Personnel File Sample Clauses

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. An employee, or the Senior Union Official (or her 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 investigation of a grievance or an employee may review her file for personal reasons. The employee or the Senior Union Official or the Labour Relations Officer, as the case may be, shall give the Employer notice prior to examining the file. The file shall be made available for examination as soon as possible but no later than forty-eight (48) hours from the notice time excluding weekends and holidays. The personnel file shall not be made public without the employee's written consent, except in the proper operation of the Employer's business and/or for the purposes of this Agreement or as required by law.
Personnel File. Each employee shall have the right, upon request, to review the contents of said employee's personnel file and to place therein written reactions to any of its contents. Employees will be provided a copy of any document added to their personnel file which is confidential personal information, disciplinary in nature, or is to be used for employee evaluation, and will sign an acknowledgment that the document is being added to their file (but not that the employee agrees or disagrees with the contents of the document). If the employee refuses to sign the acknowledgment, his or her supervisor will so note on the document, and will place the document with notation in the personnel file. The employee shall have the right to make copies of any item in the file and to be accompanied by a representative of the Association during the review of the file.
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 [3] 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. A. Any employee shall have the opportunity to read any material which may be considered critical of his/her conduct, service, character or personality before it is placed in his/her personnel file. The Administration and the employee shall be assured that the employee is aware of the material that is being placed in the employee’s file. The employee shall have the opportunity to reply to such critical materials in a written statement to be attached to the file copy. A copy of the written statement shall be forwarded by the employee or the administrator responsible for maintaining the personnel files, to the Building Principal or Department Head.
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. (a) An employee or the President of the Union or her designate, with the written authority of the employee, shall be entitled to review an employee’s personnel file, exclusive of employee references. The file shall be reviewed in the place where the file is normally kept and in the presence of a designated employer representative. The Employer will provide copies of the entries as requested. The employee or the President, as the case may be, shall give the Employer five working daysnotice prior to having access to such information.
Personnel File. With reasonable written notice given to the Employer, an employee shall be entitled to review their personnel file in the office in which the file is normally kept. Access to the file shall be no later than seven (7) days after the notice is given. A representative of the Union, 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 Union Representative shall give the Employer adequate written notice prior to having access to such file. Access to the file shall be no later than seven (7) days after the notice is given. 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 function and/or for the purposes of the proper application of this Agreement.