Applicable Board of Education Policies Sample Clauses

Applicable Board of Education Policies. NHCPCU acknowledges that the Board has adopted policies governing conduct on all property owned by the Board and agrees to inform NHCPCU Personnel that they must abide by any and all relevant Board policies while on NHCS property, including but not limited to policies related to professional conduct, conduct on school property, weapons, drugs and alcohol, tobacco, and interactions with staff and students. NHCPCU acknowledges that these policies are available online on the NHCS website.
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Applicable Board of Education Policies. EPP acknowledges that the Board of Education has adopted policies governing conduct on all property owned by the Board of Education and agrees to inform EPP students and EPP employees that they must abide by any and all relevant board policies while on its property, including but not limited to policies related to professional conduct, conduct on school property, weapons, drugs and alcohol, tobacco, and interactions with staff and students. EPP acknowledges that these policies are available online on the School System’s website.
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Applicable Board of Education Policies. Voyage acknowledges that the Board has adopted policies governing conduct on all property owned by the Board and agrees to inform Voyage Personnel that they must abide by any and all relevant Board policies while on NHCS property, including but not limited to policies related to professional conduct, conduct on school property, weapons, drugs and alcohol, tobacco, and interactions with staff and students. Voyage acknowledges that these policies are available online on the NHCS website.
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Applicable Board of Education Policies. Duke acknowledges that the TCS has adopted policies governing conduct on Board property and SAB members agree to abide by any and all relevant TCS policies.
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Applicable Board of Education Policies. Duke acknowledges that the Wake County Board of Education has adopted policies governing conduct on Board property and SAB members agree to abide by any and all relevant WCPSS policies.
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Applicable Board of Education Policies. Xxxx acknowledges that the CHCC has adopted policies governing conduct on Board property and SAB members agree to abide by any and all relevant CHCCS policies.
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Related to Applicable Board of Education Policies

  • Board of Education The grievant shall present his/her written grievance to the Board of Education by letter to the President of the Board. Either party may request a hearing, which must be held at a regularly scheduled Board meeting, or before a committee of the Board if mutually agreed, within the time limit for the Board’s response. The Board’s decision shall be binding on the grievant, the Union, and the District. a) The Board of Education must respond within twenty (20) working days after it receives the appeal. b) If the grievance is not satisfactorily resolved at Step 3, or the Board of Education does not render its decision within the time limit, the grievant may appeal to Step 5. a) Within ten (10) days after the decision has been made at Step 4, the grievant may submit the grievance to arbitration by notifying the President of the Board, with a copy to the Superintendent of Schools to that effect. The notice must include a brief statement setting forth precisely the issue being submitted to arbitration and the specific provision or provisions of the agreement alleged to have been violated. b) Within ten (10) days after the Superintendent receives the written submission to arbitration, the Superintendent or his/her designee and the grievant and/or the Union shall select a mutually acceptable arbitrator. If the parties are unable to agree on an arbitrator, the parties will then request a list of arbitrators from the American Arbitration Association. If the dispute is submitted to the American Arbitration Association, the Union shall pay the filing fee. c) The arbitrator shall hear the matter promptly and shall issue his/her decision not later than thirty (30) calendar days from the date the hearing is closed (after all documents and briefs, if any, have been submitted). The arbitrator’s decision shall be in writing, and shall set forth findings of fact and recommendations on all issues submitted. The arbitrator shall have no authority to add to, subtract from, or modify the agreement or any provision of it. The recommendations of the arbitrator shall be final and binding upon the grievant, the Union, and the District. c) The cost for the services of the arbitrator, including expenses, if any, shall be borne equally by the District and the Union. Each party will pay for its own advocates and representatives, if any.

  • Paid Education Leave The Company agrees to pay into a special fund, one (1¢) cent per hour per employee for all compensated hours for the purpose of providing paid education leave. Such leave will be for upgrading the employee skills in all aspects of trade union functions. Such monies to be paid on a quarterly basis into a trust fund established by the National Union, CAW, effective from date of ratification and sent by the Company to the following address: CAW Paid Education Leave Program, 000 Xxxxxx Xxxxx, Xxxxx Xxxx, Xxxxxxx X0X 0X0.

  • LABOR MANAGEMENT COMMITTEE Section 1. In order to facilitate communication between labor and management, a Labor Management Committee consisting of the Department Head and/or his designated alternate, the Assistant Chief of Police and two (2) Team Managers, and three (3) representatives of the Lincoln Police Union, along with at least one (1) Team Representative, will make up the Labor Management Committee. The Department Head will designate management personnel and the Union shall select Union representatives. Members will serve at the pleasure of the Department Head or Union President, depending upon who the member represents. Members will serve and be replaced on a staggered system (approximately three (3) year limit) depending upon the schedule agreed upon by the Department Head and the Union President. Section 2. Each Team area will be represented by a member of any rank to serve as spokesperson for that area. They will meet at least one week prior to the monthly Labor Management Committee meeting to formulate the common areas of interest and to elect a spokesperson to present the items in writing to the Labor Management Committee. Payment for attending this meeting will be at the discretion of the Department Head. Spokesperson will be chosen on a rotating basis. Team representatives will be picked by a vote of the Team members that they are representing. Section 3. The Labor Management Committee may discuss any area of the Department, with limitation only on those areas already under agreement between the City and the Union. The agenda will be based on the problem areas brought to the attention of the Committee by the Team Representatives and on any area representative members of Labor Management feel need to be discussed. Topics for discussion will be posted on the Union bulletin board and disseminated to Labor Management Committee members at least one (1) week prior to the monthly meeting. Section 4. Membership is subject to change through attrition and elected office, however, a one (1) week notice must be given to the Committee to afford the new member(s) voting privileges. Section 5. Realizing that communication is the key element to the smooth operation of any organization, the Labor Management Committee will xxxxxx an element of cooperation and unity of organizational members, be they labor or management. Section 6. Meetings shall be held at least once per calendar month. Additional meetings may be scheduled by mutual agreement of the Committee and the Department Head. Section 7. A quorum shall consist of two (2) members from labor and two (2) members from management.

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