EMPLOYEE FILES. 10.01 A copy of any completed formal evaluation which is to be placed in an employee’s file shall be first reviewed with the employee. The employee shall initial such evaluation as having been read and shall have the opportunity to add her or his views to such evaluation prior to it being placed in her or his file. It is understood that such evaluations do not constitute disciplinary action by the Employer against the employee. Having provided a written request to the Director of Care, or her designate, an employee shall be entitled to her personnel file for the purpose of reviewing any evaluations or formal disciplinary notations contained therein, in the presence of the Director of Care, at a mutually agreeable time.
10.02 The Employer will accommodate reasonable requests for copies of performance appraisals and records of discipline in an employee's file.
10.03 Letters of discipline shall be removed from an employee's file eighteen (18) months following the receipt of such letters provided that the employee's disciplinary record has remained discipline free over the eighteen (18) months period. Leaves of absence in excess of thirty (30) continuous calendar days will not count towards the eighteen (18) months period noted above.
EMPLOYEE FILES. 33.1 The Employer will maintain one (1) official personnel file for each employee. Human Resource Services will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the Employer. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s first-line supervisor.
33.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The Employer will determine the location of all employee files. An employee may arrange to examine their employee files. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of an Employer representative during business hours. The employee and/or representative may not remove any contents. The Employer may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative.
33.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the files that the employee considers objectionable.
33.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated of wrongdoing, will be promptly removed from the employee’s files. The Employer may retain this information in a legal defense file in accordance with RCW 41.06.450.
33.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the Employer will provide the employee with a copy of the request at least seven (7) calendar days in advance of the intended release date.
33.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file.
33.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the Employer.
33.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file.
33.9 The Employer will ensure the security and confidentiality of emplo...
EMPLOYEE FILES. Manager shall execute and file punctually when due all forms, reports and returns required by law relating to the employment of personnel.
EMPLOYEE FILES. 10.01 Having provided a written request to the Director of Care, or her designate, an employee shall be entitled to her personnel file for the purpose of reviewing any evaluations or formal disciplinary notations contained therein, in the presence of the Director of Care, at a mutually agreeable time.
10.02 The Employer will accommodate reasonable requests for copies of performance appraisals and records of discipline in an employee's file.
10.03 Letters of discipline shall be removed from an employee's file eighteen (18) months following the receipt of such letters provided that the employee's disciplinary record has remained discipline free over the eighteen (18) month period. Leaves of absence in excess of thirty (30) continuous calendar days will not count towards the eighteen (18) months period noted above.
10.04 A copy of any completed evaluation which is to be placed in an employee’s file shall first be reviewed with the employee. The employee shall initial each evaluation as having been read and understood and shall have the opportunity to add her views to such evaluation prior to it being placed in her file. At her request a copy of the evaluation will be provided at the time of the evaluation. It is understood that such evaluations do not constitute disciplinary action by the Employer against the employee.
EMPLOYEE FILES. 28.1 PERSONNEL FILES (1999)
28.1.1 Upon prior request, all materials placed in the employee's file and originating within the school system, shall be available (except as provided in Section 28.1.4) at reasonable times for the employee's inspection in the presence of the person(s) responsible for keeping the files.
28.1.2 Material originating within the District and which is derogatory to an employee's conduct, service, character, or personality shall not be placed in an employee's file unless the employee has had an opportunity to read the material. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the actual copy to be filed. Such signature does not indicate agreement with the content of such material.
28.1.3 The employee shall have the right to answer any material filed, and his/her answer shall be submitted to the principal or supervisor and forwarded to the Human Resources Division where it shall be attached to all file copies.
28.1.4 All references and information, originating outside the District on the basis of confidentiality, and information obtained within the District in the process of recommending the employee for employment or promotion shall not be subject to this Agreement and therefore shall not be available for inspection by the employee.
28.1.5 The employee shall have the right to place pertinent material in his/her file. This material shall be submitted to the principal or supervisor and forwarded to the Assistant Superintendent, Human Resources, who shall place the material in the employee's file. The principal, supervisor or other administrative personnel shall have the right to attach comments to such materials subject to Section 28.1.2. No such material shall be deleted without the employee's consent.
28.1.6 Employees shall have the right, upon request, to review the contents of their personnel file. An employee will be entitled to have a representative of the Association accompany him/her during such review.
28.1.7 In accordance with NRS 391.313 (b) as amended, effective July 1, 1977, employees shall have the right to have admonitory material concerning problems that have not reoccurred, removed from their files.
28.2 SITE FILES (2000)
28.2.1 The site file, maintained at the employee’s work location, shall contain information which is appropriate to record keeping related to the employee’s work including but not limited to such information as attendance records, formal evaluations, o...
