Records of an Employee Clause Samples

Records of an Employee a) The Employer shall provide the Union and the employee with written reasons for suspension or dismissal. A copy of said document or other information placed on any employee’s file, which might at any time be the basis for disciplinary action or denial of promotion, shall be supplied concurrently to the employee and, upon request by the employee, to the Union. b) Employee shall, by appointment, have the right to review their personnel file. A Union representative, with the written authorization of the employee, shall have access to the file, also by appointment. Appointment will be scheduled and held by the end of the following working day and will be held in the presence of a manager, human resource officer or authorized designate. c) Two years following discipline, the Employer shall remove the written documentation regarding the specific incident that led to discipline from the employee’s personnel file, if no further problems were noted. The employee shall be notified in writing when documents are removed from the personnel file. Employee’s performance evaluations including probationary reviews will not be removed from the personnel file. If the Employer requests that documents remain more than two (2) years and the Union disagrees, the matter shall be referred to expedited arbitration. d) An employee may make written request to have disciplinary documents removed from their file after one (1) year. The onus will be on the employee to provide adequate reasons to have the document(s) removed.
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Records of an Employee. (a) Except in the case of a verbal reprimand the Employer will provide the Union and the employee with a written disciplinary record including reasons for such discipline or dismissal. (b) Employees shall have the right to review their personnel file immediately upon request. A Union representative, with the written authorization of the employee, shall have access to the file, in the presence of a Manager, Human Resource Officer, or authorized designate. (c) Two (2) years following discipline, the Employer shall remove the written documentation regarding the specific incident that led to discipline from the employee’s personnel file, if no further problems were noted. Employee’s performance evaluations including probationary reviews will not be removed from the personnel file. (d) An Employee may make written request to have disciplinary documents removed from their personnel file after one (1) year. The onus will be on the Employee to provide adequate reasons to have the document(s) removed.
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Records of an Employee a) The Employer will provide the Union and the employee with a letter outlining the reasons for discipline or dismissal. A copy of said document or other information placed on any employee’s file, which might at any time be the basis for disciplinary action or denial of promotion, shall be supplied concurrently to the employee and, upon request by the employee, to the Union. i) Employees have the right to view their personnel file in the presence of any staff from the Human Resources department. ii) With written authorization for each viewing along with reasonable notice to the Employer, the employee and their union rep shall have access to view the employee’s file. c) Two (2) years, excluding unpaid leaves of longer than one (1) week, following discipline, the Employer shall remove the written documentation regarding the specific incident that led to discipline from the employee’s personnel file, if no further disciplinary action was noted. The employee will be informed in writing when documents are removed. d) Employee performance appraisals including probationary reviews will not be removed from the personnel file.
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Records of an Employee a) The Employer will provide the Union and the employee with a letter outlining the reasons for discipline or dismissal. A copy of said document or other information placed on any employee’s file, which might at any time be the basis for disciplinary action or denial of promotion, shall be supplied concurrently to the employee and, upon request by the employee, to the Union. b) i) Employees have the right to view their personnel file in the presence of the Human Resource Manager or the Executive Director.
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Records of an Employee. 10.6.1 The Employer will provide the Union and the employee with a letter outlining the reasons for discipline or dismissal. A copy of said document or other information placed on any employee’s file, which might at any time be the basis for disciplinary action or denial of promotion, shall be supplied concurrently to the employee and, upon request by the employee, to the Union. 10.6.2 Employees have the right to view their personnel file in the presence of the Human Resource Manager or the Executive Director. With written authorization for each viewing along with reasonable notice to the Employer, the employee and their union rep shall have access to view the employee’s file. 10.6.3 After two (2) years, excluding unpaid leaves of longer than one (1) week, following discipline, the Employer shall remove the disciplinary documentation regarding the specific incident that led to discipline from the personnel file, if no further disciplinary action was noted. The employee will be informed in writing when documents are removed. 10.6.4 Employee performance reviews including probationary reviews will not be removed from the personnel file.
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Records of an Employee a) The Employer shall provide the Union and the employee with written reasons for suspension or dismissal. A copy of said document or other information placed on any employee’s file, which might at any time be the basis for disciplinary action or denial of promotion, shall be supplied concurrently to the employee and, upon request by the employee, to the Union. b) Employee shall, by appointment, have the right to review their personnel file. A Union representative, with the written authorization of the employee, shall have access to the file, also by appointment. Appointment will be scheduled and held by the end of the following working day and will be held in the presence of a manager, human resource officer or authorized designate. c) Two years following an event involving discipline, the written documentation regarding the specific incident that led to the discipline will no longer be referenced if no further problems were noted, unless it involved serious misconduct. It is agreed that employee performance evaluations including probationary reviews are not considered disciplinary documents. d) An employee may make written request to have disciplinary documents removed from their file after one (1) year. The onus will be on the employee to provide adequate reasons to have the document(s) removed.
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Records of an Employee a) The Employer will provide the Union and the employee with written reasons for discipline or dismissal. A copy of said document or other information placed on any employee’s file, which might at any time be the basis for disciplinary action or denial of promotion, shall be supplied concurrently to the employee and, upon request by the employee, to the Union. b) Employees shall have the right to review their personnel file. A Union representative, with the written authorization of the employee and with reasonable notice to the Employer, shall have access to the file, in the presence of a Manager, or authorized designate. c) Two (2) years following discipline, the Employer shall remove the written documentation regarding the specific incident that led to discipline from the employee’s personnel file, if no further disciplinary action was noted. The employee will be informed in writing when documents are removed. d) Employee’s performance evaluations including probationary reviews will not be removed from the personnel file.
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Records of an Employee. An employee, upon request, shall be able to review the employee’s employee file: a) An employee shall request access through the Employer, to be arranged at mutually agreed time. b) The Union shall have access to an employee’s file on the employee’s written authorization. c) The employee or Union representative is permitted to make notes or copies from the employee’s file; however, the file cannot be removed from the office. d) An employee may request to add any pertinent information to the employee file. A copy of any document, other information, or record of formal counselling sessions held in accordance with the Corrective Discipline Policy placed on any employee’s file which might, at any time, be used for disciplinary action shall be supplied concurrently to the employee and to the Union unless the employee states in writing the employee does not want a copy sent to the Union. Disciplinary documents as well as coaching and expectation letters shall be removed from an employee’s file after two (2) years unless, there are new disciplinary documents placed on the employee’s file within the two (2) year period. The employee will be informed in writing when documents are removed. An Employee may make a written request to the Employer to have disciplinary documents as well as coaching and letters of expectations removed from the employee’s file after one (1) year.
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Related to Records of an Employee

