I think that there a few different ways to look at this issue. The first would be for any non-personal information. I would lump disciplinary actions and warning letters, etc. in this category. The Board is effectively the employer of any building staff and a good amount of the time, they are the ones that have initiated the policy for writing employees up if they are not performing their jobs properly. I would think that the Board would have access to any and all job related or performance related memos, warnings, write-ups, etc.

If you have a written request from the Shareholders to view the documents, I'm not a labor attorney (or an attorney at all) but I would think that you should consult with the Coop's attorney to see what their recommendation would be. If there is personal information in those documents, you may be best served to redact any of that information and allow the Shareholders to review them in the Management office as they would any other corporate document. Again, consult your attorney to ensure that this is correct and that you must supply.

Once you get into any material that is personal in nature and extends beyond the borders of the employees specific job function (maybe there are personal details in their reports that are not in the best interests of sharing) I believe that those details should be redacted for all Shareholders, if reviewing.

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