Common use of Personnel Files Clause in Contracts

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, The University shall maintain official personnel files in the Office of the President for Unit faculty members. These files shall be confidential. Any material in such files dealing with personnel and/or professional matters shall include authorship. A Unit faculty member or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee designee shall be advised of, and entitled have access to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel filefile during regular office hours provided there shall be no undue interference with the normal routine of the office. The employee A Unit faculty member's official personnel file shall acknowledge that he/she has read such material not be removed from the office by affixing the faculty member or his/her signature on designee, and access to the copy to file shall be filed, with only in the understanding that such signature merely signifies that he/she has read presence of someone in authority in the material to be filed but does not necessarily indicate agreement with its contentoffice. If the employee refuses a Unit faculty member designates another person to sign, the supervisor shall note his/her refusal on the copy have access to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and the faculty member shall authorize the Office of the President in writing to release his/her file to that designee for examination. A Unit faculty member shall have the right to respond to or comment upon any written warnings issued more than one year prior placed in an envelope and sealed material filed in his/her official personnel file. Such response or comment shall be affixed to the material and placed with it in the faculty member's file. A Unit faculty member shall have the right to have a copy of material filed in his/her official personnel file except as at personal expense. Copies will be made by a representative of the Office of the President upon request from the faculty member concerned. University administrators shall have access to faculty personnel files in carrying out their official duties. If a personnel file is duly subpoenaed, the faculty member involved shall be notified of such may be subpoena at the earliest possible time. The original or a part copy of an official permanent record. On the face of the sealed envelope it shall read "The contents herein personnel file shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from made available at a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear Unit faculty member's grievance hearing on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her request. That portion of a Unit faculty member's personnel file except as such relevant to a grievance being heard or a copy of that portion of the file may be introduced at a part grievance hearing upon the written request of an administrative official permanent record. All departments employing peace officers covered by involved in the Peace Officers Bill grievance hearing of Rights shall comply with its provisionsthat faculty member.

Personnel Files. ‌ An A. There shall not be more than two (2) personnel files maintained for each employee. The official file will be maintained at the District personnel office. In the event two (2) such files are maintained, one (1) shall be kept in the principal's or his/her certified representative with director's office at the written consent of school or other location where the employee is then employed. Each document placed into the employee's file maintained by the principal or director's office, may inspect that employee's personnel file with the exception of all material obtained from other employers records of counseling and/or written reprimands issued by a school or department administrator, shall be duplicated and agencies transmitted to the District personnel office for inclusion within the employee's file maintained at the District personnel office. The affected employee will receive a copy of the record of counseling or written reprimand. Said document(s) shall be held in abeyance unless the offending behavior recurs or other disciplinary action is taken, within one (1) year of issuance, in which case all documents will be placed in District personnel file(s). If a record of counseling or a written reprimand is held in abeyance, and the offending behavior does not recur and there is no other corrective action within one year from issuance, the original document will be delivered to the employee at the end of one year from the time that of issuance. NOTE: Records of counseling and/or written reprimands based upon a serious breach of conduct which is of a criminal nature, or compromises the health and/or safety of any individual, or is issued by the Special Investigative Unit shall be grievable beyond step II. and will not forwarded to the employee’s District personnel file until completion of the grievance procedure (if exercised). When the employee was hiredleaves the District, the file maintained in the principal's or director's office may remain there for up to three (3) years or be destroyed if the principal leaves the school within the three (3) year period. No item from an anonymous source may be placed in the personnel file. An employee shall be advised of, and entitled has the right to read, answer in writing any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed materials in his/her personnel file. The An employee shall acknowledge has the right to request that he/she has read such the Superintendent or his designee make an informal inquiry regarding material by affixing his/her signature on in his personnel file which the copy employee believes to be filed, with false. The official who makes the understanding that such signature merely signifies that he/she has read inquiry shall append to the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature a written report of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdictionhis findings." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, upon written request to or after prior arrangement with the State Bureau of Human Resources, or the appropriate official at his/her certified representative with work location or in his/her agency, shall be permitted to review his/her personnel files. Such review shall take place during normal office hours and shall be conducted under the written consent supervision of the employee, appropriate records custodian or agency representative. An employee may inspect that review his/her personnel files at reasonable times during his/her regular work hours if such review does not require travel out of the normal work area. An em- ployee shall be allowed to place in such file a response of reasonable length to anything contained therein which the employee deems to be adverse. An employee's personnel file with the exception shall include, but not be limited to, all memoranda and documents relating to such employee which contain commendations, employee performance appraisals or ratings and records of all material obtained from other employers and agencies at the time that employee was hiredtraining programs completed. An Upon request an employee shall be advised of, and entitled to read, provided a copy of any written statement by or all materials in his/her personnel files provided that such copies shall be provided at the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is expense. Copies of material added to the employee's personal file after the effective date of this Agreement shall be furnished at the State's expense and sent to each employee simultaneously with it being placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may Upon request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face employee, records of the sealed envelope it shall read "The contents herein reprimands and preventable accident reports shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process removed from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two personnel files after three (23) years from the date of issue the occurrence provided that the employee has had no further disciplinary action since that date. Upon request of an employee, records of suspensions and disci- plinary demotions shall be removed from personnel files after five (5) years from the date of the documents in occurrence provided that the sealed envelopeemployee has had no further disciplinary action since that date. An However, records of disciplinary suspensions resulting from patient/client/inmate/student abuse, neglect or mistreatment and sexual harassment shall not be removed from personnel files under the provisions of this paragraph. Any material inserted into an employee's personnel file shall be dated, shown to the employee on reviewing and the employee shall initial same, attesting only to the fact that he/she has seen and is aware of the material being put into his/her personnel file. Any material not so processed, may request and have cannot be used against an employee in any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionspresent and/or future disciplinary action.

Personnel Files. ‌ An employee, or his/her his certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management management regarding his/her his work performance or conduct if such statement is to be placed in his/her his personnel file. The employee shall acknowledge that he/she he has read such material by affixing his/her his signature on the copy to be filed, with the understanding that such signature merely signifies that he/she he has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her his refusal on the copy to be filed along with the supervisor's ’s signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her his personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her his personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "read, “The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." ” The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on On reviewing his/her this personnel file, an employee may request and have any written warnings or reprimand(s) and/or reprimands issued more than two (2) years prior removed from his/her his personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An There shall be only one official personnel file maintained for an employee. For purposes of record keeping, copies of information contained in the official personnel file may be kept at the employee's work location. Upon an employee's relocation to another work location, only the employee's official personnel file may be transferred to the employee's new work location. In accordance with Section 2 below, upon the employee's request, such file may be reviewed by the employee prior to the transfer of the file. Material pertaining to an employee's conduct, performance, and/or of a disciplinary nature shall be identical in both the local and official files. Under no circumstances shall an employee's medical file be contained in the employee's personnel file; however, records of personnel actions based upon medical information may be kept in the personnel file. Grievance forms and decisions shall not be contained in an employee's personnel file. All material placed in a personnel file shall either be signed by the employee indicating receipt of a copy of same or his/her certified representative with the written consent of routinely supplied to the employee, may inspect that except material related to routine non-disciplinary personnel transactions. For purposes of this Article, notes kept by a supervisor shall not be considered a personnel file. Such notes shall be kept in a confidential manner and shall be considered the property of the maker of such notes, and shall be placed in the employee's personnel file with only if the exception employee is provided a copy and shall not be used for purposes of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by discipline unless placed in the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed official personnel file. If an employee disagrees with anything contained in his/her personnel file, the employee may seek removal or correction of same. The If no agreement is made to remove or correct the information, the employee shall acknowledge that he/she has read such material by affixing may submit a written statement explaining his/her signature on position, and it shall be entered into the copy to be filed, with file and/or the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee Employee may file a grievance regarding any such document within the prescribed time limits removal or correction of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdictioninformation." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her certified Union representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. Employees shall normally request such files forty-eight (48) hours in advance of such inspection. An employee shall be advised of, and entitled to readread any statement, any written statement by the employee's supervisor or departmental Management regarding management, on his/her work performance or conduct if such statement is to be placed in filed. No such statement shall be filed before all County appeal rights are exhausted. If such a statement is inadvertently filed before all County appeal rights are exhausted, the employee may request sealing of the applicable portions of his/her personnel filefile by the Civil Service Commission. The request for sealing may be made after a decision on the appeal has been rendered. All such statements on which filing is delayed pending completion of the County appeal process, shall be filed upon the rendering of a decision, if such decision upholds the statement or charges against the employee in whole or, if upheld in part, it shall be filed as amended. The employee shall acknowledge that he/she has read reading such material by affixing his/her signature on the actual copy to be filed, with the understanding that such signature merely signifies that he/she the employee has read the material to be filed but and does not necessarily indicate agreement with its content. If the employee refuses to signinitial, the supervisor shall note his/her will sign, noting the refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedureemployee to initial. If Any employee shall have the employee fails right to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be rebut in writing material placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except and such rebuttal shall be added to such file. Disciplinary action includes a letter of warning, written reprimand, suspension, demotion, or discharge. If the department takes disciplinary action against an employee, the department, upon request of the employee, will furnish the employee a copy of all documents or written statements used by the department as such may a basis for its action. All correspondence of commendation shall be entered as a permanent part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her employee's personnel file, except where they are shown to be frivolous. In that case, they shall be returned to the employee. At the time of conferences, meetings, or hearings held for the purpose of disciplinary action as defined in the paragraph above or which the employee believes may request and result in disciplinary action, the employee shall have any written warnings or reprimand(s) issued more than two (2) years prior the right to representation, including Union representation. Any document that was mistakenly placed in the employee's personnel file shall be removed from his/her the personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill Department of Rights shall comply with its provisionsHuman Resources upon the written request of the employee and the employee's appointing authority.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled have the right to read, any written statement by view the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature contents of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee except for previous employment data, references, and letters of recommendation, at which time a representative of the Association may be present when requested by the employee. At the employee's request and expense, the employee will receive a copy of any document in the employee's file except for previous employment data, references, and letters of recommendation. The Superintendent shall establish and maintain one (1) personnel file. There shall not be an electronic filing of personnel files. The employee shall have any written warnings issued more than one year prior placed in an envelope and sealed the right to dispute the accuracy, relevance, completeness, or timeliness of information contained in his/her personnel file except file. The Superintendent must make an immediate investigation as such may be a part of an official permanent record. On to the face appropriateness of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent disputed information and immediately notify the employee of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents results of the sealed envelope will investigation and the action to be destroyed shall also appear on taken. If the face of envelope. That date shall be two (2) years from employee is not satisfied with the date of issue results of the documents in investigation, the sealed envelopeemployee may attach a statement to the disputed document. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed the removal of records of disciplinary actions and/or complaints from his/her personnel file except after two (2) years have elapsed since the original placement of the item in the file on the basis that the employee has not exhibited behavior that is the same or similar to that behavior referenced in the record to be considered for removal. The request must be in writing and will be acted on within ten (10) days of receipt by the Superintendent. If review shows that the facts bear out the employee's request, the item will be removed. Records involving work place violence or abuse, discrimination or harassment, or drug or alcohol use shall not be subject to removal as such may set forth above (i.e., they will remain in the personnel file). There will be a part "chain of an official permanent recordcommand" for all Bargaining Unit Members. All departments employing peace officers covered by Such a list shall be in writing, communicated to all support staff, and posted appropriately in designated areas. Neither custodial personnel nor any other Bargaining Unit Member shall be required to maintain, clean, or repair personal property (i.e., furniture, appliances, carpet [except routine sweeping], animals, or plants) of any Columbiana Exempted Village staff member. It shall be the Peace Officers Bill responsibility of Rights building administrators to notify building employees regarding this section of the agreement. The main offices and libraries shall comply with its provisionsnot be used as detention rooms.

Personnel Files. ‌ An The District and the Association agree that confidentiality in observation and evaluation promotes full and fair compliance with the Basic Education Act and that objective observation and evaluation is a vital governance issue, which may be substantially and irreparably damaged by public disclosure of specific observations, evaluations and personnel files. The parties further agree that in order to protect the privacy rights of the individual employees, confidentiality is necessary. Therefore, in compliance with RCW 42.56.210 and RCW 42.56.540, and RCW 28A.150.230 (2-a), the District agrees to exercise best efforts to protect employee rights consistent with the law. Processed grievances, garnishments, and attachments of wages will be kept separate from the employee’s personnel file. There will be only one personnel file, which will be kept in the district’s central office. There will be no secret or alternative files kept in the district. However, this will not preclude administrators from keeping working files for their own use. All working files will be subject to the employee's inspection, with exclusive right of response by the employee. Employees or former employees shall upon request have the right to inspect all contents of their complete personnel files kept within the District. Anyone, at the employee’s request, may be present in this review. Any derogatory material, except criminal investigations, not shown to the employee within ten (10) days after receipt or composition shall not be allowed as evidence in any grievance or in any disciplinary action against such employee. A certificated employee shall have the right to attach his/her certified representative with own written comments relating to material in the written consent file. Correspondence or other materials making reference to an employee’s competence, character or manner will not be kept or placed in the personnel file and/or working file without the employee’s knowledge and the employee will have the right of the addendum of all items in the files. Derogatory materials, except evaluations, will be removed from the employee, may inspect that employee's ’s personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her request two years (or more) from the date of the circumstances or event that precipitated the placement of the material provided there has been no reoccurrence or misconduct. Findings relating to actions or misconduct against children will remain in the file. The employee may work performance with the executive director of human resources, or conduct if such statement is designee, to be placed in add material to, or delete material from, his/her personnel file. The employee shall acknowledge Any material except that he/she has read such material required by affixing his/her signature on the copy to statute or placed as a result of disciplinary action, will be filedremoved, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to signif so requested in writing, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to from the employee's refusal to sign. The employee may ’s file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from after its initial placement. At the date of issue end of the documents current school year, material contained in an administrative working file will be destroyed or moved to the sealed envelopepersonnel file. An This excludes material in an open, ongoing investigation. The superintendent or designee and the employee on reviewing and his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her designee will sign an inventory sheet to verify contents of the personnel file except as such may be a part at the time of an official permanent record. All departments employing peace officers covered inspection by the Peace Officers Bill employee. Central office administrators will review the contract language regarding personnel files and working files with building administrators at the beginning of Rights shall comply with its provisionseach school year.

Personnel Files. ‌ An employeeOne official personnel file will be kept for each Bargaining Unit Member. Upon request, or his/her certified representative with each Bargaining Unit member shall have the written consent right to review the contents of the employee, may inspect that employeeBargaining Unit Member's own personnel file with the exception of all material obtained from other employers and agencies may, at the time that employee was hiredBargaining Unit Member's own expense, have a copy made of any item therein. An employee Such review shall be advised ofduring normal business hours (but not including the times when Bargaining Unit Members have instructional responsibilities), and entitled to read, any written statement by in the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature presence of a witness to the employee's refusal to sign. The designated employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedureBoard. If Such review may be deferred for a reasonable period if inconvenient for the employee fails to file a grievance within the designated time limits, the document becomes part appropriate employees of the official fileBoard responsible for the maintenance and integrity of such records. If A representative of the employee does file Association may, at the Bargaining Unit Member’s request, accompany the Bargaining Unit Member in this review. All evaluations affecting a grievance within the designated time limits, said document Bargaining Unit Member shall not be placed in the Bargaining Unit Member's official personnel file nor referenced provided that prior to or concurrent therewith the Bargaining Unit Member shall be given a copy of such material being placed in the file. The Bargaining Unit Member shall acknowledge the same, and shall have an opportunity to place a written response to these or any Performance Evaluation or Appraisal of Promotability until other materials placed in the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions Bargaining Unit Members file, provided such response is submitted within forty (40) calendar days of the Grievance Procedure unless they involve violation Bargaining Unit Members receipt of a specific provision of this agreementthe evaluative material, which deadline shall be extended if the Bargaining Unit Member is not reasonably able to prepare such response. Management agrees that no properly used full paid sick leave used in No material shall be permanently removed from the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her official personnel file except as such may be a part of an official permanent record. On without the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date Bargaining Unit Member and the contents of the sealed envelope will be destroyed shall also appear on the face of envelopeBoard. That date An inventory shall be two made of all evaluatory materials added to the file. Notification of any addition of non-evaluative material to the personnel file shall be made within three (23) years from school days of any addendum. During the date summer any additions to the personnel file shall be mailed to the Bargaining Unit Member. Such mailings shall be within three (3) business days. Alternatively, the Bargaining Unit Member shall be advised by telephone of issue of additions to the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her his certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management management regarding his/her his work performance or conduct if such statement is to be placed in his/her his personnel file. The employee shall acknowledge that he/she he has read such material by affixing his/her his signature on the copy to be filed, with the understanding that such signature merely signifies that he/she he has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her his refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her his personnel file, an employee may request and have any written warnings and/or written reprimands issued more than one year two years prior placed in an envelope and sealed in his/her removed from his personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employeeThe official personnel file for each faculty member shall be maintained by the District, or his/her certified representative and that file shall be located at the District headquarters. This paragraph, however, shall not preclude the maintenance of operational files of faculty by their respective unit administrators and all lawful payroll records by the business office. The operational files shall not contain faculty medical information and shall not be used to initiate disciplinary proceedings. Only the HR Employee Services office staff, the individual faculty member, the immediate unit administrator, the appropriate vice president, the college president, and the District Chancellor shall have access to the file. All parties having access to the file shall exercise great care to protect the confidentiality of materials in the file. Faculty may review the contents of their own personnel file by appointment with the written consent District HR Employee Services office. Upon the faculty member's request, a representative of the employee, AFT may inspect that employee's personnel be present when the file with the exception of all material obtained from other employers and agencies at the time that employee was hiredis being reviewed. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee Information may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official personnel file nor referenced only after a copy has been provided to the faculty member and only after opportunity of at least one (1) calendar week has been provided to sign and date the material and to attach any written response or other documents related to the information in any Performance Evaluation question. The faculty member's signature shall be deemed only an acknowledgment that he or Appraisal of Promotability until she has seen the grievance procedure or civil service appeal rights have material and has been exhaustedprovided such opportunity to respond. Grievances filed under this provision The signature shall not be subject to signify that the Arbitration provisions faculty member necessarily agrees with the content of the Grievance Procedure unless they involve violation material. Placement of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used information in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may must be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two made within thirty (230) years calendar days from the date of issue of that the documents faculty was given the opportunity to sign. Except in extraordinary, emergency situations, no action may be taken against a faculty member unless such action is based on materials that have been placed properly in the sealed envelope. An employee on reviewing his/her personnel file. Faculty shall be given a copy of any employment notice affecting their employment status. At any time upon mutual agreement between the District and the faculty member, may request and have any written warnings or reprimand(s) issued more than two (2) years prior document will be removed immediately from his/her the District personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionsfile.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her his signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her his personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her his personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "read, “The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." ” The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on On reviewing his/her personnel file, an employee may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered Upon adoption of this Memorandum of Understanding by the Peace Officers Bill Board of Rights shall comply with its provisionsSupervisors, an employee in reviewing his/her personnel file may request and have any written reprimands issued more than two years prior removed from his/her personnel file, except as such may be a part of an official permanent record.

