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limited to, vacation, sick leave, holidays, medical, dental, life insurance and uniform allowance. However, <br /> the City agrees to allow workers whose layoff results in unemployment from the City to continue to receive <br /> medical and dental benefits provided that the worker pays the total premium amount for medical and/or <br /> dental benefits. The worker will be allowed to pay this premium for the length of time said worker's name is <br /> on the reemployment list, as described in Article 7.6.4. Any worker reemployed from the reemployment list <br /> shall retain all sick leave accruals that the worker did not receive compensation for at the time of layoff. <br /> 7.9 Transition Allowance <br /> If the City is unable to offer a regular position to a worker during the period beginning with notification of the <br /> layoff and ending ninety (90) days following the layoff, the City shall pay the worker a flat rate transition <br /> allowance of Two Hundred Dollars($200). <br /> 7.10 Promotional Exams <br /> A worker who has been laid off and has been placed on a reemployment list shall be eligible,during the time <br /> the worker is on a reemployment list, to take promotional exams. <br /> ARTICLE 8-PERSONNEL FILES AND PERFORMANCE RATINGS <br /> 8.1 Personnel Files <br /> 8.1.1 A worker or his/her representative, on presentation of written authorization from the <br /> worker, shall have access to the worker's personnel file on request. The worker may be <br /> required to acknowledge the receipt of any document entered into his/her personnel file <br /> without prejudice to subsequent arguments concerning the contents of such documents. <br /> 8.1.2 A worker shall be informed of any performance-related document placed in his/her file <br /> prior to such placement. <br /> 8.2 Letters of Reprimand <br /> 8.2.1 The City shall furnish the worker copies of all letters of reprimand or warning prior to <br /> placement of such documents into the worker's personnel file. At such time, the City will <br /> furnish the Union with a general notification that a personnel action pertaining to the <br /> worker has occurred. The worker shall have twenty (20) working days to respond to a <br /> letter of reprimand or warning, and any written response provided by the worker shall be <br /> attached to the letter of reprimand or warning and placed in the personnel file. In the <br /> event a general notification is not sent to the Union and the Personnel Officer, such letter <br /> may not be used to support any subsequent disciplinary action. <br /> 8.2.2 Letters of reprimand may not be appealed through the grievance procedure. At the <br /> request of the worker, a letter of reprimand shall be removed from the worker's file if the <br /> worker has not been subject to subsequent disciplinary action —as defined in Article 13.1 <br /> —during the initial two-year period following the issuance of the letter of reprimand that the <br /> worker is requesting be removed from his/her file. Letters of reprimand which have been <br /> removed pursuant to this Section shall be sent to the worker. <br /> 11 <br />