Human Resource Files Sample Clauses

Human Resource Files. When an employee makes a written request with sufficient notice, he or she shall have the right to review his or her official human resource file in the presence of the Manager, Labour Relations or designate. This review will be done during the employee’s personal time and during office hours of the Human Resources Department.
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Human Resource Files. 47.01 During normal working hours, and in the presence of a member of Human Resources, every staff member has the right to access the staff member’s Human Resource file once a year and in the event of a grievance or disciplinary action. Every staff member shall be entitled, on request, to a copy of any material in the staff member’s Human Resource file.
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Human Resource Files a) A teacher and/or designate shall have access, during normal business hours, to his/her human resource file at the Board office. The teacher must give written permission to the Board which allows a designate access to the file. The teacher/designate may copy any material contained in these files.
Sample 1
Human Resource Files. There shall be a human resource file for all employees that will include, but not be limited to: • The application for employment or resume that preceded the initial selection and/or re- employment; • Verification of training, experience: • Pennsylvania Child Abuse History Clearance; • Pennsylvania Criminal Record Check; • FBI Clearance, if applicable; • Performance evaluations; • A record of any disciplinary actions taken; • Current job description signed by the employee and their supervisor; • A signed confidentiality statement; • A signed ethics statement; • Documentation of all training; and • Any other documents required by law. The following must be maintained by the program but do not necessarily have to be kept in the employee’s human resource file: • Attendance records; • Salary information – which includes the date of employment, starting salary, all salary increases/decreases (reasons therefore, e.g., annual increment) and source of funds and authorization for a payroll deduction; • Form W-4, Employee’s Withholding Allowance Certification; • Form I-9, Employee’s Eligibility Certification; and • Documentation of all training, conferences, workshops and webinars attended.
Sample 1
Human Resource Files. Any employee shall have access to his/her complete in-service Human Resources file and shall have the right to receive copies of any documents, except letters of reference and materials which may have been provided in confidence to the University. Upon the request of an employee, material of an adverse or disciplinary nature, except evaluation reports, shall be removed from an employee’s file eighteen (18) months after date of issue, providing no material of a similar nature has been added.
Sample 1
Human Resource Files a) An employee and/or designate shall have access, during normal business hours, to his/her human resource file at the Board office. The employee must give written permission to the Board which allows a designate access to the file. The employee/designate may copy any material contained in these files.
Sample 1

Related to Human Resource Files

  • Human Resources Database The Parties believe that their on-going and collective bargaining relationships are enhanced through useful, timely, and accessible data on relevant human resources matters, including those listed below. The Parties agree to provide and support the accumulation and dissemination of available data to the PSEA, which will be responsible for the management of the HRDB project including the gathering, analysis, and maintenance of such data. The Parties may undertake joint projects for the comparative analysis of such data. The Parties agree that a Steering Committee will oversee this program. The Committee will include representatives designated by each Party. The Parties recommend that the Ministry of Advanced Education, Training and Technology continue to provide funding to assist in the gathering, analysis, and maintenance of such data through the agreed-upon organization.

  • Human Resources (i) Advice and assistance in relation to the staffing of Party B, including assistance in the recruitment, employment and secondment of management personnel, administrative personnel and staff of Party B;

  • 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.

  • Grievance Files Written grievances and responses will be maintained separately from the employee’s personnel file.

  • Personnel Files ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

  • Director of Human Resources The person designated by the County Administrator to serve as the Assistant County Administrator-Director of Human Resources.

  • Access to Personnel Files All employees shall be allowed access to their personnel files during normal working hours for inspection and/or copies of documents which will be provided by the Employer. Such inspection shall be made subject to prior arrangement with the Employer.

  • General Counsel The General Counsel subject to the discretion of the Board of Directors, shall be responsible for the management and direction of the day-to-day legal affairs of the Company. The General Counsel shall perform such other duties and may exercise such other powers as may from time to time be assigned to him by the Board of Directors or the President.

  • Employee File 27.01 Upon request to their immediate supervisor, employees are entitled to read, review and be provided with one (1) copy of any document in their human resources file at a mutually agreed time. The Senior Union Official, or designate, with the written authority of the employee, shall be entitled to review the employee's human resource file in the workplace, in order to facilitate the investigation of a grievance. The employee or the Senior Union Official, as the case may be, shall give the Employer seven (7) days' notice prior to examining the file. Employees shall have the right to rebut in writing any document, including but not limited to disciplinary notices and evaluations, in their human resources file. Such rebuttals, other than grievances, shall be attached to the document and placed in the personnel file.

  • Grievance File Records involving the processing of an employee's grievance, such as the grievance form, step appeals/responses, and settlement documents, will be kept in a file separate from the employee’s personnel file. It is not the intent of this section to exclude from the employee's personnel file final disciplinary action documents, including those that result from a settlement agreement.

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