The official personnel file on each employee is the file maintained under the supervision of the agency head or the agency head’s designated representative.

1.    No documents that address an employee’s character or performance may be placed in the file unless the employee has had the opportunity to read the material. The employee must acknowledge that the employee has read the material by signing the actual copy to be filed or an attachment to the actual copy to be filed, with the understanding that the signature merely signifies that the employee has read the material to be filed and does not necessarily indicate agreement with its content. If the employee refuses to sign the copy to be filed, the agency head or the agency head’s designated representative shall indicate on the copy that the employee was shown the material, was requested to sign the material to verify that the material had been read, and that the employee refused to sign the copy to be filed. In the presence of the employee and a witness, the agency head or the agency head’s designated representative shall sign and date a statement verifying the refusal of the employee to sign the copy to be filed. The material must then be placed in the file.

2.    The employee has the right to answer any material filed and any answer must be attached to the file copy. The employee’s answer to material filed may not be used as the basis for any subsequent adverse personnel action. If any material is found to be without merit or unfounded through an established grievance procedure, it must be immediately removed from the file and may not be used in any subsequent actions or proceedings against the employee.

3.    The employee or the employee’s designated representative must be permitted to examine the employee’s official personnel file by appointment during normal business hours.

4.    No anonymous letters or materials may be placed in the employee’s file.

5.    The employee must be permitted to reproduce at the employee’s expense any material in the employee’s file.

6.    An employee may file a grievance regarding nonevaluation material placed in the employee’s personnel file. A grievance is limited to an internal agency grievance unless such material is merged into a disciplinary proceeding.

7.    This section does not prohibit administrators from maintaining written notes or records of an employee’s performance separate from the personnel file for the purpose of preparing evaluations or possible disciplinary action.

8.    Administrators are encouraged to place in the employee’s file information of a positive nature, including any such material received from outside competent and responsible sources, indicating special competencies, achievements, performances, or contributions of a professional or civic nature.

Except when the employing agency inserts only salary, insurance, medical, tax, workforce safety and insurance, pretax benefits, or deferred compensation information or employment forms, a record of access must be maintained by the employing agency and must be provided to the employee when the employee examines the employee’s file. As used in this section, the term “public employee” means any person employed by the state and does not include persons employed by any political subdivision of the state.