Confidentiality of Files. At no time nor under any circumstances will the confidential files of any Professional Staff Member be opened to the public, with said “confidential files” being defined as medical files and documents containing personal banking information or other personally identifiable information that would not constitute a public record under Ohio law.
Confidentiality of Files. The Guild and the Organization affirm their commitment to maintain optimum confidentiality for employee personnel records. The parties, moreover, appreciate that the privacy of employee records would be impaired by improvident access to and/or duplication or publication of materials or information contained in employee personnel files. Consistent with these concerns, the Guild agrees that it will be judicious in requests for access to or copies of materials in individual employee personnel files and that it will handle all such materials with an abiding respect for the need to maintain optimum confidentiality of personally identifiable information, balanced against its obligation as bargaining representative to process grievances and administer the Agreement.
Confidentiality of Files. 17.1 All personnel records are confidential and are kept in strict confidence in the Human Resource Services Division. Access is limited to the employee’s direct reporting Supervisor and to the employee’s Department Head. Such access is only granted in the presence of the Director of Human Resource Services or a Human Resources staff member. An employee may view his personnel file in the presence of a Human Resources staff member providing that an advance appointment has been made for such purposes.
Confidentiality of Files. At no time, nor under any circumstances, will the confidential files of any Licensed Educational Interpreter be opened to the public, with said “confidential files” being defined as medical files and documents containing personal banking information or other personally identifiable information that would not constitute a public record under Ohio law.
Confidentiality of Files. The Guild and CPD reaffirm their commitment to maintain optimum confidentiality for employee personnel records. The parties, moreover, appreciate that the privacy of employee records would be impaired by improvident access to and/or duplication or publication of materials or information contained in employee personnel files. Consistent with these concerns, the Guild agrees that it will be judicious in requests for access to or copies of materials in individual employee personnel files and that it will handle all such materials with an abiding respect for the need to maintain optimum confidentiality of personally identifiable information, balanced against its obligation as bargaining representative to process grievances and administer the Agreement.
Confidentiality of Files. All personnel files shall be kept in confidence and shall be 27 available for inspection only to other employees of the District when actually necessary in 28 the proper administration of the District’s affairs or the supervision of the employee.
Confidentiality of Files. At no time nor under any circumstances will the confidential files of any Professional Staff Member be opened to the public.
Confidentiality of Files. All personnel records are confidential and are kept in strict confidence in the Human Resource Services Division. Access is limited to the employee’s direct reporting Supervisor and to the employee’s Department Head. Such access is only granted in the presence of the Director of Human Resource Services or a Human Resources staff member. An employee may view their personnel file in the presence of a Human Resources staff member providing that an advance appointment has been made for such purposes. An employee may request the removal of a disciplinary notation in their employment file for twenty-four (24) months or more if, within the twenty-four (24) previous months to the request for removal, there has been no other disciplinary notation. However, this would not include disciplinary notations related to respect in the workplace, misuse of drugs, alcohol, or illegal activities related to employment. The record of any disciplinary action or warning shall not be referred to or used against an employee at any time after twenty-four (24) months following such action, provided no other disciplinary action has been taken against that employee within the twenty-four (24) month period. However, this would not include disciplinary notations related to respect in the workplace, misuse of drugs, alcohol, or illegal activities related to employment. 2017
