Difference between revisions of "IX. RECORDS"

From BSC Policy
Jump to navigationJump to search
xx>Boardaa
xx>Boardaa
(No difference)

Revision as of 10:45, 31 May 2012

A. PERSONNEL RECORDS
The personnel records for any member job shall be available at the Central Office for inspection at any time during the term of the position and retained thereafter in accordance with the BSC Record Retention Policy. These files shall be available only to the Executive Director, the employee’s supervisor, and the employee. Review committees created to review an employee’s job performance shall also have access to that employee’s personnel file. Employees shall have the right to include a response to any document in their personnel file with which they disagree.


B. JOB DESCRIPTIONS
Every job in the BSC shall have a written job description, available for inspection by any member, staff per¬son, job applicant, or recruitment source. Job descriptions shall include job duties and responsibilities, minimum skills and experience required, salary or compensation, and number of hours required for the position. Job descriptions for Central Level jobs shall be prepared by the Board of Directors following review and recommendation by the Human Resources Committee.


C. HIRING COMMISSION WEBSITE
There shall be a Hiring Commission Webpage maintained by the Hiring Commission Chair and the Fair Employment Practices Administrator in order to promote awareness of BSC member employment opportunities and BSC hiring policies and procedures.


D. GRIEVANCE PROCEDURE RECORDS
Written minutes of all Hiring Commission meetings, Personnel Appeals Committee meetings, and complaint/appeal procedures and meetings shall be kept in a confidential file, which shall be available (in case of further appeal) to the complainant, Personnel Appeals Committee, the Executive Director or Operations Manager, BSC counsel, and any Federal, State, or local “fair employment” investigators involved.

[Updated 04/12/12]