Placement in Personnel File Clause Samples

Placement in Personnel File. All materials placed in the file will be dated and signed by the individual assigning such material to the file with a copy being provided to the employee at the time.
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Placement in Personnel File. The employee shall acknowledge receipt of the disciplinary action by signature on the final notice of the disciplinary action. Upon signature for receipt only, such disciplinary action notice shall be forwarded to the Human Resources Department for placement in the official Personnel file. If the employee refuses to acknowledge receipt of the final disciplinary action notice, the Public Works Director, or his/her designee, may note such refusal on the notice prior to forwarding to Human Resources for filing.
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Placement in Personnel File. Any evaluation of a teacher's conduct, service, classroom performance, character, or personality will not be placed in his/her personnel file unless the teacher has had an opportunity to review the material. The teacher will acknowledge that he/she has had the opportunity to review such materials by affixing his/her signature, and in no way does this signature indicate agreement with the contents. The teacher will also have the right to submit a written answer to such material, and his/her answer shall be reviewed by the Superintendent and attached to the file copy.
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Placement in Personnel File. Official disciplinary action documents shall be placed in the employee's personnel file when the discipline is final.
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Placement in Personnel File. Performance evaluation reports shall be filed in the employee's official personnel file and shall be available for review in connection with promotional examinations and disciplinary actions.
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Placement in Personnel File. A copy of the performance evaluation, the employee’s written statement, and all amplifying documents and records will be made a permanent part of the employee’s personnel record.
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Placement in Personnel File. Official disciplinary action documents shall be placed in the employee's personnel file in the Human Resources Office.
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Placement in Personnel File. 7.9.1 Written formal ▇▇▇▇▇ Evaluations shall be signed by the evaluator and teacher and placed in the teacher's official personnel file with a copy given to the teacher. 7.9.2 If the teacher wishes to make a written statement concerning the written evaluation, it shall become part of the teacher's official personnel file. 7.9.3 The signature of the teacher being evaluated does not indicate agreement with the evaluation, only that the teacher has been presented with a copy and that a conference was held.
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Placement in Personnel File. Any evaluation of a teacher's conduct, service, classroom performance, character, or personality will not be placed in his/her personnel file unless the
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Related to Placement in Personnel File

  • REDUCTION IN PERSONNEL A. If the Board desires to reduce the number of PSMs, the following procedures shall be used: 1. Voluntary layoffs will be accepted by the Board provided there remain PSMs who are State certified to fill the available positions. 2. If further reductions are made, NTPSMs shall be laid off according to seniority (least senior first), provided there remain NTPSMs who have State certifications, licenses, approvals, or authorizations, in the vacant positions. B. Seniority shall be defined as length of continuous service in the district. Seniority shall not accrue while the PSM is on an unpaid leave. C. In the circumstances of more than one (1) PSM beginning employment on the same date who is State certified in the same areas, the seniority date shall be the day the PSM signed the contract. In the circumstances of more than one (1) PSM signing their contract on the same day, all PSMs so affected will participate in a drawing to determine position on the seniority list within 30 days from the starting date. The Association and PSM(s) so affected will be notified in writing of the date, place and time of the drawing. The drawing shall be conducted openly and at a time and place which will reasonably allow affected PSM(s) and Association Representatives to be in attendance. D. Any NTPSM on Layoff shall be recalled in inverse order of Layoff provided he/she is State certified for the vacancy. No new NTPSMs shall be employed by the Board while there are NTPSMs who were in the bargaining unit who are laid off, unless there are not laid off NTPSMs with proper State certification to fill any vacancy which may arise. E. The Board shall give written notice of recall from Layoff by sending a return receipt requested or certified letter to said NTPSM at his/her last known address. It shall be the responsibility of each NTPSM to notify the Board of any change of address. The NTPSM’s address as it appears on the Board’s records shall be conclusive when used in connection with layoffs, recall or other notice to the NTPSM. NTPSMs shall forfeit their right to the position if they fail to notify the Board of their intent to accept or reject the terms of the recall notice within ten (10) days of the date the recall notice was mailed. F. NTPSMs shall retain their recall rights for three (3) years from the last day of work. G. In the event of a reduction of personnel, the affected teachers shall be given as

