Faculty Personnel Records Sample Clauses

Faculty Personnel Records. 5.6.1 A bargaining unit member’s “faculty record” shall consist of the “personnel record” as defined in the Xxxxxxx- Xxxxxxxx Employee Right to Know Act, including but not limited to “academic personnel files.” The academic personnel files for each faculty member shall be maintained in the offices of the PVPAA, the xxxx, and the faculty member’s departments (these files will be referred to as the “academic personnel files”). In addition to other material, the official personnel files contain material that is relevant to personnel decisions such as reappointment, tenure, and promotion. In addition to rights provided by the Xxxxxxx-Xxxxxxxx Act for a faculty member to inspect the faculty member’s personnel record, persons authorized in writing by the faculty member shall also have those rights.
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Faculty Personnel Records. 1. All evaluative material relating to a faculty member shall be retained in his/her official personnel file in the Human Resources Office.
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Faculty Personnel Records. All faculty personnel records shall be maintained under the following circumstances.
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Faculty Personnel Records. All evaluative materials relating to a faculty member shall be retained in his/her official personnel file. When evaluative material is placed in the faculty member’s official personnel file (hereinafter described in this section as “file”), a copy of such material shall con- currently be provided to the faculty member. the faculty member shall acknowl- edge receipt of such copy, but such acknowledgment shall not signify anything other than receipt of the material. non-evaluative material may be placed in the file without a copy being provided to the faculty member. Faculty shall have the right to examine his/her file upon request. When made dur- ing normal business hours, every effort shall be made to comply with the faculty member’s request within one (1) business day; but in no case later than three (3) business days. A designee of the College administration may be present during such review. Nothing shall be permanently removed from the file without the consent of the faculty member and the College. Faculty may reproduce material from his/her file at the customary cost, currently $.10 per page. No material from a faculty member’s file shall be made available to personnel or agencies unconnected with the College without the faculty member’s consent, except as required by law. This does not preclude verification of employment.
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Faculty Personnel Records. All evaluative materials relating to a faculty member shall be retained in his/her official personnel file. When evaluative material is placed in the faculty member's official personnel file (hereinafter described in this section as "file"), a copy of such material shall concurrently be provided to the faculty member. The faculty member shall acknowledge receipt of such copy, but such acknowledgment shall not signify anything other than receipt of the material. Non-evaluative material may be placed in the file without a copy being provided to the faculty member. Faculty shall have the right to examine his/her file. Such request shall be honored without undue delay if made during normal business hours. A designee of the college administration may be present during such review. Nothing shall be permanently removed from the file without the consent of the faculty member and the college. Faculty may reproduce material from his/her file at the customary cost, currently $.10 per page. No material from a faculty member's file shall be made available to personnel or agencies unconnected with the college without the faculty member's consent, except as required by law. This does not preclude verification of employment.
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Faculty Personnel Records. 1. A FACE member or his/her designee with written authorization may inspect anything in his/her personnel file upon request.
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Faculty Personnel Records 
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Related to Faculty Personnel Records

  • 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.

  • 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.

  • MARC Records When applicable to the Licensed Materials, at Licensee’s request, Licensor shall provide full OCLC-quality batched sets of MARC records incorporating Licensee specifications at no additional cost by the date of the execution of this License Agreement. Updates to existing records and new title records, matching the schedule of release and delivery of new publications, will be provided on a mutually agreed-upon schedule and in a format that renders them useful to the Licensee and/or the Participating Institutions.

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