REVIEW AND EMPLOYEE FILES Sample Clauses

REVIEW AND EMPLOYEE FILES. An employee shall be given an opportunity to sign any formal review of his performance and shall also be given an opportunity to sign all adverse reports pertaining to the performance of his duties in his current position which are placed on his personal file, to indicate that its contents have been read. The employee’s signature shall not indicate his concurrence with the statements. A copy of the formal review and/or reports shall be provided to the employee. An employee has the right to make written comments to be attached to the performance review and/or adverse reports. The personnel file of an employee may be accessed by the employee at least once a year in the presence of a person approved by the Council, provided that the employee so requests it in writing.
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REVIEW AND EMPLOYEE FILES. When a formal review of an employee’s performance is made, the employee shall be given the opportunity to sign the review form in question to indicate that its contents have been read and explained and shall be given a copy of the document. Upon written request of an employee, the personnel file of that employee will be made available for examination in the presence of an authorized representative of the Employer.
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REVIEW AND EMPLOYEE FILES. An employee who submits a written request to the Xx- xxxxxx of Human Resources or his designate may review her personnel file in the possession of the Division as it relates to her employment with the Division. The employee may have a representativewho is a mem- ber of the Association present at the time of the review pro- vided the employee has named the representative in the re- quest. The Division shall have the right to have a representa- tive present when the employee is examining such files. Following written assessment of an employee's per- formance, the employee will be given an opportunity to re- view the assessment and to acknowledge having read the con- tents of the assessment. At the time of reviewing the assess- ment, the employee will be provided with the opportunity to place her own comments on the assessment prior to her sign- ing. Upon signing the assessment form, the employee will receive a duplicate copy for her records. The Division will not introduce as evidence at any Arbitration Hearing and an Arbitration Board shall not accept as evidence any document which is disciplinary in nature, un- less the employee has been previously advised of the nature of the discipline or has been provided with a copy of such document upon request in advance of the Arbitration. An employee may file a grievance requesting the re- moval or amendment of any disciplinary documentation con- tained in her file.
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REVIEW AND EMPLOYEE FILES. An employee shall be given an opportunity to sign any formal review of his performance and shall also be given an opportunity to sign all adverse reports pertaining to the performance of his duties in his current position which are placed on his personnel file. An employee shall have the right to indicate on the appraisal or adverse report that he either agrees or disagrees with its contents. The Council agrees not to introduce as evidence in a hearing subsequent to a disciplinary action, any document of which the employee was not aware at the time of the disciplinary action. The Council shall permit an employee to inspect his personnel file at least once in each calendar year in the presence of a person by the Council if the employee requests to do so in writing. Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an employee, shall be destroyed after two years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period.
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REVIEW AND EMPLOYEE FILES. For the purpose of this Article,
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REVIEW AND EMPLOYEE FILES. When a formal assessment of an employee's performanceis made, the employee concerned must be given an opportunityto sign the assessment form in question upon its completion to indicatethat its contents have been read. A copy of the assessmentform will be providedto the employee at that time. An employee's signature on his or her assessment form will be consideredto be an indicationonly that its contents have been read and shall not indicatethe employee's concurrencewiththe statements containedon the form. The Employer's who assess an employee's performance must have observed or been aware of the employee's performancefor at least one-half of the periodfor which the employee's performanceis An employee has the right to makewritten be attachedto the performance reviewform. Prior to an employee performance reviewthe employee shall be given: the evaluationform which will be used for the review; any written documentwhich provides the person conductingthe review; if during the employee performancereview, either the form or instructions are changedthey shall be given to the employee. Uponwritten request an employee, the personnelfile that employee shall be made available once per year for his or her examination in the presence of an authorized the Employer.
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REVIEW AND EMPLOYEE FILES. When a formal assessment of an employee’s performance is made, the employee concerned must be given an opportunity to sign the assessment form in question upon its completion to indicate that its contents have been read and understood. Upon written request, a copy of an employee’s completed assessment form will be provided to the employee. The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee, the content of which the employee was not aware at the time of filing or within a reasonable period thereafter. In the case of discharge such evidence will be limited to the grounds stated in the notice of discharge given to the employee. When an unsatisfactory report is placed on an employee’s file, the employee concerned must be given an opportunity to sign the report in question to indicate that its contents have been read and understood. Upon written request from an employee, any document relating to disciplinary action, which may have been placed on the personnel file of an employee shall be destroyed after two years have elapsed since the infraction took place provided that no further occurrence of disciplinary action has been recorded during this subsequent period. Upon written request of an employee, the personnel file of that employee may be made available once per year for his/her examination in the presence of an authorized representative of the Employer.
Sample 1
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REVIEW AND EMPLOYEE FILES. An employee shall be given an opportunity to sign any formal review of his performance and shall also be given an opportunity to sign all adverse reports which are placed on his personal file and which pertain to the performance of his duties in his current position. An employee may have access at least once a year to his personnel file in the presence of a person approved by the Council, provided that the employee so requests it in writing.
Sample 1
REVIEW AND EMPLOYEE FILES. When a formal assessment of an employee's performance is made, the employee concerned must be given an opportunity to sign the assessment form in question upon its completion to indicate that its contents have been read. A copy of the completed assessment form will be provided to the employee at that time. An employee's signature on his or her assessment form will be considered to be an indication only that its contents have been read and shall not indicate the employee's concurrence with the statements contained on the form. The Employer's who assess an employee's performance must have observed the employee's performance for a period of at least three months. The purpose of the formal assessment is to measure an employee's work performance, to assess strengths and weaknesses, and to provide guidance to the employee in cases where he or she is assessed as requiring improvement. In no case will the evaluation document be used to discipline employees. An employee has the right to make written comments to be attached to the performance review form. Once each calendar year, on the request of an employee, the personnel file, or specified documents from the file, shall be made available for his or her examination in the presence of an authorized representative of the Employer. The Employer will have up to thirty days to respond to request. All documentation related to allegations of employee misconduct that is subsequently deemed unfounded will be held in a separate file. The Employer shall maintain one (1) personnel file for each employee. There shall be no disciplinary report placed on that file unless a copy of the report has been given to the employee in accordance with Article
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Related to REVIEW AND EMPLOYEE FILES

  • EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES 56.01 For the purpose of this Article:

  • EMPLOYEE FILES 10.01 A copy of any completed formal evaluation which is to be placed in an employee’s file shall be first reviewed with the employee. The employee shall initial such evaluation as having been read and shall have the opportunity to add her or his views to such evaluation prior to it being placed in her or his file. It is understood that such evaluations do not constitute disciplinary action by the Employer against the employee. Having provided a written request to the Director of Care, or her designate, an employee shall be entitled to her personnel file for the purpose of reviewing any evaluations or formal disciplinary notations contained therein, in the presence of the Director of Care, at a mutually agreeable time.

  • Employee File 27.01 Upon request to their immediate supervisor, employees are entitled to read, review and be provided with one (1) copy of any document in their human resources file at a mutually agreed time. The Senior Union Official, or designate, with the written authority of the employee, shall be entitled to review the employee's human resource file in the workplace, in order to facilitate the investigation of a grievance. The employee or the Senior Union Official, as the case may be, shall give the Employer seven (7) days' notice prior to examining the file. Employees shall have the right to rebut in writing any document, including but not limited to disciplinary notices and evaluations, in their human resources file. Such rebuttals, other than grievances, shall be attached to the document and placed in the personnel file.

  • Review of Personnel Files Every member shall be allowed to review any of his/her personnel files except "confidential law enforcement records" and "trial preparation records" as defined in Ohio Revised Code Section 149.43 at any time, upon request and reasonable notice. Such request shall be made to the supervisor directly responsible for maintenance of such files. Review of the files shall be made in the presence of such supervisor or the supervisor's designated representative. For the Division master personnel file, the request shall be made to the member's Subdivision Deputy Chief or his/her designated representative. Any member, or the member's Lodge representative, may copy documents in the member's file. The City may levy a charge for such copying, which charge shall bear a reasonable relationship to actual costs. A member will be notified in writing any time records within his/her personnel, background, IAB, and/or payroll file(s) are requested, as a public records request pursuant to Ohio Revised Code Section 149.43, provided the City determines that the request is proper under applicable law. A member may request copies of any records provided under this paragraph, and these copies shall be provided at no cost to the member.

  • 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.

  • Grievance Files Written grievances and responses will be maintained separately from the employee’s personnel file.

  • Access to Personnel Files All employees shall be allowed access to their personnel files during normal working hours for inspection and/or copies of documents which will be provided by the Employer. Such inspection shall be made subject to prior arrangement with the Employer.

  • Employee Personnel Files 1. There shall be only two files established for maintenance of employee performance and discipline records. The official personnel file, secured at the SPS office and the working building/program file secured at the building/program.

  • Personnel File (a) An employee, or the President of the Union (or the President's designate) with the written authority of the employee, shall be entitled to review an employee's personnel file, in the office in which the file is normally kept. The employee or the President, as the case may be, shall give the Employer adequate notice prior to having access to such files.

  • Review of Personnel File Upon written authority from an employee, OC shall permit the President of the Union or their designate to review that employee's personnel file in the office in which the file is normally kept in order to facilitate the proper investigation of a grievance.

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