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Agreement between Mayfield Village and F.O.P. Lodge 57 <br />ARTICLE 17 <br />PERSONNEL FILES AND POLICY <br />Section 17.1. Understanding that in administration of the Police Department the employer maintains <br />individual personnel files, an employee may be permitted to review on an annual basis his or her <br />personnel file with at least a five (5) day written request. In addition, a department member may inspect <br />his or her file at once in direct response to a pending grievance or official matter. <br />Section 17.2. Should an employee upon review of his or her file come across material of a negative <br />or derogatory nature, the employee may provide a written and signed comment in rebuttal, mitigation, <br />or explanation of said material, which comment shall remain in the employee's file so long as the <br />negative material remains. <br />Section 17.3. When an employee is charged with or is under investigation for alleged violations of <br />departmental rules and regulations, reasonable effort consistent with applicable law shall be made to <br />withhold publication of the employee's nazne and the extent of disciplinary action taken or <br />contemplated until such time as a final interdepartrnental ruling has been made and served upon the <br />employee. <br />Section 17.4. Release of photographs or personal infoimation about any employee in relation to <br />departmental matters shall not be provided to any news or related service without the prior consent of <br />that employee. <br />ARTICLE 18 <br />CORRECTIVEACTION <br />Section 18.1. No employee shall be reduced in pay or position, suspendeti or removed except for just <br />cause. Further, no form of disciplinary action will be taken against any employee except for just cause. <br />Section 18.2. <br />A. Discipline will be applied in a corrective, progressive and uniform matter. <br />B. Progressive discipline shall take into account the nature of the violation, the employee's <br />record of discipline and the employee's record of performance and conduct. <br />C. Whenever the Employer and/or his designee deternunes that there may be cause for an <br />employee to be disciplined (suspended, reduced in rank, or discharged), a pre- <br />disciplinary conference will be scheduled to give the employee the opportunity to offer <br />an explanation of the alleged conduct. The affected employee(s) may elect to have a <br />Page 11 of 35