EMPLOYEE FILES. 18:01 Upon the written request to the Employer, the personnel file shall be made available for the employee's full examination. Such examination shall be in the presence of a representative of the Employer. The employee has the option to have a representative present.
18:02 An employee may request a copy of specific documents on the employee's personnel file. This provision shall not be unreasonably requested or denied.
EMPLOYEE FILES. 13.01 All forms of discipline, including verbal warnings, shall be followed up in writing and copied to the Nurse within ten (10) days. Any letter of reprimand, suspension or other sanction including counselling letters will be removed from the record of a Nurse eighteen (18) months following the receipt of such letter, suspension or other sanction provided that such Nurse's record has been discipline free for the immediately preceding twelve (12) months during which they have worked.
13.02 When any type of evaluation, performance appraisal, progress report or assessment related to job performance, nursing practice or other employment related matters (excluding discipline) with respect to any Nurse, such Nurse shall be given an opportunity to sign the document, indicate any areas of disagreement and shall also be provided with a copy of the document. Upon request, a Nurse may review their file in the presence of their supervisor or designate with advance notice to the Employer. It is understood that such performance appraisals do not constitute disciplinary action by the Employer against the Nurse. All documents shall be brought to the nurse’s attention, in a timely fashion, prior to being placed in their file. The nurse will sign and date the document indication they have read it. It is understood that evaluations do not constitute disciplinary action unless so indicated in writing to the nurse by the Employer.
13.03 The Peer Feedback Process of the Quality Assurance Program Required by the College of Nurses of Ontario Porcupine Site – Highway 11 and the City of Timmins
EMPLOYEE FILES. 13.01 In the event it is deemed necessary by the Employer to file a report of censure the Employer shall, within ten (10) days thereafter, give written particulars of such censure to the nurse involved. Any letter of reprimand, suspension or other sanction will be removed from the record of a nurse eighteen (18) months following the receipt of such letter, suspension or other sanction provided that such nurse’s record has been discipline free for the immediately preceding twelve (12) months during which she has worked.
13.02 When any type of evaluation, performance appraisal, progress report or assessment related to job performance, nursing practise or other employment related matters with respect to any nurse, such nurse shall be given an opportunity to sign the document, indicate any areas of disagreement and shall also be provided with a copy of the document. Upon request, a nurse may review her file in the presence of her supervisor or designate with advance notice to the Employer.
EMPLOYEE FILES. 11.1 The College will maintain one (1) official personnel file for each employee. Human Resource Services will maintain the personnel file. This will not preclude the maintenance of all lawful files and records as needed by the College. Additional employee files may include supervisory files, attendance files, payroll files, and medical files. All references to “supervisory file” in this Agreement refer to a file kept by the employee’s direct supervisor.
11.2 Each employee has the right to review their personnel file, supervisory file, attendance file, payroll file and medical file. The College will determine the location of all employee files. An employee may arrange to examine their own employee files on work time. Written authorization from the employee is required before any representative of the employee will be granted access to employee files. Review of employee files will be in the presence of a College representative during business hours. The employee and/or representative may not remove any contents. The College may charge a reasonable fee for copying any materials beyond the first copy requested by the employee or their representative.
11.3 An employee may insert a reasonable amount of job-related material in their personnel file that reflects favorably on their job performance. An employee may provide a written rebuttal to any information in the files that the employee considers objectionable.
11.4 Adverse material or information related to alleged misconduct that is determined to be false, and all such information in situations where the employee has been fully exonerated
11.5 When documents in an employee file are the subject of a public disclosure request under RCW 42.56, the College will provide the employee with a copy of the request at least seven
11.6 Employees will be provided a copy of all adverse material at the time the materials are included in the personnel file.
11.7 Information in employee files will be retained only as long as it has a reasonable bearing on the employee’s job performance or upon the efficient and effective management of the College.
11.8 Anonymous material, not otherwise substantiated, will not be placed in an employee file.
11.9 The College will ensure the security and confidentiality of employee files.
11.10 Medical files will be kept separate and confidential in accordance with state and federal law.
11.11 Supervisory files will be purged of the previous year(s)’ job performance information following complet...
EMPLOYEE FILES. 25.01 Upon request of an employee, the personnel file of the employee shall be made available for review in the presence of a Human Resources representative.
25.02 When a report pertaining to an employee's performance or conduct is placed on a personnel file, the employee concerned shall be given an opportunity to sign the report in question to indicate that its contents have been read, and shall be given a copy.
25.03 Disciplinary notations will be removed from an employee's file after a period of two (2) years provided that no occurrence of a similar nature has taken place over this time. Disciplinary notations removed from an employee's file will be returned to the employee for disposal and will not form the basis for any subsequent disciplinary action.