Personnel Files. ‌ An For the purpose of this section, the term “personnel file” refers to the District’s official file for each employee, or his/her certified representative with which is kept at the written consent District’s main office. The term “working file” refers to an evaluator’s file, which is kept at a work site. The content of the working file may be reviewed at any time by the evaluator and employee. Employees or former employees shall, upon request, have the right to inspect all contents of their complete personnel file kept within the District as well as employment references leaving the District. Upon request, a copy of any documents contained therein shall be furnished to the employee at cost. Anyone, at the employee’s request, may inspect that be present at this review, which may be in the presence of an administrative staff member. Each employee's personnel file with shall contain the following items of information as a minimum; evaluation reports, annual contracts, a copy of current teaching certificate, transcripts of academic records, and disciplinary actions. An employee may seek to have any such material removed. No evaluation, correspondence, or other material containing disparaging remarks about an employee shall be placed in either file without the employee’s knowledge and right to attach his or her signed written comments. With the exception of evaluation reports, all material obtained from other employers derogatory information and agencies at information forming the time that employee was hired. An employee basis for any reprimand, warning, discipline, or adverse effect shall be advised ofremoved from the personnel file after three (3) years from the date of entry and from the working file after one (1) year from date of entry. However, and entitled if other such instances occur during the respective time periods, this timeline will begin from the latest entry. This paragraph shall not be construed as applying to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is information required to be placed in his/her personnel fileretained by RCW 28A.400.301. For the purposes of this paragraph, Appendix 8 shall be considered an evaluation report for those employees on short form evaluation for whom the evaluator elects to utilize subsection 8.6.2.1. Electronic drafts of appendices 8, 9, and/or 10 are excluded from the operation of this section. The employee shall acknowledge that he/he or she has read such material by affixing his/his or her signature and the date on the actual copy to be filed, with the understanding . It is understood that such a signature merely signifies that he/she the employee has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdictionfiled." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employeeThe official personnel file for each faculty member shall be maintained by the District, or his/her certified representative and that file shall be located at the District headquarters. This paragraph, however, shall not preclude the maintenance of operational files of faculty by their respective unit administrators and all lawful payroll records by the business office. The operational files shall not contain faculty medical information and shall not be used to initiate disciplinary proceedings. Only the Employee Services office staff, the individual faculty member, the immediate unit administrator, the appropriate vice president, the college president, and the District Chancellor shall have access to the file. All parties having access to the file shall exercise great care to protect the confidentiality of materials in the file. Faculty may review the contents of their own personnel file by appointment with the written consent District Employee Services office. Upon the faculty member's request, a representative of the employee, AFT may inspect that employee's personnel be present when the file with the exception of all material obtained from other employers and agencies at the time that employee was hiredis being reviewed. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee Information may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official personnel file nor referenced only after a copy has been provided to the faculty member and only after opportunity of at least one (1) calendar week has been provided to sign and date the material and to attach any written response or other documents related to the information in any Performance Evaluation question. The faculty member's signature shall be deemed only an acknowledgment that he or Appraisal of Promotability until she has seen the grievance procedure or civil service appeal rights have material and has been exhaustedprovided such opportunity to respond. Grievances filed under this provision The signature shall not be subject to signify that the Arbitration provisions faculty member necessarily agrees with the content of the Grievance Procedure unless they involve violation material. Placement of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used information in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may must be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two made within thirty (230) years calendar days from the date of issue of that the documents faculty was given the opportunity to sign. Except in extraordinary, emergency situations, no action may be taken against a faculty member unless such action is based on materials that have been placed properly in the sealed envelope. An employee on reviewing his/her personnel file. Faculty shall be given a copy of any employment notice (ENSRC) affecting their employment status. At any time upon mutual agreement between the District and the faculty member, may request and have any written warnings or reprimand(s) issued more than two (2) years prior document will be removed immediately from his/her the District personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionsfile.

Personnel Files. ‌ An employee, or his/her his certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her his work performance or conduct if such statement is to be placed in his/her his personnel file. The employee shall acknowledge that he/she he has read such material by affixing his/her his signature on the copy to be filed, with the understanding that such signature merely signifies that he/she he has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her his refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration arbitration provisions of the Grievance Procedure grievance procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her his personnel file, an employee may request and have any written warnings issued more than one year two years prior placed in an envelope and sealed in his/her removed from his personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An The City shall maintain two (2) personnel files on each employee, or an official file in the Human Resources Department and a departmental file at the department. The personnel files shall be maintained at a location identified to each employee by the City. Upon request by an employee, the employee and/or his/her certified authorized representative with may review the written consent personnel files during regular office hours except where denial of the access is authorized by statute. No other personnel files other than that permitted by this provision may be kept on an employee, may inspect that . Information contained in an employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised ofconfidential and available for inspection only to authorized management personnel, the supervisor of the employee and entitled the City’s attorneys; except, however, that information in an employee's personnel file may be released pursuant to readcourt order, any written statement subpoena, or with a release signed by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee department shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If notify the employee refuses of the existence of such court order, subpoena, or a motion for court order to sign, gain access to the supervisor shall note his/her refusal on personnel file prior to the copy to be filed along with the supervisor's signature and the signature release of a witness any information. No material which relates to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limitsconduct, the document becomes part of the official file. If the employee does file a grievance within the designated time limitsattitude, said document shall not be placed in the official file nor referenced in any Performance Evaluation work performance, or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed included in his/her personnel file except as without being signed and dated by the author of such may material. Before such material is placed in the employee's file, the department head or designated authority shall provide the employee the opportunity to review the material and sign and date it. A copy of such material shall be a part of an official permanent recordprovided to the employee. On The employee shall have the face right to insert in his/her file within thirty (30) calendar days of the sealed envelope employer placing an item in the file, supplementary material and a written response to any item in the file. Such response shall remain attached to the material it shall read "The contents herein supplements for as long as the material remains in the file. Retention of Materials. Internal affairs investigations shall be disclosed only upon written consent of the subject employee or by subpoena or kept in a separate file under complainant's name and shall be purged and destroyed after five (5) years. All personnel records dealing with disciplinary actions that affect payroll, leave balances, etc, personnel transaction forms, and voluntary-nonvoluntary deduction forms shall be maintained permanently. All other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will information shall be destroyed shall also appear on the face of envelope. That date shall be two after five (25) years from the date of issue filed. Written reprimands shall be destroyed after five (5) years if no further discipline or similar reprimands have been filed within the five (5) year period. If there are other similar documents on file, the written reprimands cannot be destroyed until five (5) years after the most recent occurrence. Counseling memos are considered to be part of the documents performance evaluation process and can be included in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by evaluation document at the Peace Officers Bill of Rights shall comply with its provisionssupervisor's discretion.

Personnel Files. ‌ An employeeEmployees or former employees shall, upon request, have the right to inspect all contents of their personnel file within the District. Personnel files shall be inspected in the presence of an administrator or his/her certified representative with designee in the written consent Business Office. Upon request, a copy of any documents contained therein shall be afforded the employeeemployee at the District's expense. No secret, may inspect that duplicate, alternate or other personnel file shall be kept anywhere in the District. A separate file for processed grievances, if any, shall be kept apart from the employee's personnel file with the exception of all material obtained from other employers and agencies file. Anyone, at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to request, may be placed in his/her personnel filepresent at this review. The employee shall acknowledge that he/she has read such Any derogatory material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior shown to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a after receipt or after completion of an investigation shall not be allowed as evidence in any grievance regarding or in any disciplinary action against such documentemployee. On reviewing No evaluation, correspondence, or other material making derogatory references to an employee's competence, character, or manner shall be kept or placed in the employee's personnel file without the employee's knowledge and exclusive right to attach his/her personnel fileown written comments. Upon request by the employee, the Superintendent or designee shall sign an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her inventory sheet to verify contents of the personnel file except as such may be a part at the time of an official permanent record. On said inspection by said employee, providing the face of the sealed envelope it shall read "The contents herein inventory shall be disclosed only upon provided by the employee and verified by the District. Nothing shall be copied from an employee’s personnel file without the written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelopethat employee. That date All derogatory materials shall be two purged from an Employee’s file after three (23) years of date of material unless a shorter time is stated in the written documentation, providing that there are no repetitions within three (3) years; however, such deletion shall not occur while any school, OSPI, or law enforcement investigation or proceeding is in progress. Records of any investigative action, as required by law, in which records must be kept, shall be maintained in a separate file from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her employee’s personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionsafter three (3) years.

Personnel Files. ‌ Paraprofessional files shall be maintained under the following conditions in accordance with MGL Chapter 149 Section 52C. MA Law xxxxx://xxxxxxxxxxxxx.xxx/Laws/GeneralLaws/PartI/TitleXXI/Chapter149/Section52C An employee, or his/her certified representative with the written consent employer shall notify an employee within 10 days of the employee, may inspect that employer placing in the employee's personnel file record any information to the extent that the information is, has been used or may be used, to negatively affect the employee's qualification for employment, promotion, transfer, additional compensation or the possibility that the employee will be subject to disciplinary action. An employer receiving a written request from an employee shall provide the employee with the exception an opportunity to review such employee's personnel record within 5 business days of all material obtained from other employers and agencies such request. The review shall take place at the time that employee was hiredplace of employment and during normal business hours. An employee shall be advised of, and entitled to read, any written statement by given a copy of the employee's supervisor or departmental Management regarding his/her work performance or conduct if personnel record within 5 business days of submission of a written request for such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to the employer. An employer shall not be filed, with the understanding that such signature merely signifies that he/she has read the material required to be filed but does not necessarily indicate agreement with its content. If the allow an employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to review the employee's refusal personnel record on more than 2 separate occasions in a calendar year; provided, however, that the notification and review caused by the placing of negative information in the personnel record shall not be deemed to signbe 1 of the 2 annually permitted reviews. If there is a disagreement with any information contained in a personnel record, removal or correction of such information may be mutually agreed upon by the employer and the employee. If an agreement is not reached, the employee may submit a written statement explaining the employee's position which shall thereupon be contained therein and shall become a part of such employee's personnel record. The employee may file statement shall be included when said information is transmitted to a grievance regarding any such document within third party as long as the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes original information is retained as part of the official file. If an employer places in a personnel record any information which such employer knew or should have known to be false, then the employee does file shall have remedy through the collective bargaining agreement, other personnel procedures or judicial process to have such information expunged. The provisions of this section shall not prohibit the removal of information contained in a grievance within personnel record upon mutual agreement of the designated time limits, said document employer and employee for any reason. Official grievances shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her individual's personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as nor shall such may be a grievance become part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee any other file or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents record which is utilized in the sealed envelope. An employee on reviewing his/her personnel filepromotion process, may request and have nor shall it be used in any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionsrecommendation for job placement.

Personnel Files. ‌ An employee or the employee, ’s Association representative (Association Officers or his/her certified representative Shop Stewards) with the written consent of the employee, may inspect that shall be entitled to review all of the employee's ’s existing personnel file with the exception of all material obtained from other employers and agencies at the time that folders upon request. The employee was hired. An employee shall shall, in advance, be advised of, and entitled to readread and challenge, any all statements written statement by the employee's supervisor ’s supervisor, division head, bureau head, or departmental Management regarding his/her department head, of the employee’s work performance or conduct conduct, if such statement is to be placed in his/her the employee’s file. An employee may submit a written rebuttal, which contest the written statements made about the employee. The written rebuttal shall be placed in the employee’s personnel file. The Rebuttals must be submitted within twenty (20) working days of the employee receipt of the written reprimand. Written reprimands are not subject to the Grievance Procedure. At the employee’s written request, written reprimands may be sealed if no further disciplinary action directly relating to the original written reprimand has been taken against the employee within three (3) years following the issuance of the memoranda. Disciplinary actions, including written reprimands, that involve violations of the City’s harassment, discrimination, retaliation, violence or theft in the work place policies shall acknowledge not be sealed under any circumstances. Any item that he/she has read such material by affixing his/her signature on is sealed shall be removed from access from personnel except the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its contentDepartment Head or designee. If the employee refuses to signbelieves this section is being misinterpreted or misapplied, or if there is material in the personnel file that should be removed or sealed, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document pursuant to Article Seven. However, the grievance resolution shall be final and binding at the Department of Human Resources level unless there is some other alleged violation of the MOU within the prescribed grievance. Written reprimands shall be served on an affected employee within a reasonable period of time limits and not later than ninety (90) days after the manager discovers the incident(s) which supports the written reprimand. Any day the employee is off work due to sick, vacation, holiday, bereavement or CTO leave shall be excluded from the ninety (90) day limit. Notwithstanding the foregoing, the City may extend the ninety (90) day period in cases requiring significant investigation. If an employee believes the reprimand was not served in a reasonable time, the employee can only appeal the timeliness of the grievance procedureservice to the Director of Human Resources or designee. If the employee fails to file a grievance within the designated time limits, the document becomes part The decision of the official file. If the employee does file a grievance within the designated time limits, said document shall Director of Human Resources or designee is final and not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdictionarbitration." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employeeThere shall be only one personnel file whose contents may be used in making, or his/her certified representative with supporting, and/or substantiating personnel decisions. This file shall be maintained in the written consent office of the employeeBoard and its contents must be accurate, may inspect that employee's personnel file with relevant, timely, and complete. It shall contain a record indicating who has reviewed it, the exception of all material obtained from other employers date reviewed, and agencies at the time that employee was hiredreason for such review. An employee Employees shall be advised of, and entitled notified of any non-administrative individual requests to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing review his/her personnel file, an it being mutually understood that this provision is not intended to interfere with the Board’s compliance with Ohio Revised Code Section 149.43 in response to public records requests. Any employee may request and shall have any written warnings issued more than one year prior placed in an envelope and sealed in the right to review with the Superintendent or his/her designee the contents of his/her personnel file except as such may be a part of an official permanent recordand shall have the right to attach comments to any contents in the file. On All materials placed in the face of the sealed envelope it shall read "The contents herein personnel file shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from dated with the date of issue of the documents placement in the sealed envelopefile and shall be initialed by the person placing the item in the file. An Any document or notation placed in the personnel file (fall under Public Records Law) which adversely reflects upon the employee’s conduct, service, character, shall be reported to the employee on reviewing hisand he/her personnel fileshe will be permitted to read the document or notation. The employee will acknowledge having read the material by signing it and has the right to attach a response. After five (5) years, the employee may request and have any written warnings or reprimand(s) issued more than two (2) years prior in writing to the superintendent that copies of reprimands be removed from his/her personnel file. If the superintendent finds no evidence of similar incidences, he/she may remove it. If there is a question as to whether or not the reprimands should be removed, the employee may request a hearing with the Superintendent. The employee may be represented by the Association. An employee shall be entitled to a copy of any material in his/her file except employment recommendations. Such copies shall be marked as issued to the employee and the employee shall be solely liable for dissemination of such marked copy. Administrators may maintain files on employees under their direct supervision. The contents of these files must be accurate, relevant, timely, and complete and each employee shall have the right to (1) review the contents of any such file; (2) have comments attached to the contents of any such file; and (3) have copies of the contents of any such file. Such copies shall be marked as issued to the employee and the employee shall be solely liable for dissemination of such marked copy. All materials placed in these files shall be dated with the date of placement in the files and shall be initialed by the person placing the item in the files. An administrator’s personal notes or records about an employee are not a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill central office or building personnel file and are not subject to the requirements of Rights shall comply with its provisionsthis section.

Personnel Files. ‌ An employeeThe District will maintain the unit member's official District personnel file in a central location. Subject to the conditions outlined herein, or his/her certified representative with the written consent of the employee, may inspect that materials in an employee's personnel file are to be made available for inspection by the unit member. Unit members shall have the right to inspect these materials upon request provided that such request is made at and for a time when the person is not actually required to render services to the District. Such materials are not to include ratings, reports or records which: 1) were obtained prior to the employment of the person involved, 2) were prepared by identifiable examination committee members, or 3) were obtained in connection with a promotional examination. Materials placed in a unit member's file shall be signed and dated by the exception person or persons who prepared the materials. Information of all material obtained from other employers a derogatory nature, except for the excluded materials indicated above, shall not be entered or filed unless and agencies at until the time that employee was hiredis given notice and an opportunity to review and comment upon the materials. An employee shall be advised ofhave the right to enter, and entitled have attached to readany derogatory statement, any their own comments thereon. Upon request by the unit member a review of such derogatory materials shall take place during conference or preparation period or other non-teaching time and the employee shall be released from duty for this purpose without reduction in salary. The unit member may also conduct such review during non-working time, provided it is during normal business hours. The obligation to provide notice and an opportunity to review is satisfied by a statement attached or affixed to the material informing the employee that the material will be placed in the unit member's personnel files ten (10) days from notification and that within that time the unit member may submit a written statement by response which shall be attached to the materials and placed along with them in the personnel file. Failure to submit such written response within the ten (10) days constitutes a waiver of the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is right to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its contentdo so. If the employee refuses to signunit member alleges that the material is false and/or unfounded, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file initiate a grievance regarding any such document within to determine the prescribed time limits truth or falsity of the grievance procedureinformation. If the employee fails Grievance Procedure establishes the truth of such materials, the unit member shall be foreclosed from contesting the truth of such materials in any subsequent administrative or legal proceedings. The right to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.apply to:

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to receive and read, any written statement by the employee's supervisor or departmental Management management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has they have read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "“The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." ” The date the contents of the sealed envelope will be destroyed shall also appear on the face of the envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on On reviewing his/her personnel file, an employee may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionsEmployees may review their personnel files while on work time.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that the employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's ’s supervisor or departmental Management management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The Prior to its placement in the personnel file, the employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's ’s signature and the signature of a witness to the employee's ’s refusal to sign. The employee will be given a copy of any material to be placed in his/her personnel file, prior to its placement in the file. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Within 30 days of his/her knowledge of a written statement regarding employee performance or conduct, the employee is entitled to place a written statement in his/her file stating reasons for disagreement with the written statement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope envelope, it shall read "“The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." ” The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee employee, on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. The annual Performance Evaluation must be prepared and signed by a County employed Management physician/dentist. All departments employing peace officers covered disciplinary actions taken against a physician/dentist must be reviewed and approved by the Peace Officers Bill of Rights shall comply with its provisionsa Management physician/dentist.

