Section 3.6. Personnel File Sample Clauses

Section 3.6. Personnel File. 37 There shall be only one (1) official personnel file for each employee. Said files shall be kept in the 38 District personnel office. Supervisors, however, have the right to keep an employee working file at 39 their job site. Each employee shall have the right upon request, and after making an appointment for 40 that purpose, to review, in the presence of a District administrator or designee, the contents of his/her 41 official personnel file. At the request of the employee, the District will provide copies of material 42 contained in the file. A reasonable charge may be made for providing copies. 44 No performance related material shall be placed in the employee’s official personnel file unless said 45 material has been shown to the employee and the employee has been given an opportunity to sign the 46 material, indicating that the employee has received said material. However, the employee’s signature 47 does not necessarily indicate that the employee agrees with the content of said material. An employee 48 may attach comments to any material that is a part of the personnel file.
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Section 3.6. Personnel File. 8 There shall be only one (1) official personnel file for each employee, to be kept in the District 9 administration office. Each employee shall have the right to review the contents of his/her personnel file.
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Section 3.6. Personnel File. 47 The employee will be provided a copy of any material placed in his or her personnel file within ten 48 (10) days of its insertion and the employee may review and copy the entire file upon request. Any 1 disciplinary material contained in the file may be removed at the end of two (2) years of date of 2 placement in the file upon agreement of the employee, the building administrator, the superintendent or 3 his designee. An employee may attach comments to any material that is a part of the personnel file. If 4 the employee feels the material is unfounded and/or inappropriate, an appeal to the Superintendent will 5 be pursued. If the employee so requests, they may have a PSE representative or another person present.
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Section 3.6. Personnel File. 3 Employees shall, upon request, have the right to inspect all contents of their personnel file. The 5 that location by the employee in the presence of a representative of the personnel office. A copy of 6 any document in the personnel file shall be made available to the employee, upon request, at the 8 information contained in the file. The employee will be notified of the entry of any derogatory 9 information into the employee's personnel file within twenty (20) work days of such entry. Any 10 derogatory information, of which the employee is not advised, shall not be relied upon in matters of 11 discipline. Employees, at their discretion, may add materials which they deem appropriate. 12 Employees may request the removal of negative materials after 24 months. 14 New Section 3.7 Evaluations, moved language from 1.2 last sentence, and renumber subsequent 15 sections; as we amended language in some paragraphs other language became redundant and therefore 16 deleted
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Section 3.6. Personnel File. 20 An employee shall have access to his/her personnel file. Any derogatory entry added beyond written 21 warnings to the file will be dated and signed by the employee and employer (or supervisor). A copy 23 written request from the employee and the approval of the Superintendent two (2) years from the date 24 of insertion. All personnel files and medical files will be maintained at the Administration Office by 25 the Human Resources Department. 27 There will be no copies of personnel files or medical files in individual buildings or work sites. Only 28 training, supervisor’s working file and leave records will be kept in any other file.
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Section 3.6. Personnel File. 25 There shall be only one (1) official personnel file for each employee. Said files shall be kept in the 26 District administration office. Each employee shall have the right, upon request, after making an 27 appointment for that purpose with the personnel administrator, to review the contents of his/her official
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Related to Section 3.6. Personnel File

  • 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.

  • 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.

  • Access to Personnel File Each employee shall have reasonable access to his/her personnel file for the purpose of reviewing any evaluations or formal disciplinary notations contained therein, in the presence of the Director of Personnel or designate. An employee has the right to request copies of any evaluations in this file.

  • 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.

  • 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.

  • 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.

  • 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.

  • 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.

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

  • Official Personnel File Only one (1) official personnel file shall be kept for each employee at the appropriate personnel office. Records of previous discipline not found in the official personnel file cannot be used against an employee in any future disciplinary proceeding. Grievances shall not be kept in the employee’s official personnel file. Employees shall be informed as to where their personnel file is maintained.

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