Employee Requirements:

​All requests under the Act must be made in writing, which includes electronic communications such as email or text messages. Each request must:

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• Be made at reasonable intervals, unless otherwise provided in a collective bargaining agreement;

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• Be made to a person responsible for maintaining the employer’s personnel records, including the employer’s human resources department, payroll department, the employee’s supervisor or manager, or to an individual as provided in the employer’s written policy;

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• Identify what personnel records the employee is requesting or if the employee is requesting all of the records allowed to be requested under the Act;

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• Specify if the employee is requesting to inspect, copy, or receive copies of the records;

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• Specify whether records be provided in hardcopy or in a reasonable and commercially available electronic format;

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• Specify whether inspection, copying, or receipt of copies will be performed by that employee’s representative, including family members, lawyers, union stewards, other union officials, or translators; and

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• If the records being requested include medical information and medical records, a signed waiver to release medical information and medical records to that employee’s specific representative must be included

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​Employer Obligations + Protections:

If a request is submitted in line with the above requirements, then employees are entitled to the following categories of documents:

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• Any personnel documents which are, have been or are intended to be used in determining that employee’s qualifications for employment, promotion, transfer, compensation, benefits, discharge, or other disciplinary action.

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• Any employment-related contracts or agreements that the employer maintains are legally binding on the employee.

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• Any employee handbooks that the employer made available to the employee or that the employee acknowledged receiving.

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• Any written employer policies or procedures that the employer contends the employee was subject to and that concern qualifications for employment, promotion, transfer, compensation, benefits, discharge, or other disciplinary action.