Personnel File. An employee, or the President of the Union, or his/her designate, with the written authority of the employee, shall be entitled to review the employee's personnel file(s), both paper and, if applicable, electronic, in the office in which the file is normally kept, in order to facilitate the investigation of a grievance. The employee or the President, as the case may be, shall give the Employer adequate notice prior to having access to such file(s).
Personnel File. An employee shall have access to his/her own personnel file for review in the office upon written request to the University’s Human Resources Office. The Employer may remove any documents in a probationary employee’s file which were obtained through assurances of confidentiality to a third party at the time of original appointment. Upon request of an employee who has achieved permanent status, the Employer or designee will remove pre-employment reference statements from the employee’s personnel file(s). The employee shall be sent a copy of any adverse material placed in the official or departmental file. Notes or files kept by managers regarding staff shall not be shared with others unless shared with the employee first and shall not be kept more than three years. The employee shall have the right to have placed in any of the above files a statement of rebuttal or correction of information contained in the file within a reasonable period of time after the employee becomes aware that the information is in the file. Performance evaluations will be removed from the departmental file three years after the date of completion.
Personnel File. A) Employee Access Employees are entitled to read and review their personnel file and, without limiting the generality of the foregoing, shall be entitled to inspect their performance evaluations, written censures, letters of reprimand, and other adverse reports. Upon request, employees shall be given copies of all such pertinent documents. The Employer further agrees that no personal files or documents on employees shall be kept outside of the personnel file, apart from payroll or health services files.
Personnel File. Personnel records will be maintained for each nurse in Human Resources. Information contained in the personnel record will include: employment application and supporting materials, performance appraisals, records of payroll activity, licensure and training records, letters of commendation and recognition, and records of disciplinary action. By appointment, nurses may inspect their personnel records. Nurses will be given the opportunity to provide a written response to any written evaluations or disciplinary actions to be included in the personnel file. If no disciplinary action is required for a period of two (2) years, evidence of such discipline shall be inadmissible in a grievance arbitration and shall not be used for purposes of progressive discipline. Documentation regarding conditions at date of hire (rate of pay, unit, shift, hours of work), reason for termination, change in employment status, pay or shift and leaves of absence shall be in writing with a copy given to the nurse.
Personnel File. (a) An employee, or the President of the Union or their designate, with written authority of the employee, will be entitled to review an employee's personnel file, exclusive of employee references. The file will be reviewed at the employee's worksite or, where it is not possible, the file will be made available for review at a mutually agreed location. A designated management representative may be in attendance at this review. The Employer will provide copies of file entries as requested. The Employer may require up to five working days' notice prior to giving access to such information.
Personnel File. An employee, or the Senior Union Official (or her/his designated representative), with the written authority of the employee, shall be entitled to review the employee’s personnel file, in the office in which the file is normally kept, in order to facilitate the investiga- tion of a grievance or an employee may review her/his file for per- sonal reference. 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. The personnel file shall not be made public or shown to any other individual without the employee’s written consent, except in the proper operation of the Employer’s business and/or for the purpos- es of the proper application of this Agreement.
Personnel File. Represented employees will be given a copy of entries of a derogatory nature when they are placed in their official personnel file. Derogatory entries in a represented employee’s official personnel file are evaluated in terms of the seriousness of the action(s) or incident(s) described and the recency and repetitiveness of such action(s) or incident(s) for use in disciplinary proceedings. Entries describing action(s) or incident(s) that are of minor significance and/or that have not been repetitive will receive more limited consideration in disciplinary proceedings. This paragraph does not apply to represented employees in Units U41 or TM1. Disciplinary letters in a represented employee’s file shall not be used as the basis for disciplinary action imposed more than four (4) years after the date of the disciplinary letter (three  years for written reprimands). Materials relating to formal notices of counseling or written reprimands shall be removed from all personnel files after three (3) years upon request by the employee provided there has been no disciplinary action for the same three (3) year period and the employee has maintained a fully effective performance evaluation. But disciplinary letters of any date may be used to rebut factual assertions made by or on behalf of the represented employee in disciplinary proceedings. Disciplinary letters of any date may also be used as evidence that the City has complied with progressive discipline requirements (if any apply), the represented employee is aware of rules or standards of conduct, and/or the represented employee has been instructed to take specified actions or improve conduct. This paragraph does not apply to represented employees in Units U41 or TM1. Information of a derogatory nature shall not be entered into a represented employee’s personnel file until the represented employee is given written notice and an opportunity to review and comment on the information. A represented employee shall have the right to attach to any such derogatory statement (such as formal notices of counseling or a written reprimand), the represented employee’s own comments on the information. This paragraph does not apply to represented employees in Units U41 or TM1. All derogatory entries into a represented employee’s personnel file shall be signed and dated by the author with documentation of delivery to the represented employee. Represented employees may review their official personnel files in the Personnel Departme...
Personnel File. Each teacher shall have the right to review his/her personnel file. At the teacher's request, an Association representative may accompany the teacher in reviewing the personnel file. The teacher may attach a written notation to material in the personnel file. If materials in the personnel file are inappropriate or in error, the material will be corrected or expunged from the file. When a teacher is requested to sign material placed in the personnel file, such signature shall be understood to indicate awareness of the material, but shall not be interpreted to mean agreement with the content of the material. All recommendations, written or oral, shall be based solely on the contents of the teacher's personnel file. The Board agrees to immediately notify the employee any time there is a request to review or release materials in his/her personnel file to a third party prior to the review or release of materials, provided it is possible to do so.
Personnel File. (a) An employee, or the President of the Union (or their designate) with the written authority of the employee, shall be entitled to review the employee's personnel file, in the office in which the file is normally kept, in order to facilitate the investigation of a grievance. The employee or the President, as the case may be, shall give the Employer adequate written notice, prior to having access to such file. Access to the file shall be no later than three days after notice is given.