DISCHARGE AND DISCIPLINE. a. After completion of the probationary period, employees may be discharged, disciplined, reprimanded, or demoted only for cause. Employees shall have the right to have an EASMC representative present at any disciplinary conference. b. Any written discipline shall include provision for the employee to sign that they have received the disciplinary material. The employee’s signature indicates that a copy has been received, not that the employee necessarily agrees with the content. The employee has 15 workdays to respond in writing to any disciplinary communication. For good cause, the Department of Human Resources may grant an extension of the time for the employee to respond to a disciplinary communication. c. The principal, site administrator, or department head shall inform the employee in writing of the intent to recommend suspension or discharge. d. Employees and the Board agree that as a general rule, complaints concerning personnel should be dealt with at the lowest organizational level. e. Decisions on complaints shall not be made without interviewing the subordinate against whom the complaint was lodged. If the complaint is in writing, the unit member will be given a copy of the portion of the letter directly pertinent to that employee. Any identifying information about others (excluding the complainant) may be redacted, if necessary. The employee will be required to sign the material acknowledging receipt of the copy. f. In order to respect the rights of all persons involved, employees will be afforded due process. g. Any parent, student, or other third person complaints made to any member of the administration that are used in any manner in evaluating such personnel will be investigated and called to their attention, unless the investigation is being conducted by a law enforcement agency or the Department of Social Services/Child Protective Services. h. Anonymous complaints that have not been verified shall not be used against the employee in matters of discipline or evaluation. i. Any non-probationary employee found by the Superintendent, the Board, or the Public School Employees Labor Relations Board to be unjustly suspended or discharged shall be reinstated with full compensation for all lost time and with full restoration of all rights and conditions of employment. j. Any information contained in the employee’s site file shall be shredded upon the permanent departure of a sitting site administrator from that site and prior to the arrival of the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year. k. Unless the employee has consented in advance, discussions related to employee performance, discipline, and/or employment shall be conducted in private and only in front of other individuals who either supervise the employee or who are specifically designated by the Superintendent to handle matters of employee discipline, employment, and/or performance.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
DISCHARGE AND DISCIPLINE. a. After completion 5.1 An employee, with seniority, who is discharged for any reason whatsoever, and feels that he/she has been unjustly dealt with, will be given an opportunity of meeting with his/her Committeeperson before he/she is required to leave the premises. If, because of the probationary periodnature of the offense or situation, employees may it is necessary to require the removal of an employee from the premises, then his/her Committeeperson (or in his/her absence, member of the Union Executive) will be discharged, disciplined, reprimanded, or demoted only for causenotified before such action is taken. Employees shall have the right to have an EASMC representative present at any disciplinary conference.
b. Any written discipline shall include provision for Such action will subsequently be confirmed with the employee and the Union, in writing, within one (1) working day. If the employee should then wish to sign that they have received protest his/her discharge (as a grievance), he/she shall, within 72 hours (not including Saturday, Sunday or Statutory Holidays) or such notice of discharge having been mailed to him/her by certified post to his last address shown on the disciplinary materialPersonnel Office records, submit a written grievance (as defined in Step 1, Section 4.3) beginning at Step 2 (Section 4.4). The employee’s signature indicates that a copy has been received, not If subsequently it is decided that the employee necessarily agrees with the content. The employee has 15 workdays to respond in writing to any disciplinary communication. For good causewas unjustly dismissed, the Department of Human Resources he/she shall be reinstated and may grant an extension of the time be compensated for the employee to respond to a disciplinary communication.
c. The principal, site administrator, or department head shall inform the employee in writing of the intent to recommend suspension or discharge.
d. Employees and the Board agree that lost wages as a general rule, complaints concerning personnel should may be dealt with at the lowest organizational level.
e. Decisions on complaints shall not be made without interviewing the subordinate against whom the complaint was lodgedagreed upon. If the complaint employee's grievance is in writingprocessed through arbitration, as herein provided, the unit member Arbitrators shall be empowered to either:
(1) Uphold the discharge, or
(2) Reinstate the employee, who may be awarded up to his/her full seniority and/or compensated for lost pay, or
(3) Substitute some lesser penalty.
5.2 In the event that an employee with seniority is called for an interview by Management in which disciplinary measures against the employee are involved, such employee will be given notice prior, to enable him/her if he/she so desires, to have a copy of Committeeperson present at such an interview. If the portion of employee is suspended and wishes to grieve his/her suspension, he/she shall within 72 hours (not including Saturday, Sunday or Statutory Holidays) submit the letter directly pertinent grievance at Step 2. The suspension will be confirmed in writing with the employee and the Union within one working day. If an employee's grievance is processed through arbitration as herein provided, the Arbitrators shall be empowered to that employeeeither uphold the suspension, substitute some lesser penalty, or remove the suspension and/or award compensation for lost pay. Any identifying information about others (excluding the complainant) may be redacted, if necessary. The seniority employee will be required to sign the material acknowledging receipt of the copy.
f. In order to respect the rights of all persons involved, employees will be afforded due process.
g. Any parent, student, or other third person complaints made to any member of the administration that are used in any manner in evaluating such personnel will be investigated and called to their attention, unless the investigation is being conducted by a law enforcement agency or the Department of Social Services/Child Protective Services.
h. Anonymous complaints that have not who has been verified shall not be used against the employee in matters of discipline or evaluation.
i. Any non-probationary employee found by the Superintendent, the Board, or the Public School Employees Labor Relations Board to be unjustly suspended or discharged shall if he/she so requests, be reinstated permitted an interview with full compensation for all lost time and with full restoration of all rights and conditions of employment.
j. Any information contained the Plant Chairperson or Plant Committeeperson, if on shift, in an office provided by the employee’s site file shall be shredded upon Company, before leaving the permanent departure of a sitting site administrator from that site and prior to the arrival Plant. If because of the new site administrator at that same sitenature of the offence, except in it is necessary to require the case where a site administrator does not complete immediate expulsion of any employee from the school year at Plant, then the location. In that case, the file Plant Chairperson or Plant Committeeperson will be stored notified within two (2) working days. (Monday to Friday as work week)
5.3 Previous disciplinary action over a period of eighteen months or more will not be taken into consideration in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year.
k. Unless any subsequent incidents in which the employee has consented in advance, discussions related is subject to employee performance, discipline, and/or employment shall be conducted in private and only in front of other individuals who either supervise the employee or who are specifically designated by the Superintendent to handle matters of employee discipline, employment, and/or performance.
Appears in 3 contracts
Samples: Collective Agreement, Collective Agreement, Collective Agreement
DISCHARGE AND DISCIPLINE. a. After completion 5.1 An employee, with seniority, who is discharged for any reason whatsoever and feels that he/she has been unjustly dealt with, will be given an opportunity of meeting with his/her Committeeperson before he/she is required to leave the premises. If, because of the probationary periodnature of the offence or situation, employees may it is necessary to require the removal of an employee from the premises, then his Committeeperson (or in his/her absence, a member of the Union Executive) will be dischargednotified before such action is taken. Such action will subsequently be confirmed with the employee and the Union, disciplinedin writing, reprimandedwithin one (1) working day. If the employee should then wish to protest his/her discharge (as a grievance), he/she shall, within 72 hours (not including Saturday, Sunday, or demoted only for causeStatutory Holidays) of such notice of discharge having been mailed to him/her by certified post to his/her last address shown on the Personnel Office records, submit a written grievance (as defined in Step 1, Section 4.2) beginning at Step 2 (Section 4.3). Employees shall have the right to have an EASMC representative present at any disciplinary conference.
b. Any written discipline shall include provision for the employee to sign that they have received the disciplinary material. The employee’s signature indicates that a copy has been received, not If subsequently it is decided that the employee necessarily agrees with the content. The employee has 15 workdays to respond in writing to any disciplinary communication. For good causewas unjustly dismissed, the Department of Human Resources he/she shall be reinstated and may grant an extension of the time be compensated for the employee to respond to a disciplinary communication.
c. The principal, site administrator, or department head shall inform the employee in writing of the intent to recommend suspension or discharge.
d. Employees and the Board agree that lost wages as a general rule, complaints concerning personnel should may be dealt with at the lowest organizational level.
e. Decisions on complaints shall not be made without interviewing the subordinate against whom the complaint was lodgedagreed upon. If the complaint employee's grievance is in writingprocessed through arbitration, as herein provided, the unit member Arbitrators shall be empowered to either:
(1) uphold the discharge or
(2) reinstate the employee, who may be awarded up to his/her full seniority and/or compensation for lost pay. or
(3) substitute some lesser penalty.
