REVIEW OF PERSONNEL FOLDER. 1. An employee, without loss of pay, shall be entitled to review the contents of his/her Department personnel folder, upon request, during hours when the Department’s Personnel Office is normally open for business. Such review shall not interfere with the normal business of the Department.
2. An employee may designate a representative to review his/her Department personnel folder, under the conditions outlined above, by signing a Designation and Release From Liability Form that will be provided by the Department.
3. If, after examination of his/her official Department personnel folder, an employee believes that any portion of the material is mistakenly or unlawfully placed in the folder, the employee may request that the mistaken or unlawful portion be corrected or deleted. The request must be in writing. Any request made pursuant to this provision shall include a statement by the employee describing the corrections or deletions from the personnel folder requested and the reasons supporting those corrections or deletions. A statement submitted pursuant to this provision shall become part of the personnel folder. The Department shall notify the employee of its decision within thirty (30) calendar days of receipt of the request.
REVIEW OF PERSONNEL FOLDER. SECTION 1. Members of the bargaining unit shall be allowed to review their personnel folders at any reasonable time upon request. If a member upon examination of his personnel folder has reason to believe that there are inaccuracies in those documents to which he/she has access, the member may write a grievance to the Employer explaining the alleged inaccuracy. If upon investigation, the Employer sustains allegation, they shall do one of the following:
A. The member's grievance may be attached to the material in question and filed with it and the Employer shall note thereon their concurrence; or
B. The Employer may remove the inaccurate material from the personnel folder if they feel that its inaccuracies warrant such removal; or
C. Employees who would like to have disciplinary records that have ceased to have force and effect or other materials removed from their personnel file shall file a written request for removal. The removal of any documentation from the personnel folder will be in the presence of the Employee and the Union and will be done in accordance with the policies of the Records Retention Committee and Ohio State Law.
REVIEW OF PERSONNEL FOLDER. SECTION 1. Members of the Bargaining Unit shall be allowed to review their personnel folders at any reasonable time upon written request to the Employer. Said file to be reviewed in the office, with the Employer or a management representative present. If a member, upon examining his personnel folder, has reason to believe that there are inaccuracies in those documents to which he has access, the member may file a grievance to the Employer explaining the alleged inaccuracy. If, upon investigation, the Employer sustains such allegation, the employer will clarify the error in writing in the personnel file.
SECTION 2. Supervisory and administrative personnel may only divulge any material in any personnel folder in accordance with applicable State and Federal Law.
SECTION 3. The Union will in no way hinder or interfere with any State or Federal regulations regarding an employee's folder.
REVIEW OF PERSONNEL FOLDER. An employee shall be entitled to review the contents of the employee's official departmental personnel folder, including electronic files, in accordance with the provisions of Government Code Section 3306.5.
REVIEW OF PERSONNEL FOLDER. SECTION 1. Members of the Bargaining Unit shall be allowed to review their personnel folders at any reasonable time upon written request to the Employer. Said file to be reviewed in the office, with the Employer or a management representative =present. If a member, upon examining his personnel folder, has reason to believe that there are inaccuracies in these documents to which he has access, the member may file a grievance to the Employer explaining the alleged inaccuracy. If, upon investigation, the Employer sustains such allegation, they shall remove and destroy the material in the presence of the Employee and the Union.
SECTION 2. Supervisory and administrative personnel may only divulge any material in any personnel folder in accordance with applicable State and Federal Law.
SECTION 3. The Union will in no way hinder or interfere with any State or Federal regulations regarding an Employee's folder. However, the Union may view an Employee's personnel folder upon written authorization from said Employee, authorizing the viewing of same.
REVIEW OF PERSONNEL FOLDER. SECTION 1. - Members of the bargaining unit shall be allowed to review their personnel folders at any reasonable time upon request. If a member upon examination of his personnel folder has reason to believe that there are inaccuracies in those documents to which he/she has access, the member may write a grievance to the Employer explaining the alleged inaccuracy. If upon investigation, the Employer sustains allegation, they shall do one of the following:
A. The member's grievance may be attached to the material in question and filed with it and the Employer shall note thereon their concurrence; or
B. The Employer may remove the inaccurate material from the personnel folder if they feel that its inaccuracies warrant such removal; or
C. Employees who would like to have disciplinary records that have ceased to have force and effect or other materials removed from their personnel file shall file a written request for removal. The removal of any documentation from the personnel folder will be in the presence of the Employee and the Union and will be done in accordance with the policies of the Records Retention Committee and Ohio State Law.
