Personnel Records. Section 24.1 Each employee shall have the right, upon request, to examine and copy any and all material, including any and all evaluations, contained in any personnel records concerning such employee. The Union shall have access to an employee's records upon written authorization by the employee involved.
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Personnel Records. The official personnel file is the file maintained by the University Human Resources Department or by the appropriate Human Resources Department of the coordinate campuses. No written documentation of prior disciplinary action shall be used as the basis for disciplinary action unless it has been entered into the employee's official personnel file, or the employee has been provided written notification of recent disciplinary action. Written allegations of improper employee behavior that have not been used as a basis for coaching or are more than one (1) year old shall not be used as the basis for disciplinary action, nor shall they be placed in the official personnel file. Disciplinary action documents shall be sent to the appropriate Human Resources Department, where they shall be date stamped upon receipt, and shall be given priority in filing. Any employee shall be allowed to review all documents held in his/her official personnel file. Requests for such review shall be in writing and addressed to the appropriate Human Resources Department. Following receipt of such request, arrangements shall be made for the employee to review his/her file in the presence of a Human Resources Department representative. No one may remove material from an employee's official personnel file unless authorized to do so by the head of the appropriate Human Resources Department or his/her designee. Upon receipt of written authorization by the employee, his/her Union representative may schedule an appointment to review the employee's file. Copies of any document in the file related to a disciplinary action will be made upon request by the Union Representative. There will be no charge for the first ten (10) copies; a charge for all copies greater than ten will be at the departmental rate. Employees have the right to include or update a reasonable amount of information in their personnel files that may be pertinent to their job performance. Employees shall also be able to respond to performance appraisal or disciplinary materials placed in their official file. (See Article 22, Discipline, Section 6, regarding employee signature on standard University form attached to the written discipline.) Materials related to job performance or discipline that are placed in an employee's official personnel file by management must be copied to the employee. Materials placed in the official file by the employee must be copied to the employee's immediate supervisor. Materials that are designated ...
Personnel Records. The Co-Manager of Information Technology shall have the right, upon request, to review the contents of his/her personnel file and to receive copies at the expense of the employee any documents contained therein. He/She shall be entitled to have a representative accompany him/her during such review. No derogatory documents will be placed in the employees file without prior notice and knowledge of the employee. The Co-Manager of Information Technology shall also have the right to submit a written response or rebuttal to such material.
Personnel Records. The Business Administrator shall have the right, upon request, to review the contents of his personnel file and to receive copies at Board expense of any documents contained therein. He shall be entitled to have a representative accompany him during such review. At least once every year, the Business Administrator shall have the right to indicate those documents and/or other materials in his file that he believes to be obsolete or otherwise inappropriate to retain and upon approval of the Superintendent of Schools, subject to the requirements of the New Jersey Open Public Records Act and the New Jersey Records Destruction Act, such documents identified by him shall be destroyed. No material derogatory to the Business Administrator’s conduct, service, character or personality shall be placed in his file unless he has had an opportunity to first review the material. The Business Administrator shall acknowledge that he has had the opportunity to review such material by affixing his signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The Business Administrator shall also have the right to submit a written answer to such material.
Personnel Records. A. The personnel records of an employee in the bargaining unit shall be maintained in the District's personnel office. Such personnel records shall not contain any information of a critical nature that does not bear the employee's signature or initials, indicating that the employee has been shown the material, or a statement by the employee who has been shown the material and has refused to sign or initial such material. An employee shall have the right to attach a written statement of explanation to any material.
Personnel Records. The personnel records of any employee in the bargaining unit shall not have any information that reflects upon an employee's performance that does not bear that employee's signature or initials and date signed indicating that the employee has been shown the material, or a statement by a supervisor that the employee has been shown the material and that the employee has refused to sign or initial such information. All materials in the personnel file shall be signed and dated by the supervisor. The employee will also have the right to submit a written response to the information placed in his/her file. This response will be reviewed by the Director of Human Resources and be attached to the information filed. The employee may request in writing that any item may be removed from the employee's personnel file, with the District determining if the material is to remain. The employee's personnel file and records shall be available for viewing following the employee’s request to the District Office. Inspection of personnel files shall take place on days the District Office is open and during the employee’s non-work hours. A District Office employee shall be present during the viewing of the file. The employee may request copies of any document in their personnel file. -
Personnel Records. 31.01 A performance appraisal, including written progress reports referred to in 27.02 which are to be filed on the employee's record, shall be shown to the employee in advance. The employee may add the employee's views to such appraisal before it is filed. It is understood that such an appraisal does not in itself constitute disciplinary action by the College against the employee.
Personnel Records. (A) There shall be only one official personnel file for each employee, which shall be maintained by the employing agency. Information in an employee’s official personnel file may be maintained in electronic as well as paper form.
Personnel Records. Section 1. An employee may, upon request, inspect the contents of his/her official Department personnel file except for confidential reports from previous employers. No grievance material shall be kept in the official personnel file. There shall be only one (1) official personnel file kept for each employee.
Personnel Records. Section 1. Each Agency shall maintain one (1) official personnel file for each employee, located at the primary Human Resources office for the Agency. For purposes of this Article, “Agency” shall include health-related licensing boards and institutions that maintain the official personnel files for their employees. Where the personnel records are maintained on microfiche/microfilm, the personnel file will include both microfiche/microfilm and any material not yet copied. Upon reasonable notice, an employee may inspect the records, excluding any confidential reports from previous employers, in his/her official Agency personnel file or supervisory working file; provided that, if the official personnel file or supervisory working file is kept at a separate facility, the employee shall, at the Agency’s discretion, either be allowed to go where the file is kept or the file will be brought to the employee for review within five (5) days of his/her request. With the employee’s written authorization, his/her Union Xxxxxxx may inspect the employee’s official personnel file, and supervisory working file, consistent with the time requirements provided herein. If the supervisory working file cannot be made available due to the absence of a supervisor, extensions of up to ten (10) days will be granted. No grievance material shall be kept in an employee’s official personnel file.