5.2 In the event that an employee with seniority is called for an interview by Management in which disciplinary measures against the employee are involved, such employee will be given notice prior, to enable him/her if he/she so desires, to have a copy of Committeeperson present at such an interview. If the portion of employee is suspended and wishes to grieve his/her suspension, he/she shall within 72 hours (not including Saturday, Sunday or Statutory Holidays) submit the letter directly pertinent grievance at Step 2. The suspension will be confirmed in writing with the employee and Union within one working day. If the employee's grievance is processed through arbitration as herein provided, the Arbitrators shall be empowered to that employeeeither uphold the suspension, substitute some lesser penalty or remove the suspension and/or award compensation for lost pay. Any identifying information about others (excluding the complainant) may be redacted, if necessary. The seniority employee will be required to sign the material acknowledging receipt of the copy.
f. In order to respect the rights of all persons involved, employees will be afforded due process.
g. Any parent, student, or other third person complaints made to any member of the administration that are used in any manner in evaluating such personnel will be investigated and called to their attention, unless the investigation is being conducted by a law enforcement agency or the Department of Social Services/Child Protective Services.
h. Anonymous complaints that have not who has been verified shall not be used against the employee in matters of discipline or evaluation.
i. Any non-probationary employee found by the Superintendent, the Board, or the Public School Employees Labor Relations Board to be unjustly suspended or discharged shall if he/she so requests, be reinstated permitted an interview with full compensation for all lost time and with full restoration of all rights and conditions of employment.
j. Any information contained the Office Chairperson or Office Committeeperson, if on shift, in an office provided by the employee’s site file shall be shredded upon Company, before leaving the permanent departure of a sitting site administrator from that site and prior to the arrival Plant. If because of the new site administrator at that same sitenature of the offence, except in it is necessary to require the case where a site administrator does not complete immediate expulsion of any employee from the school year at Plant, then the location. In that case, the file Office Chairperson or Office Committeeperson will be stored notified within two (2) working days. (Monday to Friday as work week)
5.3 Previous disciplinary action over a period of eighteen months or more will not be taken into consideration in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year.
k. Unless any subsequent incidents in which the employee has consented in advance, discussions related is subject to employee performance, discipline, and/or employment shall be conducted in private and only in front of other individuals who either supervise the employee or who are specifically designated by the Superintendent to handle matters of employee discipline, employment, and/or performance.
Appears in 3 contracts
Samples: Collective Agreement, Collective Agreement, Collective Agreement
DISCHARGE AND DISCIPLINE. a. After completion 14.01 A claim by an employee that s/he has been unjustly discharged suspended with or without pay or laid off, (providing, in the case of discharge, where s/he has not completed his/her probation, the standard as set out in Article 6.01(b) shall apply) shall be treated as a grievance if a written statement of such grievance is lodged with the Employer at Step #2 of the probationary periodgrievance procedure within ten (10) days after the date of discharge, employees may suspension with or without pay or layoff is effected.
14.02 In cases of discharge or suspension with or without pay, the employee and the Union will be dischargedmade aware of the reasons for such action, disciplinedprior to its taking place, reprimanded, or demoted only the action will be confirmed in writing to the employee and the Union. The Employer will contact the Union to schedule such a meeting. The Employer will ascertain the Union’s availability for causesuch a meeting. Employees The discussion will be between the employee and his/her immediate supervisor. The employee shall have the right to have an EASMC representative a Union Representative present at any disciplinary conference.
b. Any written discipline such discussion. At any interview where the Employer confirms its actions in discharging or suspending an employee without pay or converts a suspension with pay to a suspension without pay or termination a Union Representative shall include provision for be present during such interview unless the employee to sign that they have received does not wish the disciplinary materialUnion Representative present and confirms this by signing Appendix “A” attached hereto in the presence of a Union Xxxxxxx. The employee’s signature indicates that Where a copy has been received, Union Representative is not that the employee necessarily agrees with the content. The employee has 15 workdays to respond in writing to any disciplinary communication. For good causepresent, the Department of Human Resources may grant an extension of the time for the employee to respond to a disciplinary communication.
c. The principal, site administrator, or department head shall inform the employee Union will be advised in writing of the intent to recommend suspension or dischargeEmployer’s action.
d. Employees 14.03 Such special grievance may be settled under the grievance or arbitration procedure by:
(a) confirming the Employer's action in dismissing the employee; or
(b) reinstating the employee with or without loss of seniority and with or without full compensation for the Board agree that time lost less any compensation received from any source during the period from the date of his/her discharge to his/her reinstatement; or
(c) by any other arrangement which may be deemed just and equitable.
14.04 The Employer agrees not to administer this Article arbitrarily, discriminatorily or in bad faith.
14.05 Where an employee is directed or requested to attend an investigation meeting with Human Resources or an external investigator as a general rulecomplainant or to act as a witness under one of the Employer’s internal processes, complaints concerning personnel should be dealt with at the lowest organizational level.
e. Decisions on complaints Employer shall not be made without interviewing advise the subordinate against whom the complaint was lodgedemployee of her/his right to bring a Union representative. If the complaint is in writingEmployee elects to bring a Union representative to such meeting, the unit member Union shall notify Human Resources or the investigator in advance. In the event the Union representative is or is likely to be a party to or participant in the investigation, an alternate Union representative will be given a copy of the portion of the letter directly pertinent to that employee. Any identifying information about others (excluding the complainant) may be redacted, if necessary. The employee will be required to sign the material acknowledging receipt of the copy.
f. In order to respect the rights of all persons involved, employees will be afforded due process.
g. Any parent, student, or other third person complaints made to any member of the administration that are used in any manner in evaluating such personnel will be investigated and called to their attention, unless the investigation is being conducted by a law enforcement agency or the Department of Social Services/Child Protective Services.
h. Anonymous complaints that have not been verified shall not be used against the employee in matters of discipline or evaluation.
i. Any non-probationary employee found assigned by the Superintendent, the Board, or the Public School Employees Labor Relations Board to be unjustly suspended or discharged shall be reinstated with full compensation for all lost time and with full restoration of all rights and conditions of employmentUnion.
j. Any information contained in the employee’s site file shall be shredded upon the permanent departure of a sitting site administrator from that site and prior to the arrival of the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year.
k. Unless the employee has consented in advance, discussions related to employee performance, discipline, and/or employment shall be conducted in private and only in front of other individuals who either supervise the employee or who are specifically designated by the Superintendent to handle matters of employee discipline, employment, and/or performance.
