaluation will be removed from employee personnel files after six (6) years; provided there are no on-going related performance concerns. Written requests may be submitted by employees only at the time of their annual performance evaluation or within thirty (30) calendar days of their employment anniversary date, whichever is later. 15.4.3 Records of corrective constructive action or written reprimands given to employees will be removed from their personnel files after three (3) years if the employee has not received subsequent discipline based in whole or in part on the corrective constructive action or written reprimand; provided, that this paragraph will not apply to written reprimands for sexual harassment, discrimination, violation of the University’s Drug- Drug-Free Workplace policy, theft, insubordination, violence in the workplace, or other misconduct of similar severity. 15.4.4 Records of disciplinary actions involving reductions in pay, suspensions or demotions, and written reprimands not removed after three (3) years will be removed from employees’ personnel files after seven (7) years if: (a) Circumstances do not warrant a longer retention period; (b) There has been no subsequent discipline; and (c) The employee submits a written request for its removal. Nothing in this section will prevent the University from agreeing to an earlier removal date, unless to do so would violate RCW 41.06.450.

Removal of Information. 15.4.1 An employee may request that the University’s chief human resources officer remove from his or her their personnel file material that he or she believes they believe to be false, irrelevant, or improperly included in his or her file. Information related to alleged misconduct that is determined to be false will be promptly destroyed; provided that the University may retain copies of such material if it is relevant to actual or reasonably anticipated legal action. 15.4.2 Upon written request, records of performance evaluation will be removed from employee personnel files after six (6) years; provided there are no on-going related performance concerns. Written requests to remove performance evaluations older than six (6) years may be submitted by employees only at the any time of their annual performance evaluation or within thirty (30) calendar days of after their employment anniversary date, whichever is later. 15.4.3 Records of constructive action or written reprimands given to employees will be removed from their personnel files after three (3) years if the employee has not received subsequent discipline based in whole or in part on the constructive action or written reprimand; provided, that this paragraph will not apply to written reprimands for sexual harassment, discrimination, violation of the University’s Drug- Free Workplace policy, theft, insubordination, violence in the workplace, or other misconduct of similar severity. 15.4.4 Records of disciplinary actions involving reductions in pay, suspensions or demotions, and written reprimands not removed after three (3) years will be removed from employees’ personnel files after seven (7) years if: (a) Circumstances do not warrant a longer retention period; (b) There has been no subsequent discipline; and (c) The employee submits a written request for its removal. Nothing in this section will prevent the University from agreeing to an earlier removal date, unless to do so would violate RCW 41.06.450.

Removal of Information. 15.4.1 An employee may request that the University’s chief human resources officer remove from his or her personnel file material that he or she believes to be false, irrelevant, or improperly included in his or her file. Information related to alleged misconduct that is determined to be false will be promptly destroyed; provided that the University may retain copies of such material if it is relevant to actual or reasonably anticipated legal action. 15.4.2 Upon written request, records of performance evaluation will be removed from employee personnel files after six (6) years; provided there are no on-going related performance concerns. Written requests may be submitted by employees only at the time of their annual performance evaluation or within thirty (30) calendar days of their employment anniversary date, whichever is later. 15.4.3 Records of constructive corrective action or written reprimands given to employees will be removed from their personnel files after three (3) years if the employee has not received subsequent discipline based in whole or in part on the constructive corrective action or written reprimand; provided, that this paragraph will not apply to written reprimands for sexual harassment, discrimination, violation of the University’s Drug- Drug-Free Workplace policy, theft, insubordination, violence in the workplace, or other misconduct of similar severity. 15.4.4 Records of disciplinary actions involving reductions in pay, suspensions or demotions, and written reprimands not removed after three (3) years will be removed from employees’ personnel files after seven (7) years if: (a) Circumstances do not warrant a longer retention period; (b) There has been no subsequent discipline; and (c) The employee submits a written request for its removal. Nothing in this section will prevent the University from agreeing to an earlier removal date, unless to do so would violate RCW 41.06.450.

