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While I understand they have the right to review these records, an open dialogue is absolutely essential. Is there a specific concern? While legally this may be fine, operationally it seems like micromanaging,and it doesn't seem inappropriate to question why they wish to review them. The confidentiality factor worries me. For example, what if a review references an illness that impacted performance that was not widely known. Or, thinking of our current climate, something that implies their emergency contact is a same-sex partner. If there is a performance issue, what assurances do employees have that only pertinent information will be used in a subsequent review or decisionmaking? There is perhaps a lesson here too in being informed about what should and should not be kept in a personnel file or included in performance reviews.

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