Appears in 2 contracts
Samples: Collective Agreement, Collective Agreement
DISCHARGE AND DISCIPLINE. a. After completion The employer may discipline or discharge an employee for just cause. When an employee is the subject of discipline, the employer will serve charges and specifications upon the employee. Within ten (10) days of presentation of charges, the member either accepts the proposed penalty or serves written answers with notice of intent to arbitrate. Immediately upon receipt of notice of intent to arbitrate, the County shall notify the next name on the appended list of five (5) arbitrators. In the event of charges recommending termination, the member shall be suspended without pay for thirty (30) days and thereafter be returned to the payroll pending the arbitrator’s decision for a period not to exceed ninety (90) days after which he or she shall again be suspended without pay. Should the County fail to notify the proper Arbitrator within ten (10) days of receipt of the probationary periodUnion’s notice of intent to arbitrate, employees may the suspended employee will continue to be dischargedon paid leave until such time the proper Arbitrator has been notified. The parties will make every reasonable effort to conclude the arbitration proceedings within one hundred and twenty (120) days of the presentation of the charges. Whenever an employee is subject to any interview, disciplinedinterrogation and/or investigation that could result in disciplinary charges, reprimandedthe following shall be observed:
1. The interview shall be at a reasonable hour, preferably when the employee is on duty.
2. The interview shall be conducted at a location designated by the Sheriff or demoted only for causehis designee. Employees Said interview shall not take place at an employee's home unless the urgency of the investigation dictates otherwise.
3. The employee shall be informed of the nature of the investigation at the onset of the interview along with the allegations made against him or her.
4. A copy of all reports submitted by the employee regarding said investigation shall be made available to the employee in a timely manner.
5. An employee shall have the right to have present as his or her representative an EASMC attorney and/or a representative present of the Association. An employee may waive such representation. Such waiver shall be in writing and shall be executed prior to the start of the interview. The employee shall be provided with a copy of his/her waiver and a copy shall be provided the Association. The employee or his/her representative may make a statement at any disciplinary conference.
b. Any written discipline shall include provision for the employee to sign that they have received conclusion of the disciplinary materialinterview. The employee’s signature indicates that 's representative shall not impede or interfere with the investigation and/or interview. The interview shall be completed within a copy has been receivedreasonable period of time, not that with allowance for personal necessities, meals and telephone calls as are reasonably necessary.
6. The complete interview of the employee necessarily agrees shall be recorded, either mechanically or by stenographer, upon the request of either the employee or the investigating officer. When the interview is recorded there will be no "off the record" questions. Discussions may take place "off the record" with the contentconsent of both parties. All recesses called during the interview shall be duly noted. The employee has 15 workdays shall have the right to respond in writing a copy of any statement given.
7. An employee cannot be ordered or compelled to any disciplinary communicationsubmit to a polygraph or voice stress analyzer.
8. For good Prior to the filing of department charges, an employee shall be given the opportunity to be heard and be given copies of the Department’s investigation materials. Additional information and materials may then be submitted by the employee before charges are filed.
9. Unless there is just and sufficient cause, the Department of Human Resources may grant an extension of the time for the employee to respond to a disciplinary communication.
c. The principal, site administrator, or department head shall inform the employee in writing of the intent to recommend suspension or discharge.
d. Employees and the Board agree that as a general rule, complaints concerning personnel should be dealt with at the lowest organizational level.
e. Decisions on complaints employee's locker shall not be made opened for any reason, including inspection, without interviewing the subordinate against whom the complaint was lodged. If the complaint is in writing, the unit member will be given a copy of the portion of the letter directly pertinent to that employee. Any identifying information about others (excluding the complainant) may be redacted, if necessary. The employee will be required to sign the material acknowledging receipt of the copy.
f. In order to respect the rights of all persons involved, employees will be afforded due process.
g. Any parent, student, or other third person complaints made to any member of the administration that are used in any manner in evaluating such personnel will be investigated and called to their attention, unless the investigation is being conducted by a law enforcement agency or the Department of Social Services/Child Protective Services.
h. Anonymous complaints that have not been verified shall not be used against the employee in matters of discipline or evaluation.
i. Any non-probationary employee found by the Superintendent, the Board, or the Public School Employees Labor Relations Board to be unjustly suspended or discharged shall be reinstated with full compensation for all lost time and with full restoration of all rights and conditions of employment.
j. Any information contained in the employee’s site file shall be shredded upon the permanent departure of a sitting site administrator from that site and prior to the arrival of the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year.
k. Unless the employee has consented in advance, discussions related to employee performance, discipline, and/or employment shall be conducted in private and only in front of other individuals who either supervise the employee or who are specifically designated by a union representative present. Nothing contained herein shall preclude the Superintendent to handle matters of employee discipline, employment, and/or performanceEmployer from opening the locker with a valid search warrant.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
DISCHARGE AND DISCIPLINE. a. After completion A. When the Employer deems it necessary to discipline/discharge an Employee, for just cause, the Employer shall inform the Employee and the Union of the probationary periodallegation in writing in advance of a due process meeting. The Employee shall request Union representation. Employees who opt not to have Union representation shall sign a waiver of representation prior to any due process meeting. In the event an Employee opts not to have Union representation and refuse to sign the waiver, employees Union representation will be provided. At any time during the due process an employee can rescind their wavier of representation.
B. The employer agrees upon the discharge or suspension of a seniority employee to notify in writing the President of the Association of the discharge or suspension.
C. The discharged or suspended employee will be allowed to discuss the discharge with the Association representative of the department and the employer will make available an area where they may do so before said employee is required to leave the property of the employer. Upon request, the employer or its representative will discuss the discharge or suspension with the employee and the Association representative.
D. If the seniority employee and Association representative believes the discharge or suspension to be improper, they must file a written request for a review of this matter to the Superintendent/Designee. This request must be filed within five (5) regularly scheduled working days after the discharge or suspension is received by the employee or Association Representative. A meeting to hear this matter shall be scheduled within ten (10) working days of the written request.
E. The Superintendent/Designee shall give his/her answer within five (5) regularly scheduled working days after the hearing indicated in Section D above.
F. If the answer is not acceptable to the seniority employee, the matter may be discharged, disciplined, reprimanded, or demoted only for cause. Employees shall have referred to the right to have an EASMC representative present grievance procedure commencing at any disciplinary conferenceStep Three within five (5) working days of the answer given by the Superintendent/Designee.
b. Any written discipline shall include provision G. All concerns and complaints regarding any discharge or suspension of seniority employees must be processed as identified above; otherwise, it will not be a proper subject for the grievance procedure.
H. No material derogatory to an employee's conduct, service, character or personality shall be placed in their personnel file unless the employee has had an opportunity to sign that they have received the disciplinary read such material. The employee’s signature indicates employee shall acknowledge that a copy the material has been received, not read by affixing their signature to the actual copy to be filed with the understanding that such signature merely signifies that the employee read the material to be filed and does not necessarily agrees indicate agreement with the contentits contents. The employee has 15 workdays Exceptions to respond in writing to any disciplinary communication. For good cause, the Department of Human Resources may grant an extension of the time for the employee to respond to a disciplinary communication.
c. The principal, site administrator, or department head shall inform the employee in writing of the intent to recommend suspension or discharge.
d. Employees and the Board agree that as a general rule, complaints concerning personnel should be dealt with at the lowest organizational level.
e. Decisions on complaints shall not this policy will be made without interviewing only in case of documents which are prepared for an arbitration hearing or which are a matter of public record or official Board action. Upon the subordinate against whom the complaint was lodged. If the complaint is in writing, the unit member will be given a copy of the portion of the letter directly pertinent employee's written request to that employee. Any identifying information about others (excluding the complainant) may be redacted, if necessary. The employee will be required to sign the material acknowledging receipt of the copy.
f. In order to respect the rights of all persons involved, employees will be afforded due process.
g. Any parent, student, or other third person complaints made to any member of the administration that are used in any manner in evaluating such personnel will be investigated and called to their attention, unless the investigation is being conducted by a law enforcement agency or the Department of Social Services/Child Protective Services.
h. Anonymous complaints that have not been verified shall not be used against the employee in matters of discipline or evaluation.
i. Any non-probationary employee found by the Superintendent, letters of reprimand will be removed from the Board, or the Public School Employees Labor Relations Board to be unjustly suspended or discharged shall be reinstated with full compensation for all lost time and with full restoration employee's personnel file five (5) years from date of all rights and conditions of employment.
j. Any information contained inclusion in the employee’s site file shall be shredded upon the permanent departure of a sitting site administrator from that site and prior to the arrival of the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year.
k. Unless the employee has consented in advance, discussions related to employee performance, discipline, and/or employment shall be conducted in private and only in front of other individuals who either supervise the employee or who are specifically designated by the Superintendent to handle matters of employee discipline, employment, and/or performance.
