1. Bargaining unit employees shall not have the responsibility for issuing written reprimands to other bargaining unit employees. It is further understood that written reprimands and other forms of discipline may only be issued by the building principal, assistant principal, or the Director of Support Services.

2. Custodial/Maintenance employees will be advised of a reprimand, warning or deficiency notice by letter, memo or form denoting whether it has been placed in the personnel file. If such reprimand, warning or deficiency notice is placed in the personnel file, the Union may file an objection detailing the reason for the objection. Such objection will be placed in the personnel file within ten (10) working days. In the event that the reprimand, warning or deficiency notice is used by the school employer as a basis for suspension without pay or for discharge, the Union may reassert such objection in a grievance. The school employer shall not be challenged for the reprimand, warning or deficiency notice unless an objection has been timely filed.

3. An employee's personnel records shall be compiled in one file. Arrangements will be made to permit an employee to review his/her personnel file upon submission of a written request to the Office of Support Services. The review shall be made in the presence of the administrator responsible for the safekeeping of the file.