  • Death of an Employee All rights to accident pay will cease on the death of an Employee.

  • Where an Employee (a) at the maximum rate of a salary range is promoted, a new anniversary date is established based upon the date of promotion; (b) at a rate less than the maximum in the salary range is promoted and receives a promotional increase: (1) greater than a one-step increase, a new anniversary date based on the date of promotion is established; (2) of one step or less, the existing anniversary date is retained. 7.2.1 Where the duties of an employee are changed as a result of reorganization or reassignment of duties and the position is reclassified to a class with a lower maximum salary, an employee who occupies the position when the reclassification is made is entitled to salary progression based on merit to the maximum salary of the higher classification including any revision of the maximum salary of the higher classification that takes effect during the salary cycle in which the reclassification takes place. 7.2.2 An employee to whom Article 7. 2.1 applies is entitled to be appointed to the first vacant position in his or her former class that occurs in the same administrative district or unit, institution or other work area in the same ministry in which he or she was employed at the time the reclassification was made.

  • Not an Employment Contract The Executive acknowledges that this Agreement does not constitute a contract of employment or impose on the Company any obligation to retain the Executive as an employee and that this Agreement does not prevent the Executive from terminating employment at any time. If the Executive's employment with the Company terminates for any reason and subsequently a Change in Control shall occur, the Executive shall not be entitled to any benefits hereunder except as otherwise provided pursuant to Section 1.2.

  • An Employee (other than a casual Employee) called for jury service during ordinary working hours will be reimbursed by the Employer an amount equal to the difference between the amount paid by the Court and the amount of Ordinary Rate he/she would have received for the ordinary time hours for which the Employee’s attendance at the Court was required up to a maximum of 10 days’ pay.

  • Probationary Employee An employee who was hired into probationary status and who has not successfully completed the probationary period.