ADMINISTRATIVE RIGHTS AND RESPONSIBILITIES. 4 A. Fair Practices 6 The Board agrees to continue its policy of not illegally discriminating against 7 any administrator on the basis of race, creed, color, national origin, marital 8 status, gender, disability, or labor organization membership.
10 B. Handling of Complaints Against Administrators-Policy #9130 12 When complaints or charges are made against an administrator, the 13 administrator shall be promptly notified and if the complaint is in writing, 14 the administrator shall be given a copy of the complaint. The administrator 15 shall be permitted to answer the complaint in writing or to request a hearing 16 before the Superintendent or Board. Any request involving a hearing on the 17 matter which comes from the Superintendent or Board shall permit the 18 administrator to have representation of his/her choice and at his/her own 19 expense. Personnel matters raised either by a Board member or members 20 of the audience at a Board Meeting shall be referred to a Board executive 21 session if so requested be the affected Administrator, subject to the 22 conditions of the Open Meetings Act.
ADMINISTRATIVE RIGHTS AND RESPONSIBILITIES. The Board recognizes and acknowledges that the members of the Association are professionals and are considered by the Board to be management personnel. It is recognized by the Association that the Board maintains certain managerial prerogatives under the laws of the State of New Jersey and that there are certain generally accepted managerial prerogatives which the Board customarily has had in the past. The parties mutually agree to respect each other's rights in these regards and such mutual recognition and respect shall be evidenced in their dealing with each other.
ADMINISTRATIVE RIGHTS AND RESPONSIBILITIES. The Board of Education recognizes and acknowledges the professional and management status of the members of the RAA. Such recognition and acknowledgment shall be thoroughly evidenced through all factors related to the establishment of salaries, other compensations, participation in the budget- making process, hiring procedures, staff evaluations, and other management prerogatives provided by Title 18A or mutually agreed upon between the Board of Education and the Association.
ADMINISTRATIVE RIGHTS AND RESPONSIBILITIES. Every employee working for the Rialto Police Department shall be afforded certain rights during an administrative investigation regardless of his/her job classification. Those rights are:
1. Not to be subjected to punitive action, or be denied promotion or be threatened with such treatment as a result of the lawful exercise of rights;
2. To have any interrogation conducted at a reasonable hour, with a representative of employee’s own choosing present, preferably at a time when they are on duty, or during normal waking hours, unless the seriousness of the investigation requires otherwise;
3. To be compensated for time spent in interrogations that are conducted during off-duty time. Employee shall not be released from employment for any work missed;
4. To be informed of the name, rank, and command of the officer in charge of an interrogation, in advance of the interrogations;
5. To have all questions directed under interrogation through no more than two interrogators at one time;
6. To have the interrogating sessions limited to a reasonable period, taking into consideration the gravity and complexity of the issue being investigated;
7. During interrogations, to be allowed to attend to own personal physical necessities;
8. Not to be subjected to offensive language or threatened with punitive action, except that an officer refusing to respond to questions or submit to interrogation shall be informed that failure to answer questions directly related to the investigation, or interrogation, may result in punitive action. No promise of reward shall be made as an inducement to answering any questions;
9. Not to be subjected to visits by the press or news media without employee’s express consent, nor shall home address or photograph be given to the press or news media by the department without employee’s express consent;
10. To access to any tape recordings of employee’s interrogations or to have employee’s own tape recorder present during interrogation;
11. To a transcribed copy of any notes made by a stenographer, or to any reports or complaints made by investigators or other persons, except those, which are deemed by the investigating agency to be confidential. No notes or reports, which are deemed to be confidential, may be entered in employee’s personnel file;
12. To be informed of employee’s Constitutional Rights prior to or during the interrogation if it is deemed that employee may be charged with a criminal offense;
13. To have a representative present if fo...
ADMINISTRATIVE RIGHTS AND RESPONSIBILITIES. The Board of Education recognizes and acknowledges the professional and management status of the members of the Ridgewood Administrators Association. Such recognition and acknowledgment shall be thoroughly evidenced through all factors related to the establishment of salaries, other compensations, participation in the budget-making process, hiring procedures, staff evaluations, and other management prerogatives provided by Title 18:A or mutually agreed upon between the Board of Education and the Administrators Association.
ADMINISTRATIVE RIGHTS AND RESPONSIBILITIES
