Common use of Records of an Employee Clause in Contracts

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.

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 two (12) yearyears. The onus will be on the Employee to provide adequate reasons to have the document(s) removed.