Removal of Information. 15.4.1 An employee may request that the University’s chief human resources officer remove from his or her personnel file material that he or she believes to be false, irrelevant, or improperly included in his or her file. Information related to alleged misconduct that is determined to be false will be promptly destroyed; provided that the University may retain copies of such material if it is relevant to actual or reasonably anticipated legal action. 15.4.2 Upon written request, records of performance evaluation will be removed from employee personnel files after six (6) years; provided there are no on-going related performance concerns. Written requests to remove performance evaluations older than six (6) years may be submitted by employees only at the time of their annual performance evaluation or within thirty (30) calendar days of ofany time after their employment anniversary date, whichever is later... 15.4.3 Records of constructive action or written reprimands given to employees will be removed from their personnel files after three (3) years if the employee has not received subsequent discipline based in whole or in part on the constructive action or written reprimand; provided, that this paragraph will not apply to written reprimands for sexual harassment, discrimination, violation of the University’s Drug- Free Workplace policy, theft, insubordination, violence in the workplace, or other misconduct of similar severity. 15.4.4 Records of disciplinary actions involving reductions in pay, suspensions or demotions, and written reprimands not removed after three (3) years will be removed from employees’ personnel files after seven (7) years if: (a) Circumstances do not warrant a longer retention period; (b) There has been no subsequent discipline; and (c) The employee submits a written request for its removal. Nothing in this section will prevent the University from agreeing to an earlier removal date, unless to do so would violate RCW 41.06.450.

Removal of Information. 15.4.1 An employee may request that the University’s chief human resources officer remove from his or her personnel file material that he or she believes to be false, irrelevant, or improperly included in his or her file. Information related to alleged misconduct that is determined to be false will be promptly destroyed; provided that the University may retain copies of such material if it is relevant to actual or reasonably anticipated legal action. 15.4.2 Upon written request, records of performance evaluation will be removed from employee personnel files after six seven (67) years; provided there are no on-going related performance concerns. Written requests may be submitted by employees only at the time of their annual performance evaluation or within thirty fourteen (3014) calendar days of their employment anniversary date, whichever is later. 15.4.3 Records of constructive corrective action or written reprimands given to employees will be removed from their personnel files after three (3) years if the employee has not received subsequent discipline based in whole or in part on the constructive corrective action or written reprimand; provided, that this paragraph will not apply to written reprimands for sexual harassment, discrimination, violation of the University’s Drug- Drug-Free Workplace policy, theft, insubordination, violence in the workplace, or other misconduct of similar severity. 15.4.4 Records of disciplinary actions involving reductions in pay, suspensions or demotions, and written reprimands not removed after three (3) years will be removed from employees’ personnel files after seven (7) years if: (a) Circumstances do not warrant a longer retention period; (b) There has been no subsequent discipline; and (c) The employee submits a written request for its removal. Nothing in this section will prevent the University from agreeing to an earlier removal date, unless to do so would violate RCW 41.06.450.

Removal of Information. 15.4.1 An employee may request that the University’s chief human resources officer remove from his or her personnel file material that he or she believes to be false, irrelevant, or improperly included in his or her file. Information related to alleged misconduct that is determined to be false will be promptly destroyed; provided that the University may retain copies of such material if it is relevant to actual or reasonably anticipated legal action. 15.4.2 Upon written request, records of performance evaluation will be removed from employee personnel files after six seven (7)six (6) years; provided there are no on-going related performance concerns. Written requests may be submitted by employees only at the time of their annual performance evaluation or within thirty fourteen (14)thirty (30) calendar days of their employment anniversary date, whichever is later. 15.4.3 Records of constructive corrective action or written reprimands given to employees will be removed from their personnel files after three (3) years if the employee has not received subsequent discipline based in whole or in part on the constructive corrective action or written reprimand; provided, that this paragraph will not apply to written reprimands for sexual harassment, discrimination, violation of the University’s Drug- Drug-Free Workplace policy, theft, insubordination, violence in the workplace, or other misconduct of similar severity. 15.4.4 Records of disciplinary actions involving reductions in pay, suspensions or demotions, and written reprimands not removed after three (3) years will be removed from employees’ personnel files after seven (7) years if: (a) Circumstances do not warrant a longer retention period; (b) There has been no subsequent discipline; and (c) The employee submits a written request for its removal. Nothing in this section will prevent the University from agreeing to an earlier removal date, unless to do so would violate RCW 41.06.450.