SECTION 2. - It is agreed that supervisory and administrative personnel may only divulge any material in any personnel folder in accordance with applicable State and Federal law.
SECTION 3. - The Union will in no way hinder or interfere with any State or Federal regulations regarding an employee's folder. However, the Union may view an employee's personnel fonder upon a written authorization from said employee to the City Safety-Service Director, authorizing the viewing of same.
REVIEW OF PERSONNEL FOLDER. No material derogatory to a bargaining unit member's conduct, service, character or personality shall be placed in the file unless the member has the opportunity to read and discuss the material with the author. A member shall be provided with a copy of the material within ten (10) working days (excluding days the member or supervisor is absent) or the receipt of the material by the supervisor in question. After being provided a copy of the material, a member shall be given the opportunity to discuss the material as soon as possible after the receipt of the material by the supervisor but not later than ten (10) working days (excluding days the member or supervisor is absent) after such receipt. All such materials authored by supervisory personnel shall be signed and dated. These items restrictions may be extended where circumstances warrant. The member shall acknowledge that such material has been read by affixing his, her signature on the actual copy, to be filed, with the understanding that such signature merely signifies that the material to be filed has been read, and does not necessarily indicate agreement with its content. If the member refuses to sign the actual copy to be filed, it shall be noted on that copy by the supervisor involved who shall also procure the signature of one witness.
REVIEW OF PERSONNEL FOLDER. 33.01 Members of the Bargaining Unit shall be allowed to review their personnel folders at any reasonable time upon request. If a member, upon examining his personnel folder, has reason to believe that there are inaccuracies in those documents to which he has access; the member may write a memorandum to the Employer explaining the alleged inaccuracy. If, upon investigation, the Employer sustains such allegation, they shall do one of the following:
1. The member’s memorandum may be attached to the material in question, and filed with it and the Employer shall note thereon their occurrence; or
2. The Employer may remove the inaccurate material from the personnel folder if they feel that its inaccuracies warrant such removal; or
3. The Employer may remove and destroy the material in the presence of the employee and the Union.
33.02 It is agreed that supervisory and administrative personnel may only divulge any material in any personnel folder in accordance with applicable State and Federal law.
33.03 The Union will in no way hinder or interfere with any State or Federal regulations regarding an employee’s folder. However, the Union may view an employee’s personnel folder upon a written authorization from said employee to the Employer’s Director of Public Service, authorizing the viewing of same.
REVIEW OF PERSONNEL FOLDER. SECTION 1. It is recognized by the parties that the Employer may prescribe regulations for custody, use and preservation of the records, papers, books, documents and property pertaining to the Employer or his employees pursuant to law. However, to the extent that any records, papers, or other documents covering members of the bargaining unit are not legitimately considered unavailable to review by such members, employees shall have access to their individual personnel files for review during normal business hours. Any employee wishing to examine his personnel file shall advise the Employer or his designated representative. The Employer shall not be required to pay an employee or to lose that employee's service as a result of this activity, unless advance approval to examine the files during working hours has been obtained. The employee member may be accompanied by a Union Representative.
SECTION 2. If an employee, upon examining his personnel file, disputes the accuracy in those documents to which he has access, the ·employee may demand the Employer, in writing, to investigate the disputed information. The Employer, shall, within two (2) business days, after receiving the request from the employee, make an investigation and the disputed information, and shall notify the employee of the results of the investigation and the action they plan to take in respect to the disputed information.
SECTION 3. The parties understand and acknowledge that Ohio Revised Code 149.43 is applicable to the public inspection and copying of employee personnel files.
SECTION 4. Any request to have public records contained in the official personnel file destroyed must be made through the Records Retention Commission in conformance with the appropriate procedures.
REVIEW OF PERSONNEL FOLDER. Section 1 Members of the bargaining unit shall be allowed to review their personnel folders at any reasonable time upon request. If a member upon examining his personnel folder, has reason to believe that there are inaccuracies in those documents to which he has access, he will file a request to have said inaccuracies removed from his or her file. If upon investigation, the employer sustains such allegation, they shall remove and destroy material in the presence of the employee.
Section 2 Supervisory and administrative personnel may only divulge any material in any personnel folder in accordance with applicable State and Federal Laws.
Section 3 The Union will in no way hinder or interfere with any State or Federal regulations regarding any employee's folder. However, the Union may view an employee's personnel folder upon a written authorization from said employee, authorizing the viewing of the same.
Section 4 In the event there is a dispute, a grievance may be filed. Section 1
