Personnel Records Sample Clauses

Personnel Records. Employee shall have the right, upon request, to review the contents of her personnel file and to receive copies at Board expense of any documents contained therein. She shall be entitled to have a representative accompany him/her during such review. At least once every year, Employee shall have the right to indicate those documents and/or other materials in her file that she believes to be obsolete or otherwise inappropriate to retain; such documents identified by her shall be destroyed with the permission of the Superintendent. No material derogatory to the Assistant Superintendent’s conduct, service, character or personality shall be placed in her personnel file unless she has had an opportunity to review the material. The Assistant Superintendent shall acknowledge that she has had the opportunity to review such material by affixing her signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. Employee shall also have the right to submit a written answer to such material. The contents of Employee’s personnel file shall not be subject to public disclosure, unless ordered by a Court of competent jurisdiction or dictated by law.
Personnel Records. An employee shall have the right at any time to have access to and review the employee’s personnel records. Any disagreement as to the accuracy of information contained in the file may be subject to the Grievance Procedure and the eventual resolution thereof shall become part of the employee's record. An employee shall have the right to make copies of any material contained in the employee’s personnel record. Upon request of an employee, the Board will remove all disciplinary letters from that employee’s personnel file that are three years old or older provided that there have been no disciplinary letters placed in the personnel file during the three years before the request. When the employee is viewing the file an appropriate School District employee shall be present and the employee may be accompanied by an individual of the employee’s choosing.
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. 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. 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. The Director of Facilities 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. The Director of Facilities shall also have the right to submit a written response or rebuttal to such material.
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 15.1 An employee may, upon request, inspect the contents of his official Agency personnel file except for confidential reports from previous employers. No grievance shall be kept in the personnel files after the grievance has been resolved except the resolution.
Personnel Records. Employees shall be permitted access to their personnel files at a time mutually agreed upon between the employee and the employee's supervisor. Any disagreement as to the accuracy of information contained in the file may be subject to the grievance procedure. No evidence from the employee's record may be introduced as evidence in any hearing, of which the employee was not aware at the time of filing. An employee shall have the right to make copies of any material contained in his/her personnel record.