Supervisor’s Working File. Nothing in this section shall be interpreted to limit a supervising administrator's right to keep a paper or electronic employee working file which may contain such records as are necessary to meet said administrator's responsibilities. The following provisions shall apply to such working files:
1. Regarding complaints against an employee, see Section 5.13 - Employee Discipline (Just Cause) of this Agreement.
2. An employee wishing to review the contents of a supervising administrator's working file may request, in writing, an appointment for that purpose. Upon request an employee will be given a copy of any documents contained in the working file.
3. With the exception of copies of evaluations, nothing will remain in paper or electronic working files longer than three (3) years as per Article V, Section 5.3 C.
Supervisor’s Working File. A supervisor's working file(s) shall be used to document concerns and acknowledgements or accolades. Information contained in said file cannot be used for disciplinary purposes unless the employee is notified of such information within ten (10) days of being placed in the working file and the employee will be provided an opportunity to respond.
Supervisor’s Working File. 17 1. The building principal or other immediate supervisor may maintain a working file which 18 may contain materials and notes including letters and e-mails from parents and students, 20 No derogatory material* shall be placed in the supervisor’s working file unless such 21 material is shared with the employee within fifteen (15) working days. The employee has 24 shall be open to inspection by the employee and the employee’s designee in accordance 25 with this Agreement.
26 2. No material that might reasonably form the basis for discipline shall remain in an 27 employee’s working file for more than two (2) years from the date of entry if no further 28 instances of misconduct occur. If further instances occur, two (2) years will be calculated 29 from the most recent event. When any derogatory material is placed in an employee’s 30 working file, the employee shall receive a copy within fifteen (15) working days of its 31 receipt or composition and shall be given an opportunity to attach any comments relating 32 to this material. Material that does not comply with this provision shall not be used as the 33 basis for disciplinary action. 34 35 * “Derogatory material” for purposes of this Section means any material making adverse reference to 36 an employee’s competence, or manner. 37
Supervisor’s Working File. 1. The building principal or other immediate supervisor may maintain a working file which may contain materials and notes including letters and e-mails from parents and students, letters documenting meetings held for possible disciplinary actions, and written directives. No derogatory material shall be placed in the supervisor’s working file unless such material is shared with the employee within ten (10) working days. The employee has the right to add information in explanation of materials already in the supervisor’s working file and may add other items relevant to his/her employment. The working file shall be open to inspection by the employee and the employee’s designee in accordance with this agreement.
2. No material that might reasonably form the basis for discipline shall remain in an employee’s working file for more than two (2) years from the date of entry if no further instances of misconduct occur. If further instances occur, two (2) years will be calculated from the most recent event. When any derogatory material is placed in an employee’s file, the employee shall receive a copy within ten (10) working days of its receipt or composition and shall be given an opportunity to attach any comments relating to this material. Material that does not comply with this provision shall not be used as the basis for disciplinary action.
Supervisor’s Working File. The building principal or other immediate supervisor may maintain a working file which may 31 contain materials and notes including letters and e-mails from parents and students, letters 32 documenting meetings held for possible disciplinary actions, and written directives. No 33 derogatory material* shall be placed in the supervisor’s working file unless such material is 34 shared with the employee within fifteen (15) working days. The employee has the right to add 35 information in the explanation of materials already in the supervisor’s working file and may 36 add other items relevant to his/her employment. The working file shall be open to inspection 37 by the employee and the employee’s designee in accordance with this agreement.
Supervisor’s Working File.
A. The purposes of the supervisor’s working file are to enable the supervisor (1) to collect information for use in a faculty member’s performance assessment and (2) to retain copies of pertinent personal or contractual data necessary for program operation.
B. Faculty members have the right to review materials contained in the supervisor’s working file. The supervisor shall agree to a convenient time for the faculty member to examine and/or discuss the contents of the file.
C. Upon completion of the assessment cycle, all documents related to that assessment cycle will be processed and/or archived in accordance with Washington Community and Technical College System General Retention Schedule (CT0201 – Personnel) except if:
i. The document is pertinent to the next assessment cycle.
ii. There was no reasonable time to assess the information and make a decision prior to the end of the performance cycle.
D. When a faculty member reviews their supervisor’s working file, they will sign and date the review sheet and the sheet will remain in the file as documentation of that review.