Appears in 2 contracts
Samples: Master Agreement, Master Agreement
DISCHARGE AND DISCIPLINE. a. After completion A. When the Employer deems it necessary to discipline/discharge an Employee, for just cause, the Employer shall inform the Employee and the Union of the probationary periodallegation in writing in advance of a due process meeting. The Employee shall request Union representation. Employees who opt not to have Union representation shall sign a waiver of representation prior to any due process meeting. In the event an Employee opts not to have Union representation and refuse to sign the waiver, employees Union representation will be provided. At any time during the due process an employee can rescind their wavier of representation.
B. The employer agrees upon the discharge or suspension of a seniority employee to notify in writing the President of the Association of the discharge or suspension.
C. The discharged or suspended employee will be allowed to discuss the discharge with the Association representative of the department and the employer will make available an area where they may do so before said employee is required to leave the property of the employer. Upon request, the employer or its representative will discuss the discharge or suspension with the employee and the Association representative.
D. If the seniority employee and Association representative believes the discharge or suspension to be improper, they must file a written request for a review of this matter to the Superintendent/Designee. This request must be filed within five (5) regularly scheduled working days after the discharge or suspension is received by the employee or Association Representative. A meeting to hear this matter shall be scheduled within ten (10) working days of the written request.
E. The Superintendent/Designee shall give his/her answer within five (5) regularly scheduled working days after the hearing indicated in Section D above.
F. If the answer is not acceptable to the seniority employee, the matter may be dischargedreferred to the grievance procedure commencing at Step Three within five (5) working days of the answer given by the Superintendent/Designee.
G. All concerns and complaints regarding any discharge or suspension of seniority employees must be processed as identified above; otherwise, disciplinedit will not be a proper subject for the grievance procedure.
H. No material derogatory to an employee's conduct, reprimandedservice, character or demoted personality shall be placed in their personnel file unless the employee has had an opportunity to read such material. The employee shall acknowledge that the material has been read by affixing their signature to the actual copy to be filed with the understanding that such signature merely signifies that the employee read the material to be filed and does not necessarily indicate agreement with its contents. Exceptions to this policy will be made only in case of documents which are prepared for causean arbitration hearing or which are a matter of public record or official Board action. Employees Upon the employee's written request to the Superintendent, letters of reprimand will be removed from the employee's personnel file five (5) years from date of inclusion in the file.
I. The employee shall have the right to have an EASMC representative present at answer any disciplinary conference.
b. Any written discipline shall include provision for the employee to sign that they have received the disciplinary material. The employee’s signature indicates that a copy has been received, not that the employee necessarily agrees with the content. The employee has 15 workdays to respond in writing to any disciplinary communication. For good cause, the Department of Human Resources may grant an extension of the time for the employee to respond to a disciplinary communication.
c. The principal, site administrator, or department head shall inform the employee in writing of the intent to recommend suspension or discharge.
d. Employees material filed and the Board agree that as a general rule, complaints concerning personnel should employee's answer shall be dealt with at attached to the lowest organizational level.
e. Decisions on complaints shall not be made without interviewing the subordinate against whom the complaint was lodged. If the complaint is in writing, the unit member will be given a copy of the portion of the letter directly pertinent to that employee. Any identifying information about others (excluding the complainant) may be redacted, if necessary. The employee will be required to sign the material acknowledging receipt of the file copy.
f. In order to respect J. The employee may examine their personnel file in the rights of all persons involved, employees will be afforded due process.
g. Any parent, student, or other third person complaints made to any member presence of the administration that are used in any manner in evaluating such personnel will be investigated and called to their attention, unless the investigation is being conducted employer by a law enforcement agency or the Department of Social Services/Child Protective Servicesappointment.
h. Anonymous complaints that have not been verified shall not be used against the employee in matters of discipline or evaluation.
i. Any non-probationary employee found by the Superintendent, the Board, or the Public School Employees Labor Relations Board to be unjustly suspended or discharged shall be reinstated with full compensation for all lost time and with full restoration of all rights and conditions of employment.
j. Any information contained in the employee’s site file shall be shredded upon the permanent departure of a sitting site administrator from that site and prior to the arrival of the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year.
k. Unless the employee has consented in advance, discussions related to employee performance, discipline, and/or employment shall be conducted in private and only in front of other individuals who either supervise the employee or who are specifically designated by the Superintendent to handle matters of employee discipline, employment, and/or performance.
Appears in 2 contracts
Samples: Master Agreement, Master Agreement
DISCHARGE AND DISCIPLINE. a. After completion
7.1 The Medical Center shall not discharge, discipline or suspend any employee without just cause.
7.2 The Union, the Chairperson, and the employee involved shall be advised in writing of any discharge, suspension or disciplinary action. A copy of the probationary period, employees may notice given to the employee shall be mailed to the Union within forty-eight (48) hours.
7.3 A grievance by an employee claiming that s/he has been unjustly or improperly discharged, disciplineddisciplined or suspended must be submitted to the Medical Center within ten (10) days of the written notification of discharge, reprimandeddisciplinary action or suspension. Discharges or suspensions shall be brought directly to Step 3 of the grievance procedure. If a grievance is not submitted within the time limit provided herein, the rights of the grievant and/or Union shall be considered to have been waived under this Article.
7.4 The time limits specified herein shall exclude Saturdays, Sundays and holidays.
7.5 Prior to an employee being brought into a disciplinary conference, or demoted only for causean investigational conference that may lead to discipline of the employee being interviewed, the employer representative shall inform the employee of the nature of the conference, including the possibility of a discipline being issued. Employees An employee shall have the right to have an EASMC a Union Representative of his or her choice at either of these conferences. In the event a representative present at any disciplinary conferenceis requested, but not available, the Medical Center may temporarily remove the employee from the performance of his/her work, but may not proceed with the discipline until such time a representative is available.
b. Any written 7.6 A discipline shall include provision for the employee to sign that they have received the disciplinary material. The employee’s signature indicates that a copy has been received, not that the employee necessarily agrees with the content. The employee has 15 workdays to respond in writing to any disciplinary communication. For good cause, the Department of Human Resources may grant an extension of the time for the employee to respond to a disciplinary communication.
c. The principal, site administrator, or department head shall inform the employee in writing of the intent to recommend suspension or discharge.
d. Employees and the Board agree that as a general rule, complaints concerning personnel should be dealt with at the lowest organizational level.
e. Decisions on complaints shall not be made without interviewing issued more than twenty-five (25) days after the subordinate against whom event/incident that led to the complaint was lodgedissuance of the discipline. If Discipline resulting from complaints from regulatory agencies, patient complaints, and discipline issued under the complaint is in writing, the unit member Medical Center's Attendance/Lateness Policy and Procedure will be given excluded from this limit.
