The Official Personnel File Sample Clauses

The Official Personnel File. Each university shall maintain one (1) official personnel file for each employee, located at the primary administrative Human Resources Office for the university. The official personnel file will be maintained under conditions that ensure the integrity and safekeeping of the files. Upon reasonable notice, an employee may inspect the records, excluding any confidential reports from previous employers, in his/her official university personnel file; provided that, if the official personnel file is kept at a separate facility, the employee shall, at the university’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) work days of his/her request. With the employee’s written authorization, his/her Union Xxxxxxx may inspect the employee’s official personnel file, consistent with the time requirements provided herein. No grievance material shall be kept in an employee’s official personnel file.
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The Official Personnel File. Each university shall maintain one (1) official personnel file for each employee, accessible either through an online portal or in an administrative Human Resources Office for the university. The official personnel file will be maintained under conditions that ensure the security, integrity, and safekeeping of the files. Upon reasonable notice, an employee may inspect the records, excluding any confidential reports from previous employers, in the employee’s official university personnel file within five
The Official Personnel File. (A) Each university/college shall maintain one (1) official personnel file for each employee, located at the primary administrative Human Resource Office for the university/college. 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 university/college personnel file; provided that, if the official personnel file is kept at a separate facility, the employee shall, at the university/college’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, consistent with the time requirements provided herein. No grievance material shall be kept in an employee's official personnel file.
The Official Personnel File. The official personnel file will be maintained under conditions that ensure the integrity and security of the file in Human Resources. No information reflecting critically upon an employee except notices of discharge shall be placed in the employee’s official personnel file that does not bear the signature of the employee. The employee shall be required to sign material to be placed in their official personnel file provided the following disclaimer is attached: “Employee’s signature confirms only that the supervisor has discussed and given a copy of the material to the employee. The employee’s signature does not indicate agreement or disagreement with the contents of this material.” Upon request, an employee shall have the right with reasonable prior notice to the University, to review their personnel file during normal office hours. A certified copy of the employee’s complete file shall be given to the employee upon their request, unless the employee agrees to less than the complete file. The employee shall not have access to background investigations or references from previous employers. With the exception of references from previous employers and background investigation reports, the employee may request and shall be provided with a copy of any information in their personnel file. Employees shall be entitled to prepare a written explanation or opinion regarding any critical or allegedly incorrect material placed in their official personnel file. The employee’s explanation or opinion shall be attached to the critical or allegedly incorrect material and shall be included as part of the employee’s official personnel record so long as the critical materials remain in the file. Material reflecting negatively upon an employee that is in a personnel file will not be considered for subsequent disciplinary action after four (4) years, as long as there has not been any discipline imposed for the same type of issues during the preceding twelve (12) months. Employees shall not remove any material from their files. The only other persons permitted to have access to the contents of an employee's personnel file, excluding background investigations and references from previous employers, are a designated representative of the employee having the employee's signed authorization and the University’s agent/representative for defense when any employee presents a claim against the University. The University’s authorized staff shall have access to the employee's entire pers...
The Official Personnel File. Each university shall maintain one (1) official personnel file for each employee, accessible either through an online portal or in an administrative Human Resources Office for the university. The official personnel file will be maintained under conditions that ensure the security, integrity, and safekeeping of the files. Upon reasonable notice, an employee may inspect the records, excluding any confidential reports from previous employers, in the employee’s official university personnel file within five (5) work days of the employee’s request. With the employee’s written authorization authorizing the employee’s Union Xxxxxxx to inspect the employee’s official personnel file, consistent with the time requirements provided above. By providing such written authorization to the Xxxxxxx, the employee acknowledges and agrees that the Xxxxxxx will be able to view personally identifiable information otherwise protected from disclosure. No grievance material shall be kept in an employee’s official personnel file.

Related to The Official Personnel File

  • 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.

  • 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.

  • 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.

  • Union Officials 1. The Union will notify the Company in writing of the election, appointment, or removal of Union shop xxxxxxx(s). The District Lodge will notify the Company in writing of the Committee members at that location.

  • 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.

  • PERSONNEL DISCLOSURE 25 25.1 CONTRACTOR shall make available to ADMINISTRATOR a current list of 26 all personnel providing services hereunder, including résumés and job 27 applications. Changes to the list will be immediately provided to 28 ADMINISTRATOR in writing, along with a copy of a résumé and/or job 1 application. The list shall include:

  • 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.

  • Training Opportunities The requirements of Section 3 of the Housing and Urban Development Act of 1968, as amended, 12 U.S.C. 1701u ("Section 3"), requiring that to the greatest extent feasible opportunities for training and employment be given to lower income residents of the project area and agreements for work in connection with the project be awarded to business concerns which are located in, or owned in substantial part by persons residing in, the areas of the project. Borrower agrees to include the following language in all subcontracts executed under this Agreement:

  • Restricted Employment for Certain State Personnel Contractor acknowledges that, pursuant to Section 572.069 of the Texas Government Code, a former state officer or employee of a state agency who during the period of state service or employment participated on behalf of a state agency in a procurement or contract negotiation involving Contractor may not accept employment from Contractor before the second anniversary of the date the Contract is signed or the procurement is terminated or withdrawn.

  • 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.

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