Common use of Bargaining Unit Members Rights and Protections Clause in Contracts

Bargaining Unit Members Rights and Protections. 8.1 The private/personal life of the employee is not within the appropriate concern of the Board unless the conduct of the employee adversely affects the employee's relationship with students or the discharge of other school- related duties. 8.2 Non-probationary employees will not be disciplined or discharged without just or reasonable cause. Confirmation of discipline or discharge will be issued in writing stating the reasons for the action. A copy of the written statement will be provided to the Union representative and the employee whentime off or discharge is involved. Due process will be followed in disciplinary actions which may include written warnings orreprimands, suspensions with or without pay, or dismissal. However, any disciplinary action shall be appropriate to the behavior which precipitated said action and, therefore, might begin at any level. The discipline and discharge of probationary employees shall not be subject to the Grievance Procedure. 8.3 The Association agrees that the Employer has just cause to discharge any employee who is convicted of any felony while employed in Grant Public Schools and cannot employ any employee who is convicted of a listed offense under MCL 380.1230c. 8.4 An appeal regarding disciplinary action will be submitted to Level Two of the Grievance Procedure according to the timelines set forth in Article 9 of this Agreement. 8.5 A bargaining unit member shall be entitled to have present a representative of the Union during anymeeting which will lead to disciplinary action by the Board. When a request for such representation is made, no action shall be taken with respect to the bargaining unit member until such representative of the Union is present, but in no case shall action be suspended for more than twenty- four (24) hours unless by mutual agreement. At the request of the Union representative or employee, the supervisor or superintendent's representative will meet with the Union representative and the employee prior to the employee being required to leave the facility in the instance of suspension or discharge, unless the employee's offense requires immediate removal from the work site. 8.6 An employee shall have the right to schedule with the Superintendent's office a review of the contents of his/her personnel file, excluding initial references, of the Board pertaining to the employee originating after initial employment and to have a representative of the Union accompanythe employee in the presence of the Board in such review. No material of a disciplinary nature will be placed in an employee's personnel file unless the employee has had an opportunity to review the material. The employee may submit a written comment regarding any material and the same shall be attached to the material in question within 15 Business days. An employee shall sign the material indicating its presence and his/her awareness, if requested. Such signature shall not necessarily mean agreement with the material. The employer shall notify affected employee(s) in the event that information and/or work records are requested by a third party under FOIA. The employee shall be notified of the request prior to sending the information to the requesting party and the employee shall be given an opportunity to review the documents that are being transmitted before they are transmitted. 8.7 Any case of assault upon a bargaining unit member shall be promptly reported to the Board. The Board shall render all reasonable assistance to the bargaining unit member to prevent injury when possible. 8.8 The Board shall offer aid and assistance to all employees in the matter of the maintenance of student discipline.

Bargaining Unit Members Rights and Protections. 8.1 The private/personal life of the employee is not within the appropriate concern of the Board unless the conduct of the employee adversely affects the employee's ’s relationship with students or the discharge of other school- school-related duties. 8.2 Non-probationary employees will not be disciplined or discharged without just or reasonable cause. Confirmation of discipline or discharge will be issued in writing stating the reasons for the action. A copy of the written statement will be provided to the Union representative and the employee whentime when time off or discharge is involved. Due process will be followed in disciplinary actions which may include written warnings orreprimandsor reprimands, suspensions with or without pay, or dismissal. However, any disciplinary action shall be appropriate to the behavior which precipitated said action and, therefore, might begin at any level. The discipline and discharge of probationary employees shall not be subject to the Grievance Procedure. 8.3 The Association agrees that the Employer has just cause to discharge any employee who is convicted of any felony while employed in Grant Public Schools and cannot employ any employee who is convicted of a listed offense under MCL 380.1230cSchools. 8.4 An appeal regarding disciplinary action will be submitted to Level Two of the Grievance Procedure according to the timelines set forth in Article 9 of this Agreement. 