a staff member for a copy of any derogatory item, the Employment application, resume, performance evaluations or any correspondence addressed to the staff member contained in the central Personnel file. The staff member will be charged Human Resources prevailing rate for any copies.
A staff member may request to expunge materials included in the file where there are pertinent and substantive inaccuracies, or for reasons of time duration, relevance or fairness. Such requests will be evaluated in relation to the University’s needs for comprehensive and complete records but will not be unreasonably denied.
No document of anonymous origin shall be maintained in a staff member’s central personnel file nor be part of any personnel action taken against a staff member.
5.07 Seniority:
A. Accrual: Seniority will be credited from the date of hire or rehire to all regular Full Time or Part Time staff members upon the successful completion of their initial probationary period.
B. Loss of Seniority: A supervisor’s seniority shall be broken by resignation, dismissals from employment, or other types of terminations, layoffs of more than one (1) year or refusal of a suitable position while on recall from layoff.
C. Layoff: Layoffs shall be administered in accordance with university policy except as stated below:
1. Effective January 1, 2000, seniority will prevail in layoffs due to economic reasons or reorganization. Bumps shall be only within a job title in a University Operating Unit or to the immediate prior title on the Campus (See Appendix A for listing of University Operating Units). Seniority will prevail on call backs within one (1) year from layoff.
A list of vacant positions will be available for review in the Campus Human Resources Offices.
A staff member who chooses to fill a vacancy or to bump another staff member, and is subsequently informed by the campus Human Resources department that the salary of the vacant or bump position is more than 10% below his or her current salary, shall be allowed to reconsider their decision and to go on to the recall list.
Within their respective departments/work units, regular supervisors shall not be laid off before temporary or probationary supervisors in the same job classification.
•