Common use of Access to File Clause in Contracts

Access to File. Bargaining unit members shall have access to their own personnel file and shall be able to challenge any information contained therein, in compliance with The Privacy Act, Chapter 1347 of the Ohio Revised Code. All materials contained in the personnel file must be job related. All derogatory material placed in the file will be signed and dated by both the bargaining unit member and employer. A statement or document of rebuttal may be attached to any derogatory material by the bargaining unit member. The signature does not necessarily signify approval of the document, only that the document has been received. Bargaining unit members must sign such documents when presented to them. Any such document may be grieved. Any bargaining unit member may, pursuant to Privacy Act, Ch. 1347, inspect his/her personnel file and, in writing, dispute the accuracy, relevancy, timeliness, or completeness of the personnel information pertaining to him/her. The inclusion of any anonymous, unsigned or inaccurate documents shall be prohibited. When a bargaining unit member wants to glean his/her file, he/she must first review the file in the presence of the Business Manager/Director of Human Resources or his/her administrative assistant. The bargaining unit member will receive his personnel file along with an empty file folder. The bargaining unit member should then indicate to the Business Manager/Director of Human Resources or his administrative assistant the items requested to be removed. The materials requested to be removed from a bargaining unit member’s file will be checked, and within five (5) days, will be disposed of by the bargaining unit member and Business Manager/Director of Human Resources. Removal of file items must be with the consent of the bargaining unit member’s immediate supervisor and the Business Manager/Director of Human Resources and follow the district policy on records retention and destruction. Any derogatory record placed in a personnel file shall be moved to an auxiliary file after five (5) years at the request of the bargaining unit member.

Access to File. Bargaining unit members shall have access to their own personnel file and shall be able to challenge any information contained therein, in compliance with The Privacy Act, Chapter 1347 of the Ohio Revised Code. All materials contained in the personnel file must be job related. All derogatory material placed in the file will be signed and dated by both the bargaining unit member and employer. A statement or document of rebuttal may be attached to any derogatory material by the bargaining unit member. The signature does not necessarily signify approval of the document, only that the document has been received. Bargaining unit members must sign such documents when presented to them. Any such document may be grieved. Any bargaining unit member may, pursuant to Privacy Act, Ch. 1347, inspect his/her personnel file and, in writing, dispute the accuracy, relevancy, timeliness, or completeness of the personnel information pertaining to him/her. The inclusion of any anonymous, unsigned or inaccurate documents shall be prohibited. When a bargaining unit member wants to glean his/her file, he/she must first review the file in the presence of the Business Manager/Director of Human Resources or his/her administrative assistant. The bargaining unit member will receive his personnel file along with an empty file folder. The bargaining unit member should then indicate to the Business Manager/Director of Human Resources or his his/her administrative assistant the items requested to be removed. The materials requested to be removed from a bargaining unit member’s file will be checked, and within five (5) days, will be disposed of by the bargaining unit member and Business Manager/Director of Human Resources. Removal of file items must be with the consent of the bargaining unit member’s immediate supervisor and the Business Manager/Director of Human Resources and follow the district policy on records retention and destruction. Any derogatory record placed in a personnel file shall be moved to an auxiliary file after five (5) years at the request of the bargaining unit member.

Access to File. Bargaining unit members shall have access to their own personnel file and shall be able to challenge chal- lenge any information contained therein, in compliance with The Privacy Act, Chapter 1347 of the Ohio Revised CodeO.R.C. Ch. All materials contained in the personnel file must be job related1347. All derogatory material placed in the file will be signed and dated by both the bargaining unit member and employer. A statement or document of rebuttal may be attached to any derogatory material by the bargaining unit memberem- ployer. The signature does not necessarily signify approval of the document, only that the document docu- ment has been received. Bargaining unit members must sign such documents when presented to them. Any such document may be grieved. Any bargaining unit member may, pursuant to Privacy Act, O.R.C. Ch. 1347, inspect his/her his personnel file and, in writing, dispute the accuracy, relevancy, timelinesstime- liness, or completeness of the personnel information pertaining to him/her. The inclusion of any anonymous, unsigned or inaccurate documents shall be prohibited. When a bargaining unit member wants to glean his/her his file, he/she he must first review the file in the presence of the Business ManagerMan- ager/Director of Human Resources or his/her his administrative assistant. The bargaining unit member will receive his personnel file along with an empty file folder. The bargaining unit member should then indicate to the Business Manager/Director of Human Resources or his administrative assistant the items requested to be removed. The materials requested to be removed from a bargaining bar- gaining unit member’s file will be checked, and within five (5) days, will be disposed of by the bargaining unit member and Business Manager/Director of Human Resources. Removal of file items must be with the consent of the bargaining unit member’s immediate supervisor and the Business Manager/Director of Human Resources and follow the district policy on records retention reten- tion and destruction. Any derogatory record placed in a personnel file shall be moved to an auxiliary auxil- iary file after five (5) years at the request of the bargaining unit member.