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allowance of two hundred dollars ($200). <br />7.10 Promotional Exams <br />An employee who has been laid off and has been placed on a reemployment list shall be eligible, during the <br />time the employee 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 current employee, the employee's representative, or former employee, on presentation <br />of written authorization from the employee, shall have access to the employee's personnel <br />file on request. The employee may be required to acknowledge the receipt of any document <br />entered into his/her personnel file without prejudice to subsequent arguments concerning <br />the contents of such documents. <br />8.1.2 An employee 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 />82.1 The City shall furnish the employee copies of all letters of reprimand or warning prior to <br />placement of such documents into the employee'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 />employee has occurred. The employee shall have twenty (20) working days to respond to <br />a letter of reprimand or warning, and any written response provided by the employee shall <br />be 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 request <br />of the employee, a letter of reprimand shall be removed from the employee's file if the <br />employee 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 />employee is requesting be removed from his/her file. The City shall respond to the <br />employee's request for removal of the letter of reprimand along with reasons for the denial <br />within five (5) business days of receipt of the request. The employee's request may be <br />denied if, at the time of the request, the employee is the subject of an active investigation <br />for conduct or performance issues that may result in discipline. Letters of reprimand which <br />have been removed pursuant to this Section shall be sent to the employee. <br />8.3 Retention of Disciplinary Documents <br />If there has been no recurrence of conduct or performance deficiency forming the basis of a disciplinary action, <br />after three (3) years the employee may request that a letter be placed in his or her personnel file reflecting <br />the correction of such conduct or deficiency. Placement of such letter into the employee's personnel file is <br />subject to approval of the Department Head and Personnel Officer. <br />13 <br />