Access to Files. 12.01 A copy of any completed evaluation which is to be placed in a nurse's file shall be first reviewed with the nurse. The nurse shall initial such evaluation as having been read and shall have the opportunity to add views to such evaluation prior to it being placed in a file. Each nurse shall have reasonable access to the file for the purposes of reviewing any evaluations or formal disciplinary notations contained therein in the presence of the supervisor. A copy of the evaluation will be provided to the nurse at the nurse's request.
Access to Files. 13.01 A copy of any completed 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/his views to such evaluation prior to it being placed in her/his file. Each employee shall have reasonable access to her/his file for the purposes of reviewing any evaluations or formal disciplinary notations contained therein in the presence of her/his supervisor. A copy of the evaluation will be provided to the employee at her/his request.
Access to Files. 11.01 A copy of any completed 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. Each employee shall have reasonable access to all her or his files for the purpose of reviewing their contents in the presence of her or his supervisor. A copy of the evaluation will be provided to the employee at her or his request. A request by an employee for a copy of other documents in her or his file will not be unreasonably denied. Notwithstanding Article 11.02, upon review of the file, should the employee believe that any counselling letter is no longer applicable, she or he may request that such documentation be removed. Such request shall not be unreasonably denied.
Access to Files. All employees shall have the right to review their personnel files in the presence of an Employer representative during regular office hours. Reasonable requests for photocopies of documents in the file shall be supplied by the Employer.
Access to Files. 13.01 A copy of any completed evaluation which is to be placed in a nurse's file shall be first reviewed with the nurse. The nurse shall initial such evaluation as having been read and shall have the opportunity to add her views to such evaluation prior to it being placed in her file. It is understood that such evaluations do not constitute disciplinary action by the Home against the nurse. Each nurse shall have reasonable access to all her files for the purpose of reviewing their contents in the presence of her supervisor. A copy of the evaluation will be provided to the nurse at her request. No document shall be used against a nurse where it has not been brought to her attention in a timely manner. 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 one year.
Access to Files. A copy of any completed evaluation which is to be placed in a nurse's file shall be first reviewed with the nurse. The nurse shall initial such evaluation as having been read and shall have the opportunity to add her views to such evaluation prior to it being placed in her file. It is understood that such evaluations do not constitute disciplinary action by the Hospital against the nurse. Each nurse shall have reasonable access to all her files for the purpose of reviewing their contents in the presence of her supervisor. A copy of the evaluation will be provided to the nurse at her request. No document shall be used against a nurse where it has not been brought to her attention in a timely manner. Any letter of reprimand, suspension- or other sanction will be removed from the record of a nurse eighteen months following the receipt of such letter, suspension or other sanction provided that such nurse's record has been discipline free for one year. ARTICLE SENIORITY Newly hired nurses shall be considered to be on for a period of sixty tours worked from date of hire hours of work for nurses whose regular hours of work are other than the standard work day). If after the probationary period, the nurse shall be credited with seniority from date of last hire, With the written consent of the the probationary nurse and the President of the Local Association or her designate, such probationary period may be extended. Where the Hospital requests an extension of the probationary period, it will provide notice to the Association at least fourteen calendar days prior to the expected date of expiration of the initial probationary period. It is understood and agreed that any extension to the probationary period will not exceed an additional sixty tours hours) worked and, where requested, the Hospital will advise the nurse and the Association of the basis of such extension. A nurse who transfers from casual or part-time to full-time status shall not required to serve a probationary period where she has previously completed one since her date of last hire. Where no such probationary period has been served, the number of tours worked (hours worked for nurses whose regular hours work are other than the standard work day) the nine months transfer 'shall probationary period. immediately preceding the credited towards the A seniority list shall be established for all full-time nurses covered by this Agreement who have completed their probationary period. For information purpose...
Access to Files. (a) A copy of any completed 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 views to such evaluation prior to it being placed in her file. It is understood that such evaluations do not constitute disciplinary action by the Employer against the employee.
Access to Files. 31.1 Each employee shall make an appointment to access their personnel file for the purposes of reviewing any performance appraisal evaluations or formal disciplinary notations contained therein, in the presence of the Manager of Human Resource Services, or designate.
Access to Files. Requests by employees to access and make copies of documents reflecting their performance shall not be unreasonably denied. An employee shall have the right to access such documents in the event the employee is involved in a complaint, grievance or disciplinary action where his/her performance is at issue. Art. 12 Copies of documents which notify an employee of a perform- ance problem or disciplinary action shall be provided to the employ- ee and shall be signed by the employee as evidence of his/her hav- ing received such document. This signing shall not be deemed to be approval by the employee of the contents of such document. If the employee refuses to sign or otherwise does not sign the copy, such copy shall bear a notation to that effect signed and dated by the supervisor. Copies of all such documents shall be sent to the PSC’s Director of Contract Administration (or to his/her designee), and to the Foundation’s Director of Human Resources (or to his/her designee). The employee has the right to submit written comments about any such document(s) concerning performance to the Foundation’s Director of Human Resources. The Foundation shall not release any information to individuals outside the Foundation concerning an employee without the employee’s written authorization except to the extent required by law.
Access to Files. A teacher may review and copy (at his/her own expense) material made a part of the teacher’s personnel record and files maintained by the District, provided the teacher gives adequate notice consistent with Board Policy and subject to the provisions of the Colorado Open Records Law. A teacher shall be given a copy of any derogatory material placed in the teacher’s central or building personnel file and shall have the right to file a written response to that or any other derogatory materials within ten (10) days of having received a copy. Derogatory materials may not be used in any disciplinary proceeding unless the teacher has been given at least ten (10) days to respond to such materials. No scheduled hearing shall be delayed for the purpose of providing such ten (10) day response period.