Personnel Files. ‌ An employeeEmployee(s), or his/her certified a TCDSA representative with the written consent of the employeeemployee(s), may inspect that employee's shall be entitled to review the contents of their official departmental or County personnel file and any other formal file relating to their work performance at reasonable intervals, upon request, during hours when the Human Resources & Development Department is open for business. Such review shall not interfere with the exception normal business of all material obtained the department. It is further understood and agreed that documents such as reference letters and background investigations, are exempt from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement review by the employee's supervisor employee or departmental Management regarding his/her work the Association. No disciplinary document (i.e., Formal Reprimand, Notice of Proposed Disciplinary Action of Suspension, Demotion or Dismissal) and no counseling document (i.e., performance or conduct if such statement is to appraisal form and/or Memorandum of Counseling) shall be placed in his/her an employee's official departmental or County personnel filefile until such employee has had the opportunity to review the document and discuss it with the issuing party. The employee shall acknowledge that he/she has read such material by affixing his/her manual signature on the actual copy to be filed, with the understanding . The material shall state that such signature merely signifies that he/she has read the material to be filed but and that such signature does not necessarily indicate agreement with on its contentcontents. If The material shall also state that the employee refuses may submit comments for attachment to sign, the supervisor filed material. Refusal by the employee to sign the material shall note hisbe so noted. A copy of the annotated material shall be given/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness sent to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until Materials and/or documents determined through the grievance procedure or civil service through other formal appeal rights have been exhausted. Grievances filed under this provision shall not process(es) to be subject to inappropriate shall, upon written request from the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will employee, be referenced on such formssealed. The employee may attach his/her statement to will be notified in writing when the sealing has been accomplished. Upon an employee’s request, a Memorandum of Counseling that is four years or older and that has not been used as a basis for any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, subsequent disciplinary action shall be immediately removed from an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her employee’s official personnel file except as such may be a part of an official permanent record. On at the face of Human Resources & Development Department and from any file at the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdictionSheriff’s Office." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her certified representative representative, with the written consent of the employee, may inspect that employee's ’s personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. A reasonable number of employee reviews can occur on County time. An employee shall be advised of, and entitled to read, and receive a copy if requested, any written statement by the employee's ’s supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's ’s signature and the signature of a witness to the employee's ’s refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall will not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used taken in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on an Appraisal of Promotability or a Performance Evaluation or attached to such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one (1) year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "“The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." ” The date that the contents of the sealed envelope will be destroyed shall also appear on the face of the envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.two

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that the employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management management regarding his/her his work performance or conduct if such statement is to be placed in his/her his personnel file. The employee shall acknowledge that he/she he has read such material by affixing his/her his signature on the copy to be filed, with the understanding that such signature merely signifies that he/she he has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her his refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope enveloped will be destroyed shall also appear on the face of the envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by Management agrees that no properly used full paid sick leave used in the Peace Officers Bill twelve months immediately prior to an Appraisal of Rights shall comply with its provisionsPromotability or a Performance Evaluation will reference on such forms.

Personnel Files. ‌ An The City shall maintain two (2) personnel files on each employee, or a permanent file in the Human Resources Department and a departmental file. The personnel files shall be maintained at a location identified to each employee. Upon request by an employee, the employee and/or his/her certified authorized representative with may review the written consent personnel files during regular office hours except where denial of the access is authorized by statute. No other personnel files other than that permitted by this provision may be kept on an employee, may inspect that . Information contained in an employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised ofconfidential and available for inspection only to authorized management personnel, the supervisor of the employee and entitled the City’s attorneys; except, however, that information in an employee's personnel file may be released pursuant to readcourt order, any written statement subpoena, or with a release signed by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee department shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If notify the employee refuses of the existence of such court order, subpoena, or a motion for court order to sign, gain access to the supervisor shall note his/her refusal on personnel file prior to the copy to be filed along with the supervisor's signature and the signature release of a witness any information. No material which relates to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limitsconduct, the document becomes part of the official file. If the employee does file a grievance within the designated time limitsattitude, said document shall not be placed in the official file nor referenced in any Performance Evaluation work performance, or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed included in his/her personnel file except as without being signed and dated by the author of such may material. Before such material is placed in the employee's file, the department head or designated authority shall provide the employee the opportunity to review the material and sign and date it. A copy of such material shall be a part of an official permanent recordprovided to the employee. On The employee shall have the face right to insert in his/her file within thirty (30) calendar days of the sealed envelope employer placing an item in the file, supplementary material and a written response to any item in the file. Such response shall remain attached to the material it shall read "The contents herein supplements for as long as the material remains in the file. Retention of Materials. Internal affairs investigations shall be disclosed only upon written consent of the subject employee or by subpoena or kept in a separate file under complainant's name and shall be purged and destroyed after five (5) years. All personnel records dealing with disciplinary actions that affect payroll, leave balances, etc., personnel transaction forms, and voluntary-nonvoluntary deduction forms shall be maintained permanently. All other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will information shall be destroyed shall also appear on the face of envelope. That date shall be two after five (25) years from the date of issue filed. Written reprimands shall be destroyed after five (5) years if no further discipline or similar reprimands have been filed within the five (5) year period. If there are other similar documents on file, the written reprimands cannot be destroyed until five (5) years after the most recent occurrence. Counseling memos are considered to be part of the documents performance evaluation process and can be included in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by evaluation document at the Peace Officers Bill of Rights shall comply with its provisionssupervisor's discretion.

Personnel Files. ‌ An employee, employee or his/her his certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management management regarding his/her his work performance or conduct if such statement is to be placed in his/her his personnel file. The employee shall acknowledge that he/she he has read such material by affixing his/her his signature on the copy to be filed, with the understanding that such signature merely signifies that he/she he has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her his refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability files until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed Grievance under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her his personnel file, an employee may request and have any written warnings issued more than one year two years prior placed in an envelope and sealed in his/her removed from his personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her certified a Union representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. Employees shall normally request such files forty-eight (48) hours in advance of such inspection. An employee shall be advised of, and entitled to readread any statement, any written statement by the employee's supervisor or departmental Management regarding management, on his/her work performance or conduct if such statement is to be placed in filed. No such statement shall be filed before all County appeal rights are exhausted. If such a statement is inadvertently filed before all County appeal rights are exhausted, the employee may request sealing of the applicable portions of his/her personnel filefile by the Civil Service Commission. The request for sealing may be made after a decision on the appeal has been rendered. All such statements on which filing is delayed pending completion of the County appeal process, shall be filed upon the rendering of a decision, if such decision upholds the statement or charges against the employee in whole or, if upheld in part, it shall be filed as amended. The employee shall acknowledge that he/she has read reading such material by affixing his/her signature on the actual copy to be filed, with the understanding that such signature merely signifies that he/she the employee has read the material to be filed but and does not necessarily indicate agreement with its content. If the employee refuses to signinitial, the supervisor shall note his/her will sign, noting the refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedureemployee to initial. If Any employee shall have the employee fails right to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be rebut in writing any material placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except and such rebuttal shall be added to the file. Disciplinary action includes a written reprimand, suspension, demotion, or discharge. If the department takes disciplinary action against an employee, the department, upon request of the employee, will furnish the employee a copy of all documents or written statements used by the department as such may a basis for its action. All correspondence of commendation shall be entered as a permanent part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her employee's personnel file, except where they are shown to be frivolous. In that case, they shall be returned to the employee. At the time of conferences, meetings, or hearings held for the purpose of disciplinary action as defined in the paragraph above or which the employee believes may request and result in disciplinary action, the employee shall have any written warnings or reprimand(s) issued more than two (2) years prior the right to representation, including Union representation. Any document that was mistakenly placed in the employee's personnel file shall be removed from the personnel file by the Department of Human Resources upon the written request of the employee and the employee's appointing authority. Any employee shall have the right to rebut in writing material placed in his/her personnel file except as and such may rebuttal shall be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionsadded to such file.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in removed from his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employeeThe personnel files of each bargaining unit member shall be maintained in the District's Human Resources Office. There shall be a single personnel file for each unit member. Information of a derogatory nature maintained by the District or District's Administrators in a “working file,” shall be destroyed eighteen (18) months after creation and shall not be used in any decision affecting the discipline, employment status or his/her certified representative assignment of a unit member unless that information has been entered into the personnel file in accordance with the written consent procedures below. This does not apply to items in the personnel file. Information of a derogatory nature shall not be entered or filed unless and until the unit member is given notice and an opportunity to review and comment thereon. A unit member shall have the right to enter, and have attached to any such derogatory statement, her/his own comments thereon. Materials in the personnel file of a unit member, except as noted below, shall be made available for inspection by the unit member involved. Unit members shall have the right to inspect and obtain a copy of personnel file materials. Upon authorization by the unit member, an Association representative may review the unit member's file or accompany the unit member in her/his review of the employeefile. Material which may be excluded from inspection shall be limited to ratings, may inspect that employeereports or records which: Were obtained prior to the employment of the unit member involved. Were prepared by identifiable examination committee members. Were obtained in connection with a promotional examination. All material placed in a unit member's personnel file with shall be dated and signed by the exception person who caused the material to be prepared. Material shall be added in a timely fashion and in no circumstances shall material be added that is over three (3) months old. Documents created within this three (3) months’ time limitation shall not include references to other documents or events in excess of this three (3) month limitation. The District is prohibited from basing decisions affecting the assignment, discipline, or status of employment of a unit member upon materials not contained in or events not referenced in the personnel file. Access to a unit member's personnel file shall be limited to a "need to know" basis. Access authorization must be obtained from either the Superintendent or Superintendent's designee. The contents of all material obtained from other employers and agencies at the time that employee was hired. An employee personnel files shall be advised ofkept in strictest confidence. The District shall keep a log indicating the persons who have requested to examine a personnel file, and entitled to read, any written statement as well as the dates such requests were made. Such log shall be available for examination by the employeeunit member or her/his authorized Association representative. Members of the unit shall have the right to inspect materials in their personnel files upon request, at any off-duty time when the District's supervisor or departmental Management regarding his/her work performance or conduct if such statement Human Resources Office is open. The District will provide to be placed the unit member copies of the materials in his/her personnel filefiles within five (5) working days of a written request. The employee shall acknowledge that he/she has read such material by affixing his/her signature on Upon the copy to be filed, with written request of the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to signunit member, the supervisor shall note his/her refusal on the copy District agrees to be filed along with the supervisor's signature remove and the signature destroy any materials of a witness derogatory nature which have remained in the file for five (5) years, provided that there have been no documented actions of a similar nature to the employee's refusal to sign. The employee may file a grievance regarding any such document within original complaint in that five year period, and/or provided that no legal or disciplinary actions resulted from the prescribed time limits original complaint that would necessitate the retention of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdictionrecords." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her certified representative Employees shall be permitted to inspect during normal District business hours the District's personnel files of the concerned employee kept with the school district. Inspection must take place in the presence of an authorized secretarial employee as designated by the District, except that no prearranged appointment will be necessary for such inspection to occur. Confidential letters of recommendation and other confidential records received prior to employment shall be destroyed or returned to the source. All materials placed in personnel files will have date of entry placed on them. Anyone, at the employee's request, may be present for this review. Upon request, one (1) copy of any documents contained therein shall be afforded the employee at employee expense. A copy of any District generated written consent material concerning discipline, an investigation or an evaluation will be furnished the employee at the time it is placed in the District personnel file of the employee, may inspect that employee's personnel . Any materials maintained in a District investigative file with involving an employee will be provided to the exception of all material obtained from other employers Association and agencies employee at the conclusion of the investigation. Any document added at a later time that employee was hiredwill be contemporaneously provided to the Association. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor Letters of direction or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature directives of a witness similar nature may be retained in the building administrator’s working file for up to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document one year and shall not be placed in the official employee’s personnel file nor referenced in at any Performance Evaluation or Appraisal time. At the end of Promotability until each school year, other materials from a building administrator's working file will be destroyed. Materials reviewed by the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not staff member and judged to be subject either derogatory to the Arbitration provisions staff member's conduct, service, character, or personality may be answered by the staff member in writing. Such written responses shall become a part of the Grievance Procedure unless they involve violation employee's personnel file. Any written disciplinary action taken by the District which are more than three (3) years old from the date of a specific provision the initial report of this agreement. Management agrees that the incident shall be removed from an employee's personnel file, upon request of the employee, provided said employee has no properly used full paid sick leave used related disciplinary actions in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement file during the three (3) year period. Any incident not reduced to any document writing within twenty forty-five (2045) business days if he/she chooses from the completion of the investigation of a reported incident shall not later be added to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her the personnel file, an employee investigation file, or any file maintained by the District. Upon request, employees will receive a copy of all forms signed for District and State compliance requirements. Employees believing they have not been adequately trained may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdictionadditional training before signing compliance forms." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An Employees or former employees shall, upon request and during normal District Office working hours, have the right to inspect all contents of their complete personnel file and working file kept within the District. Anyone, at the employee's request, may be present in this review. The Superintendent or his/her certified representative with designee will be present at this review. Upon request, a copy of any document contained therein shall be afforded the written consent employee at District cost. No secret personnel files shall be kept. Materials placed in the building “working files” shall be destroyed one calendar year after placement in the file. Separate files for processed grievances, disclosure statements and fingerprint reports, medical and rehabilitation reports and threatening or intimidating communication shall be kept apart from the employee's District personnel file. The principal may keep a copy of the previous year's final evaluation for each employee and the employee's response, if such exists, in a building file. When the final evaluation for the current year is complete and sent to the District Office, the previous year's evaluation and response, if any exists, shall be removed from the building file and destroyed. At no time should more than one final evaluation be kept in the building file. Employees or former employees shall, upon request and during normal working hours, have the right to inspect all contents of the building file. Anyone, at the employee’s request, may inspect that employee's be present in this review. The Principal or his/her designee will be present at this review. No secondhand, unsigned statements shall be kept in any personnel file with unless the exception District investigates the accusation and determines that the matter should be the basis of all material obtained from other employers disciplinary action or pertains to evaluation criteria and agencies at is included through the time that performance evaluation process. The District will notify an employee was hiredwithin fifteen (15) working days when materials are placed in his or her personnel files. An employee shall have the right to attach his or her response to those materials. No derogatory statement shall be advised ofkept in any employee’s file more than one (1) calendar year from the date of receipt except where there are reasons to believe that state law or state policy may have been violated or the continued practice of the same behavior may result in state law or policy being violated. However, and entitled to readthe Superintendent may, any written statement by the employee's supervisor or departmental Management regarding at his/her work performance or conduct if such discretion, remove the derogatory statement is during the one (1) year period. Fingerprint reports that are derogatory and medical and rehabilitation reports will not be kept over thirty (30) days without being shown to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement response to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document the material presented. Upon request by the employee, the Superintendent or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, office designee shall sign an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date inventory to verify the contents of the sealed envelope will be destroyed shall also appear on personnel or working file at the face time of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered inspection by the Peace Officers Bill of Rights shall comply with its provisionssaid employee.

Personnel Files. ‌ An Employees shall have the right to review by prior appointment all materials in their personnel file. A designee from the District shall be present during this review. Employees shall have the opportunity to review all materials originating from within the District before they are made a permanent part of their personnel file. No evaluation, correspondence or other material making derogatory reference to an employee, ’s character or his/manner shall be kept or placed in the personnel file without notification to the employee who will be given the opportunity to attach his or her certified representative with own comments to the written consent of document(s) placed in the personnel file. Any derogatory material not shown to an employee within fifteen (15) days after receipt or composition shall not be allowed as evidence in any grievance or in any disciplinary action against the employee. No evaluation, may inspect that correspondence or other material making derogatory reference to an employee's ’s character or manner shall be kept or placed in the personnel file with the exception employee having been provided a copy first and been provided the opportunity to attach his or her own comments. Such written response shall become part of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her ’s personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy In addition to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to signpersonnel files, the District maintains district records as evidence of handling matters related to grievances and potential litigation. These materials are kept separate from the employee’s personnel files and cannot be used to discipline employees without following the other provisions of this Agreement related to timelines, due process and progressive discipline. An employee’s supervisor shall note his/may maintain a supervisory file at his or her refusal on worksite. The supervisory file is kept for the copy to be filed along with the supervisor's signature and the signature purpose of a witness containing material pertinent to the employee's refusal to sign. The employee may file a grievance regarding any such document within ’s performance and for the prescribed time limits completion of the grievance procedureemployee’s evaluation. If the employee fails to file a grievance within the designated time limits, the document becomes part Such materials will not be retained beyond completion of the official file. If the employee does file a grievance within the designated time limits, said document shall final evaluation and will not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until personnel file. Upon request, the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation employee will be referenced on such forms. The employee may attach allowed copy(s) of materials from his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing at his/her personnel file, an expense. An employee may submit a request to the Superintendent for the removal and have destruction of any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee derogatory or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two deleterious materials any time after three (23) years from the date of issue of the documents in the sealed envelopeinclusion, except as prohibited by law. An employee on reviewing his/her personnel file, may request and shall have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered the right to appeal to the School Board if not satisfied by the Peace Officers Bill results of Rights shall comply the request. Nothing in this Agreement precludes the District from providing documents in accordance with its provisionspublic disclosure laws. The District will notify the employee prior to the release of any requested documents.