7.7 For disciplines involving "no-call, no-show" the first discipline will be a copy of two day suspension. The discipline shall be removed from the portion of the letter directly pertinent to that employee. Any identifying information about others 's personnel record after twelve (excluding the complainant12) may be redactedmonths, if necessary. The employee will be required to sign there are no further disciplines for "no-call, no-show" during the material acknowledging receipt of the copytwelve (12) month period.
f. In order to respect the rights of all persons involved, employees will be afforded due process.
g. Any parent, student, or other third person complaints made to any member of the administration that are used in any manner in evaluating such personnel will be investigated and called to their attention, unless the investigation is being conducted by a law enforcement agency or the Department of Social Services/Child Protective Services.
h. Anonymous complaints that have not been verified shall not be used against the employee in matters of discipline or evaluation.
i. Any non-probationary employee found by the Superintendent, the Board, or the Public School Employees Labor Relations Board to be unjustly suspended or discharged shall be reinstated with full compensation for all lost time and with full restoration of all rights and conditions of employment.
j. Any information contained in the employee’s site file shall be shredded upon the permanent departure of a sitting site administrator from that site and prior to the arrival of the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year.
k. Unless the employee has consented in advance, discussions related to employee performance, discipline, and/or employment shall be conducted in private and only in front of other individuals who either supervise the employee or who are specifically designated by the Superintendent to handle matters of employee discipline, employment, and/or performance.
Appears in 2 contracts
Samples: Service and Maintenance Agreement, Service and Maintenance Agreement
DISCHARGE AND DISCIPLINE. a. After completion 5.1 An employee, with seniority, who is discharged for any reason whatsoever, and feels that he/she has been unjustly dealt with, will be given an opportunity of meeting with his/her Committeeperson before he/she is required to leave the premises. If, because of the probationary periodnature of the offense or situation, employees may it is necessary to require the removal of an employee from the premises, then his/her Committeeperson (or in his/her absence, member of the Union Executive) will be discharged, disciplined, reprimanded, or demoted only for causenotified before such action is taken. Employees shall have the right to have an EASMC representative present at any disciplinary conference.
b. Any written discipline shall include provision for Such action will subsequently be confirmed with the employee and the Union, in writing, within one
(1) working day. If the employee should then wish to sign that they have received protest his/her discharge (as a grievance), he/she shall, within 72 hours (not including Saturday, Sunday or Statutory Holidays) or such notice of discharge having been mailed to him/her by certified post to his last address shown on the disciplinary materialPersonnel Office records, submit a written grievance (as defined in Step 1, Section 4.3) beginning at Step 2 (Section 4.4). The employee’s signature indicates that a copy has been received, not If subsequently it is decided that the employee necessarily agrees with the content. The employee has 15 workdays to respond in writing to any disciplinary communication. For good causewas unjustly dismissed, the Department of Human Resources he/she shall be reinstated and may grant an extension of the time be compensated for the employee to respond to a disciplinary communication.
c. The principal, site administrator, or department head shall inform the employee in writing of the intent to recommend suspension or discharge.
d. Employees and the Board agree that lost wages as a general rule, complaints concerning personnel should may be dealt with at the lowest organizational level.
e. Decisions on complaints shall not be made without interviewing the subordinate against whom the complaint was lodgedagreed upon. If the complaint employee's grievance is in writingprocessed through arbitration, as herein provided, the unit member Arbitrators shall be empowered to either:
(1) Uphold the discharge, or
(2) Reinstate the employee, who may be awarded up to his/her full seniority and/or compensated for lost pay, or
(3) Substitute some lesser penalty.
5.2 In the event that an employee with seniority is called for an interview by Management in which disciplinary measures against the employee are involved, such employee will be given notice prior, to enable him/her if he/she so desires, to have a copy of Committeeperson present at such an interview. If the portion of employee is suspended and wishes to grieve his/her suspension, he/she shall within 72 hours (not including Saturday, Sunday or Statutory Holidays) submit the letter directly pertinent grievance at Step 2. The suspension will be confirmed in writing with the employee and the Union within one working day. If an employee's grievance is processed through arbitration as herein provided, the Arbitrators shall be empowered to that employeeeither uphold the suspension, substitute some lesser penalty, or remove the suspension and/or award compensation for lost pay. Any identifying information about others (excluding the complainant) may be redacted, if necessary. The seniority employee will be required to sign the material acknowledging receipt of the copy.
f. In order to respect the rights of all persons involved, employees will be afforded due process.
g. Any parent, student, or other third person complaints made to any member of the administration that are used in any manner in evaluating such personnel will be investigated and called to their attention, unless the investigation is being conducted by a law enforcement agency or the Department of Social Services/Child Protective Services.
h. Anonymous complaints that have not who has been verified shall not be used against the employee in matters of discipline or evaluation.
i. Any non-probationary employee found by the Superintendent, the Board, or the Public School Employees Labor Relations Board to be unjustly suspended or discharged shall if he/she so requests, be reinstated permitted an interview with full compensation for all lost time and with full restoration of all rights and conditions of employment.
j. Any information contained the Plant Chairperson or Plant Committeeperson, if on shift, in an office provided by the employee’s site file shall be shredded upon Company, before leaving the permanent departure of a sitting site administrator from that site and prior to the arrival Plant. If because of the new site administrator at that same sitenature of the offence, except in it is necessary to require the case where a site administrator does not complete immediate expulsion of any employee from the school year at Plant, then the location. In that case, the file Plant Chairperson or Plant Committeeperson will be stored notified within two (2) working days. (Monday to Friday as work week)
5.3 Previous disciplinary action over a period of eighteen months or more will not be taken into consideration in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year.
k. Unless any subsequent incidents in which the employee has consented in advance, discussions related is subject to employee performance, discipline, and/or employment shall be conducted in private and only in front of other individuals who either supervise the employee or who are specifically designated by the Superintendent to handle matters of employee discipline, employment, and/or performance.
Appears in 1 contract
Samples: Collective Agreement
DISCHARGE AND DISCIPLINE. a. After completion
9.01 No Employee in this bargaining unit shall be disciplined or discharged without JUST CAUSE.
9.02 An Employee is permitted to be accompanied by a Union Representative when interviewed in the course of disciplinary investigation. The Employer will establish the probationary periodtime and place of such meeting allowing sufficient time for the Employee to secure a Union Representative. In any event, employees not more than five (5) days will be provided for the purpose of securing a union representative. In the event of an investigation involving the disciplining of an Employee, the Employee may be dischargedreview his employment file and make copies of any documents therein contained.
