Difference between revisions of "IX. RECORDS"

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m (moved XI. RECORDS to XII. RECORDS: Renumbered after 4-7 Board)
xx>Boardaa
(changes from 04/25/13)
 
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A. PAYROLL RECORDS <br>
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A. PERSONNEL RECORDS <br>
The payroll records shall include a report of all vacations, absences and overtime. Vacation and sick leave absences shall be calculated to the nearest quarter hour.
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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<br>
 
B. JOB DESCRIPTIONS<br>
Every job in the BSC, except house workshifts, shall have a written job description, available for inspection by any member, staff per¬son, job applicant, or recruitment source. Job descriptions for house workshifts (but not for house managerial positions) may be oral, at the discretion of the houses, but must be available upon request to any house member. Job descrip¬tions shall include job duties and responsibilities, minimum skills and experi¬ence required, salary or compensation, and number of hours required for the po¬sition. All job requirements must relate to actual job demands. Job descriptions for Central Level jobs shall be prepared by the Executive Director subject to the ap¬proval of Personnel & Operations Committee.
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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. PERSONNEL MANUALS<br>
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C. HIRING COMMITTEE WEBSITE<br>
The Executive Director shall be responsible for the compilation of BSC Personnel Manuals which shall contain: job descriptions for permanent positions; salary levels for all permanent positions; the Personnel Code; and other relevant documents.
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There shall be a Hiring Committee Webpage maintained by the Hiring Committee Chair and the Fair Employment Practices Administrator in order to promote awareness of BSC member employment opportunities and BSC hiring policies and procedures.
  
  
D. HIRING COMMISSION BINDER<br>
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D. GRIEVANCE PROCEDURE RECORDS<br>
It is the responsibility of the Hiring Commis¬sion Chair to create a folder containing the following information to be used for hiring sessions: a semesterly schedule of jobs to be hired; list of who is and is not hired by the Commission; chart of the duties and abilities needed for the various jobs; basic information about the jobs, such as supervisors, wages, advertisements sent out, etc.; the Personnel Code; training materials; a list of current Hiring Commission Members; and the people who should be present during the session.
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Written minutes of all Hiring Committee meetings, Personnel Appeals Committee meetings, and complaint/appeal procedures and meetings shall be kept in a confidential file, which shall be available to the complainant, Personnel Appeals Committee, the Executive Director or Operations Manager, BSC counsel, and any Federal, State, or local “fair employment” investigators involved.
  
 
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''[Updated 04/25/13, 04/12/12]''
E. GRIEVANCE PROCEDURE RECORDS<br>
 
Written minutes of all Hiring Commis¬sion meetings, Personnel Appeals Committee meetings and complaint/appeal procedures and meetings shall be kept in a confidential file, which shall be avail¬able (in case of further appeal) to the complainant, Board, Personnel Appeals Committee, a Central Office Manager, BSC counsel and any Federal, State or local “fair employment” investigators involved.
 
 
 
 
 
F. EMPLOYEE PERSONNEL FILES<br>
 
A personnel file shall exist for each employee. Each employee’s file shall contain: his/her application for employment, evalua¬tions of job performance, warning letters, grievance records involving the employee, and any other communication between the employee and the BSC.
 
# These files shall be available only to the Executive Director, the Department Supervisor of the employee, and the employee. Review committees created to review an employee’s job performance shall also have access to that em¬ployee’s personnel file.
 
# Employees shall have the right to request the Personnel Appeals Committee to remove information from their files that they consider outdated and/or inaccurate.
 

Latest revision as of 10:55, 23 July 2013

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 COMMITTEE WEBSITE
There shall be a Hiring Committee Webpage maintained by the Hiring Committee 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 Committee meetings, Personnel Appeals Committee meetings, and complaint/appeal procedures and meetings shall be kept in a confidential file, which shall be available 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 04/25/13, 04/12/12]