Personnel Files. ‌ An employee, or his/her certified an Association representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. Employees shall normally request such files forty-eight (48) hours in advance of such inspection. An employee shall be advised of, and entitled to readread any statement, any written statement by the employee's supervisor or departmental Management regarding management, on his/her work performance or conduct if such statement is to be placed in filed. No such statement shall be filed before all County appeal rights are exhausted. If such a statement is inadvertently filed before all County appeal rights are exhausted, the employee may request sealing of the applicable portions of his/her personnel filefile by the Civil Service Commission. The request for sealing may be made after a decision on the appeal has been rendered. All such statements on which filing is delayed pending completion of the County appeal process, shall be filed upon the rendering of a decision, if such decision upholds the statement or charges against the employee in whole or, if upheld in part, it shall be filed as amended. The employee shall acknowledge that he/she has read reading such material by affixing his/her signature on the actual copy to be filed, with the understanding that such signature merely signifies that he/she the employee has read the material to be filed but and does not necessarily indicate agreement with its content. If the employee refuses to signinitial, the supervisor shall note his/her will sign, noting the refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedureemployee to initial. If Any employee shall have the employee fails right to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be rebut in writing any material placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except and such rebuttal shall be added to the file. Disciplinary action includes a written reprimand, suspension, demotion, or discharge. If the department takes disciplinary action against an employee, the department, upon request of the employee, will furnish the employee a copy of all documents or written statements used by the department as such may a basis for its action. All correspondence of commendation shall be entered as a permanent part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her employee's personnel file, except where they are shown to be frivolous. In that case, they shall be returned to the employee. At the time of conferences, meetings, or hearings held for the purpose of disciplinary action as defined the paragraph above or which the employee believes may request and result in disciplinary action, the employee shall have any written warnings or reprimand(s) issued more than two (2) years prior the right to representation, including Association representation. Any document that was mistakenly placed in the employee's personnel file shall be removed from his/her the personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill Department of Rights shall comply with its provisionsHuman Resources upon the written request of the employee and the employee's appointing authority.

Personnel Files. ‌ An employee, or his/her his certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management management regarding his/her his work performance or conduct if such statement is to be placed in his/her his personnel file. The employee shall acknowledge that he/she he has read such material by affixing his/her his signature on the copy to be filed, with the understanding that such signature merely signifies that he/she he has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her his refusal on the copy to be filed along with the supervisor's ’s signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her this personnel file, an employee may request and have any written warnings and/or reprimands issued more than one year two years prior placed in an envelope and sealed in his/her removed from his personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her the certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her the refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, limits the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her removed from his personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her certified representative with 652 The personnel file of each employee shall be available for inspection to the written consent management of the employee, may inspect that employee's personnel file 653 District and the individual employee only with the exception of all material obtained from other employers and agencies at the time that employee was hireda public records request. An employee shall be advised ofBy 654 prior appointment, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document which shall not be placed in unreasonably withheld, the official individual employees shall 655 have the opportunity to review the contents of their personnel file nor referenced in any Performance Evaluation or Appraisal of Promotability until and copy, at their expense, 656 materials within the grievance procedure or civil service appeal rights have been exhaustedfile. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within Within ten (10) business days following days, employees shall be provided with notification of 657 new documents (excluding final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed yearly evaluations) included in his/her personnel file except as such including 658 any formal or informal complaints. (2004) 659 At the employees’ request, some other individual of the employee’s choosing may be a part of an official permanent record. On present for 660 the face review of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent file. Review of the subject personnel file will be supervised by the Superintendent or 661 his/her designee. 662 Except for the employee or the employer, requests for access to information within a personnel 663 file must be made in accordance with the Public Disclosure Act, unless the employee provides 664 written authorization for access by subpoena or other legal process from persons. The District must identify which documents in 665 the file are public documents accessible under the Public Disclosure Act and which documents, 666 such as evaluations, are not subject to public disclosure. The District must maintain a public body of competent jurisdiction." log 667 showing when and by whom access to a personnel file has occurred. The date District will notify the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be 668 employee in writing within two (2) years from days if a request for disclosure is made. 669 670 The employee will be informed of the person who made the request, what information was 671 requested, and the date of issue and time of the documents request. 672 673 The employee shall have an opportunity to attach written comments to anything in the sealed envelopefile which 674 he/she considers to be derogatory. An 676 The employee on reviewing his/her personnel file, may has a right to request and have any written warnings that a given item be removed or reprimand(s) issued more than two (2) years prior removed eradicated from his/her 677 personnel file. Should the Superintendent/designee agree with the request, the item will be 678 removed if it is within legal requirements of record keeping. 679 All written materials (except medical documentation required by law) to be placed in a single 680 personnel file except as such will originate with the management of the District or with the employee. Materials 681 originated by the management, in each instance, will be forwarded to the employee at the time 682 they are placed in the District personnel file. It is recognized that the building principal or 683 evaluator may be a part of need to maintain an official permanent recordanecdotal record in order to aid the evaluator in the evaluation 684 process. All departments employing peace officers covered anecdotal records used in the preparation of the evaluation will be attached to the 685 employee’s copy of the evaluation. (2004) 686 687 Section 11- Complaints 688 Any written complaint made against an employee or person for whom the employee is 689 administratively responsible, by any parent, student, or other person, shall be promptly called to 690 the Peace Officers Bill attention of Rights shall comply with its provisions.the employee, especially if the complaint is to be used for reasons of evaluation 691 or to be placed in the employee’s building or personnel file. (2004) 692

Personnel Files. ‌ An The City shall maintain two (2) personnel files on each employee, or a permanent file in the Human Resources Department and a departmental file. The personnel files shall be maintained at a location identified to each employee. Upon request by an employee, the employee and/or his/her certified authorized representative with may review the written consent personnel files during regular office hours except where denial of the access is authorized by statute. No other personnel files other than that permitted by this provision may be kept on an employee, may inspect that . Information contained in an employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised ofconfidential and available for inspection only to authorized management personnel, the supervisor of the employee and entitled the City’s attorneys; except, however, that information in an employee's personnel file may be released pursuant to readcourt order, any written statement subpoena, or with a release signed by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee department shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If notify the employee refuses of the existence of such court order, subpoena, or a motion for court order to sign, gain access to the supervisor shall note his/her refusal on personnel file prior to the copy to be filed along with the supervisor's signature and the signature release of a witness any information. No material which relates to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limitsconduct, the document becomes part of the official file. If the employee does file a grievance within the designated time limitsattitude, said document shall not be placed in the official file nor referenced in any Performance Evaluation work performance, or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed included in his/her personnel file except as without being signed and dated by the author of such may material. Before such material is placed in the employee's file, the department head or designated authority shall provide the employee the opportunity to review the material and sign and date it. A copy of such material shall be a part of an official permanent recordprovided to the employee. On The employee shall have the face right to insert in his/her file within thirty (30) calendar days of the sealed envelope employer placing an item in the file, supplementary material and a written response to any item in the file. Such response shall remain attached to the material it shall read "The contents herein supplements for as long as the material remains in the file. Retention of Materials. Internal affairs investigations shall be disclosed only upon written consent of the subject employee or by subpoena or kept in a separate file under complainant's name and shall be purged and destroyed after five (5) years. All personnel records dealing with disciplinary actions that affect payroll, leave balances, etc., personnel transaction forms, and voluntary-nonvoluntary deduction forms shall be maintained permanently. All other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will information shall be destroyed shall also appear on the face of envelope. That date shall be two after five (25) years from the date of issue filed. Written reprimands shall be destroyed after five (5) years if no further discipline or similar reprimands have been filed within the five (5) year period. If there are other similar documents on file, the written reprimands cannot be destroyed until five (5) years after the most recent occurrence. Counseling memos are considered to be part of the documents performance evaluation process and can be included in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by evaluation document at the Peace Officers Bill of Rights shall comply with its provisionssupervisor's discretion.

Personnel Files. ‌ An employeeEmployees may, or his/her certified representative with upon written request to the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement person designated by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her Employer, review their personnel file. The employee Employee may be accompanied by a Union representative. Such review must be made in the presence of a member of the Employee Services staff at a time, during normal business hours, that is mutually arranged between the Employee Services staff and the Employee concerned. Employees shall acknowledge that he/she has read such material by affixing his/her signature on be able to obtain copies of the copy content of their personnel file. It shall be the responsibility of each Employee to notify their supervisor, in writing, promptly of any change in address and phone number. Such change is to be filed, with acknowledged in writing by the understanding that such signature merely signifies that he/she has read supervisor at the material time the change is submitted. Any notice required to be filed but does not necessarily indicate agreement with its content. If given by the employee refuses Employer under this Agreement shall be deemed to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness have been given if forwarded to the employee's refusal Employee at the last address according to sign. The employee may file a grievance regarding any such document within the prescribed time limits records of the grievance procedureEmployer. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject J Upon written request to the Arbitration provisions person designated by the Employer from an Employee on whose record a disciplinary notation has been placed, and after the completion of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years wherein no additional disciplinary notations have been placed on the Employee’s record, such disciplinary notation shall not be the basis for further disciplinary action and such notation will be removed from the date Employee’s file. Notwithstanding clause a notation of issue discipline for an act of physical or sexual harassment and/or abuse of a student which has not been rescinded through the grievance or arbitration procedure, may be kept in the Employee’s file for up to five (5) years. After five (5) years the notation of discipline and, all related notations, shall be removed from the Employee’s file. Once removed from the Employee’s file, the notation of discipline and, all related notations shall be destroyed or placed in a confidential Collective Agreement Unit C September to August sealed file kept in a secure place separate from the Employee’s personnel file by the Employer. In addition, the existence of the documents sealed file shall not be referenced in the Employee’s personnel file. The Employee shall be informed in writing whether the file is to be destroyed or sealed. The names of Employees with sealed envelopefiles shall be kept confidential to the Executive Superintendent of Employee Services. An employee on reviewing his/her If placed in a sealed file, the record may not be accessed unless otherwise required by law. Notwithstanding the foregoing, if as a result of the notation of discipline for an act of physical or sexual harassment abuse of a student, which has not been rescinded through the grievance or arbitration procedure, the Employer has imposed conditions of employment governing the nature of the Employee’s interaction with students, which have not been rescinded through the grievance or arbitration procedure, when the notation of discipline is removed after five (5) years as described above, a separate record containing only such of employment, as may still be reasonably required, may be retained in the Employee’s personnel file, subject to grievance and arbitration with respect to whether such is still reasonably required. J When an adverse report is placed in the Employee’s personnel file, the Employee may request make a written reply to such report. The reply shall be attached to and have any written warnings filed with the adverse report. No response from the Employer does not imply agreement to the Employee’s reply. Any discipline, which has not been altered during the grievance and arbitration procedure or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may by agreement of the parties, shall not be a part of an official permanent record. All departments employing peace officers covered affected by the Peace Officers Bill of Rights shall comply with its provisionsforegoing.

Personnel Files. ‌ An employee, or his/her certified representative with the S ection 1 The City will maintain individual employee personnel files. S ection 2 A copy of any written consent document that is critical of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work ’s performance or conduct if such statement shall be provided to the employee before it is to be placed in his/her an employee's personnel file. The employee shall acknowledge may respond to any information contained in such documents that he/she has read disagrees with within seven calendar days after receipt. All such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor responses shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not also be placed in the official file nor referenced in any Performance Evaluation or Appraisal employee's personnel file. Materials received prior to the date of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision employment shall not be subject to the Arbitration provisions of this Article. S ection 3 Any employee or representative of the Grievance Procedure employee who has been given written permission by the employee shall have the right to inspect the employee's personnel file and receive copies of items in the file. S ection 4 Except as provided in this Article, no portion of any employee's personnel file shall be transmitted outside the City organization or City agents without the employee's consent, except as required by or in connection with the presentation of evidence in a threatened or pending case. S ection 5 Employees shall notify the City within three calendar days of any change in address, telephone number or record of immediate family and emergency contact persons. S ection 6 The City agrees to notify an employee in writing concerning any request by anyone other than a City representative for any part of their personnel file. S ection 7 Upon written request by an employee, all letters of warning and reprimands will be removed from Association member's personnel files at the time prescribed by OAR 166-200-0305, unless they involve violation other similar discipline has been issued to the employee within the applicable period. Letters of warning and reprimand that have been removed from an employee’s personnel file will not be used against the employee for the purpose of progressive discipline. They may, however be used by the City for the purpose of establishing the employee’s knowledge of a specific provision of this agreementrule, policy or practice. Management agrees that no properly used full paid sick leave They may also be used in proceedings involving other employees or matters to establish consistency, lack of discrimination, compliance with employment laws or the twelve months immediately prior to an Appraisal supervisory status of Promotability those recommending or a Performance Evaluation will be referenced on making supervisory decisions. In such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On event the face name of the sealed envelope it shall read "The contents herein employee(s) shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdictionredacted." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her the certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her the refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, limits the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her removed from his personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An Employees or former employees shall, upon request and during normal District Office working hours, have the right to inspect all contents of their complete personnel file and working file kept within the District, as well as employment references leaving the District. Anyone, at the employee's request, may be present in this review. The Superintendent or his/her certified representative with designee will be present at this review. Upon request, a copy of any document contained therein shall be afforded the written consent employee at District cost. No secret personnel files shall be kept. Materials placed in the building “working files” shall be destroyed one calendar year after placement in the file. Separate files for processed grievances, disclosure statements and fingerprint reports, medical and rehabilitation reports and threatening or intimidating communication shall be kept apart from the employee's District personnel file. The principal may keep a copy of the previous year's final evaluation for each employee and the employee's response, if such exists, in a building file. When the final evaluation for the current year is complete and sent to the District Office, the previous year's evaluation and response, if any exists, shall be removed from the building file and destroyed. At no time should more than one final evaluation be kept in the building file. Employees or former employees shall, upon request and during normal working hours, have the right to inspect all contents of the building file. Anyone, at the employee’s request, may inspect that employee's be present in this review. The Principal or his/her designee will be present at this review. No secondhand, unsigned statements shall be kept in any personnel file with unless the exception District investigates the accusation and determines that the matter should be the basis of all material obtained from other employers disciplinary action or pertains to evaluation criteria and agencies at is included through the time that performance evaluation process. The District will notify an employee was hiredwithin fifteen (15) working days when materials are placed in his or her personnel files. An employee shall have the right to attach his or her response to those materials. No derogatory statement shall be advised ofkept in any employee’s file more than one (1) calendar year from the date of receipt except where there are reasons to believe that state law or state policy may have been violated or the continued practice of the same behavior may result in state law or policy being violated. However, and entitled to readthe Superintendent may, any written statement by the employee's supervisor or departmental Management regarding at his/her work performance or conduct if such discretion, remove the derogatory statement is during the one (1) year period. Fingerprint reports that are derogatory and medical and rehabilitation reports will not be kept over thirty (30) days without being shown to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement response to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document the material presented. Upon request by the employee, the Superintendent or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, office designee shall sign an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date inventory to verify the contents of the sealed envelope will be destroyed shall also appear on personnel or working file at the face time of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered inspection by the Peace Officers Bill of Rights shall comply with its provisionssaid employee.

Personnel Files. ‌ An employee, upon written request to or after prior arrangement with the State Bureau of Human Resources, or the appropriate official at his/her certified representative with work location or in his/her agency, shall be permitted to review his/her personnel files. Such review shall take place during normal office hours and shall be conducted under the written consent supervision of the employee, appropriate records custodian or agency representative. An employee may inspect that employee's review his/her personnel file with files at reasonable times during his/her regular work hours if such review does not require travel out of the exception of all material obtained from other employers and agencies at the time that employee was hirednormal work area. An employee shall be advised ofallowed to place in such file a response of reasonable length to anything contained therein which the employee deems to be adverse. An employee's personnel file shall include, but not be limited to, all memoranda and entitled documents relating to readsuch employee which contain commendations, employee performance appraisals or ratings and records of training programs completed. Upon request an employee shall be provided a copy of any written statement by or all materials in his/her personnel files provided that such copies shall be provided at the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is expense. Copies of material added to the employee's personal file after the effective date of this Agreement shall be furnished at the State's expense and sent to each employee simultaneously with it being placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may Upon request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face employee, records of the sealed envelope it shall read "The contents herein reprimands and preventable accident reports shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process removed from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two personnel files after three (23) years from the date of issue the occurrence provided that the employee has had no further disciplinary action since that date. Upon request of an employee, records of suspensions and disciplinary demotions shall be removed from personnel files after five (5) years from the date of the documents in occurrence provided that the sealed envelopeemployee has had no further disciplinary action since that date. An However, records of disciplinary suspensions resulting from patient/client/inmate/student abuse, neglect or mistreatment and sexual harassment shall not be removed from personnel files under the provisions of this paragraph. Any material inserted into an employee's personnel file shall be dated, shown to the employee on reviewing and the employee shall initial same, attesting only to the fact that he/she has seen and is aware of the material being put into his/her personnel file. Any material not so processed, may request and have cannot be used against an employee in any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionspresent and/or future disciplinary action.

Personnel Files. ‌ An employeeEmployees or former employees shall, upon request, have the right to inspect all contents of their personnel file within the District. Personnel files shall be inspected in the presence of an administrator or his/her certified representative with designee in the written consent Business Office. Upon request, a copy of any documents contained therein shall be afforded the employeeemployee at the District's expense. No secret, may inspect that duplicate, alternate or other personnel file shall be kept anywhere in the District. A separate file for processed grievances, if any, shall be kept apart from the employee's personnel file with the exception of all material obtained from other employers and agencies file. Anyone, at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to request, may be placed in his/her personnel filepresent at this review. The employee shall acknowledge that he/she has read such Any derogatory material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior shown to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a after receipt or after completion of an investigation shall not be allowed as evidence in any grievance regarding or in any disciplinary action against such documentemployee. On reviewing No evaluation, correspondence, or other material making derogatory references to an employee's competence, character, or manner shall be kept or placed in the employee's personnel file without the employee's knowledge and exclusive right to attach his/her personnel fileown written comments. Upon request by the employee, the Superintendent or designee shall sign an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the inventory sheet to verify contents of the sealed envelope will be destroyed shall also appear on personnel file at the face time of envelope. That date said inspection by said employee, providing the inventory shall be two provided by the employee and verified by the District. All derogatory materials shall be purged from an Employee’s file after three (23) years of date of material unless a shorter time is stated in the written documentation, providing that there are no repetitions within three (3) years; however, such deletion shall not occur while any school, OSPI, or law enforcement investigation or proceeding is in progress. Records of any investigative action, as required by law, in which records must be kept, shall be maintained in a separate file from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her employee’s personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionsafter three (3) years.