9.03 The value of progressive discipline, disciplinedwith the aim of being corrective in application, reprimandedis recognized by both parties. Therefore, except in extreme cases, discipline, or demoted only discharge for causejust cause should be preceded by a documented record of counselling, warnings (both written and oral) and suspensions. Employees shall have the right to have Therefore, it is agreed that when disciplining an EASMC representative present at any disciplinary conference.
b. Any written discipline shall include provision Employee for the employee to sign that they have received the disciplinary material. The employee’s signature indicates that a copy has been received, not that the employee necessarily agrees with the content. The employee has 15 workdays to respond in writing to any disciplinary communication. For good just cause, the Department of Human Resources may grant an extension Employer shall use all of the time for following steps as corrective measures subject to the employee right of an Employee to respond to a disciplinary communicationgrieve at any and/or all steps taken.
c. The principal, site administrator(a) Oral Warning
(b) Written Warning
(c) Suspension(s) of varying lengths may be used
(d) Discharge
9.04 An Employee whom the Employer suspends, or department head discharges, shall inform be retained at or returned to active duty until any grievance concerning such suspension or discharge is finally resolved through the employee in writing grievance and/or arbitration procedure provided such procedure occurs within forty-five (45) days or such mutually agreeable time extension, of the intent to recommend occurrence of such suspension or discharge. However, the Employee may be removed from active duty (without pay), until the resolution of the grievance protesting the suspension or dismissal, if the alleged cause for suspension or dismissal presents a danger to the safety of the Employee(s), equipment or clients, fighting, fraud, theft, or concerted refusal to perform work properly assigned to them.
d. 9.05 Grievances involving Employees who are retained under this provision will be handled in the expedited arbitration procedure (Section 49 of the Ontario Labour Relations Act) unless the Union and the Board Employer mutually agree that as a general rule, complaints concerning personnel should be dealt with otherwise. Should the arbitrator uphold the suspension or discharge of an Employee retained at the lowest organizational level.
e. Decisions on complaints shall not be made without interviewing the subordinate against whom the complaint was lodged. If the complaint is in writingwork, the unit member will penalty shall be given a copy of the portion of the letter directly pertinent to that employee. Any identifying information about others (excluding the complainant) may be redacted, if necessary. The employee will be required to sign the material acknowledging instituted after receipt of the copy.
f. In order arbitrator's decision. The above references to respect the rights of all persons involved, employees will be afforded due process.
g. Any parent, studentsuspensions, or other third person complaints made to any member of the administration that discharges are used in any manner in evaluating such personnel will be investigated examples and called to their attention, unless the investigation is being conducted by a law enforcement agency or the Department of Social Services/Child Protective Services.
h. Anonymous complaints that have are not been verified shall not be used against the employee in matters of discipline or evaluation.
i. Any non-probationary employee found by the Superintendent, the Board, or the Public School Employees Labor Relations Board intended to be unjustly suspended or discharged shall all inclusive but to indicate how various types of issues are to be reinstated with full compensation for all lost time and with full restoration of all rights and conditions of employmenthandled.
j. Any information contained in the employee’s site file shall be shredded upon the permanent departure of a sitting site administrator from that site and prior to the arrival of the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year.
k. Unless the employee has consented in advance, discussions related to employee performance, discipline, and/or employment shall be conducted in private and only in front of other individuals who either supervise the employee or who are specifically designated by the Superintendent to handle matters of employee discipline, employment, and/or performance.
Appears in 1 contract
Samples: Collective Agreement
DISCHARGE AND DISCIPLINE. a. After completion
7.1 The Medical Center shall not discharge, discipline or suspend any employee without just cause.
7.2 The Union, the Chairperson, and the employee involved shall be advised in writing of any discharge, suspension or disciplinary action. A copy of the probationary period, employees may notice given to the employee shall be mailed to the Union within forty-eight (48) hours.
7.3 A grievance by an employee claiming that s/he has been unjustly or improperly discharged, disciplineddisciplined or suspended must be submitted to the Medical Center, reprimandedin writing, within ten (10) days of the written notification of discharge, disciplinary action or suspension. Discharges or suspensions shall be brought directly to Step 3 of the grievance procedure. If a grievance is not submitted within the time limit provided herein, the rights of the grievant and/or Union shall be considered to have been waived under this Article.
7.4 The time limits specified herein shall exclude Saturdays, Sundays and holidays.
7.5 Prior to an employee being brought into a disciplinary conference, or demoted only for cause. Employees an investigational conference that may lead to discipline of the employee being interviewed, the Medical Center representative shall inform the employee of the nature of the conference, including the possibility of a discipline being issued,an employee shall have the right to have an EASMC a Union Representative of his or her choice at either of these conferences. In the event a representative present at any disciplinary conferenceis requested, but not available, the Medical Center may temporarily remove the employee from the performance of his/her work, but may not proceed with the discipline until such time a representative is available.
b. Any written 7.6 A discipline shall include provision for the employee to sign that they have received the disciplinary material. The employee’s signature indicates that a copy has been received, not that the employee necessarily agrees with the content. The employee has 15 workdays to respond in writing to any disciplinary communication. For good cause, the Department of Human Resources may grant an extension of the time for the employee to respond to a disciplinary communication.
c. The principal, site administrator, or department head shall inform the employee in writing of the intent to recommend suspension or discharge.
d. Employees and the Board agree that as a general rule, complaints concerning personnel should be dealt with at the lowest organizational level.
e. Decisions on complaints shall not be made without interviewing issued more than twenty-five (25) days, excluding holidays after the subordinate against whom event/incident that led to the complaint was lodgedissuance of the discipline. If the complaint is in writingDiscipline involving Reportable Events or potential violations of HIPAA, the unit member will be given excluded from this limit. Further, discipline resulting from complaints from regulatory agencies, patient complaints, and discipline issued under the Medical Center’s Attendance/Lateness Policy and Procedure will be excluded from this limit.
7.7 For disciplines involving “no-call, no-show” the first discipline will be a copy of the portion of the letter directly pertinent to that employee. Any identifying information about others (excluding the complainant) may be redacted, if necessarytwo-day suspension. The employee will be required to sign the material acknowledging receipt of the copy.
f. In order to respect the rights of all persons involved, employees will be afforded due process.
g. Any parent, student, or other third person complaints made to any member of the administration that are used in any manner in evaluating such personnel will be investigated and called to their attention, unless the investigation is being conducted by a law enforcement agency or the Department of Social Services/Child Protective Services.
h. Anonymous complaints that have not been verified shall not be used against the employee in matters of discipline or evaluation.
i. Any non-probationary employee found by the Superintendent, the Board, or the Public School Employees Labor Relations Board to be unjustly suspended or discharged shall be reinstated with full compensation for all lost time and with full restoration of all rights and conditions of employment.
j. Any information contained in removed from the employee’s site file shall be shredded upon personnel record after twelve (12) months; if there are no further disciplines for “no-call, no show” during the permanent departure of a sitting site administrator from that site and prior to the arrival of the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school yeartwelve (12) month period.
k. Unless the employee has consented in advance, discussions related to employee performance, discipline, and/or employment shall be conducted in private 7.8 Absenteeism and only in front of other individuals who either supervise the employee or who are specifically designated by the Superintendent to handle matters of employee discipline, employment, and/or performance.Lateness
Appears in 1 contract
Samples: Collective Bargaining Agreement
DISCHARGE AND DISCIPLINE. a. After completion 7.1 The Medical Center shall not discharge, discipline or suspend any employee without just cause.
7.2 The Union, the Chairperson, and the employee involved shall be advised in writing of any discharge, suspension or disciplinary action. A copy of the probationary period, employees may notice given to the employee shall be mailed to the Union within forty-eight (48) hours.
7.3 A grievance by an employee claiming that s/he has been unjustly or improperly discharged, disciplineddisciplined or suspended must be submitted to the Medical Center, reprimandedin writing, within ten (10) days of the written notification of discharge, disciplinary action or suspension. Discharges or suspensions shall be brought directly to Step 3 of the grievance procedure. If a grievance is not submitted within the time limit provided herein, the rights of the grievant and/or Union shall be considered to have been waived under this Article.
