Common use of Records of an Employee Clause in Contracts

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.

Records of an Employee. An employee, upon request, shall be able to review her employee file: a) An employee shall request access through the Employer, to be arranged at mutually agreed time. b) The Employer Union shall provide have access to an employee’s file on the employee’s written authorization. c) The employee or Union and 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 with written reasons for suspension or dismissalmay request to add any pertinent information to her file. A copy of said document any document, other information, or other information record of formal counselling sessions held in accordance with the Corrective Discipline Policy placed on any employee’s filefile which might, which might at any time time, be the basis used for disciplinary action or denial of promotion, shall be supplied concurrently to the employee and, upon request by and to the employee, Union unless the employee states in writing he does not want a copy sent to the Union. b. Disciplinary documents shall be removed from an employee’s file after two (2) Employee shallyears unless, 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 there are new disciplinary documents placed on the employee’s personnel file, if no further problems were noted. The employee shall be notified in writing when documents are removed from file within the personnel file. Employee’s performance evaluations including probationary reviews will not be removed from the personnel filetwo (2) year period. 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) . The employee will be informed in writing when documents are removed. An employee Employee may make written request to the Employer 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.

Records of an Employee. a) The Employer shall will 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, Employees shall have the right to review their personnel file. A Union representative, with the written authorization of the employeeemployee and with reasonable notice to the Employer, 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.

Records of an Employee. a) An employee, upon request, shall be able to review her employee file: i) An employee shall request access through Human Resources, to be arranged at mutually agreed time. ii) The Employer Union shall provide have access to an employee’s file on the employee’s written authorization. iii) The employee or Union and representative is permitted to make notes or copies from the employee’s file; however, the file cannot be removed from the office. iv) An employee with written reasons for suspension or dismissal. may request to add any pertinent information to her file. b) A copy of said document any document, other information, or other information record of formal counselling sessions held in accordance with the Corrective Discipline Policy placed on any employee’s filefile which might, which might at any time time, be the basis used for disciplinary action or denial of promotion, shall be supplied concurrently to the employee and, upon request by and to the employee, Union unless the employee states in writing he does not want a copy sent 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 Disciplinary documents shall be removed from an employee’s file after two (2) years following discipline, the Employer shall remove the written documentation regarding the specific incident that led to discipline from unless there are disciplinary documents of equal or greater severity placed on the employee’s personnel file, if no further problems were noted. The employee shall be notified in writing when documents are removed from file within the personnel file. Employee’s performance evaluations including probationary reviews will not be removed from the personnel filetwo (2) year period. If the Employer requests that documents remain more than two (2) years and the Union disagrees, the matter shall be referred to expedited arbitration. The employee will be informed in writing when documents are removed. d) An employee Employee may make written request to Human Resources 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.

Records of an Employee. a) The Employer shall will 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.

Records of an Employee. a) The Employer shall will 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 or Labour Relations Officer 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.