28 Access to Personnel Files and Data Changes Official personnel files are maintained in Human Resources for every employee. Content is determined by administration and includes: • Applicant information • Offer letters • Transcripts • Contracts/Letters of Assignment • I-9 • Payroll information • Performance Appraisals • EDPs • Commendations awarded by the College • Leave of absence records • Disciplinary actions • Performance Improvement Plans • College-required training certificates Additionally, separate files will be maintained in Human Resources for confidential medical information, ADA accommodations, FMLA records, and investigations. An employee has a right to review their personnel file in Human Resources. A written request should be submitted to HR by any employee who wishes to review their file. Employees may print items from their file. If an employee believes that there is factual error or unsubstantiated information in their personnel file, they may file a complaint using the Complaint Policy and Procedures for Employees. Employees must promptly notify Human Resources of any changes in name, telephone number, home address, marital status, dependent status, educational attainment, certifications, emergency contacts, payroll deposit account information, or any other similar information. Employment Verification Human Resources handles all requests for employment verification. Position title and dates of employment are the only information routinely released. Employees must provide written authorization to release any information. Employee Misconduct The College strives to create a safe work environment with clear expectations that uphold accountability for individual conduct and address behaviors that disrupt that environment. When appropriate, an employee will be given the opportunity to correct their conduct working with their direct supervisor through informal resolution. If the misconduct continues, disciplinary action will be taken in a timely manner and in accordance with due process rights as defined in the Employee Misconduct Policy and Procedures. Disciplinary action may be progressive depending on the severity of the misconduct. Disciplinary action may take the form of verbal or written warnings, disciplinary suspension with or without pay, or separation from employment. Pre-Disciplinary Conference
RkJQdWJsaXNoZXIy MTc2ODM1