Determination of Merit. The factors used to determine merit shall be education, skills, knowledge, experience, years of continuous employment in the College, and any other matters which are necessary or desirable, having regard to the nature of the duties to be performed and consistent with the classification concerned. The Joint Committee will recommend the procedures to be followed in considering the factors used to determine merit.
Determination of Merit. The provisions of this Article shall not be interpreted to require that the Association process any grievance through the grievance or arbitration procedures, which it believes, in good faith, lacks sufficient merit.
Determination of Merit. The provisions of this Article shall not be interpreted to require that the Union process any grievance through the grievance or arbitration procedure which it believes lacks sufficient merit.
Determination of Merit. If a complaint is made against a teacher to the administration, such complaint shall be processed under the following circumstances.
1. If the principal intends to make a record in the performance review report of a complaint received concerning the teacher;
2. If the principal intends to place a record of such complaint in the teacher's personnel file;
3. If, in the principal's judgment, such complaint is sufficiently relevant to the teacher's performance as to indicate the desirability of a conference. If the complaint is to be discussed with the teacher, the teacher shall be notified in advance of the purpose of the meeting and shall have the right to representation present at such a discussion.
Determination of Merit. The provisions of this Article shall not be interpreted to 28 require the Association to process any grievance through the grievance or 29 arbitration procedure which the Association believes, in good faith, lacks 30 sufficient merit.
Determination of Merit. If a complaint against a licensed employee is received by a supervisor, the supervisor will notify the teacher within five (5) working days after receipt of the complaint. The supervisor will encourage the complainant and the licensed employee to discuss the complaint in an effort to mutually resolve the issue informally. If the complaint is not resolved then the supervisor will attempt to resolve the complaint by conducting an informal investigation which may include a discussion of the allegations contained in the complaint with the teacher and other involved parties. A conference with the teacher shall occur if:
1. The supervisor intends to refer the complaint in a subsequent evaluation;
2. The supervisor intends to place a record of such complaint in the teacher's personnel file;
3. In the supervisor's judgment, such complaint is sufficiently relevant to the teacher's performance as to indicate the desirability of a conference.
Determination of Merit. If a complaint against a teacher is received by a supervisor, a conference with the teacher shall occur if:
1. The supervisor intends to refer to the complaint in a subsequent evaluation;
2. The supervisor intends to place a record of such complaint in the teacher's personnel file;
3. In the supervisor's judgment, such complaint is sufficiently relevant to the teacher's performance as to indicate the desirability of a conference. In order to determine the desirability of a conference (see B below), the supervisor shall conduct an informal investigation which may include a discussion of the allegations contained in the complaint with the teacher and other involved parties. In addition to the above, a conference with the teacher shall occur if the teacher is the subject of a police complaint or investigation due to actions on the job. The District shall perform its own investigations separate from any police or other agency investigation, as long as there is no interference with any outside agency investigation and pending the District’s ability to investigate.
Determination of Merit. If a complaint is made against a classified staff member to the administration, such complaint shall be processed under the following circumstances.
a. If the supervisor intends to make a record in the evaluation report of a complaint received concerning the classified staff member;
b. If the supervisor intends to place a record of such complaint in the classified staff member’s personnel file;
c. If, in the supervisor’s judgment, such complaint is sufficiently relevant to the classified staff member’s performance as to indicate the desirability of a conference. If the complaint is to be discussed with the classified staff member, the classified staff member shall be notified in advance of the purpose of the meeting and shall have the right to representation present at such a discussion.
Determination of Merit. If a complaint is made against a licensed staff member to the administration, such complaint shall be processed under the following circumstances.
1. If the principal intends to make a record in the evaluation report of a complaint received concerning the licensed staff member;
2. If the principal intends to place a record of such complaint in the licensed staff member’s personnel file;
3. If, in the principal’s judgment, such complaint is sufficiently relevant to the licensed staff member’s performance as to indicate the desirability of a conference. If the complaint is to be discussed with the licensed staff member, the licensed staff member shall be notified in advance of the purpose of the meeting and shall have the right to representation present at such a discussion.
Determination of Merit. The Union will not process any grievance that does not meet the standards of a valid contractual issue.