Personnel Files. ‌ An employee, or his/her certified representative with Each employee shall have reasonable access to their Personnel file for the written consent purpose of reviewing the contents in the presence of the employee, may inspect that employee's personnel file with the exception Director of all material obtained from other employers Human Resources or designate. Such access will be permitted only at reasonable times and agencies at the time that employee was hiredupon reasonable notice. An employee may request copies of any completed evaluations in their personnel file at their expense. The Hospital management’s responsibility to deficiencies in a timely ARTICLE MILEAGE RATES Effective the of the month following ratification of Agreement by both the Union and the hospital, employees using their o m cars on approved business of the Employer, shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is receive mileage allowance to be placed in his/her personnel file. The employee accordance with Hospital policy, which shall acknowledge that he/she has read such material by affixing his/her signature not be less than forty cents ($0.40) per on the copy to be filed, with the understanding that such signature merely signifies employees will carry a million dollar ($1,000,000) personal liability ARTICLE OCCUPATIONAL CLASSIFICATIONS WAGES Occupational classifications and wage rates are set out in Schedule “A” and Schedule which is attached hereto and forms part of this Agreement. The Parties agree to retroactivity as soon as but not later than three pay periods following ratification by both parties. In addition, the parties agree that he/she has read wage rates will be implemented by the material first pay period following ratification by both parties. The regular pay shall be every second Thursday, during the term of this Agreement. Pay will be deposited directly in an employee’s preferred banking institution where possible. An itemized statement of wages and deductions will be provided on the employee’swage stub. In the event that a new occupational classification which is covered by the terms of the collective agreement is decided upon by the Employer as necessary to its operation, then the work, the job title and the wage rates shall first be determined and acted upon by the Employer for the purpose of assigning an employee and proceeding with the task to be filed but does not necessarily indicate agreement with its contentthen performed. Thereafter the Employer shall immediately the Union by registered mail of the action taken. If no formal protest is lodged in writing to the employee refuses to signEmployer by the Union within one month of the date of such notice been received, the supervisor new occupational classification shall note his/her refusal on be deemed to have become a modification of Schedule “A” or Schedule of this Agreement. the copy event a formal protest is made by the Union, the parties shall arrange for a meeting for the purpose of endeavouring to be filed along with resolve any difference. If such between the supervisor's signature parties is not resolved by this means, then the Employer’s decision shall stand for the purpose of continuing to have the work performed and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document dispute shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of submittedto the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.at Step Stand-By Pay

Personnel Files. ‌ An employeeTeachers shall have the right to inspect the contents of their District personnel file in the Superintendent's office within the usual business hours as hereinafter provided. Items permitted to be inspected in the file shall be all entries dated September 1, 1969, and thereafter, except items pertaining to recruitment or his/hiring. The file shall be maintained in a manner to protect items pertaining to recruitment and hiring. The right of inspection means that a teacher, upon reasonable notice, may inspect such permitted items in his or her certified representative with file in the written consent presence of the Assistant Superintendent for Human Resources and Leadership Development or his or her designee. The teacher may not remove any items from the file but the Board shall provide upon reasonable notice a copy of any permitted item upon the request of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor expense. Letters or departmental Management regarding his/memoranda which relate to his or her work professional performance shall not be placed in a teacher's file until the teacher has been offered in writing an opportunity to review the material. All such letters or conduct if such statement is memoranda must be signed by the author and initialed by the administrator requesting the material to be placed in his/her personnel the file. The employee shall teacher shall, within five (5) school days after such an offer, review the material and acknowledge that he/he or she has read such material by affixing his/his or her signature on the copy actual document to be filed. After this five (5) day period, with the understanding that such signature merely signifies that he/she has read the material to will be filed but does whether or not necessarily it has been signed by the teacher. The signature will not indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to signcontents. The employee may may, after reviewing the material, prepare his or her clarification, interpretation, or comment of any permitted item included in his or her file and it will be attached thereto. Effective September 1969, all items open to inspection by the employee shall be sequentially numbered. A teacher will be entitled to have a representative of the Association accompany him or her during such an inspection. If a teacher brings a grievance regarding proceeding which has advanced to Stage Four (4), he or she will be entitled to inspect any such document within the prescribed time limits of the grievance procedure. If the employee fails to permitted item in his or her file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed less than 48 hours before it is introduced in the official arbitration proceeding; and further he or she will be entitled to inspect any item in his or her file nor referenced in any Performance Evaluation pertaining to his or Appraisal of Promotability until her recruitment or hiring provided the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used same is introduced in the twelve months immediately prior to an Appraisal of Promotability arbitration proceeding as evidence against him or her which inspection shall be allowed not less than 48 hours before such item is so introduced in evidence. No permitted item in such a Performance Evaluation teacher's file will be referenced on introduced in an arbitration proceeding if such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued item is dated more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two five (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (25) years prior removed from his/her personnel file except as to the commencement of such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionsproceeding.

Personnel Files. ‌ An employee, employee or his/her certified their Union representative (Union Officers or Shop Stewards) with the written consent of the employee, may inspect that employee's shall be entitled to review all of their existing personnel file with the exception of all material obtained from other employers and agencies at the time that folders upon request. The employee was hired. An employee shall shall, in advance, be advised of, and entitled to readread and challenge, any all statements written statement by the employee's supervisor ’s supervisor, division head, bureau head, or departmental Management regarding his/her department head, of their work performance or conduct conduct, if such statement is to be placed in his/her the employee’s file. No such material shall be filed until an employee has had the opportunity to challenge any such material. Xxxxx slips and notes of absenteeism shall be excluded from the requirement since they are not considered to be disciplinary statements. A challenge shall be defined as a rebuttal, either oral or in writing, which contests the written statements made about the employee. An employee may attach supplemental documentation to a document that is challenged as defined in this section. A challenge may result in modification of information contained in the employee’s personnel file. The Challenges must be made within 20 working days of the employee receipt of the written material. At the employee’s request in writing, all disciplinary memoranda for minor offenses, including suspensions not to exceed two (2) days constructive action and all tardy slips and notes of absenteeism, shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding sealed for reasons that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document items shall not be placed in used against the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject employee thereafter, if no further disciplinary action directly relating to the Arbitration provisions of original memoranda has been taken against the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue following issuance of the documents memoranda. Any item that is sealed shall be removed from access from personnel except the Department Head or designee. If the employee believes this section is being misinterpreted or misapplied, or if there is material in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except that should be removed or sealed, they may file a grievance pursuant to Article Seven. However, the grievance resolution shall be final and binding when it gets to the Director of Human Resources unless there is some other alleged violation of the MOU within the grievance. Written reprimands shall be served on an affected employee within a reasonable period of time after the manager discovers the incident(s) which supports the written reprimand. If an employee believes the reprimand was not served in a reasonable time, they can only appeal the timeliness of the service to the Director of Human Resources or designee. The contents of the grievance can only be challenged as such may be a part set forth above. The decision of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill Director of Rights shall comply with its provisionsHuman Resources or designee is final and not subject to arbitration.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that the employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's ’s supervisor or departmental Management management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The Prior to its placement in the personnel file, the employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's ’s signature and the signature of a witness to the employee's ’s refusal to sign. The employee will be given a copy of any material to be placed in his/her personnel file, prior to its placement in the file. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Within 30 days of his/her knowledge of a written statement regarding employee performance or conduct, the employee is entitled to place a written statement in his/her file stating reasons for disagreement with the written statement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope envelope, it shall read "“The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." ” The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee employee, on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. The annual Performance Evaluation must be prepared and signed by a County employed Management physician/dentist. All departments employing peace officers covered disciplinary actions taken against a physician/dentist must be reviewed and approved by the Peace Officers Bill of Rights shall comply with its provisionsa Management physician/dentist.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employeeThe District will maintain the unit member's official District personnel file in a central location. Subject to the conditions outlined herein, or his/her certified representative with the written consent of the employee, may inspect that materials in an employee's personnel file are to be made available for inspection by the unit member. Unit members shall have the right to inspect these materials upon request provided that such request is made at and for a time when the person is not actually required to render services to the District. Such materials are not to include ratings, reports or records which: 1) were obtained prior to the employment of the person involved, 2) were prepared by identifiable examination committee members, or 3) were obtained in connection with a promotional examination. Materials placed in a unit member's file shall be signed and dated by the exception person or persons who prepared the materials. Information of all material obtained from other employers a derogatory nature, except for the excluded materials indicated above, shall not be entered or filed unless and agencies at until the time that employee was hiredis given notice and an opportunity to review and comment upon the materials. An employee shall be advised ofhave the right to enter, and entitled have attached to readany derogatory statement, any his or her own comments thereon. Upon request by the unit member a review of such derogatory materials shall take place during conference or preparation period or other non-teaching time and the employee shall be released from duty for this purpose without reduction in salary. The unit member may also conduct such review during non-working time, provided it is during normal business hours. The obligation to provide notice and an opportunity to review is satisfied by a statement attached or affixed to the material informing the employee that the material will be placed in the unit member's personnel files ten (10) days from notification and that within that time the unit member may submit a written statement by response which shall be attached to the materials and placed along with them in the personnel file. Failure to submit such written response within the ten (10) days constitutes a waiver of the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is right to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its contentdo so. If the employee refuses to signunit member alleges that the material is false and/or unfounded, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file initiate a grievance regarding any such document within to determine the prescribed time limits truth or falsity of the grievance procedureinformation. If the employee fails Grievance Procedure establishes the truth of such materials, the unit member shall be foreclosed from contesting the truth of such materials in any subsequent administrative or legal proceedings. The right to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.apply to:

Personnel Files. ‌ An employee, upon written request to or after prior arrangement with the Human Resources Director, or the appropriate official at the employee’s workplace, shall be permitted to review his/her certified representative with personnel files. Such review shall take place during normal office hours and shall be conducted under the written consent supervision of the appropriate records custodian. The personnel file may be reviewed by the employee at reasonable times during regular work hours if such review does not require travel out of the normal work area. An employee shall be allowed to place in such file a response of reasonable length to anything contained therein which the employee deems to be adverse. An employee's personnel file shall include, but not be limited to, all memoranda and documents relating to such employee which contain commendations, employee performance appraisals or ratings and records of training programs completed. Upon request, an employee shall be provided a copy of any or all materials in the employee’s personnel file provided that such copies shall be provided at the Judicial Branch's expense. Copies of material added to the employee's personnel file after the effective date of this Agreement shall be furnished at the Judicial Branch's expense and sent to each employee simultaneously with it being placed in the employee’s personnel file. Upon the furnishing of written authorization by an employee, may inspect MSEA representatives shall be granted access to that employee's personnel file with the exception and shall be provided copies of all material obtained from other employers documents at MSEA's expense, pertinent to the investigation and agencies at the time that employee was hiredprocessing of a grievance. An employee Upon request of an employee, records of oral warnings, written reprimands and preventable accident reports shall be advised of, and entitled to read, any written statement by removed from the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two after three (23) years from the date of issue the occurrence provided that the employee has had no further disciplinary action since that date. The Administrative Office of the Courts shall attach a copy of this language to reprimands and shall make every effort to remove such documents in the sealed envelopeafter three (3) year period has expired. An employee on reviewing his/her Upon request of an employee, records of disciplinary probations and suspensions shall be removed from personnel file, may request and have any written warnings or reprimand(s) issued more than two files after five (25) years prior removed from his/her the date of the occurrence provided that the employee has had no further disciplinary action since that date. Access to personnel file except files will be limited to the Office of Human Resources, the State Court Administrator or the employee's Regional Court Administrator or equivalent. The Human Resources Director may also grant access to information as such may deemed appropriate. Any other request for information from employees' personnel files shall not be a part granted without written permission of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionsemployee.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in removed from his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, upon written request to or after prior arrangement with the State Bureau of Human Resources, or the appro­­­priate offi­cial at his/her certified representative with work location or in his/her agency, shall be permitted to review his/her personnel files. Such re­­­view shall take place during normal office hours and shall be conducted under the written consent supervision of the employee, appropriate records custo­dian or agency representative. An employee may inspect that review his/her personnel files at reasonable times during his/her regular work hours if such review does not require travel out of the normal work area. An em­ployee shall be allowed to place in such file a response of reasonable length to anything contained there­in which the employee deems to be adverse. An employee's personnel file with the exception shall include, but not be limited to, all memoranda and docu­ments relat­ing to such employee which contain commendations, employee performance appraisals or ratings and records of all material obtained from other employers and agencies at the time that employee was hiredtraining programs completed. An Upon request an employee shall be advised of, and entitled to read, provided a copy of any written statement by or all materials in his/her personnel files provided that such copies shall be provided at the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is expense. Copies of material added to the employ­ee's personal file af­ter the effec­­­­­tive date of this Agreement shall be furnish­ed at the State's expense and sent to each employee simultaneously with it be­ing placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may Upon request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face employ­ee, records of the sealed envelope it shall read "The contents herein reprimands and preventable accident reports shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process removed from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two personnel files after three (23) years from the date of issue the occurrence provided that the employee has had no further disci­plinary action since that date. Upon request of an employee, records of suspensions and disci­plinary demotions shall be removed from personnel files after five (5) years from the date of the documents in occurrence pro­­­vided that the sealed envelopeemployee has had no further disciplinary action since that date. An However, records of disciplinary suspensions resulting from patient/client/inmate/student abuse, neglect or mistreatment and sexual harassment shall not be removed from personnel files under the provi­sions of this paragraph. Any material inserted into an employee's personnel file shall be dated, shown to the employee on reviewing and the employee shall initial same, attesting only to the fact that he/she has seen and is aware of the material being put into his/her personnel file. Any material not so processed, may request and have cannot be used against an employee in any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionspresent and/or future disciplinary action.

Personnel Files. ‌ An employee, or his/her certified representative Employees shall be permitted to inspect during normal District business hours the District's personnel files of the concerned employee kept with the school district. Inspection must take place in the presence of an authorized secretarial employee as designated by the District, except that no prearranged appointment will be necessary for such inspection to occur. Confidential letters of recommendation and other confidential records received prior to employment shall be destroyed or returned to the source. All materials placed in personnel files will have date of entry placed on them. Anyone, at the employee's request, may be present for this review. Upon request, one (1) copy of any documents contained therein shall be afforded the employee at employee expense. A copy of any District generated written consent material concerning discipline, an investigation or an evaluation will be furnished the employee at the time it is placed in the District personnel file of the employee, may inspect that employee's personnel . Any materials maintained in a District investigative file with involving an employee will be provided to the exception of all material obtained from other employers Association and agencies employee at the conclusion of the investigation. Any document added at a later time that employee was hiredwill be contemporaraneously provided to the Association. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor Letters of direction or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature directives of a witness similar nature may be retained in the building administrator’s working file for up to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document one year and shall not be placed in the official employee’s personnel file nor referenced in at any Performance Evaluation or Appraisal time. At the end of Promotability until each school year, other materials from a building administrator's working file will be destroyed. Materials reviewed by the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not staff member and judged to be subject either derogatory to the Arbitration provisions staff member's conduct, service, character, or personality may be answered by the staff member in writing. Such written responses shall become a part of the Grievance Procedure unless they involve violation employee's personnel file. Written warnings and written reprimands which are more than three (3) years old shall be removed from an employee's personnel file, upon request of a specific provision of this agreement. Management agrees that the employee, provided said employee has no properly used full paid sick leave used related disciplinary actions in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement file during the three (3) year period. Any incident not reduced to any document writing within twenty forty-five (2045) business days if he/she chooses from the completion of the investigation of a reported incident shall not later be added to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her the personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel investigation file, may request and have or any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered maintained by the Peace Officers Bill of Rights shall comply with its provisionsDistrict.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's ’s personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's ’s supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's ’s signature and the signature of a witness to the employee's ’s refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "“The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." ” The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to readread and receive a copy, if requested, of any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses declines to sign, the supervisor shall note his/her refusal declines to sign on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal declining to sign. This paragraph shall not be subject to the grievance process unless the matter is unresolved within twenty (20) business days after notice to Human Resources. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have had been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall will be two (2) years from the date of issue of the documents in the sealed envelope. An Upon the employee’s request, the sealed envelope shall be removed from the personnel file and returned to the employee on On reviewing his/her personnel file, an employee may request and have any written warnings or reprimand(s) reprimands issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered If the department takes disciplinary action against an employee, the department, upon request of the employee, will furnish the employee copies of all documents or written statements used and/or referenced by the Peace Officers Bill department as a basis for its action that are the property of Rights shall comply with its provisionsor in the possession of the Department. No non-work related material will be introduced into the file.