  • Trafficking in Persons This Agreement and its subsequent modifications and task agreements are subject to requirements of section 106(g) of the Trafficking Victims Protection Act of 2000, as amended (22 U.S.C. § 7104); now located at 2 CFR Part 175: Trafficking in Persons. a) Provisions applicable to a recipient that is a private entity. (1) You as the recipient, your employees, subrecipients under this award, and subrecipients’ employees may not— i Engage in severe forms of trafficking in persons during the period of time that the award is in effect; ii Procure a commercial sex act during the period of time that the award is in effect; or iii Use forced labor in the performance of the award or subawards under the award. (2) We as the Federal awarding agency may unilaterally terminate this award, without penalty, if you or a subrecipient that is a private entity— i Is determined to have violated a prohibition in paragraph (a) (1) of this award term; or ii Has an employee who is determined by the agency official authorized to terminate the award to have violated a prohibition in paragraph (a) (1) of this award term through conduct that is either— (a) Associated with performance under this award; or (b) Imputed to you or the subrecipient using the standards and due process for imputing the conduct of an individual to an organization that are provided in 2 CFR part 180, “OMB Guidelines to Agencies on Government wide Debarment and Suspension (Nonprocurement),” as implemented by each respective federal agency partner at: 2 CFR Part 1125 (Department of Defense), 2 CFR Part 1326 (Department of Commerce), 2 CFR 1400 (Department of the Interior), and 7 CFR Part 3017 (Department of Agriculture). b) Provision applicable to a recipient other than a private entity. We as the Federal awarding agency may unilaterally terminate this award, without penalty, if a subrecipient that is a private entity— (1) Is determined to have violated an applicable prohibition in paragraph (a) (1) of this award term; or (2) Has an employee who is determined by the agency official authorized to terminate the award to have violated an applicable prohibition in paragraph (a) (1) of this award term through conduct that is either— i Associated with performance under this award; or ii Imputed to the subrecipient using the standards and due process for imputing the conduct of an individual to an organization that are provided in 2 CFR part 180, “OMB Guidelines to Agencies on Government wide Debarment and Suspension (Nonprocurement),” as implemented by our agency at 2 CFR Part 1125 (Department of Defense), 2 CFR Part 1326 (Department of Commerce), 2 CFR 1400 (Department of the Interior), and 7 CFR Part 3017 (Department of Agriculture). c) Provisions applicable to any recipient. (1) You must inform us immediately of any information you receive from any source alleging a violation of a prohibition in paragraph (a) (1) of this award term. (2) Our right to terminate unilaterally that is described in paragraph (a) (2) or

  • Personnel File An employee, or the President of the Union, or his/her designate, with the written authority of the employee, shall be entitled to review the employee's personnel file(s), both paper and, if applicable, electronic, in the office in which the file is normally kept, in order to facilitate the investigation of a grievance. The employee or the President, as the case may be, shall give the Employer adequate notice prior to having access to such file(s).

  • 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.

  • EMPLOYEE PERSONNEL FILES 24-1 It is recognized by the parties that the School District may prescribe regulations for the custody, use and preservation of the records, papers, books, documents and property pertaining to the School District. However, to the extent that any records, papers, or other documents covering Employees of the Association do not relate to pre-employment data, every Employee shall be allowed to review the personnel file at any reasonable time upon request. No Employee's request shall be deferred for more than seven (7) School Days for a central office file and no more than two (2) School Days for a site location file excluding weekends and holidays. If any Employee is involved in a grievance regarding matters in the personnel file which may be material, an Association officer or other Association Representative with the written approval of the Employee may also be granted access to the Employee's personnel file at reasonable times where such access is authorized in advance by the Employee. The District shall provide copies of all legally permissible information pertinent to the grievance. 24-2 A copy of each written report, comment, or reprimand concerning an Employee which the School District places in the Employee's personnel file shall be provided that Employee. The Employee must sign the personnel copy of the report, comment, or reprimand as directed as acknowledgment of receipt of a copy of the document. Such signature may not be construed as agreement to the contents of the document. Upon request, an Employee shall be provided, at the prevailing rate per page, a reproduction of any material, excluding any pre-employment documents, in the Employee's file. Unless requested by the Association, such a request may not be made more than one time per year. 24-3 Any written response by the Employee to any written report, comment, or reprimand will also become a part of the Employee's personnel file and will remain a part of said file as long as the report, comment, or reprimand responded to remains a part of the file. In order to insure that the response is not inadvertently overlooked, the Employee will note under his or her signature on the report, comment, or reprimand at the time the response is delivered that a response has been made and the document will be countersigned by the receiving administrator and shall be attached to the supervisor's document. If an Employee desires to make a written response to any written report, comment, or reprimand issued by the Immediate Supervisor or Appropriate Administrator, the Employee's response must be made within twenty (20) days. Upon written request of the Employee, a waiver of the time limits by the Appropriate Administrator, not to exceed twenty (20) days, may be granted, which will not be unreasonably withheld. When a copy of the Immediate Supervisor's or Appropriate Administrator's written document is forwarded to any other location, a copy of the Employee's written response must be attached. 24-4 Upon review of the personnel file, an Employee may respond to documents, comments, or reprimands contained therein that the Employee believes to be inaccurate. The Employee's response shall be directed to the Superintendent's designee. If upon investigation by the Superintendent's designee it is determined that the Employee's response is accurate, the response shall become part of the Employee's personnel file or the comment, document, or reprimand in question may be removed by the Superintendent's designee. The determination as to whether the Employee response is accurate and whether said response shall become part of the Employee's personnel file or the comment, document, or reprimand in question shall be removed are determinations that shall be grievable. The Performance Evaluation Report shall remain a permanent part of the Employee's personnel file. If it is determined that the information contained within the evaluation is not substantiated as factual, the District shall replace the evaluation with a corrected copy. 24-5 It is the School District's intention that work rules, policies, and procedures are to be interpreted and applied uniformly to all Employees under similar circumstances.