Article 26 - Personnel Files

Feb 27, 2006 2:10 PM

1. There shall be one official personnel file, which shall be maintained in the Human Resources department.
2. Within ten (10) days from the date the facts surrounding an incident that may become the basis for placing derogatory material in his or her file become known to Management, the Employee and the Union shall be informed of the allegation(s).
3. No material derogatory to an Employee shall be placed in his or her file unless the Employee has been given an opportunity to respond.  The Employee shall sign and date the material to acknowledge that he or she has seen it, with the understanding that the signature merely indicates he or she has read the material and not whether he or she agrees or disagrees with it.  A photocopy of the signed document will be given to the Employee.
4. No anonymous, false or inaccurate material shall reside in any personnel file. Material shown to be false or inaccurate shall be corrected, or expunged, as appropriate.
5. At the discretion of the Employee his or her written response shall be attached to any material in the file.
6. The Employee shall have the right to inspect and to copy (but not to photocopy) any material in his or her personnel file during normal business hours or by appointment. A Union representative chosen by the Employee may accompany the Employee while he or she reviews the file.
7. Adverse material regarding a Faculty Member inserted prior to August 2, 1996 shall be removed from the file upon request of the Faculty Member, except that records of serious disciplinary actions which may result in legal actions against the School or any of its Employees will be retained.