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<br /> ARTICLE 8 - PERSONNEL FILES AND PERFORMANCE RATINGS <br />8.1 Per$onnel Files <br /> 8.1.1 A worker or his/her representative, on presentation of written <br /> authorization from the worker, shall have access to the worker's <br /> personnel file on request. The worker may be required to <br /> acknowledge the receipt of any document entered into his/her <br /> personnel file without prejudice to subsequent arguments <br /> concerning the contents of such documents. <br /> 8.1.2 A worker shall be informed of any performance-related document <br /> placed in his/her file prior to such placement. <br /> 8.1.3 Letters of Reprimand or Warning <br /> The City shall furnish the worker copies of all letters of reprimand or <br /> warning prior to placement of such documents into the worker's <br /> personnel file and copies of letters of reprimand or warning shall be <br /> sent to the Union and the Human Resources Director. The worker <br /> shall have twenty (20) working days to respond to a letter of <br /> reprimand or warning, and any written response provided by the <br /> worker shall be attached to the letter of reprimand or warning and <br /> placed in the personnel file. In the event a letter of reprimand or <br /> warning is not sent to the Union and the Human Resources <br /> Director, such letter may not be used to support any subsequent <br /> disciplinary action. <br /> 8.1.4 Letters of reprimand or warning may not be appealed through the <br /> grievance procedure. At the request of the worker, letters of <br /> reprimand or warning shall be removed from the worker's file after <br /> two (2) years provided the worker has not been subject to <br /> subsequent disciplinary action. Letters of reprimand or warning <br /> which have been removed pursuant to this Section shall be sent to <br /> the worker. <br />8.2 Peñ'ormance Ratings <br /> Performance ratings shall be completed for all regular workers at least at six (6) <br /> months for probationary workers, and at least annually thereafter for all regular <br /> workers by department heads. A designated form shall be completed based <br /> upon the independent judgments of one (1) or more supervisors including the <br /> immediate supervisor of the worker being evaluated. The procedure and criteria <br /> for judgment shall be fair and consistent for all workers in the same class. Upon <br /> 13 <br />.. " . - ...._.... . -....-...,.. .-.-..... <br />