Personnel Files. ‌ An employee, or his/her his certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her management of his work performance or conduct if such statement is to be placed in his/her his personnel file. The employee shall acknowledge that he/she he has read such material by affixing his/her his manual signature on the actual copy to be filed, with the understanding that such signature merely signifies that he/she he has read the material to be filed but and does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her his refusal on the copy to be filed along with the supervisor's manual signature and the manual signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her his personnel file, an employee may request and have any written warnings issued more than one year two (2) years prior placed in an envelope and sealed in his/her removed from his personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employeeDeans and/or Supervisors shall be encouraged to place in the personnel file of each Association member information of a positive nature indicating special competencies, achievements, performances, or contributions of academic, professional or civic nature. Any such materials received from outside, competent, responsible sources shall also be included in the file. One personnel file for each Association member shall be maintained in the Office of Human Resources and Labor Relations. An Association member may inspect his/her certified representative with the written consent of the employeefile upon request. No material derogatory to an Association member's conduct, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee service, character, or personality shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her the personnel filefile of the Association member unless that Association member has had an opportunity to read such material. The employee Association member shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding it. Be it understood that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with in question and that it indicates neither approval nor rejection of its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to signcontents. The employee may file a grievance regarding Association member shall have the right to answer in writing any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed material in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior his/her answer shall be attached to the file copy. Anonymous material shall not be placed in an envelope and sealed Association member's file No item may be removed from an Association member's file without his/her prior knowledge. No Association member will be able to examine another Association member's file unless prior written permission has been granted by the Association member. An Association member shall have the right to be furnished with copies of any material in his/her personnel file except as such may be a part file. A duly appointed representative of an official permanent record. On NJEA may, at the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing Association member's request, accompany said person when he/she reviews his/her file. The Board agrees to protect the confidentiality of the personnel filefiles, may request personal references, academic credentials, and have other similar documents. It shall not establish any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her separate personnel file which is not available for the Association member's inspection except as such may for pre-employment interviews and references which shall not be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights Association member's regular personnel file but shall comply with its provisionsbe kept in a separate locked file.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement sta tement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her his certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her his work performance or conduct if such statement is to be placed in his/her his personnel file. The employee shall acknowledge that he/she he has read such material by affixing his/her his signature on the copy to be filed, with the understanding that such signature merely signifies that he/she he has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her his refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration arbitration provisions of the Grievance Procedure grievance procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her his personnel file, an employee may request and have any written warnings issued more than one year two years prior placed in an envelope and sealed in his/her removed from his personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employeeTeachers shall have the right to inspect the contents of their District personnel file in the Superintendent’s office within the usual business hours as hereinafter provided. Items permitted to be inspected in the file shall be all entries dated September 1, 1969, and thereafter, except items pertaining to recruitment or his/hiring. The file shall be maintained in a manner to protect items pertaining to recruitment and hiring. The right of inspection means that a teacher, upon reasonable notice, may inspect such permitted items in his or her certified representative with file in the written consent presence of the Assistant Superintendent for Human Resources and Leadership Development or his or her designee. The teacher may not remove any items from the file but the Board shall provide upon reasonable notice a copy of any permitted item upon the request of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hiredemployee’s expense. An employee Letters or memoranda which relate to his or her professional performance shall not be advised of, and entitled placed in a teacher’s file until the teacher has been offered in writing an opportunity to read, any written statement review the material. All such letters or memoranda must be signed by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is author and initialed by the administrator requesting the material to be placed in his/her personnel the file. The employee shall teacher shall, within five (5) school days after such offer, review the material and acknowledge that he/he or she has read such material by affixing his/his or her signature on the copy actual document to be filed. After this five (5) day period, with the understanding that such signature merely signifies that he/she has read the material to will be filed but does whether or not necessarily it has been signed by the teacher. The signature will not indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to signcontents. The employee may may, after reviewing the material, prepare his or her clarification, interpretation, or comment of any permitted item included in his or her file and it will be attached thereto. Effective September 1969, all items open to inspection by the employee shall be sequentially numbered. A teacher will be entitled to have a representative of the Association accompany him or her during such an inspection. If a teacher brings a grievance regarding proceeding which has advanced to Stage Four (4), he or she will be entitled to inspect any such document within the prescribed time limits of the grievance procedure. If the employee fails to permitted item in his or her file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed less than 48 hours before it is introduced in the official arbitration proceeding; and further he or she will be entitled to inspect any item in his or her file nor referenced in any Performance Evaluation pertaining to his or Appraisal of Promotability until her recruitment or hiring provided the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used same is introduced in the twelve months immediately prior to an Appraisal of Promotability arbitration proceeding as evidence against him or a Performance Evaluation her which inspection shall be allowed not less than 48 hours before such item is so introduced in evidence. No permitted item in such teacher’s file will be referenced on introduced in an arbitration proceeding if such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued item is dated more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two five (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (25) years prior removed from his/her personnel file except as to the commencement of such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionsproceeding.

Personnel Files. ‌ An employeeOfficial personnel files maintained by the Board about members of the bargaining unit are records of the employment history of the member in the University. Subject to the provisions of this Agreement, the contents and use of the official personnel file are for decisions respecting terms and conditions of the employment of a member. The purpose of this Article is to ensure that the files are used in an appropriate manner and fairly represent the member's employment history. There shall be one official personnel file maintained in the office of Human Resources or his/her certified representative in such other location designated by the President for each member which shall include some or all of the following items: materials including correspondence associated with the written consent application, curriculum vitae, transcripts, and letters of reference; copies of letters relating to Board actions respecting the member, including initial appointment, annual renewal of appointment, granting of a continuing appointment, approved leaves of absence, administrative appointments, etc.; correspondence related to the member's employment between the member and any of the employeefollowing: the President, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at Vice-president (Academic), the time that employee was hired. An employee shall be advised ofLibrarian, the Chair, the Director; materials relating to recommendations on salary, tenure, continuing appointment, and entitled to readpromotion; materials respecting professional development and achievement; copies of the faculty member's annual reports; and copies of the librarian member's performance reviews The Xxxx and the and the University Librarian may keep a file on a member, any written statement by but such files shall not constitute the employeemember's supervisor official personnel file. These files may contain copies of some or departmental Management regarding his/her work performance or conduct if such statement is to be placed all of the material kept in his/her the official personnel file. The employee official personnel file and any other files kept pursuant to shall acknowledge that he/she be clearly marked as confidential. All the restrictions specified in this Article which apply to the official personnel file apply equally to all files referred to in this Article An inventory sheet shall be included in each official personnel file. Each official personnel file shall contain a form indicating the name of anyone who has read such material by affixing his/her signature on accessed the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to signfile, the supervisor date and time the file was accessed, and reason for accessing the file (pursuant to Article 14.06). Such recording shall note his/her refusal on the copy to exclude required access for filing and administrative purposes by Human Resources staff. No anonymous material shall be filed along with the supervisorkept in a member's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official personnel file. If the employee does Any anonymous material in a member's official personnelfile when this Agreement comes into effect shall be removed and destroyed. Confidential material kept in a member's official personnel file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions following rules of storage: confidential material is limited to signed letters of reference solicited with the knowledge of the Grievance Procedure unless they involve violation member, and any other letter or document transmitted in confidence which the member, the University Librarian, the Xxxx, the President, the Vice-president (Academic), the Director of Human Resources, or a Committee solicited pursuant to this Agreement; and, a member shall receive an inventory of the confidential materials in official personnel file on request to the President, such an inventory to include the date and general subject matter of the confidential material. The official personnel file shall be the only source of confidential personal employment information used in any official University proceeding. The official documents constituting the file shall be the paper originals or, in the event the original document is received in facsimile or electronic form, an accurate paper copy. Such material may be used as follows: renewal of a specific provision probationary appointment, pursuant to Article 23; tenure, pursuant to Article 25; promotion, pursuant to Article 26; grievance and arbitration, pursuant to Article 30; and, other proceedingswith the written permission of this agreement. Management agrees that no properly the member and in addition, the official personnel file for librarians may be used full paid sick leave used for; appointment, pursuant to Article 20; performance reviews, pursuant to Article Upon written request to the Vice-president (Academic), a member and/or an agent authorized in writing by the member shall have the right to examine the contents of official personnel file in the twelve months immediately prior to an Appraisal Human Resources office, except for confidential material described in Such examination shall be in the presence of Promotability or a Performance Evaluation will be referenced on such formsperson designated by the Director of Human Resources. The employee may attach his/her statement member shall not be allowed to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her remove official personnel file except as such may be a or any part of an official permanent recordthereof from the Human Resources office. On Upon written request the face member shall obtain at expense copies of the sealed envelope it documents to which has the right of examination. Upon written request to the Xxxx, or University Librarian, a member shall read "The have the right to examine the contents herein of personnel files pursuant to if such files exist. Such examination shall be disclosed only upon in the presence of a person designated by the Xxxx, or University Librarian. The member shall not be allowed to remove personnel file or any part thereof from the relevant office. Upon written consent request the member shall obtain at expense copies of the subject employee documents to which has the right of examination. A member shall have the right to include in official personnel file written comments on the accuracy or by subpoena or other legal process from a public body meaning of competent jurisdiction." The date any of the contents of the sealed envelope will be destroyed shall also appear on file, and to add to the face file any documents that deems relevant. No information contained in the official personnel file of envelope. That date a member, in a member's file kept in the Xxxx'x office, or University Librarian's office, or in University payroll records, shall be two made available to any other person or institution, except as authorized by this Agreement, by law, by the member in writing, or by the President for internal University administrative purposes. Access required by law shall be granted only to an individual holding a subpoena or a search warrant, and shall be granted only by the Vice-president (2Academic) years from or someone designated by in writing. The Vice-president (Academic) shall notify the date of issue of member concerned immediately, stating the documents person or persons granted access and the legal reasons for granting this access unless such notification is prohibited by legal statute. The Vice President (Academic) shall advise the member in advance if any contents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her member's official personnel file except as such may are to be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionsdestroyed.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within withi n the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An A personnel file for each Employee shall be maintained by the Employer. If requested by the Employee or their representative, the Employer must provide a copy of the personnel file. Personnel files must made available for inspection within seven (7) calendar days of the request. Employees shall have the right to review materials (excluding employment references) contained in the personnel file and to make copies of such materials in the presence of a member of the Employer's Human Resources staff. The Employer reserves the right to charge the employee for multiple copies of the same document. Employees shall have the right to make written responses to materials contained in their personnel files for inclusion therein. Signature endorsement by the Employee shall be mandatory for all evaluations and disciplinary actions. The signature indicates only that the Employee has received a copy of these documents, understands the content of the document and does not necessarily indicate the Employee is in agreement with the contents. If an employee believes that information in the personnel file is not accurate, timely, or complete, the Employee may submit a written request to the Human Resources department for correction, or addition of information to be supplied by the Employee and included in the Employee's Personnel file. Disciplinary materials related to an Employee's work performance will remain in the Employee's file for a period of three (3) years after the effective date of the reprimand and will be removed thereafter, unless subsequent disciplinary actions of a similar nature take place within the three (3) year period. This removal provision shall be applicable only for to discipline received after the ratification of this CBA and thereafter, unless an employee makes a written request for the removal of a performance-based reprimand with an effective date three (3) years prior to the ratification date of this CBA. No reprimands or records of disciplinary actions related to incidents of harassment, discrimination or violations of the Code of Ethics shall be removed from an employee's file at any time. Employee comments shall be a permanent part of the document responded to unless it is related to a document that is removed per the guidelines, above, in which case, the Employee comments shall be removed at the same time the original reprimand is removed. Information of a complimentary nature received by the Employer pertaining to the work performance of any Employee shall be placed in the Employee's personnel file. The Employer may place in the file written comments regarding complimentary material and such comments shall be a permanent part of the material. Upon written authorization from an employee, a Shop Xxxxxxx or his/her certified representative with Union Field Representative may contact the written consent of Human Resources department in order to make an appointment to inspect and/or to have documents copied from the employee, may inspect that employee's personnel file with in the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature presence of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits member of the grievance procedureEmployer's Human Resources staff. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within At least ten (10) business days following final determination if he/she has filed a grievance regarding such documentcalendar days' notice must be given for these requests and the meeting shall be scheduled at the convenience of the Human Resources department. On reviewing his/her Access to personnel filefiles is restricted to authorized employees, an employee and authorized management representatives (i.e. consultants, attorneys). Information contained in personnel files may request only be released to parties outside the museum, where the Employer is required to release this information by law, and have any written warnings issued more than one year prior placed in an envelope that case only the information required may be released. The Employer may verify current employment dates of employment and sealed last position occupied to outside parties. In addition, the Employer may release other information in his/her the personnel file except as such may be a part of an official permanent record. On the face which has been specifically approved for release by signature of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdictionemployee." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her certified representative with Certificated employees and former certificated employees shall have the written consent right to inspect all contents of the employee, may inspect that employee's their own personnel file with kept within the exception of all material obtained from other employers and agencies at the time that employee was hiredDistrict. An employee There shall be advised of, and entitled to read, any written statement only one personnel file kept by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to District. It shall be placed kept in his/her the District Office. No duplicate personnel filefile shall be kept anywhere in the District. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature notified in writing whenever information of a witness derogatory nature from an administrator's personal notes and/or working files and/or any other source is made a part of an employee’s personnel file. No evaluation, correspondence, notes, or any other material making a derogatory reference to the an employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document performance or conduct shall not be placed in the official personnel file nor referenced in any Performance Evaluation or Appraisal of Promotability until without the grievance procedure or civil service appeal rights have been exhaustedemployee's signed and dated acknowledgment. Grievances filed under this provision shall A signature does not be subject to indicate agreement with the Arbitration provisions contents of the Grievance Procedure unless they involve violation material; it merely indicates receipt of a specific provision the notification of this agreementthe item being placed into the employee's personnel file. Management agrees that no properly used full paid sick leave used Employees shall have the right to attach their comments to any material placed or contained in the twelve months immediately prior personnel file. Any derogatory material not shown to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a after receipt or composition shall not be allowed as evidence in any grievance regarding such documentor in any disciplinary action against said employee. On reviewing his/her All material in the personnel file, an not necessary for record keeping as set forth in the District Policy, may be reviewed by the employee may request and have any written warnings issued more than one year prior placed his or her principal or principal designee, at the employee's request, every two (2) years. With agreement of the supervisor and at the employee's request, material contained therein shall be purged, provided the material has remained in an envelope and sealed in his/her the personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years or longer. If agreement to purge a document is not reached between the employee and his or her principal, the employee can seek judgment from the date of issue superintendent. If the superintendent does not agree to purge the material in question, a written explanation relating why the item in question needs to remain in the employee's file from both the employee's principal and superintendent, shall be attached to the document and provided to the employee within ten (10) days. The employee then may choose to attach a statement to the material upon receiving copies of the documents in statements written by both the sealed envelopesuperintendent and the principal within ten (10) days. An employee on reviewing his/her personnel fileIf there is only one administrator, may request then the superintendent will become the principal designee, and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part the school board chair will take the place of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionssuperintendent.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Evaluationor Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also a lso appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An Employees or former employees shall, upon request and during normal District Office working hours, have the right to inspect all contents of their complete personnel file and working file kept within the District, as well as employment references leaving the District. Anyone, at the employee's request, may be present in this review. The Superintendent or his/her certified representative with designee will be present at this review. Upon request, a copy of any document contained therein shall be afforded the written consent employee at District cost. No secret personnel files shall be kept. Materials placed in the building “working files” shall be destroyed one calendar year after placement in the file. Separate files for processed grievances, disclosure statements and fingerprint reports, medical and rehabilitation reports and threatening or intimidating communication shall be kept apart from the employee's District personnel file. The principal may keep a copy of the previous year's final evaluation for each employee and the employee's response, if such exists, in a building file. When the final evaluation for the current year is complete and sent to the District Office, the previous year's evaluation and response, if any exists, shall be removed from the building file and destroyed. At no time should more than one final evaluation be kept in the building file. Employees or former employees shall, upon request and during normal working hours, have the right to inspect all contents of the building file. Anyone, at the employee’s request, may inspect that employee's be present in this review. The Principal or his/her designee will be present at this review. No secondhand, unsigned statements shall be kept in any personnel file with unless the exception District investigates the accusation and determines that the matter should be the basis of all material obtained from other employers disciplinary action or pertains to evaluation criteria and agencies at is included through the time that performance evaluation process. The District will notify an employee was hiredwithin fifteen (15) working days when materials are placed in his or her personnel files. An employee shall have the right to attach his or her response to those materials. No derogatory statement shall be advised ofkept in any employee’s file more than one (1) calendar year from the date of receipt except where there are reasons to believe that state law or state policy may have been violated or the continued practice of the same behavior may result in state law or policy being violated. However, and entitled to readthe Superintendent xxx, any written statement by the employee's supervisor or departmental Management regarding at his/her work performance or conduct if such discretion, remove the derogatory statement is during the one (1) year period. Fingerprint reports that are derogatory and medical and rehabilitation reports will not be kept over thirty (30) days without being shown to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement response to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document the material presented. Upon request by the employee, the Superintendent or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, office designee shall sign an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date inventory to verify the contents of the sealed envelope will be destroyed shall also appear on personnel or working file at the face time of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered inspection by the Peace Officers Bill of Rights shall comply with its provisionssaid employee.

Personnel Files. ‌ An employee, or his/her certified representative There shall exist a central personnel file in the office of the Personnel ManagerHuman Resources Director. Each Employee will be furnished with copies of all information as it is placed in the file. There shall also exist an Employee Discussion Record maintained by each Supervisor to document any important discussions held with the written consent of the employee, may inspect that employee's personnel file Employee. All entries shall be discussed with the exception of all material obtained from other employers and agencies Employee at the time that employee was hired. An employee the entry is made, and the Employee's comments shall be advised of, noted. Each Employee will also be furnished with copies of all information as it is placed in the Supervisor’s file. All documentation which may be used to support disciplinary action and entitled to read, any written statement evaluations must be initialed by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement Employee prior to being placed in the files. In the event an Employee refuses to initial a document, which is to be placed used in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to signsupport of disciplinary action, the supervisor Supervisor shall note his/her the refusal on the copy to be filed along with document, and then place it in the supervisor's signature files. Such documents and the signature any documentation of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation derogatory nature will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses purged from all files not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more later than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years 24 calendar months from the date of issue insertion. Documentation so purged will be sealed for an additional five (5) years and then destroyed. Sealed documents will be maintained by the Borough Attorney and only be opened by the Borough Attorney or designee in the absence of the Borough Attorney upon request by the Personnel ManagerHuman Resources Director or, in the event that the Association or the Employee takes direct legal, administrative or grievance action against the Borough to which that document is directly relevant Upon request by the Personnel ManagerHuman Resources Director, the Borough Attorney shall provide the Personnel ManagerHuman Resources Director with a list of documents in the file. Additionally, the Personnel ManagerHuman Resources Director may also request a review by the Borough Attorney only for issues with a nexus to promotion, transfer, rehire, or termination (but not rehire following Layoff). Only sealed envelope. An employee on reviewing his/her personnel filedisciplinary actions which bear a direct relationship to a minimum qualification or essential function of the position into which the Employee has requested promotion, transfer or rehire, may request be communicated to the Personnel ManagerHuman Resources Director. The Employee will be notified if the file is accessed and have used in any written warnings or reprimand(s) issued more than two (2) years prior removed from hisemployment related action/her personnel file except as such decision. Disciplinary documentation may be retained beyond the initial 24 month period if there is a part reoccurrence of an official permanent recordthe problem. All departments employing peace officers covered by Purging in that case will be based upon the Peace Officers Bill date of Rights shall comply with its provisionsthe most recent document.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent permane nt record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employeeThe MCIA and the Union agree that the MCIA may retain and utilize the personnel files in existence for Original Employees; provided however, that any disciplinary information (i.e., written reprimands, derogatory reports and/or unsatisfactory performance evaluations) entered in such personnel files prior to the Initial Employment Date (June 14, 1997) shall not be utilized by the MCIA with respect to any disciplinary actions to be taken, grievance proceedings to be held and/or performance evaluations to be undertaken subsequent to the Initial Employment Date. Written reprimands or derogatory reports entered in an Employee’s personnel file subsequent to the Initial Employment Date will not be considered by the MCIA with respect to disciplinary actions to be taken, grievance proceedings to be held and/or performance evaluations to be undertaken subsequent to the date of entry of such written reprimand or derogatory report if and when that Employee completes twenty-four (24) months of continuous service without further incidence of reprimand or derogatory report. Unsatisfactory performance evaluations entered in an Employee’s personnel file subsequent to the Initial Employment Date will not be considered by the MCIA with respect to disciplinary actions to be taken, grievance proceedings to be held or future performance evaluations if and when that Employee receives two (2) successive satisfactory performance evaluations within a twenty-four (24) month period. Employees shall have the right to inspect their own individual personnel files upon request to the MCIA. The MCIA recognizes and agrees to permit this review and examination at any reasonable time. The Employee shall have the right to define, explain, or his/her certified representative with the written consent of the employeeobject, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised ofin writing, and entitled to read, any written statement by the employee's supervisor anything found in his or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee This writing shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of become a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official Employee’s personnel file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein All pending grievances shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdictionmarked “Withdrawn." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.”

