Removal of Documents. A. Written reprimands will be removed from an employee’s personnel file after three
Removal of Documents. A. Written reprimands will be removed from an employee’s personnel file after three (3) years if:
1. Circumstances do not warrant a longer retention period;
2. There has been no subsequent discipline; and
3. The employee submits a written request for its removal.
B. Records of disciplinary actions involving reductions in pay, suspensions or demotions, and written reprimands not removed after three (3) years will be removed after five (5) years if:
1. Circumstances do not warrant a longer retention period;
2. There has been no subsequent discipline; and
3. The employee submits a written request for its removal.
C. Nothing in this Section will prevent the Employer from agreeing to an earlier removal date, unless to do so would violate RCW 41.06.450.
Removal of Documents. A. Written reprimands will be removed from an employee’s personnel file or WSP Office of Professional Standards file after three (3) years if:
1. Circumstances do not warrant a longer retention period;
2. There has been no subsequent discipline; and
3. The employee, or a Union representative with written authorization from the employee, submits a written request for its removal.
Removal of Documents. After two (2) years from the date of issue, employees may request the removal of Formal Counseling documents in their personnel file. After three (3) years from the date of issue, employees may request the removal of Final Counseling documents in their personnel file. If a request for removal of documents is denied, employees will be given a written reason for the denial. The Employer may retain this information in a legal defense file in accordance with the prevailing Washington State law.
Removal of Documents. (a) Upon the employee's request, any disciplinary documentation shall be removed from the employee's personnel file after the expiration of 18 months from the date it was issued, provided there has not been any further infraction and provided it is not material to any pending disciplinary action.
(b) Notwithstanding the foregoing, disciplinary documentation respecting suspensions, professional competency, and formal employee appraisals, shall not be removed from the work record or personnel file of the employee.
Removal of Documents. A. Records of disciplinary actions will be removed from the official personnel file after three (3) years if:
1. There has been no subsequent discipline;
2. There is no pending discipline or litigation for which the disciplinary action is considered relevant by the College;
3. The employee submits a written request for its removal. Nothing in this Section will prevent the College from agreeing to an earlier removal date, unless to do so would violate RCW 41.06.450.
Removal of Documents. Documents implementing penalties, which are later reversed, shall be removed from the employee's personnel file. This does not preclude the maintenance of such records in the files of Labor Relations, provided such documents shall not be forwarded to potential employers within or outside State government.
Removal of Documents. All 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 wrong doing, shall be promptly removed from the employee’s files and destroyed; however, the information may be retained if the employee requests that the information is kept in their file, or retained by the Employer in a legal defense file if the information is related to pending legal action or legal action may reasonably be expected to result.
Removal of Documents. A. 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 removed from employee files. However, the Employer may retain this information in a legal defense file and it will only be used or released when required by a regulatory agency (acting in their regulatory capacity), in the defense of an appeal or legal action, or as otherwise required by law.
B. Written reprimands will be removed from an employee’s personnel file after three (3) years if:
1. Circumstances do not warrant a longer retention period;
2. There has been no subsequent discipline; and
3. The employee submits a written request for its removal.
C. Records of disciplinary actions involving reductions-in-pay, suspensions or demotions, and written reprimands not removed after three (3) years will be removed after five (5) years if:
1. Circumstances do not warrant a longer retention period;
2. There has been no subsequent discipline; and
3. The employee submits a written request for its removal.
D. Performance evaluations will be removed from an employee’s personnel file after five (5) years if:
1. Circumstances do not warrant a longer retention period; and/or
2. There have been no documented performance deficiencies in a subsequent performance evaluation; and
3. The employee submits a written request for its removal.
E. Nothing in this Section will prevent the Employer from agreeing to an earlier removal date, unless to do so would violate RCW 41.06.450.
F. Once a discipline or performance evaluation has been removed from the personnel file as outlined in Subsections 12.5 B, C or D above, the information removed will not be used in subsequent disciplinary actions, unless mutually agreed otherwise.
Removal of Documents.
A. Documented counseling, oral reprimand documentation, and written reprimands and their related documentation will be removed from an employee’s personnel file after two (2) years if:
1. Circumstances do not warrant a longer retention period, such as sexual harassment or criminal conduct; and
2. There has been no subsequent discipline; and
3. The employee submits a written request for its removal.
B. Records of disciplinary actions involving reductions-in-pay, suspensions or demotions, and written reprimands not removed after two (2) years will be removed after six (6) years if:
1. Circumstances do not warrant a longer retention period, such as sexual harassment, or criminal conduct; and
2. There has been no subsequent discipline; and
3. The employee submits a written request for its removal.
C. Nothing in this Section will prevent the Employer and employee from agreeing to an earlier removal date, unless to do so would violate RCW 41.06.450.
D. Any employee requests for removal of documents from their personnel file will be directed to the HR Director or designee in writing. Upon consultation with the Appointing Authority, the HR Director or designee will provide a written response of the decision regarding removal of documents to the employee within thirty (30) days of the request.
