PERSONNEL POLICIES AND PRACTICES. The Board shall change its personnel policies and practices as may be necessary in order to give full force and effect to this Contract. Should there be a conflict between this Contract and any such policy or practice, then the terms of this Contract shall prevail.
PERSONNEL POLICIES AND PRACTICES. Should there by a conflict between this agreement and any such policy or practice, then the terms of this agreement shall prevail.
PERSONNEL POLICIES AND PRACTICES. Should there be a conflict between this Agreement and any Board policy or practice, the terms of this Agreement shall prevail.
PERSONNEL POLICIES AND PRACTICES. The Board shall change its personnel policies and practices as may be necessary in order to give full force and effect to this Master Contract. Should there be a conflict between this Master Contract and any such policy or practice, then the terms of this Master Contract shall prevail.
PERSONNEL POLICIES AND PRACTICES. Xxxxxxx'x employment shall be subject to all of the Bank's personnel policies and practices and any amendments to such policies that the Bank may make and that are in effect at the Bank during the term of this Agreement.
PERSONNEL POLICIES AND PRACTICES. 1. Copies of all present and past employment applications, employee handbooks, personnel policies and other documents which reflect or pertain to the treatment of the key appointment holders and the wages, hours and other terms or conditions of employment
PERSONNEL POLICIES AND PRACTICES. In coming to decisions having an impact on personnel policies and practices, the City and the Police Department (subject to applicable law and this Agreement) shall assure the Association opportunity of consultation and negotiation in collective bargaining on any contemplated change in wages, hours and working conditions.
PERSONNEL POLICIES AND PRACTICES. 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 disciplinary action not subject to the disciplinary appeal process taken by HACLA, which HACLA proposes to be placed in the employee’s personnel file. If the employee does file a grievance within the designated time limits, said document would not be placed in the official file until the grievance procedure has been exhausted. On reviewing his/her file, an employee may request and may with approval of the Human Resources Director have any written warnings issued more than two years and written reprimands issued more than four (4) years prior removed from his/her personnel file.
PERSONNEL POLICIES AND PRACTICES. ARTICLE I: Employee Evaluation