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An Employees shall have the right to inspect the contents of their personnel file in the Superintendent's office within the usual business hours as hereinafter provided. Items permitted to be inspected in the file shall be all entries dated September 1, 1969, and thereafter, except items pertaining to recruitment or hiring. The file shall be maintained in a manner to protect items pertaining to recruitment and hiring. The right of inspection means that an employee, upon reasonable notice, may inspect such permitted items in his/her/their file in the presence of the Assistant Superintendent for Human Resources and Leadership Development or his/her certified representative with her/their designee. The employee may not remove any items from the written consent file but the Board shall provide upon reasonable notice a copy of any permitted item upon the request of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding expense. Letters of memoranda that relate to his/her work her/their professional performance shall not be placed in an employee's file until the employee has been offered in writing an opportunity to review the material. All such letters or conduct if such statement is memoranda must be signed by the author and initialed by the administrator requesting the material to be placed in his/her personnel the file. The employee shall within five (5) work days after such offer: review the material and acknowledge that he/she she/they has read such material by affixing his/her her/their signature on the copy actual document to be filed, with the understanding that such signature merely signifies that he/she has read . After this five (5) day period the material to will be filed but does whether or not necessarily it has been signed by the employee. The signature will not indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to signcontents. The employee may file a grievance regarding any such document within after reviewing the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach material prepare his/her statement to her/their clarification, interpretation or comment of any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed permitted item included in his/her personnel her/their file except as such may and it will be a part of an official permanent recordattached thereto. On Effective July 1986, all items open to inspection by the face of the sealed envelope it shall read "The contents herein employee shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelopesequentially numbered. An employee on reviewing hiswill be entitled to have a representative of XXXXX accompany him/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as during such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionsinspection.

Personnel Files. ‌ An employee, employee or his/her certified Union representative (Union Officers or Shop Stewards) with the written consent of the employee, may inspect that employee's shall be entitled to review all of his/her existing personnel file with the exception of all material obtained from other employers and agencies at the time that folders upon request. The employee was hired. An employee shall shall, in advance, be advised of, and entitled to readread and challenge, any all statements written statement by the employee's supervisor ’s supervisor, division head, bureau head, or departmental Management regarding department head, of his/her work performance or conduct conduct, if such statement is to be placed in his/her the employee’s file. No such material shall be filed until an employee has had the opportunity to challenge any such material. Xxxxx slips and notes of absenteeism shall be excluded from the requirement since they are not considered to be disciplinary statements. A challenge shall be defined as a rebuttal, either oral or in writing, which contests the written statements made about the employee. A challenge may result in modification of information contained in the employee’s personnel file. The Challenges must be made within 20 working days of the employee receipt of the written material. At the employee’s request in writing, all disciplinary memoranda for minor offenses, including suspensions not to exceed two (2) days constructive action and all tardy slips and notes of absenteeism, shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding sealed for reasons that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document items shall not be placed in used against the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject employee thereafter, if no further disciplinary action directly relating to the Arbitration provisions of original memoranda has been taken against the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue following issuance of the documents memoranda. Any item that is sealed shall be removed from access from personnel except the Department Head or designee. If the employee believes this section is being misinterpreted or misapplied, or if there is material in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except that should be removed or sealed, he/she may file a grievance pursuant to Article Seven. However, the grievance resolution shall be final and binding when it gets to the Director of Human Resources unless there is some other alleged violation of the MOU within the grievance. Written reprimands shall be served on an affected employee within a reasonable period of time after the manager discovers the incident(s) which supports the written reprimand. If an employee believes the reprimand was not served in a reasonable time, he/she can only appeal the timeliness of the service to the Director of Human Resources or designee. The contents of the grievance can only be challenged as such may be a part set forth above. The decision of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill Director of Rights shall comply with its provisionsHuman Resources or designee is final and not subject to arbitration.

Personnel Files. ‌ Only one official personnel file shall be maintained for each employee. All employees shall be offered the opportunity to sign any written material or drafts of written material to be placed in their file. Employees shall be provided with copies of any written personnel related material. The employee shall be given a reasonable period of time during working hours, and without loss of pay, to prepare a written response to such material. The written response shall be placed in the employee's personnel file and copies sent to the Supervisor and Director. An employee, or his/her certified representative with their Shop Xxxxxxx, shall have the written consent right, at any reasonable time and without loss of pay, to examine and/or obtain a copy of any material from the employee, may inspect that employee's personnel file with at least five (5) days' notice to the exception Division Director or Human Resources staff. The Union representative shall have access to any represented worker's files in order to conduct the business of all material obtained from other employers the Union. A member will authorize such access in writing. Personnel files shall be kept in confidence and agencies at shall be available for inspection by only the time that employee was hirednamed employee, their Shop Xxxxxxx, Union staff, the Site Supervisor, the CEO, the Deputy Director, the HR Director or the Program Director. Any person reviewing an employee's file shall be noted and dated in the signature ledger kept in each employee's file. All files containing members' medical information shall be retained in a separate locked file in Human Resources. An employee employee's personnel records shall be advised ofmaintained by the Human Resources Director. Every personnel file will contain all employment applications, resumes, certification and degree information, employee performance evaluations, records of any disciplinary and adverse action, grievances, and entitled personnel action forms recording changes in employment status, pay, and job classification. This file will be kept by the Human Resources Director during the employee's term of employment, and for at least five years after the employee terminates employment with the Agency. All materials will remain in the personnel file during this retention period. Personnel files will be kept in a locked cabinet. All materials in the personnel file will be confidential. Access to readan employee's personnel file shall be limited to the following people: the Human Resources Department, any written statement by the CEO, the employee's supervisor and/or Program Director, and the employee. In the event of a formal Grievance as provided by these policies, the Personnel Committee and Arbitrator may have access to relevant information in an employee's personnel file. This information shall be considered upon motion of either party, the Personnel Committee or departmental Management regarding his/her work performance the Arbitrator. The Personnel Committee or conduct if Arbitrator shall rule on the relevance of any such statement is to be placed information. The employee may review and/or copy any material in his/her personnel file. The employee Access to the personnel file will be through the Human Resources Director with three (3) business days' notice. Grants Analysts and the Senior PR Accountant shall acknowledge that he/she has read have access to personnel files through the Human Resources Department. Any supporting documentation such material as memoranda, records of meetings, chronicles of events, etc. which are used as bases for a disciplinary or adverse action, but which are not a part of the actual notice of such action, shall be kept by affixing his/her signature on the copy to be filedsupervisor and/or Program Director involved, with copies to the understanding that such signature merely signifies that he/she has read Human Resources Director and/or the material to CEO for informational purposes as necessary, but shall not be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to entered into the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official personnel file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject In addition to the Arbitration provisions of personnel files, only the Grievance Procedure unless they involve violation of Human Resources Department will keep the following employee records, in separate locations, in a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.locked cabinet:

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such s uch material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her certified representative with A personnel file shall be established and maintained for each Employee covered by this Agreement. Such files are confidential records and shall be maintained in the written consent office of the employee, Prosecutor and may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement used for evaluation purposes by the employeeProsecutor. Upon advance notice and at reasonable times any member of the Union may at any time review his personnel file. However, this appointment for review must be made through the Prosecutor's supervisor designated representative. Whenever a written complaint concerning an Employee or departmental Management regarding his/her work performance or conduct if such statement the actions of an Employee is to be placed in his/her his personnel file, a copy shall be made available to him and he shall be given the opportunity to rebut it if he so desires and he shall be permitted to place said rebuttal in his file. When the Employee is given a copy of the complaint, the identification of the complainant may be excised. However, if any disciplinary action is taken based on any complaint, then the Employee shall be furnished with all details of the complaint, including the identity of the complainant. All personnel files will be carefully maintained and safeguarded permanently, and nothing placed in any files shall be removed therefrom. Removal of any material from a personnel file by any member of the Union shall subject that member to appropriate disciplinary action. Each Employee shall be supplied with a written certification from the Prosecutor, during the month of November of each year or more frequently consistent with current practice, which shall state the number of accumulated vacation days, holidays taken, sick days, personal days and any other time which is available to the Employee. No document or report shall be placed in the Employee's personnel file or otherwise acted upon without prior conference with the Employee. The employee Employee shall acknowledge that he/she he has read had the opportunity to review such material by affixing his/her his signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisorexpress understanding that such signature in no way indicates agreement with the contents thereof. The Employee shall also have the right to submit a written answer to such material and his answer shall be reviewed by the Prosecutor or the Prosecutor's signature designee and the signature of a witness attached to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdictioncopy." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless unl es s they involve violation i n vo l ve vio la t io n of a specific provision s p e c if ic p r o v is io n of this agreementag r e em ent . Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her certified an Association representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. Employees shall normally request such files forty-eight (48) hours in advance of such inspection. An employee shall be advised of, and entitled to readread any statement, any written statement by the employee's supervisor or departmental Management regarding management, on his/her work performance or conduct if such statement is to be placed in filed. No such statement shall be filed before all County appeal rights are exhausted. If such a statement is inadvertently filed before all County appeal rights are exhausted, the employee may request sealing of the applicable portions of his/her personnel filefile by the Civil Service Commission. The request for sealing may be made after a decision on the appeal has been rendered. All such statements on which filing is delayed pending completion of the County appeal process, shall be filed upon the rendering of a decision, if such decision upholds the statement or charges against the employee in whole or, if upheld in part, it shall be filed as amended. The employee shall acknowledge that he/she has read reading such material by affixing his/her signature on the actual copy to be filed, with the understanding that such signature merely signifies that he/she the employee has read the material to be filed but and does not necessarily indicate agreement with its content. If the employee refuses to signinitial, the supervisor shall note his/her will sign, noting the refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedureemployee to initial. If Any employee shall have the employee fails right to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be rebut in writing any material placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except and such rebuttal shall be added to the file. Disciplinary action includes a written reprimand, suspension, demotion, or discharge. If the department takes disciplinary action against an employee, the department, upon request of the employee, will furnish the employee a copy of all documents or written statements used by the department as such may a basis for its action. All correspondence of commendation shall be entered as a permanent part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her employee's personnel file, except where they are shown to be frivolous. In that case, they shall be returned to the employee. At the time of conferences, meetings, or hearings held for the purpose of disciplinary action as defined the paragraph above or which the employee believes may request and result in disciplinary action, the employee shall have any written warnings or reprimand(s) issued more than two (2) years prior the right to representation, including Association representation. Any document that was mistakenly placed in the employee's personnel file shall be removed from his/her the personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill Department of Rights shall comply with its provisionsHuman Resources upon the written request of the employee and the employee's appointing authority.

Personnel Files. ‌ An employeeEmployees may, or his/her certified representative with upon written request to the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement person designated by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her Employer, review their personnel file. The employee Employee may be accompanied by a Union representative. Such review must be made in the presence of a member of the Employee Services staff at a time, during normal business hours, that is mutually arranged between the Employee Services staff and the Employee concerned. Employees shall acknowledge that he/she has read such material by affixing his/her signature on be able to obtain copies of the copy content of their personnel file. Collective Agreement Unit D September to August It shall be the responsibility of each Employee to notify their supervisor, in writing, promptly of any change in address and phone number. Such change is to be filed, with acknowledged in writing by the understanding that such signature merely signifies that he/she has read supervisor at the material time the change is submitted. Any notice required to be filed but does not necessarily indicate agreement with its content. If given by the employee refuses Employer under this Agreement shall be deemed to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness have been given if forwarded to the employee's refusal Employee at the last address according to sign. The employee may file a grievance regarding any such document within the prescribed time limits records of the grievance procedureEmployer. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject Upon written request to the Arbitration provisions person designated by the Employer from an Employee on whose record a disciplinary notation has been placed, and after the completion of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years wherein no additional disciplinary notations have been placed on the Employee’s record, such disciplinary notation shall not be the basis for further disciplinary action and such notation will be removed from the date Employee’s file. Notwithstanding clause a notation of issue discipline for an act of physical or sexual harassment andlor abuse of a student which has not been rescinded through the grievance or arbitration procedure, may be kept in the Employee’s file for up to five (5) years. After five (5) years the notation of discipline and, all related notations, shall be removed from the Employee’s file. Once removed from the Employee’s file, the notation of discipline and, all related notations shall be destroyed or placed in a confidential sealed file kept in a secure place separate from the Employee’s personnel file by the Employer. In addition, the existence of the documents sealed file shall not be referenced in the Employee’s personnel file. The Employee shall be informed in writing whether the file is to be destroyed or sealed. The names of Employees with sealed envelopefiles shall be kept confidential to the Executive Superintendent of Employee Services. An employee on reviewing his/her If placed in a sealed file, the record may not be accessed unless otherwise required by law. Notwithstanding the foregoing, if as a result of the notation of discipline for an act of physical or sexual harassment andlor abuse of a student, which has not been rescinded through the grievance or arbitration procedure, the Employer has imposed conditions of employment governing the nature of the Employee’s interaction with students, which have not been rescinded through the grievance or arbitration procedure, when the notation of discipline is removed after five years as described above, a separate record containing only such of employment, as may still be reasonably required, may be retained in the Employee’s personnel file, subject to grievance and arbitration with respect to whether such is still reasonably required. J When an adverse report is placed in the Employee’s personnel file, the Employee may request make a written reply to such report. The reply shall be attached to and have any written warnings filed with the adverse report. No response from the Employer does not imply agreement to the Employee’s reply. Any discipline, which has not been altered during the grievance and arbitration procedure or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may by agreement of the parties, shall not be a part of an official permanent record. All departments employing peace officers covered affected by the Peace Officers Bill of Rights shall comply with its provisionsforegoing.

Personnel Files. ‌ An employee, or his/her his certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management management regarding his/her his work performance or conduct if such statement is to be placed in his/her his personnel file. The employee shall acknowledge that he/she he has read such material by affixing his/her his signature on the copy to be filed, with the understanding that such signature merely signifies that he/she he has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her his refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her his personnel file, an employee may request and have any written warnings and/or written reprimands issued more than one year two years prior placed in an envelope and sealed in his/her removed from his personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An All material placed in the employee's official personnel file in the District Office shall be the property, and shall be under the control, of the District. Access to the file shall be limited to the employee, the employee's supervisor(s), the Superintendent or designee, personnel file custodian and any person designated in writing by the employee. Timely file access shall be granted during regular office hours by arrangement with an authorized personnel file custodian. Upon request, the employee or the employee's designee shall be provided with one (1) copy of any personnel file material. Only one (1) official personnel file shall be maintained for each employee. The employee shall be provided with a copy of any derogatory material placed in the personnel file, and the employee shall have the right within fifteen (15) calendar days after the date of the employee's receipt of such material to provide the Superintendent with a written response to be attached to the material in the file. The employee will be requested to affix his/her signature to the actual copy to be filed. Such signature indicates only that the material has been seen, not agreement to its contents. Evaluations and other documents related to the employee's performance shall remain permanently in the personnel file, except that such material may be removed if approved in writing by the employee and the District. 1900 EVALUATION The employee shall be subject to evaluation in accordance with the District's adopted procedures at the end of the probationary period (90 days), at the end of each work year, and at such other times as the District may deem appropriate. The evaluator shall review the evaluation with the employee and shall submit a copy of the completed evaluation documents to the employee and to the Superintendent for placement in the employee's personnel file. Within ten (10) working days after receipt of the evaluation documents, the employee shall have the right to provide the Superintendent with a written response to be attached to the material in the file. Evaluation of an employee shall be based on a current job description (received and signed by employee and administrator) provided to the employee. The Association shall be notified of changes in the evaluation procedures. No member of the bargaining unit shall evaluate another member, although they may be required to provide input into another member’s evaluation. The Superintendent is responsible for the development and maintenance of a classification plan that will include job descriptions for each classified position as per the bargaining agreement. 2000 REASSIGNMENT/TRANSFER 2001 Voluntary A copy of each bargaining unit position vacancy or new position notice shall be transmitted to the Association President, or his/her certified representative designee, and posted at each school site. This notice shall be given not later than the date the notice is posted publicly for that vacancy or new position. The Superintendent shall give consideration to written transfers/reassignment requests from the current employees and shall not interview for the position from outside applicants for five (5) working days after posting, to give in-house employees first consideration to transfer. Promptly upon making a decision regarding a transfer/reassignment request, the Superintendent shall provide the employee with written notice of the written consent of decision. Upon request by the employee, the Superintendent shall confer with the employee regarding the decision. Employees who desire a transfer to any position may inspect that employee's personnel file a written statement of such desire with the District. Such written statements will remain on file with the exception District for a period of all material obtained one (1) year from other employers and agencies at the time that the request is filed. The employee was hiredwho is regularly assigned to work fewer than twelve (12) months during the work year may give a written request to the Superintendent for temporary work during the unassigned period. An If an employee is appointed to temporary work within the employee’s position classification, the employee shall be advised of, compensated at their current rate of pay and entitled benefits. If appointed to read, any written statement by temporary work outside the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The position classification, the employee shall acknowledge that he/she has read such material be compensated at the temporary wage rate established by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature District and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by this Agreement for the Peace Officers Bill of Rights shall comply with its provisionstemporary work.