8.5 A bargaining unit member shall be entitled to have present a representative of the Union during anymeeting any meeting which will lead to disciplinary action by the Board. When a request for such representation is made, no action shall be taken with respect to the bargaining unit member until such representative of the Union is present, but in no case shall action be suspended for more than twenty- twenty-four (24) hours unless by mutual agreement. At the request of the Union representative or employee, the supervisor or superintendent's representative will meet with the Union representative and the employee prior to the employee being required to leave the facility in the instance of suspension or discharge, unless the employee's ’s offense requires immediate removal from the work site. 8.6 An employee shall have the right to schedule with the Superintendent's ’s office a review of the contents of his/her personnel file, excluding initial references, of the Board pertaining to the employee originating after initial employment and to have a representative of the Union accompanythe accompany the employee in the presence of the Board in such review. No material of a disciplinary nature will be placed in an employee's ’s personnel file unless the employee has had an opportunity to review the material. The employee may submit a written comment regarding any material and the same shall be attached to the material in question within 15 Business daysquestion. An employee shall sign the material indicating its presence and his/her awarenessaware- ness, if requested. Such signature shall not necessarily mean agreement with the material. The employer shall notify affected employee(s) in the event that information and/or work records are requested by a third party under FOIA. The employee shall be notified of the request prior to sending the information to the requesting party and the employee shall be given an opportunity to review the documents that are being transmitted before they are transmitted. 8.7 Any case of assault upon a bargaining unit member shall be promptly reported to the Board. The Board shall render all reasonable assistance to the bargaining unit member to prevent injury when possible. 8.8 The Board shall offer aid and assistance to all employees in the matter of the maintenance of student discipline.

Bargaining Unit Members Rights and Protections. 8.1 The private/personal life of the employee is not within the appropriate concern of the Board unless the conduct of the employee adversely affects the employee's relationship with students or the discharge of other school- school related duties. 8.2 Non-probationary employees will not be disciplined or discharged without just or reasonable cause. .Confirmation of discipline or discharge will be issued in writing stating the reasons for the action. A copy of the written statement will be provided to the Union representative and the employee whentime off or discharge is involved. Due process will be followed in disciplinary actions which may include written warnings orreprimands, suspensions with or without pay, or dismissal. However, any disciplinary action shall be appropriate to the behavior which precipitated said action and, therefore, might begin at any level. The discipline and discharge of probationary employees shall not be subject to the Grievance Procedure. 8.3 The Association agrees that the Employer has just cause to discharge any employee who is convicted of any felony while employed in Grant Public Schools and cannot employ any employee who is convicted of a listed offense under MCL 380.1230c. 8.4 An appeal regarding disciplinary action will be submitted to Level Two of the Grievance Procedure according to the timelines set forth in Article 9 of this Agreement. 8.5 A bargaining unit member shall be entitled to have present a representative of the Union during anymeeting which will lead to disciplinary action by the Board. When a request for such representation is made, no action shall be taken with respect to the bargaining unit member until such representative of the Union is present, but in no case shall action be suspended for more than twenty- four (24) hours unless by mutual agreement. At the request of the Union representative or employee, the supervisor or superintendent's representative will meet with the Union representative and the employee prior to the employee being required to leave the facility in the instance of suspension or discharge, unless the employee's offense requires immediate removal from the work site. 8.6 An employee shall have the right to schedule with the Superintendent's office a review of the contents of his/her personnel file, excluding initial references, of the Board pertaining to the employee originating after initial employment and to have a representative of the Union accompanythe employee in the presence of the Board in such review. No material of a disciplinary nature will be placed in an employee's personnel file unless the employee has had an opportunity to review the material. The employee may submit a written comment regarding any material and the same shall be attached to the material in question within 15 Business days. An employee shall sign the material indicating its presence and his/her awareness, if requested. Such signature shall not necessarily mean agreement with the material. The employer shall notify affected employee(s) in the event that information and/or work records are requested by a third party under FOIA. The employee shall be notified of the request prior to sending the information to the requesting party and the employee shall be given an opportunity to review the documents that are being transmitted before they are transmitted. 8.7 Any case of assault upon a bargaining unit member shall be promptly reported to the Board. The Board shall render all reasonable assistance to the bargaining unit member to prevent injury when possible. 8.8 The Board shall offer aid and assistance to all employees in the matter of the maintenance of student discipline.

