Separate Grievance Files Clause Samples

Separate Grievance Files. All materials concerning any employee grievance shall be kept in a file separate from employee personnel files. The grievance file shall be available for inspection only by the employee or CSEA Representatives.
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Separate Grievance Files. All documents, communications and records dealing with the processing of a grievance will be filed in a separate confidential grievance file located in the human resources office and will not be kept in the personnel file of any of the participants. Access to grievance files shall be limited to administrative personnel who have a legitimate need to have such access. The grievant and the Association shall be permitted to view any grievance documents which were exchanged between the parties as a part of the grievance procedures, including the grievance itself, the replies at each step, and correspondence between the parties.
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Separate Grievance Files. All documents, communications and records dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in personal files of the participants.
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Separate Grievance Files. No documents, communications, and records dealing with the processing of a grievance shall be placed in the employee's personnel file.
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Separate Grievance Files. The Company’s records dealing with the filing and processing of a grievance shall be maintained in a separate file from the personnel file of the grievant. The arbitrator may hear and determine only one grievance at a time unless the Company expressly agrees otherwise. However, both parties will in good faith endeavor to handle in an expeditious and convenient manner cases which involve the same or similar facts and issues. The grievance and arbitration procedure described above is to be Employee’s sole and final remedy for any claimed breach of this Agreement. Disciplinary matters will remain subject to the provisions of the following Article 18 (Progressive Discipline).
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Related to Separate Grievance Files

  • Separate Grievance File All documents, communications and records dealing with the processing of a grievance shall be filed in a separate grievance file and shall not be kept in the personnel file of any of the participants.

  • Grievance Files Written grievances and responses will be maintained separately from the employee’s personnel file.

  • EMPLOYEE FILES 10.01 A copy of any completed formal evaluation which is to be placed in an employee’s file shall be first reviewed with the employee. The employee shall initial such evaluation as having been read and shall have the opportunity to add her or his views to such evaluation prior to it being placed in her or his file. It is understood that such evaluations do not constitute disciplinary action by the Employer against the employee. Having provided a written request to the Director of Care, or her designate, an employee shall be entitled to her personnel file for the purpose of reviewing any evaluations or formal disciplinary notations contained therein, in the presence of the Director of Care, at a mutually agreeable time. 10.02 The Employer will accommodate reasonable requests for copies of performance appraisals and records of discipline in an employee's file. 10.03 Letters of discipline shall be removed from an employee's file eighteen (18) months following the receipt of such letters provided that the employee's disciplinary record has remained discipline free over the eighteen (18) months period. Leaves of absence in excess of thirty (30) continuous calendar days will not count towards the eighteen (18) months period noted above.

  • Grievance Forms Forms for filing grievances, serving notices, taking appeals, reports and recommendations, and other necessary documents will be prepared jointly by the Superintendent or designee and the Association so as to facilitate operation of the grievance procedure. The costs of preparing such forms shall be borne by the Board.

  • EMPLOYEE PERFORMANCE REVIEW AND EMPLOYEE FILES 19.01 (a) When a formal assessment of an employee’s performance is made, the employee concerned must be given an opportunity to discuss and then sign the assessment form in question upon its completion to indicate that its contents have been read. A copy of the assessment form will be provided to the employee at that time. An employee’s signature on his or her assessment form will be considered to be an indication only that its contents have been read and shall not indicate the employee’s concurrence with the statements contained on the form.