Use of Personnel File Material Sample Clauses

Use of Personnel File Material. While the Employer may choose to keep written records of pre-disciplinary actions out of an employee's personnel file, the employee must have signed any such records and be aware of their being kept by the Employer. If such records are to be used in a disciplinary action, they must first be entered into the employee's personnel file and the employee notified as per Article 10.1 (Personnel Records). Only material from an employee's personnel file may be used as documentation in a disciplinary action.
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Use of Personnel File Material. Materials may be expunged from the personnel file by mutual consent of the College and the member, in accordance with public records retention requirements and other applicable laws. Upon the written request of an employee, written reprimands shall be expunged from the employee’s personnel file at the end of two (2) years from the date of issuance of the written reprimand, provided the employee has not been disciplined for the same or similar conduct during that period. Disciplinary actions involving suspensions, performance improvement plans, and demotions shall, upon written request of an employee, be expunged from the employee’s personnel file at the end of five (5) years from the date of issuance of such action, provided the employee has not been disciplined for the same or similar conduct during that period. Documents expunged pursuant to this section shall be sealed in an envelope and maintained by the Human Resources Department separately from the personnel file. Such documents will not be used against the member for the purpose of progressive discipline, but may be used for other purposes. Those purposes include the following: to demonstrate consistency in imposing disciplinary actions, to show that the member had notice of the College’s policies and standards; to show compliance with the College’s legal obligations such as taking corrective action regarding complaints of unlawful discrimination; to defend against legal claims and to establish the existence of mitigating or aggravating circumstances.
Sample 1

Related to Use of Personnel File Material

  • Contents of Personnel File A. Adverse statements prepared by the County shall not be included in an employee's official personnel file unless a copy is provided to the employee.

  • Review of Personnel File Upon written authority from an employee, OC shall permit the President of the Union or their designate to review that employee's personnel file in the office in which the file is normally kept in order to facilitate the proper investigation of a grievance.

  • Review of Personnel Files Every member shall be allowed to review any of his/her personnel files except "confidential law enforcement records" and "trial preparation records" as defined in Ohio Revised Code Section 149.43 at any time, upon request and reasonable notice. Such request shall be made to the supervisor directly responsible for maintenance of such files. Review of the files shall be made in the presence of such supervisor or the supervisor's designated representative. For the Division master personnel file, the request shall be made to the member's Subdivision Deputy Chief or his/her designated representative. Any member, or the member's Lodge representative, may copy documents in the member's file. The City may levy a charge for such copying, which charge shall bear a reasonable relationship to actual costs. A member will be notified in writing any time records within his/her personnel, background, IAB, and/or payroll file(s) are requested, as a public records request pursuant to Ohio Revised Code Section 149.43, provided the City determines that the request is proper under applicable law. A member may request copies of any records provided under this paragraph, and these copies shall be provided at no cost to the member.

  • Use of Personal Information 1. Personal Information (Personal Information and Personal Information collating with other information) obtained by DBS by providing the service shall be subject for the privacy policy protecting Member’s Personal Information which will be established separately (hereinafter, “Privacy Policy”) and this “Membership Agreement”.

  • Correction of Personal Information 8. Within 5 business days of receiving a written direction from the Public Body to correct or annotate any personal information, the Contractor must annotate or correct the information in accordance with the direction.

  • Removal of Personnel TFC may request that the Contractor replace unsatisfactory personnel, which request shall not be unreasonably denied.

  • Personnel File (a) An employee, or the President of the Union (or the President's designate) with the written authority of the employee, shall be entitled to review an employee's personnel file, in the office in which the file is normally kept. The employee or the President, as the case may be, shall give the Employer adequate notice prior to having access to such files.

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