7.4 The time limits specified herein shall exclude Saturdays, Sundays and holidays.
7.5 Prior to an employee being brought into a disciplinary conference, or demoted only for cause. Employees an investigational conference that may lead to discipline of the employee being interviewed, the Medical Center representative shall inform the employee of the nature of the conference, including the possibility of a discipline being issued,an employee shall have the right to have an EASMC a Union Representative of his or her choice at either of these conferences. In the event a representative present at any disciplinary conferenceis requested, but not available, the Medical Center may temporarily remove the employee from the performance of his/her work, but may not proceed with the discipline until such time a representative is available.
b. Any written 7.6 A discipline shall include provision for the employee to sign that they have received the disciplinary material. The employee’s signature indicates that a copy has been received, not that the employee necessarily agrees with the content. The employee has 15 workdays to respond in writing to any disciplinary communication. For good cause, the Department of Human Resources may grant an extension of the time for the employee to respond to a disciplinary communication.
c. The principal, site administrator, or department head shall inform the employee in writing of the intent to recommend suspension or discharge.
d. Employees and the Board agree that as a general rule, complaints concerning personnel should be dealt with at the lowest organizational level.
e. Decisions on complaints shall not be made without interviewing issued more than twenty-five (25) days, excluding holidays after the subordinate against whom event/incident that led to the complaint was lodgedissuance of the discipline. If the complaint is in writingDiscipline involving Reportable Events or potential violations of HIPAA, the unit member will be given excluded from this limit. Further, discipline resulting from complaints from regulatory agencies, patient complaints, and discipline issued under the Medical Center's Attendance/Lateness Policy and Procedure will be excluded from this limit.
7.7 For disciplines involving "no-call, no-show" the first discipline will be a copy of two-day suspension. The discipline shall be removed from the portion of the letter directly pertinent to that employee. Any identifying information about others 's personnel record after twelve (excluding the complainant12) may be redactedmonths, if necessary. The employee will be required to sign there are no further disciplines for "no-call, no show" during the material acknowledging receipt of the copytwelve (12) month period.
f. In order to respect the rights of all persons involved, employees will be afforded due process.
g. Any parent, student, or other third person complaints made to any member of the administration that are used in any manner in evaluating such personnel will be investigated 7.8 Absenteeism and called to their attention, unless the investigation is being conducted by a law enforcement agency or the Department of Social Services/Child Protective Services.
h. Anonymous complaints that have not been verified shall not be used against the employee in matters of discipline or evaluation.
i. Any non-probationary employee found by the Superintendent, the Board, or the Public School Employees Labor Relations Board to be unjustly suspended or discharged shall be reinstated with full compensation for all lost time and with full restoration of all rights and conditions of employment.
j. Any information contained in the employee’s site file shall be shredded upon the permanent departure of a sitting site administrator from that site and prior to the arrival of the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year.
k. Unless the employee has consented in advance, discussions related to employee performance, discipline, and/or employment shall be conducted in private and only in front of other individuals who either supervise the employee or who are specifically designated by the Superintendent to handle matters of employee discipline, employment, and/or performance.Lateness
Appears in 1 contract
Samples: Collective Bargaining Agreement
DISCHARGE AND DISCIPLINE. a. After completion 7.1 The Medical Center shall not discharge, discipline or suspend any employee without just cause.
7.2 The Union, the Chairperson, and the employee involved shall be advised in writing of any discharge, suspension or disciplinary action. A copy of the probationary period, employees may notice given to the employee shall be mailed to the Union within forty-eight (48) hours.
7.3 A grievance by an employee claiming that s/he has been unjustly or improperly discharged, disciplineddisciplined or suspended must be submitted to the Medical Center, reprimandedin writing, within ten (10) days of the written notification of discharge, disciplinary action or suspension. Discharges or suspensions shall be brought directly to Step 3 of the grievance procedure. If a grievance is not submitted within the time limit provided herein, the rights of the grievant and/or Union shall be considered to have been waived under this Article.
7.4 The time limits specified herein shall exclude Saturdays, Sundays and holidays.
7.5 Prior to an employee being brought into a disciplinary conference, or demoted only for cause. Employees an investigational conference that may lead to discipline of the employee being interviewed, the Medical Center representative shall inform the employee of the nature of the conference, including the possibility of a discipline being issued, an employee shall have the right to have an EASMC a Union Representative of his or her choice at either of these conferences. In the event a representative present at any disciplinary conferenceis requested, but not available, the Medical Center may temporarily remove the employee from the performance of his/her work, but may not proceed with the discipline until such time as a representative is available.
b. Any written 7.6 A discipline shall include provision for the employee to sign that they have received the disciplinary material. The employee’s signature indicates that a copy has been received, not that the employee necessarily agrees with the content. The employee has 15 workdays to respond in writing to any disciplinary communication. For good cause, the Department of Human Resources may grant an extension of the time for the employee to respond to a disciplinary communication.
c. The principal, site administrator, or department head shall inform the employee in writing of the intent to recommend suspension or discharge.
d. Employees and the Board agree that as a general rule, complaints concerning personnel should be dealt with at the lowest organizational level.
e. Decisions on complaints shall not be made without interviewing issued more than twenty-five (25) days, excluding holidays, after the subordinate against whom event/incident that led to the complaint was lodgedissuance of the discipline. If the complaint is in writingDiscipline involving Reportable Events or potential violations of HIPAA, the unit member will be given excluded from this limit. Further, discipline resulting from complaints from regulatory agencies, patient complaints, and discipline issued under the Medical Center's Attendance/Lateness Policy and Procedure will be excluded from this limit.
7.7 For disciplines involving "no-call, no-show" the first discipline will be a copy of two-day suspension. The discipline shall be removed from the portion of the letter directly pertinent to that employee. Any identifying information about others 's personnel record after twelve (excluding the complainant12) may be redactedmonths, if necessary. The employee will be required to sign there are no further disciplines for "no-call, no-show" during the material acknowledging receipt of the copytwelve (12) month period.
f. In order to respect the rights of all persons involved, employees will be afforded due process.
g. Any parent, student, or other third person complaints made to any member of the administration that are used in any manner in evaluating such personnel will be investigated 7.8 Absenteeism and called to their attention, unless the investigation is being conducted by a law enforcement agency or the Department of Social Services/Child Protective Services.
h. Anonymous complaints that have not been verified shall not be used against the employee in matters of discipline or evaluation.
i. Any non-probationary employee found by the Superintendent, the Board, or the Public School Employees Labor Relations Board to be unjustly suspended or discharged shall be reinstated with full compensation for all lost time and with full restoration of all rights and conditions of employment.
j. Any information contained in the employee’s site file shall be shredded upon the permanent departure of a sitting site administrator from that site and prior to the arrival of the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year.
k. Unless the employee has consented in advance, discussions related to employee performance, discipline, and/or employment shall be conducted in private and only in front of other individuals who either supervise the employee or who are specifically designated by the Superintendent to handle matters of employee discipline, employment, and/or performance.Lateness
Appears in 1 contract
Samples: Collective Bargaining Agreement
DISCHARGE AND DISCIPLINE. a. After completion of Whenever the probationary periodCorporation deems it necessary to censure an employee in a manner indicating that dismissal or suspension may follow or suspend or discharge such employee, employees may the Unit Chairperson or a Xxxxxxx must be discharged, disciplined, reprimanded, or demoted only for cause. Employees shall have the right to have an EASMC representative present at any disciplinary conference.
