ARTICLE PERSONNEL FILES. An employee who has completed probationary period shall have access twice per year to personnel file on least one days written notice, for the purpose of reviewing any evaluation, notations, and other documents contained therein. When a period of eighteen (18) months has passed and no related disciplinary notation has been made against an employee's record, the past disciplinary record dated prior to the eighteen (18) months shall not be used by the Association against the employee in assessing any further disciplinary action.
ARTICLE PERSONNEL FILES. An employee shall, upon written request made a reasonable amount of time before viewing, have an opportunity to view his or her personnel file in the presence of the Director of Human Resources or designate. If so desired by the employee, he may be accompanied by a representative of the Bargaining Unit. The information which the employee may view will be:
ARTICLE PERSONNEL FILES. An employee shall have the right at any time to have access to and review the employee’s personnel file on reasonable notice and in the presence of the nominee of the Executive Director of the Association and shall have the right to respond in writing to any documents contained therein and such reply shall become part of the personnel file. The Employer shall an employee of dissatisfaction concerning the employee’s job performance which is to become part of the employee’s personnel file within ten (1 0) days of the date of the writing. The notice shall include a copy of the writing. If this procedure is not followed such writing shall not become part of their personnel file for use against the employee in regard to discharge, discipline, promotion, demotion or other related matters. The Employee’s reply to such written expression of dissatisfaction as to job performance if any shall become part of the personnel file. The contents of the record of the employee giving rise to disciplinary action, including adverse reports but not including evaluations, shall be removed the employee’s personnel record two (2) years provided no further disciplinary action including adverse reports has occurred during that period. Failure by an employee to grieve previous disciplinary measures through to arbitration shall not be considered an admission that such disciplinary measures were justified. Each employee in the bargaining unit when hired shall have access to job description immediate supervisor and a copy shall be provided to the employee whenever the job description is changed. Upon request an employee shall be granted consultation on programmes being conducted with the clients of the Association with the immediate supervisor, and an employee who has completed the probationary period shall have the right to review the files of the clients of the Association who are at any time the responsibility of the employee who requests the review of the file. An unreasonable denial of consultation or review of files shall be Article and Occupational classificationsand wage rates are set out in Appendix “A” which is attached hereto and forms part of this agreement.
ARTICLE PERSONNEL FILES. An employee shall have access during normal business hours to personnel file upon prior written request and in the presence of a supervisory officer or other designatedby the Director. The employee may copy any material contained in the file. When an employee disputes the accuracy or completeness of any such information, shall do so in writing and this information shall be added to the file. Subject to written notification, the will correct any personal data which reflects the employee’s current status.
ARTICLE PERSONNEL FILES. Employees may request to see their personnel file (personal references excluded) not more than twice per year provided:
ARTICLE PERSONNEL FILES. Employees may, upon written request to the person designated by the Employer, review their personnel file. Such review must be made in the presence of a member of the Human Resources staff at a time, during normal business hours, that is mutually arranged between the Human Resources staff and the Employee concerned.
ARTICLE PERSONNEL FILES. An employee shall have access during normal business hours to that employee’s personnel file upon prior written request and in the presence of a supervisory officer or other designated by the Director. The employee shall also have access to that employee’s personal data file. The employee may copy any material contained in the files. The employee may be accompanied by one other person who shall have access to such information at the request of the employee. If the employee disputes the accuracy or completeness of any such information other than an evaluation referred to in Article a member shall be entitled to: request correction of the personal information if the member believes there is an error or omission; require that a statement of disagreement be attached to the information reflecting any correction that was requested but not made; and require that any person or body to whom the personal information has been disclosed within the year before the time a correction is requested or a statement of disagreement is required be notified of the correction or statement of disagreement. Where the Board amends such information, the Board shall, at the request of the employee, attempt to notify all persons who received a report based on inaccurate information.
ARTICLE PERSONNEL FILES. A post-probationary Employee who is actively employed by Community Living Elgin has the right to review her personnel file twice in any twelve (12)month period on reasonable notice in writing to the Director of Staffing Relations or her designate and such review shall be in the presence of the Director of Staffing Relations or her designate. An Employee has the right to respond in writing within ten calendar days of the review to any documents contained therein. Such response will become part of the personnel file. Letters of counseling or disciplinary records will be automatically removed from the Employee’s personnel record after eighteen 8) months at work service, providing no further counseling or disciplinary action has occurred during that period.
ARTICLE PERSONNEL FILES. In the event the Board issues a written warning to an employee to the effect that his/her conduct may result in disciplinary leading to suspension or discharge, a copy of the warning will be forwarded to the Recording Secretary of the Union. Prior to an adverse report being placed in an employee’s personnel tile, the employee will be given a copy and an opportunity to make a written reply regarding the report. The reply will be filed with the report. An employee may request that the Board remove specific material from the employee’s personnel provided the request is to remove material that is five or more years old, and the employee must make such request to the Superintendent Personnel Services in writing giving the reasons for the request. Such request shall be granted provided that no material of a disciplinary nature has placed on the employee’s personnel file in the year period preceding the request. Upon suitable notice employee shall have access to his/her personnel file and shall have the right to respond, in writing, to any document contained therein. Such reply shall become part of the permanent record. If disagrees with the contents of his/her recourse shall be made through the grievance procedure.
ARTICLE PERSONNEL FILES. With at least (2) days notice, an may view personnelfile during normal business hours, and may be accompanied by a representative of the Union. No material shall be placed in the employee’s personnel file unless such employee has received a copy of said material and has verified receipt by initializingoriginal copy. This materialrefers to any report or disciplinary letter produced by Board administration. Upon written request of an employee, three (3) years an unsatisfactoryevaluation has been made, it shall be removed from the personnel file provided that the employee has improved in areas in the evaluation.
