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Table of Contents
ARTICLE 15
PERSONNEL ACTIVITIES
15.1 Personnel Files
All bargaining unit employees shall have access to the material in their
official personnel files. Such access shall be during normal personnel office
work hours and shall not be unreasonably denied. The employee may be required to
obtain from the supervisor approval of the specific time for such access. The
employee’s PECG representative shall have access to the personnel file either by
accompanying the employee or by presenting a written authorization from the
employee. The authorization shall cover only the period of time specified by the
employee. Files shall not be removed from the personnel office without
management approval. The employee or his/her PECG representative shall be
allowed a copy of the material in the personnel file. Materials relating to an
employee’s performance included in the personnel file shall be retained for a
period of time specified by each department, except all materials of a negative
nature shall be purged after three years by personnel office employees accessing
the file for any reason. The act of removing dated negative material shall be
accomplished in a manner which is not apparent to anyone but other employees of
the personnel office.
The employee shall have a right to insert in his/her file reasonable
supplementary material and a written response to any items in the file. Such
response shall remain attached to the material it supplements for as long as the
material remains in the file.
15.2 Appeal of Involuntary Transfer
1. An involuntary transfer which reasonably requires an
employee to change his/her residence may be grieved under Section 12.2 a. only
if the employee believes it was made for the purpose of harassing or
disciplining the employee. If the appointing authority or the Department of
Personnel Administration disapproves the transfer, the employee shall be
returned to his or her former position; shall be paid the regular travel
allowance for the period of time he/she was away from his/her original
headquarters; and his/her moving costs both from and back to the original
headquarters shall be paid in accordance with the Department of Personnel
Administration law and rules.
2.
An appeal of an involuntary transfer which does not reasonably require an
employee to change his/her residence shall not be subject to the grievance and
arbitration procedure. It shall be subject to the complaint procedure if the
employee believes it was made for the purpose of harassing or disciplining the
employee.
15.3 Joint
Labor/Management Committee – State Human Resources Modernization Project
PECG and the State agree to
establish a Joint Labor/Management Committee (Committee) to discuss and provide
recommendations on HR Modernization classification projects affecting Bargaining
Unit 9 employees.
The Committee shall consist
of equal numbers of management and PECG representatives selected by PECG and by
the State. Each party shall select an individual to serve as co-chair. The
Committee by mutual agreement shall determine its meeting schedule, ground rules
and agenda and shall commence meeting as soon as possible after ratification of
this Contract, and shall meet at least quarterly thereafter. Upon mutual
agreement, subject matter experts may be invited to attend the meetings and
contribute to the discussions.
Committee members and
subject matter experts shall serve without loss of compensation.
The Committee
recommendations shall be considered by management as a management tool and are
advisory in nature.
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