Personnel Files. ‌ An employee, or his/her certified representative with Teachers shall have the written consent of right to inspect their own personnel files and to answer and reproduce any and all materials therein. The District shall reproduce any and all material from the employee, may inspect that employee's personnel file with as requested by a teacher or a union representative designated in writing by said employee. The employee shall reimburse the exception of all material obtained from other employers and agencies district at the time that employee was hired. An employee shall be advised ofrate of fifteen cents ($0.15) per copy, and entitled to read, any written statement unless said request is made by the employee's supervisor Superintendent’s Office. No materials or departmental Management regarding his/her work performance evaluations that question or conduct if such statement is to challenge a teacher’s conduct, service, performance, character or personality will be placed in his/her personnel filefile unless the teacher has had the opportunity to read, date and sign the material. (Material and information pertaining to the teacher’s initial employment shall be excepted.) Such written acknowledgment shall in no way imply agreement or disagreement with any material contained therein. The employee shall teacher will only acknowledge in writing that he/she has read such material had the opportunity to review said material. Arbitrary refusal by affixing his/her signature on the copy teacher to be filed, with the understanding that such signature merely signifies that he/she has read sign the material to be filed but does not necessarily mean that said material will not be entered into the personnel file and must be so noted. The teacher will also have the right to submit a written answer to such material. His/her answer shall be reviewed by the Superintendent and attached to the file copy. Not submitting a rebuttal shall in no way indicate agreement an acceptance of the material in question. No anonymous letter or material of any kind shall be placed in a teacher’s file, nor shall any material based on hearsay. Material shown to be false or unsubstantiated shall be removed from the personnel file. The burden of proof for false or unsubstantiated material shall rest with its contentthe teacher. If A designated member of the Union, having written authorization from the employee refuses to sign, concerned and in the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature presence of a witness member of the District, may examine the official personnel file of that employee if the examination relates to the employee's refusal to sign. The employee may file a filed grievance, a grievance regarding any such document within in preparation or written charges against the prescribed time limits employee by the District. Copies of materials in an employee’s personnel file shall be permitted for official school purposes, for the use at formal proceedings, for grievances, or for the express use of the grievance procedure. If the individual employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document but shall not be placed permitted for any other purpose. The District agrees to continue its policy of treating personnel files with the highest degree of confidentiality. Only the Superintendent, Human Resource Director, and the Board of Trustees and those administrative personnel selected to serve on committees for screening applicants for promotions or new positions in the official file nor referenced in any Performance Evaluation district shall have the right to inspect personnel files. However, the Superintendent shall make available only those sections necessary to fill the promotion or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such formsnew position. The employee may attach his/her statement District shall keep only one personnel file per teacher to any document within twenty be maintained at the Central Administration Office. Once every five (205) business days if he/she chooses not years, a teacher shall have the right to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed indicate those documents and/or other materials in his/her file which he/she believes to be obsolete or otherwise inappropriate to retain. The Superintendent shall have the final decision in regard to removal of such documents. At no time may a teacher’s personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years removed from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionsSuperintendent’s office.

Personnel Files. ‌ An employeeEmployees shall have access to their personnel files in the presence of the Human Resources Administrator or designee, at a mutually agreed time and location. Upon request, employees will be given a copy of items in their files. There shall be one official personnel file for each employee and such official file shall be maintained in the Human Resources Department. It is understood that should there be mutual agreement between the Human Resources Administrator or hisdesignee and the employee that an item in the file is inaccurate, the item shall be corrected. It is further understood that should there be no mutual agreement between the employee and the Human Resources Administrator or designee, the employee shall have a right of reply to the item which he/her certified representative with the she believes is inaccurate. The written consent reply shall form part of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her official personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature Where a minimum of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years have elapsed since the recording of a disciplinary notation on an employee's file resulting from an employee’s inappropriate interaction with students, the employee may request that such disciplinary notation be reviewed. Requests shall be made to the Human Resources Administrator, who may remove the disciplinary notation from the date file provided the personnel file has been free of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings warning or reprimand(s) issued more than disciplinary action during the intervening period. A request for removal shall not be unreasonably denied. Letters of reprimand and/or suspension will be removed from the record of an employee two (2) years prior removed from his/her following the receipt of such letter and/or suspension, provided the personnel file except as such may be a part has been free of an official permanent recordany written warning or disciplinary notation during the intervening period. All departments employing peace officers covered by The Employer shall not rely on the Peace Officers Bill removed documentation for the purpose of Rights shall comply with its provisionsany future proceedings (if any), provided that the Union and/or the employee makes no claim that the employee has never been subject to disciplinary action.

Personnel Files. ‌ An employee, or his/her certified representative representative, with the written consent of the employee, may inspect that employee's ’s personnel file with the exception of all material obtained from other employers and agencies at the time that the employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's ’s supervisor or departmental Management management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The Prior to its placement in the personnel file, the employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's ’s signature and the signature of a witness to the employee's ’s refusal to sign. The employee will be given a copy of any material to be placed in his/her personnel file, prior to its placement in the file. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreementMemorandum of Understanding. Within thirty (30) days of his/her knowledge of a written statement regarding employee performance or conduct, the employee is entitled to place a written statement in his/her file stating reasons for disagreement with the written statement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "“The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdictionjurisdictions." ” The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and shall have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. The annual performance evaluation must be prepared and signed by a County employed management physician. All departments employing peace officers covered disciplinary actions taken against a physician must be reviewed and approved by the Peace Officers Bill of Rights shall comply with its provisionsa County-employed management physician.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee emplo xxx or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her his certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management management regarding his/her his work performance or conduct if such statement is to be placed in his/her his personnel file. The employee shall acknowledge that he/she he has read such material by affixing his/her his signature on the copy to be filed, with the understanding that such signature merely signifies that he/she he has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her his refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her his personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her removed from his personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her certified a Union representative with the written consent of the employee, may inspect that employee's ’s personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. Employees shall normally request such files 48 hours in advance of such inspection. An employee shall be advised of, and entitled to readread any statement, any written statement by the employee's ’s supervisor or departmental Management regarding management, on his/her work performance or conduct if such statement is to be placed in filed. No such statement shall be filed before all County appeal rights are exhausted. If such a statement is inadvertently filed before all County appeal rights are exhausted, the employee may request sealing of the applicable portions of his/her personnel filefile by the Civil Service Commission. The request for sealing may be made after a decision on the appeal has been rendered. All such statements on which filing is delayed pending completion of the County appeal process, shall be filed upon the rendering of a decision, if such decision upholds the statement or charges against the employee in whole or, if upheld in part, it shall be filed as amended. The employee shall acknowledge that he/she has read reading such material by affixing his/her signature on the actual copy to be filed, with the understanding that such signature merely signifies that he/she the employee has read the material to be filed but and does not necessarily indicate agreement with its content. If the employee refuses to signinitial, the supervisor will sign, noting the refusal of the employee to initial. Disciplinary action includes a letter of warning, written reprimand, suspension, demotion, or discharge. If the department takes disciplinary action against an employee, the department, upon request of the employee, will furnish the employee a copy of all documents or written statements used by the department as a basis for its action. At the time of conferences, meetings, or hearings held for the purpose of disciplinary action as defined in Paragraph 4 or which the employee believes may result in disciplinary action, the employee shall note his/her refusal on have the copy right to representation, including Union representation. All correspondence of commendation shall be entered as a permanent part of an employee’s personnel file, except where they are shown to be filed along with the supervisor's signature and the signature of a witness frivolous. In that case, they shall be returned to the employee's refusal to sign. The employee may file a grievance regarding any such Any document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be that was mistakenly placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her employee’s personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her shall be removed from the personnel file except as such may be a part by the Department of an official permanent record. On Human Resources upon the face written request of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of employee and the subject employee or by subpoena or other legal process from a public body of competent jurisdictionemployee’s appointing authority." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's ’s personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to readread and receive a copy, if requested, of any written statement by the employee's ’s supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's ’s signature and the signature of a witness to the employee's ’s refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have had been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered If the department takes disciplinary action against an employee, the department, upon request of the employee, will furnish the employee copies of any documents or written statements used by the Peace Officers Bill of Rights shall comply with department as a basis for its provisionsaction. No non-work-related material will be introduced into the file.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or performance evaluationor Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of the envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings warning or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her his signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall would not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her his personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her his personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "read, “The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." ” The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on On reviewing his/her personnel file, an employee may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered Upon adoption of this Memorandum of Understanding by the Peace Officers Bill Board of Rights shall comply with its provisionsSupervisors, an employee in reviewing his/her personnel file may request and have any written reprimands issued more than two years prior removed from his/her personnel file, except as such may be a part of an official permanent record.

Personnel Files. ‌ An employee, upon written request to or after prior arrangement with the State Bureau of Human Resources, or the appropriate offi- cial at his/her certified representative with work location or in his/her agency, shall be permitted to review his/her personnel files. Such review shall take place during normal office hours and shall be conducted under the written consent supervision of the employee, appropriate records custodian or agency representative. An employee may inspect that employee's review his/her personnel file with files at reasonable times during his/her regular work hours if such review does not require travel out of the exception of all material obtained from other employers and agencies at the time that employee was hirednormal work area. An employee shall be advised ofallowed to place in such file a response of reasonable length to anything contained therein which the employee deems to be adverse. An employee's personnel file shall include, but not be limited to, all memoranda and entitled documents relating to readsuch employee which contain commendations, employee performance appraisals or ratings and records of training programs completed. Upon request an employee shall be provided a copy of any written statement by or all materials in his/her personnel files provided that such copies shall be provided at the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is expense. Copies of material added to the employee's personal file after the effective date of this Agreement shall be furnished at the State's expense and sent to each employee simultaneously with it being placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may Upon written request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face employee, records of the sealed envelope it shall read "The contents herein reprimands and preventable accident reports shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process removed from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two personnel files after three (23) years from the date of issue the occurrence provided that the employee has had no further disciplinary action since that date. Upon written request of an employee, records of suspensions and disciplinary demotions shall be removed from personnel files after five (5) years from the date of the documents in occurrence provided that the sealed envelopeemployee has had no further disciplinary action since that date. An However, records of disciplinary suspensions resulting from patient/client/inmate/student abuse, neglect or mistreatment and sexual harassment shall not be removed from personnel files under the provisions of this paragraph. Any material inserted into an employee's personnel file shall be dated, shown to the employee on reviewing and the employee shall initial same, attesting only to the fact that he/she has seen and is aware of the material being put into his/her personnel file. Any material not so processed, may request and have cannot be used against an employee in any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionspresent and/or future disciplinary action.

Personnel Files. ‌ An A personnel file shall be defined as the file maintained by the City and/or Department for the purpose of retaining records related to an employee's employment status, work history, training or disciplinary records. It is understood that a personnel file does not include material relating to medical records, pre-appointment interview forms, Internal Affairs files, or his/her certified representative with applicant background investigation documents such as, but not limited to, psychological evaluations and polygraph results. The Employer will promptly notify an employee upon receipt of any request by a third party (someone not working for the written consent of City) for disciplinary or other confidential information in the employee's personnel file. If practical, may inspect that the Employer will provide at least forty-eight (48) hours' notice before releasing any such information. The Employer will allow the employee and the FOP the opportunity to legally object to unwarranted disclosures. Each employee's personnel file will be open for review by the employee at reasonable times and with the exception of all material obtained from other employers and agencies at the time reasonable notice, provided that employee was hired. An an employee shall be advised of, and entitled not have the right to read, any written statement by the employee's supervisor review pre- employment psychological evaluations or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and notes prepared for the signature purpose of a witness to the employee's refusal to signemployee evaluations. The employee may file a grievance regarding any such document within review fit for duty psychological evaluations but the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document City shall not be placed required to release fit for duty psychological evaluations to the FOP without a written release from the employee. Employees shall have the right to provide a written response to any written evaluation or disciplinary actions to be included in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, which will be retained with the action in the personnel file. Records of disciplinary action resulting in demotion, re-assignment or loss of time or pay shall be retained permanently. All non-permanent disciplinary records may be retained in an employee's personnel file for up to five (5) years. After five (5) years, provided no other discipline has occurred, the employee may request that the non-permanent disciplinary record be removed from the file, and such requests will not be unreasonably denied. The parties recognize that while the City may retain such records in other files, any records that have any written warnings issued more than one year prior placed in an envelope and sealed in his/her been removed from the personnel file except as such pursuant to this section may not be used in a part of an official subsequent discipline or discharge case. Upon leaving employment with the City in good standing, the City will remove any other non- permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years disciplinary records from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her employee's personnel file except as such may be a part upon request, regardless of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionswhen they were received.

Personnel Files. ‌ An employee, or his/her certified representative Employees shall be permitted to inspect during normal District business hours the District's personnel files of the concerned employee kept with the written consent school district. Inspection must take place in the presence of an authorized secretarial employee as designated by the District, except that no prearranged appointment will be necessary for such inspection to occur. Confidential letters of recommendation and other confidential records received prior to employment shall be destroyed or returned to the source. All materials placed in personnel files will have date of entry placed on them. Anyone, at the employee's request, may inspect that employee's personnel file with be present for this review. Upon request, one (1) copy of any documents contained therein shall be afforded the exception employee at employee expense. A copy of all formal District generated written material obtained from other employers and agencies concerning discipline or the final annual evaluation will be furnished the employee at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement it is to be placed in his/her the District personnel file. The employee shall acknowledge that he/she has read Letters of direction or such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature directives of a witness similar nature may be retained in the building administrator’s working file for up to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document one year and shall not be placed in the official employee’s personnel file nor referenced in at any Performance Evaluation time. At the end of each school year, materials from a building administrator's working file will either be destroyed or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject transferred to the Arbitration provisions employee's central office file. Materials reviewed by the staff member and judged to be either derogatory to the staff member's conduct, service, character, or personality may be answered by the staff member in writing. Such written responses shall become a part of the Grievance Procedure unless they involve violation of a specific provision of this agreementemployee's personnel file. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to Written warnings and written reprimands which are more than three (3) years old shall be removed from an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her employee's personnel file, an upon request of the employee, provided said employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed has no related disciplinary actions in his/her personnel file except as such may be a part of an official permanent recordduring the three (3) year period. On Any incident not reduced to writing within ninety (90) days from the face completion of the sealed envelope it investigation of a reported incident shall read "The contents herein shall not later be disclosed only upon written consent of added to the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.

Personnel Files. ‌ An employeeA separate personnel history file shall be established and maintained for each employee covered by this Agreement; personnel history files are confidential records, and shall be maintained in the Prosecutor’s Office. All personnel history files will be carefully maintained and permanently safeguarded, and nothing placed in any file shall be removed from the file without notification to the employee and except as provided herein or his/her certified representative with the written consent by operation of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hiredlaw. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits Any member of the grievance procedure. If the employee fails to file a grievance within the designated time limitsProsecutor’s Office may, the document becomes part of the official file. If the employee does file a grievance within the designated time limitsby appointment, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing review his/her personnel file, but the appointment for review must be made through the Prosecutor or the Prosecutor’s designated representative. The Prosecutor shall advise the Association of the designated representative at the commencement of this Agreement. Whenever a written complaint concerning an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in covered by this Agreement or his/her actions is to be placed in the employee’s personnel file except as such may file, a copy shall be made available to the employee, who shall be given the opportunity for rebuttal if he/she so desires, and the employee shall be permitted to place said rebuttal in the file. In the event the employee is exonerated by a part of an official permanent recordfinding that the complaint is determined to be unfounded, the complaint shall be expunged from the personnel file. On Formal disciplinary charges brought pursuant to the face Rules and Regulations Manual of the sealed envelope it Prosecutor’s Office, the employee’s memorandum in response thereto, and the record of final disposition shall read "The contents be entered into an employee’s personnel file. In the event the employee is exonerated by a finding that the complaint is determined to be unfounded, the complaint shall be expunged from the personnel file. Nothing contained herein shall be disclosed only upon written consent construed to require the Prosecutor to place in the personnel file all negative comments or impressions of an employee of the subject employee Prosecutor or by subpoena any supervisor. The Prosecutor agrees to provide to employees a formal policy, in writing, of what constitutes a negative performance notice prior to the issuance of such a notice or other legal process from the placement of such a public body of competent jurisdiction." The date the contents of the sealed envelope notice in a personnel file. Non-disciplinary, negative performance notices will be destroyed shall also appear on the face of envelope. That date shall be two expunged from an employee’s personnel file after five (25) years from their issuance, provided there are no violations of a similar nature within the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionsfive-year period.

Personnel Files. ‌ An employeeThere shall be one official personnel file maintained in the office of the Director of Personnel Services for every term and regular instructor under the scope of this Agreement. Personnel files shall also be maintained for those auxiliary instructors for whom there is documentation pertaining to any matter that is under Article Personnel files will be kept confidential and access will be limited to the College President, the Director of Personnel Services, appropriate Vice Presidents, or his/her certified representative with their respective designates who are not members of the acting on their behalf. The College shall not release information contained in an instructor's personnel file to unauthorized individuals without the written consent of the employeeinstructor concerned. During the normal working hours and in the presence of the Director of Personnel Services or delegate, may inspect that employee's every instructor has the right of access to their personnel file with alone or accompanied by the exception President of all the Association. Upon request, the instructor is entitled to a copy of any material obtained from other employers and agencies in the file. The instructor shall be provided, at the time of filing, with a copy of each document that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her the instructor's personnel file. The employee Each document shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but within a reasonable period of time after the occurrence of the incident giving rise to the document. I Each such document directed to the official personnel file which constitutes disciplinary action or might be the basis of disciplinary action shall be signed by the instructor as evidence that a copy has been received. The instructor's signature does not necessarily indicate agreement with its contentthe contents of the document. If the employee refuses to sign, the supervisor shall note his/her refusal Refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official instructor to sign such documents shall not preclude their placement in the personnel file. If In the employee does file event of such refusal, the College shall provide the with a grievance within copy of the designated time limitsdocument, said document and the shall not acknowledge receipt. The appropriate Vice President or delegate shall inform the instructor that such material is to be placed in the official personnel file nor referenced and the instructor is entitled to respond, in writing, to documents placed in the personnel file at the time of filing. The instructor's written response shall be made within a reasonable period after the document has been filed and shall also be placed in the instructor's file. An instructor who disputes any Performance Evaluation or Appraisal of Promotability until entry on their personnel file shall be entitled to recourse through the grievance procedure or civil service appeal rights have been exhaustedand the eventual resolution shall become part of their personnel file. Grievances filed under this provision shall not be subject to Any such disputed document shall, upon the Arbitration provisions written request of the Grievance Procedure unless they involve violation instructor, be removed from their file after the expiration of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve twenty-four (24) months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date it was issued provided there has not been a further infraction of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisionssimilar nature.