Bargaining Unit Members Rights and Protections. 8.1 The private/personal life of the employee is not within the appropriate concern of the Board unless the conduct of the employee adversely affects the employee's ’s relationship with students or the discharge of other school- school-related duties. 8.2 Non-probationary employees will not be disciplined or discharged without just or reasonable cause. Confirmation of discipline or discharge will be issued in writing stating the reasons for the action. A copy of the written statement will be provided to the Union representative and the employee whentime when time off or discharge is involved. Due process will be followed in disciplinary actions which may include written warnings orreprimandsor reprimands, suspensions with or without pay, or dismissal. However, any disciplinary action shall be appropriate to the behavior which precipitated said action and, therefore, might begin at any level. The discipline and discharge of probationary employees shall not be subject to the Grievance Procedure. 8.3 The Association agrees that the Employer has just cause to discharge any employee who is convicted of any felony while employed in Grant Public Schools and cannot employ any employee who is convicted of a listed offense under MCL 380.1230cSchools. 8.4 An appeal regarding disciplinary action will be submitted to Level Two of the Grievance Procedure according to the timelines set forth in Article 9 of this Agreement. 8.5 A bargaining unit member shall be entitled to have present a representative of the Union during anymeeting any meeting which will lead to disciplinary action by the Board. When a request for such representation is made, no action shall be taken with respect to the bargaining unit member until such representative of the Union is present, but in no case shall action be suspended for more than twenty- twenty-four (24) hours unless by mutual agreement. At the request of the Union representative or employee, the supervisor or superintendent's representative will meet with the Union representative and the employee prior to the employee being required to leave the facility in the instance of suspension or discharge, unless the employee's ’s offense requires immediate removal from the work site. 8.6 An employee shall have the right to schedule with the Superintendent's ’s office a review of the contents of his/her personnel file, excluding initial references, of the Board pertaining to the employee originating after initial employment and to have a representative of the Union accompanythe accompany the employee in the presence of the Board in such review. No material of a disciplinary nature will be placed in an employee's ’s personnel file unless the employee has had an opportunity to review the material. The employee may submit a written comment regarding any material and the same shall be attached to the material in question within 15 Business daysquestion. An employee shall sign the material indicating its presence and his/her awareness, if requested. Such signature shall not necessarily mean agreement with the material. The employer shall notify affected employee(s) in the event that information and/or work records are requested by a third party under FOIA. The employee shall be notified of the request prior to sending the information to the requesting party and the employee shall be given an opportunity to review the documents that are being transmitted before they are transmitted. 8.7 Any case of assault upon a bargaining unit member shall be promptly reported to the Board. The Board shall render all reasonable assistance to the bargaining unit member to prevent injury when possible. 8.8 The Board shall offer aid and assistance to all employees in the matter of the maintenance of student discipline.

Bargaining Unit Members Rights and Protections. 8.1 The private/personal life of the employee is not within the appropriate concern of the Board unless the conduct of the employee adversely affects the employee's relationship with students or the discharge of other school- related duties. 8.2 Non-probationary employees will not be disciplined or discharged without just or reasonable cause. Confirmation of discipline or discharge will be issued in writing stating the reasons for the action. A copy of the written statement will be provided to the Union representative and the employee whentime off or discharge is involved. Due process will be followed in disciplinary actions which may include written warnings orreprimands, suspensions with or without pay, or dismissal. However, any disciplinary action shall be appropriate to the behavior which precipitated said action and, therefore, might begin at any level. The discipline and discharge of probationary employees shall not be subject to the Grievance Procedure. 8.3 The Association agrees that the Employer has just cause to discharge any employee who is convicted of any felony while employed in Grant Public Schools and cannot employ any employee who is convicted of a listed offense under MCL 380.1230c. 8.4 An appeal regarding disciplinary action will be submitted to Level Two of the Grievance Procedure according to the timelines set forth in Article 9 of this Agreement. 