AND EMPLOYEE FILES Sample Clauses

AND EMPLOYEE FILES. When a formal review of an employee's performance is made, the employee shall be given the opportunity to 'sign the review form i n question to indicate that its contents have been read and explained and shall be given a copy of the final document. Upon written request of an employee, the personnel fi of that employee will be made available for i n the presence of an authorized representative of Employer. When an unsatisfactory report other than a formal review of an employee's performance and formal disciplinary notice, is placed on an employee's file, the employee concerned must be given the opportunity sign the report in question to indicate that its contents have been read and explained. Such unsatisfactory reports which appear in an employee's file will be removed from that file and destroyed aft a period of eighteen (18) months from the date on the unsatisfactory report. The incidents giving rise to t unsatisfactory report shall i n no way be referred to considered thereafter. Employees shall be provided with a copy of their performance appraisal. Where work orders are used and must be signed by a supervisor on completion of the work, employees, upon written request, shall be given access to the file of their work orders.
Sample 1
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AND EMPLOYEE FILES. Employee Performanc e Review When a formal review of an employee's performance is made, the employee concerned shall be given an opportunity to discuss, sign and make written comments on the review form in question and the employee is to receive a signed copy to indicate that its contents have been read.
Sample 1
AND EMPLOYEE FILES. 16 - ARTICLE 20 - NATIONAL JOINT COUNCIL AGREEMENTS ........................................................- 16 - ARTICLE 21 - RESIGNATION (A LETTER) ...................................................................................- 17 - ARTICLE 22 - TIME-OFF FOR ASSOCIATION BUSINESS ..........................................................- 17 - ARTICLE 23 - APPOINTMENT AND TIME-OFF FOR STEWARDS..............................................- 20 - ARTICLE 24 - RESERVED .............................................................................................................- 20 - ARTICLE 25 - RESERVED .............................................................................................................- 20 - ARTICLE 26 – RESERVED ............................................................................................................- 20 - ARTICLE 27 - RESERVED .............................................................................................................- 20 - ARTICLE 28 – RESERVED ............................................................................................................- 20 - ARTICLE 29 - RESERVED .............................................................................................................- 20 - ARTICLE 30 - LEAVE GENERAL ...................................................................................................- 20 -
Sample 1
AND EMPLOYEE FILES. An employee who submits a written request to the Director of Human Resources or his designate may review her personnel file in the possession of the Division as it relates to her employment with the Division. The employee may have a representative who is a member of the Association present at the time of the review provided the employee has named the representative in the request. The Division shall have the right to have a represen- tative present when the employee is examining such files. Following written assessment of an employee’s per- formance, the employee will be given an opportunity to review the assessment and to acknowledge having read the contents of the assessment. At the time of reviewing the assessment, the employee will be provided with the opportu- nity to place her own comments on the assessment prior to her signing. Upon signing the assessment form, the employ- ee will receive a duplicate copy for her records. Printed 09/93 The Division will not introduce as evidence at any Arbitration Hearing and an Arbitration Board shall not accept as evidence any document which is disciplinary in nature, unless the employee has been previously advised of the nature of the discipline or has been provided with a copy of such document upon request in advance of the Arbitration. An employee may file a grievance requesting the removal or amendment of any disciplinary documentation contained in her file.
Sample 1
AND EMPLOYEE FILES. When a formal review of an Employee’s performance is made, the Employee concerned shall be given the opportunity to discuss its contents. The Employee shall also be given the opportunity to provide written comments to be attached to his or her performance appraisal. Upon written request of an Employee, the Personnel file of that Employee shall be made available for his or her examination at a reasonable time in the presence of an authorized the Employer. Any document or written statement related to disciplinary action which may have been placed on the personnel file of an Employee, shall be removed after eighteen (1 8) months have elapsed since the disciplinary action was taken provided that no further disciplinary action of a similar nature has been recorded during this period.
Sample 1
AND EMPLOYEE FILES. An employee shall be given an to sign any formal review of his performance and shall also be given an opportunity to sign all adverse reports which are placed on his personal file and which pertain to the performance of his duties in his position. An employee may have access at least once a year to his personnel file in the presence of a person approved by the Council, provided that the employee so requests it in writing.
Sample 1
AND EMPLOYEE FILES. (a) When a assessment of employee’s performance is made, the employee must be given an to sign the assessment question upon its completion to indicate that its contents have been read. Upon written request a copy of the assessment form will be provided to him at that time. An employee’s on his assessment form will be considered to be an indication only that its contents been read and shall not indicate his concurrence with the statements contained on the form. The Employer’s who assess an employee’s performance must have observed or aware of the employee’s performance for at least one-half of the for which the employee’s is evaluated. When any document, which could be considered detrimental to an employee’s placed on his personal file, employee shall be given an to sign the document question to indicate that its contents have been read and explained. The Employer agrees not to introduce as evidence in the case of promotional opportunities, any the file of an employee, the existence of which the employee was not aware at the time of or within a reasonable period thereafter. The Employer shall ensure that the personal file of every employee is kept confidential. No information which is detrimental to an employee’s career (i.e.. administrative notes) shall be placed on the employee’s file without his knowledge of the details involved. The Employer shall not disclose to any person or organization any personal information concerning an employee without the prior written consent of the employee. and
Sample 1
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Related to AND EMPLOYEE FILES

  • 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.

  • EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES 56.01 For the purpose of this Article:

  • 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.

  • Interest of Contractor and Employees The Contractor covenants that he/she presently has no interest and shall not acquire interest, direct or indirect, in the study area or any parcels therein or any other interest which would conflict in any manner or degree with the performance of his services hereunder. The Contractor further covenants that in the performance of this Contract, no person having any such interest shall be employed.

  • Passwords and Employee Access Provider shall secure usernames, passwords, and any other means of gaining access to the Services or to Student Data, at a level suggested by Article 4.3 of NIST 800-63-3. Provider shall only provide access to Student Data to employees or contractors that are performing the Services. Employees with access to Student Data shall have signed confidentiality agreements regarding said Student Data. All employees with access to Student Records shall pass criminal background checks.

  • Union and Employer Representation No employee or group of employees shall undertake to represent the Union at meetings with the Employer without the proper authorization of the Union. To implement this the Union shall supply the Employer with the names of its officers and similarly, the Employer shall supply the Union with a list of its supervisory or other personnel with whom the Union may be required to transact business.

  • ASSOCIATION AND EMPLOYEE RIGHTS A. The exclusive Representative ("Association") shall have the right to represent its members in employment relations with the District.

  • Officers and Employees (a) The day-to-day operational management of the Company may be exercised by such officers of the Company as may be appointed from time to time in accordance with this Section 4.3 (the “Officers”). The Managers may appoint such Officers as they may determine from time to time. The Officers, subject to the direction and control of the Managers, shall do all things and take all actions necessary to run the business of the Company. Each Officer shall have the powers and duties as may be prescribed to him or her by the Managers and, to the extent not so prescribed, as generally pertain to their respective offices. Each Officer shall hold office at the pleasure of the Managers. Each Officer shall serve until the earlier of his or her death, resignation or removal, and any Officer may be removed at any time, with or without cause, by the Managers. Any vacancy in any office shall also be filled by the Managers. Any Officer may resign at any time by delivering his or her written resignation to the Managers.

  • Labor and Employment Matters (a) Except as set forth in Section 3.25 of the Company Disclosure Schedule, (i) there is no labor strike, material labor dispute, slowdown, stoppage or lockout actually pending, or, to the knowledge of the Company, threatened against the Company or any of its Subsidiaries, and during the past three years there has not been any such action, (ii) no labor organization claims to represent the employees of the Company or any of its Subsidiaries, (iii) neither the Company nor any of its Subsidiaries is a party to or bound by any collective bargaining or similar agreement governing terms and conditions of employment with any labor organization, (iv) none of the employees of the Company or any of its Subsidiaries is represented by any labor organization and the Company does not have any knowledge of any current organizing activities on behalf of any labor organization among the employees of the Company or any of its Subsidiaries, nor, to the knowledge of the Company, does any question concerning representation exist concerning such employees, (v) there is no pending, or to the knowledge of the Company, threatened material unfair labor practice charge or complaint against the Company or any of its Subsidiaries before the National Labor Relations Board or any similar state or foreign agency, (vi) there is no material grievance arising out of any collective bargaining agreement, (vii) no material charges with respect to or relating to the Company or any of its Subsidiaries are pending before the Equal Employment Opportunity Commission or any other agency responsible for the prevention of unlawful employment practices, (viii) neither the Company nor any of its Subsidiaries has received notice of the intent of any federal, state, local or foreign agency responsible for the enforcement of labor or employment laws to conduct an investigation with respect to or relating to the Company or any of its Subsidiaries and no such investigation is in progress, (ix) the Company has procedures in place for collecting information about employee eligibility on Form I-9, collects such information and follows applicable Laws governing U.S. citizenship in all material respects, and (x) there are no material complaints, lawsuits or other proceedings pending or, to the knowledge of the Company, threatened in any forum by or on behalf of any present or former employee of the Company or any of its Subsidiaries alleging breach of any express or implied contract of employment, any law or regulation governing employment or the termination thereof or other discriminatory, wrongful or tortious conduct in connection with the employment relationship.

  • Contractor and Employee Security Precautions A. The security aspects of working at the Correctional Facility are critical. The following security precautions are part of the site conditions and are a part of this Contract. All persons coming on the site in any way connected with this Work shall be made aware of them, and it is the (General) Contractor’s responsibility to check and enforce them.

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