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31.3 <br />31-.4 <br />31.5 <br />31.6 <br />31..7 <br />32.1 <br />32.2 <br />Materials judged by the employee to be negative and/or derogatory may be answered by the employee <br />in writing. Such written response shall be attached to the material in question and become a part of the <br />personnel file. Said written response shall not change, alter, affect, or modify the validity of materials <br />placed in an employee's personnel file by administrative personnel. <br />personnel files are the property of the Employer. The Employer agrees that the contents of the personnel <br />files, including personal photographs, shall be confidential and shall restrict the use of information in the <br />files to internal use by the Sheriff's Office, or such other agency vested with statutory authority to view or <br />investigate said materia ls. <br />After one (1) yeal an employee may request derogatory material other than periodic evaluations be <br />clearly designated and/or segregated as no longer eligible for consideration in disciplinary actions. The <br />Sheriff shall determine whether or not such designation or segregation of materials is appropriate. ln no <br />event shall derogatory material, other than suspensions greater than five (5) days, disciplinary demotions, <br />or discharges, remain eligible for consideration in disciplinary actions for longer than three (3) years from <br />the date of the occurrence unless there is a pending legalaction involving the derogatory material or the <br />employee has repeated the conduct described in the derogatory material. <br />When an employee reviews their personnel file maintained by the Sheriff's office, the employee shall sign <br />and date the review and said signature shall signify acknowledgment of having read materials in the <br />personnelfile. <br />Additional employee files are maintained in HR and Payroll, which are primarily related to compensation, <br />benefits, and leave. Employees shall have the right to review material in these files during regular business <br />hours by scheduling time with the appropriate office. Removal of items from these folders may be <br />requested by the employee but the final determination will be at the discretion of the applicable <br />custodian. <br />ARTICLE 32 - N EGOTIATIONS AND TERM O AGREEMENT <br />This Agreement shall be in fullforce and effect from january 1,2025 except as otherwise provided and <br />shall remain in full force and effect through December 3'J., 2027. Either party may, upon ninety (90) <br />calendar days' notice prior to the date of expiration, give notice to terminate or amend to the other party. <br />ln the event only notice to amend is given, the Agreement shall remain in effect while the parties negofiate <br />a successor agreement. <br />Negotiations for revisions to the subsequent collective bargaining agreement will take place in accordance <br />with the following suggested schedule; provided, however, said schedule may be revised by mutual <br />agreement of the parties: <br />A. Steward Elections shall be held at the midpoint between the ratification of one contract and the <br />opening of another. <br />B, The Union and the Employer agree to meet for preliminary discussions regarding bargaining during <br />the month of FebruarY; and,