Assault Upon an Employee. The Employer and the Association agree that assaults on Employees are a matter of grave concern.
7.2.1 An Employee shall promptly report to his building principal, or other person designated by the Superintendent, any alleged case of assault on such Employee while performing his assigned duties.
7.2.2 The Employer shall render reasonable assistance, including legal counsel, to such Employee in connection with any prosecution by the State's attorney or other public prosecutor of the person who allegedly assaulted such Employee. No deduction from such Employee’s salary or leave will be made because of time lost by such Employee at the request of such authorities to assist in any such prosecution. An Employee may at his option have an Association representative present at any meeting held under this paragraph between such Employee and the legal counsel selected by the Employer.
Assault Upon an Employee. Any case of assault upon an employee shall be promptly reported to the Board. For any such assault which occurs during the performance of official duties, and within the scope of board policy, the Board will advise the employee of his/her rights and obligations with respect to such assault. Moreover, the employee will not suffer any loss of wages for an absence due to such assault up to the time he/she qualifies for workers’ compensation. However, if such (workers’ compensation) benefits are made retroactive the Board shall recover all wages paid during the period of retroactivity.
Assault Upon an Employee. The Employer and the Association agree that assaults on Employees are a matter of grave concern.
7.2.1 In the case of an assault on an Employee:
7.2.2 The Employer shall render reasonable assistance, including legal counsel, to such Employee in connection with any prosecution by the State's attorney or other public prosecutor of the person who allegedly assaulted such Employee. No deduction from such Employee’s salary or leave will be made because of time lost by such Employee at the request of such authorities to assist in any such prosecution. An Employee may at their option have an Association representative present at any meeting held under this paragraph between such Employee and the legal counsel selected by the Employer.
Assault Upon an Employee a. An employee shall immediately report in writing (if able) any case of physical or verbal assault or battery upon his or her person arising out of, or in connection with, his or her employment duties. Such matters shall be immediately reported to the Principal or immediate supervisor. Such cases will be handled by administration as soon as possible, but the student will not return to the teacher’s classroom until the incident has been addressed by the administration.
b. When absence arises out of or from such assault or injury, the employee may be entitled to Workers’ Compensation.
Assault Upon an Employee. Any case of assault upon a faculty member during performance of duty shall be promptly reported to the Administration. The Administration will notify the police, if necessary. A student who commits a physical assault against an employee of the school district at school or on school grounds shall be subject to permanent expulsion in accordance with MCL 380.1311a.
Assault Upon an Employee. 1. An employee shall immediately report any case of assault or battery upon his/her person arising out of, or in connection with, his/her employment duties. Such matters shall be immediately reported to the principal or immediate supervisor.
2. When absence arises out of or from such assault or injury, the employee shall be entitled to full salary and other benefits for the period of such absence and shall not forfeit any sick leave or personal leave, unless pending litigation would be continued to settlement and such settlement or judicial finding indicates that the employee was the aggressor.
3. An employee shall suffer no loss of leave or salary if assaulted on duty, except if the employee is found to be the aggressor.
Assault Upon an Employee. The Board shall reimburse an employee for damage or destruction to his/her clothing, or other personal property which is on school property with the knowledge and prior written approval of the Building Principal, sustained as a result of an unprovoked assault while the employee is acting within the course of his/her employment. The employee shall forthwith file a written report with the Building Principal or --immediate supervisor detailing the assault and the property loss involved. Reimbursement shall be based on depreciated value of the property damaged or destroyed and it shall not exceed the amount of $100 or the employee's insurance deductible, if any, whichever is the lesser. Damage or destruction to motor vehicles is not reimbursable.
Assault Upon an Employee. At the request of an employee the board shall permit the employee to consult with the board’s legal counsel to advise the employee with respect to a workplace assault. When the employee has not engaged in wrongdoing, the employer shall assist the employee in working with law enforcement and judicial authorities.
Assault Upon an Employee. Any case of assault upon an Employee shall be reported within twenty-four (24) hours to the District. For any such assault which occurs during the performance of official duties and within the scope of District policy, the District will advise the Employee of his/her rights and obligations with respect to such assault. The Employee may request to have a Union representative present and, in an emergency situation, the Union representative could submit the incident report.
Assault Upon an Employee. The Employer and the Association agree that assaults on Employees are a matter of grave concern.
7.2.1 In the case of an assault on an Employee:
a. An Employee shall promptly report to their building administrator, or other person designated by the Superintendent, any alleged case of assault on such Employee while performing their assigned duties and should submit an incident report to be provided to the appropriate administration and district staff for documentation and reporting.
b. The Employer shall maintain accurate and current records of such incident reports. A summary shall be shared with the Association upon request.
c. The Employer shall comply with 105 ILCS 5/10-21.7 regarding the reporting of incidents of battery.
7.2.2 The Employer shall render reasonable assistance, including legal counsel, to such Employee in connection with any prosecution by the State's attorney or other public prosecutor of the person who allegedly assaulted such Employee. No deduction from such Employee’s salary or leave will be made because of time lost by such Employee at the request of such authorities to assist in any such prosecution. An Employee may at their option have an Association representative present at any meeting held under this paragraph between such Employee and the legal counsel selected by the Employer.
7.2.3 In the event that any Employee is subject to a claim or suit alleging a negligent or wrongful act by an Employee in the scope of their employment or under the direction of the board, the Employer shall be bound by and undertake its duties pursuant to 105 ILCS 5/10-20.20 to indemnify and protect employees. Nothing in this section shall be read to provide additional protection not provided by 10-20.20 of the Illinois School Code, or to extend the Employer's obligation to defend or indemnify beyond the boundaries set forth in the Illinois Tort Immunity Act.
7.2.4 If an Employee is physically injured by a student and is required to miss work as certified by a medical professional, the Employee will be placed on “paid administrative leave” for the first three days of the absence.
