File Purging Sample Clauses

File Purging. Upon request of the employee, disciplinary actions shall be removed from their personnel file after three (3) years, so long as no warnings or discipline occur within that time period.
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File Purging. Written reprimands/warnings shall be removed from an employee's file, at his/her request, after three (3) years so long as no other disciplinary action has occurred within the three (3) year time period. Any material, other than performance evaluations, directly associated with the items being purged, will also be removed from the file. Documents removed from the personnel file shall be placed in a confidential file maintained by the Human Resources Department. Such purged document will not be used against an employee for the purpose of progressive discipline. Purged documents may be used in any civil or arbitration proceeding for the purpose of establishing consistency of disciplinary action, lack of discrimination, the existence of mitigating or extenuating circumstances and compliance with legal obligations. The Union will have equal access, upon request, to these files for the same purposes.
Sample 1Sample 2Sample 3
File Purging. ‌ Upon request of the employee, written warnings shall be removed from their personnel file after two (2) years, so long as no similar written warnings or discipline occur within that time period. Documented verbal warnings shall be removed from the personnel file after one (1) year.
Sample 1
File Purging. All letters of warning, reprimand, and other disciplinary action shall be removed from the personnel files three (3) years after the date of issuance upon written request from the employee or the Association, unless the employee has committed the same or similar infraction during the three (3) year period, in which case the request for removal time date will be three (3) years after the issuance of the subsequent disciplinary action. At the time requests for removal are granted, the City will also remove all investigation reports and documents supporting such disciplinary actions. All other personnel materials shall be retained for the minimum retention periods according to OAR 166-200-0305.
Sample 1
File Purging. Written reprimands may be removed from an employee's file, at his/her request, after three
Sample 1
File Purging. All letters of warning, reprimand, recommendation, and commendation, and all performance appraisals shall be removed from the personnel files according to OAR 166-200-0090 (See Appendix A). All other materials shall be retained according to OAR 166-200-0090.
Sample 1
File Purging. Documentation of an oral reprimand will be removed from the employee's personnel files after eighteen (18) months. Upon written request of the employee, written reprimands may be removed from their personnel files after eighteen (18) months at the discretion of the division manager and as long as no discipline occurred within that time period. Upon written request, written reprimands shall be removed from the employee's personnel files after thirty-six (36) months if no discipline has occurred during that time period. This shall include copies in any subsequent "supervisory" files kept outside of human resources.
Sample 1
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Related to File Purging

  • COMMERCIALLY SENSITIVE INFORMATION 1. The Authority acknowledges that the Contractor has requested that the following information be treated as Commercially Sensitive Information; Document Page Number Section Condition or Paragraph Number Explanation of harm which may result from disclosure and time period applicable to sensitivity.

  • Complaints and Feedback 15.3.1 The primary responsibility for receiving feedback and investigating complaints promptly and thoroughly in respect of the Services will rest with the Provider. The Provider will have procedures in place including but not limited to a complaints framework, which are acceptable to the Department, to gather and act upon feedback and complaints from Learners and/or their representatives and employers and the wider community. The Provider must also keep a log of the complaints received which will be accessible to the Department upon request.

  • Answer Within twenty (20) days after receipt of the Complaint, each respondent shall serve on the BCBSA and on the complaining party (or parties) and on the Chairman of the Mediation Committee;

  • Files All documents, communications, and records dealing with the processing of a grievance shall be filed separately from the personnel files of the participants.

  • Confidential Information State Records Grantee shall comply with the provisions of this §10 if it becomes privy to confidential information in connection with its performance hereunder. Confidential information, includes, but is not necessarily limited to, state records, personnel records, and information concerning individuals.

  • FINANCIALLY SOLVENT Contractor represents and warrants that Contractor has not commenced bankruptcy proceedings and that there are no judgment, liens, or encumbrances of any kind affecting title to any Goods or Services that are the subject of this Master Contract.

  • Court Appearances If an employee is subpoenaed to appear as a witness in a job-related court case, not during the employee’s regularly assigned shift, the employee shall be credited for actual time worked, or a minimum of two and one-half hours, whichever is greater.

  • Preservative-treated Wood Containing Arsenic Contractor may not purchase preservative-treated wood products containing arsenic in the performance of this Agreement unless an exemption from the requirements of Chapter 13 of the San Francisco Environment Code is obtained from the Department of the Environment under Section 1304 of the Code. The term “preservative-treated wood containing arsenic” shall mean wood treated with a preservative that contains arsenic, elemental arsenic, or an arsenic copper combination, including, but not limited to, chromated copper arsenate preservative, ammoniacal copper zinc arsenate preservative, or ammoniacal copper arsenate preservative. Contractor may purchase preservative-treated wood products on the list of environmentally preferable alternatives prepared and adopted by the Department of the Environment. This provision does not preclude Contractor from purchasing preservative-treated wood containing arsenic for saltwater immersion. The term “saltwater immersion” shall mean a pressure-treated wood that is used for construction purposes or facilities that are partially or totally immersed in saltwater.

  • Why We Collect Information and For How Long We are collecting your data for several reasons: · To better understand your needs and provide you with the services you have requested; · To fulfill our legitimate interest in improving our services and products; · To send you promotional emails containing information we think you may like when we have your consent to do so; · To contact you to fill out surveys or participate in other types of market research, when we have your consent to do so; · To customize our website according to your online behavior and personal preferences. The data we collect from you will be stored for no longer than necessary. The length of time we retain said information will be determined based upon the following criteria: the length of time your personal information remains relevant; the length of time it is reasonable to keep records to demonstrate that we have fulfilled our duties and obligations; any limitation periods within which claims might be made; any retention periods prescribed by law or recommended by regulators, professional bodies or associations; the type of contract we have with you, the existence of your consent, and our legitimate interest in keeping such information as stated in this Policy.

  • Complaint Stage It is the mutual desire of the Parties that the complaints of employees shall be adjusted as quickly as possible. An employee who has a complaint must bring that complaint to the attention of the immediate Manager within five (5) working days of when the employee became or ought reasonably to have become aware of the occurrence that gave rise to the complaint. It is understood that no employee has a grievance until the immediate Manager has been given an opportunity to adjust the complaint and verbally reply, which shall be a maximum of three (3) working days from the presentation of the complaint.

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