8.5 A bargaining unit member shall be entitled to have present a representative of the Union during anymeeting which will lead to disciplinary action by the Board. When a request for such representation is made, no action shall be taken with respect to the bargaining unit member until such representative of the Union is present, but in no case shall action be suspended for more than twenty- four (24) hours unless by mutual agreement. At the request of the Union representative or employee, the supervisor or superintendent's representative will meet with the Union representative and the employee prior to the employee being required to leave the facility in the instance of suspension or discharge, unless the employee's offense requires immediate removal from the work site. 8.6 An employee shall have the right to schedule with the Superintendent's office a review of the contents of his/her personnel file, excluding initial references, of the Board pertaining to the employee originating after initial employment and to have a representative of the Union accompanythe employee in the presence of the Board in such review. No material of a disciplinary nature will be placed in an employee's personnel file unless the employee has had an opportunity to review the material. The employee may submit a written comment regarding any material and the same shall be attached to the material in question within 15 Business days. An employee shall sign the material indicating its presence and his/her awareness, if requested. Such signature shall not necessarily mean agreement with the material. The employer shall notify affected employee(s) in the event that information and/or work records are requested by a third party under FOIA. The employee shall be notified of the request prior to sending the information to the requesting party and the employee shall be given an opportunity to review the documents that are being transmitted before they are transmitted. 8.7 Any case of assault upon a bargaining unit member shall be promptly reported to the Board. The Board shall render all reasonable assistance to the bargaining unit member to prevent injury when possible. 8.8 The Board shall offer aid and assistance to all employees in the matter of the maintenance of student discipline.

Bargaining Unit Members Rights and Protections. 8.1 The private/personal life of the employee is not within the appropriate concern of the Board unless the conduct of the employee adversely affects the employee's ’s relationship with students or the discharge of other school- school-related duties. 8.2 Non-probationary employees will not be disciplined or discharged without just or reasonable cause. Confirmation of discipline or discharge will be issued in writing stating the reasons for the action. A copy of the written statement will be provided to the Union representative and the employee whentime when time off or discharge is involved. Due process will be followed in disciplinary actions which may include written warnings orreprimandsor reprimands, suspensions with or without pay, or dismissal. However, any disciplinary action shall be appropriate to the behavior which precipitated said action and, therefore, might begin at any level. The discipline and discharge of probationary employees shall not be subject to the Grievance Procedure. 8.3 The Association agrees that the Employer has just cause to discharge any employee who is convicted of any felony while employed in Grant Public Schools and cannot employ any employee who is convicted of a listed offense under MCL 380.1230cSchools. 8.4 An appeal regarding disciplinary action will be submitted to Level Two of the Grievance Procedure according to the timelines set forth in Article 9 of this Agreement. 8.5 A bargaining unit member shall be entitled to have present a representative of the Union during anymeeting any meeting which will lead to disciplinary action by the Board. When a request for such representation is made, no action shall be taken with respect to the bargaining unit member until such representative of the Union is present, but in no case shall action be suspended for more than twenty- twenty-four (24) hours unless by mutual agreement. At the request of the Union representative or employee, the supervisor or superintendent's ’s representative will meet with the Union representative and the employee prior to the employee being required to leave the facility in the instance of suspension or discharge, unless the employee's ’s offense requires immediate removal from the work site. 8.6 An employee shall have the right to schedule with the Superintendent's ’s office a review of the contents of his/her personnel file, excluding initial references, of the Board pertaining to the employee originating after initial employment and to have a representative of the Union accompanythe accompany the employee in the presence of the Board in such review. No material of a disciplinary nature will be placed in an employee's ’s personnel file unless the employee has had an opportunity to review the material. The employee may submit a written comment regarding any material and the same shall be attached to the material in question within 15 Business days. An employee shall sign the material indicating its presence and his/her awareness, if requested. Such signature shall not necessarily mean agreement with the material. The employer shall notify affected employee(s) in the event that information and/or work records are requested by a third party under FOIA. The employee shall be notified of the request prior to sending the information to the requesting party and the employee shall be given an opportunity to review the documents that are being transmitted before they are transmitted. 8.7 Any case of assault upon a bargaining unit member shall be promptly reported to the Board. The Board shall render all reasonable assistance to the bargaining unit member to prevent injury when possible. 8.8 The Board shall offer aid and assistance to all employees in the matter of the maintenance of student discipline.