Removal of Records. Upon written request by the employee, any formal or final counseling, excluding those for workplace violence or University policies against harassment, discrimination, or retaliation, will be removed from an employee’s personnel file after three (3) years if the following criteria have been met:
1. Circumstances set forth in writing, and as determined by the University do not warrant a longer retention period; and
2. There has been no subsequent corrective action. Nothing in this Article prevents the Employer from agreeing to an earlier removal date. Once a corrective action has been removed from the employee’s file as outlined above, the information removed will not be used in subsequent corrective action, unless mutually agreed otherwise.
Removal of Records. At the employee's request, a record of counseling form, performance review/evaluation or satisfactory service rating shall be removed from an employee's file after twelve (12) months of satisfactory performance during which the employee has not received a less than satisfactory service rating, been the subject of disciplinary action or received further formal counseling for the same or similar reason(s). At the employee’s or Union’s request, early expungement may occur at the Employer’s discretion for a record of counseling form, performance review/evaluation or satisfactory service rating.
Removal of Records. 28 Neither performance review, informal nor formal counseling shall be considered as 29 punitive/disciplinary action nor as prerequisites to disciplinary action. A formal counseling 30 form shall be removed from an employee's file after twelve (12) months of satisfactory 31 performance during which the employee has not received less than a satisfactory service 32 rating, been the subject of disciplinary action, or received further formal counseling for the 33 same or similar reason(s).
Removal of Records. Upon employee request, records of disciplinary actions/interim service ratings shall be removed from an employee’s file twenty-four (24) months following the date on which the action was taken or the rating issued, provided that no new disciplinary action/interim service rating has occurred during such twenty-four (24) month period. Written reprimands/counseling memoranda shall similarly be removed twelve (12) months following the date of issuance provide no new written reprimand/counseling memoranda has been issued during such twelve (12) month period. These provisions shall not prohibit the Employer from maintaining records of disciplinary action arising out of violations of prohibited practices. Records of disciplinary action removed from an employee’s personnel file as provided above shall never be used in the consideration or administration of discipline. They shall be maintained in a separate personnel record accessible to the employee.
Removal of Records. Records of disciplinary actions, reprimands, or less than satisfactory service ratings shall be removed from an employee’s file twenty-four (24) months following the date on which the action was taken or the rating issued, provided that the employee has not received a less than satisfactory service rating or has not been the subject of disciplinary action for the same or similar reasons during such twenty-four (24) month period. Counseling memoranda shall similarly be removed twelve (12) months following the date of issuance, provided that the employee has not received a less than satisfactory service rating, been the subject of disciplinary action, or received further formal counseling for the same or similar reasons during such twelve (12) month period. These provisions shall not prohibit the Employer from maintaining records of disciplinary action arising out of violations of prohibited practices as defined in Civil Service Rules and regulations. Nothing in these provisions is intended to prohibit the Employer from retaining and using records, even if “outdated,” as evidence in defending against claims of unlawful discrimination by the Employer, the State, or its Departments/Agencies. Any outdated material improperly placed or not removed timely shall not be used subsequently in any proceeding or in a selection process concerning the employee. Within ninety (90) days of the effective date of this Agreement, the parties agree to establish the procedures for the removal and storage of outdated official personnel records.
Removal of Records. Upon written request by the employee, any formal or final counseling, excluding those for workplace violence or University policies against harassment, discrimination, or retaliation, or those in which the employee was the subject of an investigation, allegation, or findings of sexual misconduct, will be removed from an employee’s personnel file after three (3) years if the following criteria have been met:
1. Circumstances set forth in writing, and as determined by the University do not warrant a longer retention period; and
2. There has been no subsequent corrective action. Nothing in this Article prevents the Employer from agreeing to an earlier removal date. Once a corrective action has been removed from the employee’s file as outlined above, the information removed will not be used in subsequent corrective action, unless mutually agreed otherwise.
Removal of Records. 3 Records of disciplinary actions, reprimands, or less than satisfactory service 4 ratings shall be removed from an employee’s file twenty-four (24) months following the 5 date on which the action was taken or the rating issued, provided that the employee has 6 not received a less than satisfactory service rating or has not been the subject of 7 disciplinary action for the same or similar reasons during such twenty-four (24) month 8 period. Counseling memoranda shall similarly be removed twelve (12) months following 9 the date of issuance, provided that the employee has not received a less than 10 satisfactory service rating, been the subject of disciplinary action, or received further 11 formal counseling for the same or similar reasons during such twelve (12) month period. 13 These provisions shall not prohibit the Employer from maintaining records of 14 disciplinary action arising out of violations of prohibited practices as defined in Civil 15 Service Rules and regulations. Nothing in these provisions is intended to prohibit the 16 Employer from retaining and using records, even if “outdated,” as evidence in defending 17 against claims of unlawful discrimination by the Employer, the State, or its 18 Departments/Agencies. 20 Any outdated material improperly placed or not removed timely shall not be used 21 subsequently in any proceeding or in a selection process concerning the employee. 23 Within ninety (90) days of the effective date of this Agreement, the parties agree to 24 establish the procedures for the removal and storage of outdated official personnel 25 records.
Removal of Records. References to discipline will be removed from an employee's record no later than twenty-four (24) months following date of issue. When references are removed, they will not be referred to or used against an employee at any time.
Removal of Records. To remove from the Project and each Obligor’s premises, or any other location, all of the records described in Section 4.1(d) and keep and retain the same in Lender’s possession until all of the Obligations shall have been fully paid and discharged and Lender has no further obligation under this Agreement and the other Loan Documents;
Removal of Records. Probation records shall be removed from personnel files three years following the completion of a probation plan, but may be retained in an alternate file. This does not prevent an employee from requesting and the District granting that such records be removed earlier.
