Clerical. School Secretary, Assistant School Secretary, Nutrition Service Records Clerk, Library Technician, Special Programs Administrative Assistant, Fiscal Assistant, Accounts Payable Clerk
Clerical. Hours of work for regular full-time employees and full-time term employees shall be thirty-five (35) hours per week, seven (7) hours per day. Lunch hours shall consist of one-half (1/2) hour per day, Monday to Friday inclusive, unless other arrangements mutually acceptable to the employee and the immediate supervisor have been made.
Clerical. General office work, typing, and filing. General secretarial duties General office work, typing, and filing Document/report reproduction Operates computer for word processing, spreadsheets, and statistical typing, correspondence report generation, etc. The report shall be in the format in Attachment B-2:
Clerical. The regular workday shall consist of a scheduled period of seven (7) hours of work between the hours of 8:00 a.m. and 5:00 p.m., plus a one-half hour (½) or one (1) hour unpaid interval for a meal.
Clerical. The normal work week shall consist of five (5) consecutive days, seven (7) hours per day for a total of thirty-five (35) hours. Consecutive days shall be Monday to Friday inclusive.
Clerical. $1,200 additional annually upon attainment of a CPS/CAP certificate. (Prorated for weeks worked on a full-time basis).
Clerical. 1. Evaluations shall be conducted in part by the Employee’s immediate supervisor, and may include input from other appropriate personnel. Evaluation forms shall vary depending on the nature of the job performed. Any change to evaluation forms shall only occur after consultation with the UNION. All clerical Employees shall be evaluated by the immediate supervisor at least once every year.
2. Evaluations are to be made in writing with one (1) copy to the Employee and one (1) copy to the Director of Employee Services. Both the Employee and the evaluator shall date and sign all copies of the evaluation. The signature of the Employee shall not indicate agreement with the evaluation, but rather indicate that the Employee is in receipt of a copy of the evaluation.
3. If an Employee feels his/her evaluation is incomplete, inaccurate, or unjust, the Employee may put objections in writing. Both the Employee and the Evaluator shall date and sign all copies of the written objections. The signature of the evaluator does not indicate agreement with the written objection, but rather indicates that the evaluator is in receipt of a copy of the written objections(s). A copy of the written objection (s) shall be attached to the original evaluation form to which it applies. A copy of all evaluations and any attached written objections shall be placed in the Employee’s official personnel file.
Clerical. 1. Seniority shall be considered as one factor in determining voluntary transfers provided, however, transfer applications shall not be considered unless:
a. The Employee has six (6) months seniority with the DISTRICT; and
b. The Employee has not been transferred at his/her request during the preceding 12 months. At the request of the ADMINISTRATION, the UNION may waive this requirement.
2. It shall be the responsibility of the supervisory staff and the Director of Employee Services or his/her designee to evaluate each Employee being considered for a change in position or classification, and to make a decision. It is incumbent upon them to make such decisions fairly and without favoritism.
3. A probationary period of sixty (60) working days shall be in effect for all transfers and/or promotions before job seniority becomes effective, but having satisfactorily completed the probationary period, seniority shall be retroactive to the date of the transfer or promotion. If an Employee does not successfully complete the probationary period, he/she shall be returned to a position comparable to the one held prior to his/her transfer, but not necessarily the same position, with no loss of job seniority.
4. Unsuccessful applicants for transfer or promotion will be notified.
5. An Employee hired to perform a new job shall generally be moved to the new position within two (2) weeks of obtaining the new position provided, however, in some cases the period of transition may be longer, but not to exceed twenty (20) days.
6. When a job is filled and the Employee awarded that position does not accept the position, the DISTRICT has the option to award the job to its second choice or repost the position.
7. Applications for transfer will be submitted to the Director of Employee Services. Forms for applying the transfers may be obtained from the principal’s office or the Human Resources office. An administrator may not refuse to sign a voluntary transfer application.
8. Seniority of Employees shall be an important factor, but not the only factor, in determining transfers. Other factors that will be considered are ability, qualifications and performance. Thus, if two (2) Employees who are equal in ability, qualifications and performance are being considered for the same position, the Employee with greater seniority would be given the position. If, however, the Employee with greater seniority was not as well qualified as the other Employee, then the other Employee would be give...
Clerical. Relief employees shall receive vacation pay based on 1,820 hours equal to one year service. Relief employees shall be paid in accordance with Article 26.03 above.
Clerical. 1. For purposes of overtime, the normal work day shall be eight (8) hours and the normal work week shall be forty (40) hours.
