Laserfiche WebLink
760 — Probation <br />ARTICLE 26— LIABILITY INSURANCE <br />26.1 The Employer agrees to either provide insurance coverage on behalf of the employees or provide liability <br />defense for employees or a combination thereof in order to reasonably protect and indemnify employees <br />from liability to third parties resulting from employees negligently performing duties within the scope of <br />their employment. <br />ARTICLE 27 — UNION ACTIVITY <br />27.1 Union Investigative and Visitation Privileges: The business representative of the Union, with the <br />permission of the Chief Misdemeanant Probation Officer/Juvenile Court Administrator or designee, may <br />visit the work location of employees at any reasonable time and location for the purpose of investigating <br />grievances. Such representative shall limit the employee's activities during such investigations to matters <br />relating to this Agreement, provided, however, the employee shall not interfere with the operation of <br />normal routine of any division of any department. The Union shall not distract an employee while on duty. <br />27.2 Bulletin Board: The Union shall be entitled to maintain one (1) bulletin boards in a conspicuous place <br />within the Misdemeanant Probation and Juvenile Court Services in Ellensburg, provided, however, <br />materials to be placed on said bulletin board shall be restricted to notices and provisions related to this <br />Collective Bargaining Agreement. <br />ARTICLE 28 —MISCELLANEOUS PROVISIONS <br />28.1 Medical Exams: Any physical and/or mental examination(s), or inoculations, which are required by the <br />Employer, shall be taken on Employer time and shall be paid by the Employer. If the Employer requires a <br />physical and/or mental examination, the employee shall undergo the physical or mental examination by a <br />physician or institution specified by the Employer. <br />ARTICLE 29 — PERSONNEL FILES <br />29.1 Employees shall have the right to review material in their personnel files maintained in the Employer's <br />Human Resources Department during regular business hours. The employee may have a representative of <br />the Union accompany the employee if so desired. Upon request, copies of documents in the personnel file <br />shall be provided to the employee in person. <br />29.2 In the event evaluation reports are utilized, a copy will be placed in the individual's personnel file. The <br />personnel file shall contain evaluation reports that have been completed by Management personnel. <br />29.3 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 />29.4 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 authorized personnel. <br />29.5 After one (1) year, an employee may request derogatory material other than periodic evaluations be <br />expunged from the file. The Employer shall determine whether or not expunging of materials is <br />appropriate. <br />17 <br />