b. Any written discipline shall include provision for meeting between the employee to sign that they have received and the disciplinary materialCorporation at which these matters are dis- cussed. The employee’s signature indicates Corporation shall, within five (5) days thereafter, give written particulars of such action to the employee with copies to the Xxxxxxx, Chief Xxxxxxx, and Unit Chairper- son. Such written statement shall contain the details of the complained of and all other facts upon which the action is based, Should an employee not want a Union Repre- sentative to be present he shall inform the Corporation of his wishes and sign to that effect. In such case the Corporation shall not be obliged to have a copy Union Repre- sentative present. A claim by an employee he has been receivedunjustly discharged or suspended, not that the employee necessarily agrees shall be treatedas a grievance if a written statement of such grievance is lodged with the contentAd- ministrator of the Home. Within five work- ing days of a grievance being filed, the Administrator shall meet with the Unit Officer and the Chief Xxxxxxx. The employee has 15 workdays Administrator shall reply to respond in writing the grievance within three (3) working days of the meet- ing. theclaim is not settled to any disciplinary communication. For good causethe satisfac- tion of the Union, the Department grievance may then be forwarded to the Directors of Human Resources may grant an extension and Senior Citizens in accord- ance with Step /// and the balance of the time for grievance procedure. Such special grievances may be settled by confirming the Corporation’s actions in dis- missing, suspending or disciplining the em- ployee or by reinstating the employee to respond to a disciplinary communication.
c. The principal, site administrator, or department head shall inform the employee in writing of the intent to recommend suspension or discharge.
d. Employees and the Board agree that as a general rule, complaints concerning personnel should be dealt with at the lowest organizational level.
e. Decisions on complaints shall not be made without interviewing the subordinate against whom the complaint was lodged. If the complaint is in writing, the unit member will be given a copy of the portion of the letter directly pertinent to that employee. Any identifying information about others (excluding the complainant) may be redacted, if necessary. The employee will be required to sign the material acknowledging receipt of the copy.
f. In order to respect the rights of all persons involved, employees will be afforded due process.
g. Any parent, student, or other third person complaints made to any member of the administration that are used in any manner in evaluating such personnel will be investigated and called to their attention, unless the investigation is being conducted by a law enforcement agency or the Department of Social Services/Child Protective Services.
h. Anonymous complaints that have not been verified shall not be used against the employee in matters of discipline or evaluation.
i. Any non-probationary employee found by the Superintendent, the Board, or the Public School Employees Labor Relations Board to be unjustly suspended or discharged shall be reinstated with full compensation for all lost time lost, or by any other arrangement which is just and with full restoration of all rights and conditions of employment.
j. Any information contained equitable in the opinion of the conferring parties or by the decision of an Arbitration Board if matter is referred to such a Board. Any disciplinary action or warning in writing shall be removed from an employee’s site file record a period of eighteen in which he has not received any disciplinary warning or suspension. In this Article, the word "days" shall not include Saturday, Sunday or paid holidays. Part-time employees who are not regularly scheduled to work and who continue to refuse or continue to be shredded unavailable to work assigned shifts will result in discon- tinuance of the employment relationship. An employee shall have the to make an appointment upon the permanent departure of a sitting site administrator from that site and prior notice to the arrival of Human Resources Department to have ac- cess to and review herpersonnel docket in accordance with the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year.
k. Unless the employee has consented in advance, discussions related to employee performance, discipline, and/or employment shall be conducted in private and only in front of other individuals who either supervise the employee or who are specifically designated by the Superintendent to handle matters of employee discipline, employment, and/or performance.Municipal Freedom
Appears in 1 contract
Samples: Collective Agreement
DISCHARGE AND DISCIPLINE. a. After completion 9.1 The appeal procedure for dismissals, demotions, suspensions, reprimands and counseling shall be the provisions contained in the grievance procedure of this Agreement.
A. No regular full-time non-probationary employee shall be removed, discharged, reduced in rank or pay, suspended, or otherwise disciplined except for just cause, and in no event until he/she shall have been furnished with a written statement of the grounds for such actions. (For purposes of this article it is understood that an employee who has completed his/her initial probationary period, employees period with the employer shall be considered a regular non-probationary employee). The Union may be discharged, disciplined, reprimanded, or demoted only for causephysically present at any meeting in which an employee is being informed of any disciplinary action being taken by the Employer if so requested by the employee and provided that the Union representative is readily available. Employees The employee shall have a reasonable time, up to a maximum of four (4) of the employee’s consecutive work hours or the end of the employee’s shift, whichever is greater, to obtain a Union Representative. After that time, if the discipline involves a corrective action, the disciplinary action may proceed. If the disciplinary action involves suspension or discharge, the employee may be relieved of the duties without pay pending attendance of a Union Representative, and the running of the time frame in Section 9.2B for taking disciplinary action is suspended until attendance of the Union Representative. In any grievance proceeding, the employee shall have time to prepare for defense against charges preferred as outlined under Article 8.
B. Management having the right to have an EASMC representative present at any administer disciplinary conferenceaction for just cause, shall use progressive disciplinary methods where appropriate, and shall initiate disciplinary action within thirty (30) calendar days from the date management becomes aware of said infraction. It shall be understood that if disciplinary action is not initiated within the time frame, no action will be taken.
b. 9.3 Any written discipline reprimand shall include provision be furnished to the employee outlining the reason for the employee to sign that they have received the disciplinary material. The employee’s signature indicates that a copy has been received, not that the employee necessarily agrees with the content. The employee has 15 workdays to respond in writing to any disciplinary communication. For good cause, the Department of Human Resources may grant an extension of the time for the employee to respond to a disciplinary communication.
c. The principal, site administrator, or department head shall inform the employee in writing of the intent to recommend suspension or discharge.
d. Employees and the Board agree that as a general rule, complaints concerning personnel should be dealt with at the lowest organizational level.
e. Decisions on complaints shall not be made without interviewing the subordinate against whom the complaint was lodged. If the complaint is in writing, the unit member will be given a copy of the portion of the letter directly pertinent to that employee. Any identifying information about others (excluding the complainant) may be redacted, if necessarycorrective action. The employee will be required requested to sign the material acknowledging this statement. If he/she refuses to do so, this refusal shall be noted and placed in his/her personnel file. If he/she signs this statement, such signature shall only acknowledge receipt of copy of corrective action and shall not mean the copyemployee agrees/disagrees with the corrective action. The employee may have an opportunity to submit a written statement responding to the corrective action. The employee’s responding statement will also be entered in his/her master personnel file, and attached to the corrective action. In the event a grievance is filed pertaining to a letter of corrective action, the corrective action shall not be placed in the employee’s file pending the outcome of the grievance.
f. In order to respect 9.4 After a disciplinary document/or detrimental document has been on file in the rights employee’s personnel file for a period of all persons involvedtwenty-four (24) months, employees will be afforded due process.
g. Any parent, student, or other third person complaints made to any member of the administration that are used in any manner in evaluating such personnel will be investigated and called to their attention, unless the investigation is being conducted by a law enforcement agency or the Department of Social Services/Child Protective Services.
h. Anonymous complaints that have not been verified document shall not be used in any adverse way against the employee employee, except for Class III type offenses as denoted in matters of discipline or evaluationthe personnel policies and shall be handled as specified in Article 9.5.
i. Any non-probationary employee found by the Superintendent, the Board, or the Public School Employees Labor Relations Board to be unjustly suspended or discharged A. There shall be reinstated with full compensation only one official personnel file for all lost time each employee, which shall be maintained in Human Resources of the Employer unless a different location is approved. If any disciplinary material is placed in an employee’s official personnel file it shall be properly identified and with full restoration of all rights and conditions of employment.
j. Any information contained in a copy will be sent to the employee’s site file shall . The employee will have a right to answer any such material filed, and his/her answer will be shredded upon the permanent departure of a sitting site administrator from that site and prior attached to the arrival of file copy. Any employee will have the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the right to review his/her own official personnel file, excluding pre-employment information, at reasonable times under supervision of the designated records custodian. The employee, custodian or designee may request the placement of outdated disciplinary or detrimental documents in a sealed envelope and marked “outdated” not to be considered further except for its use only during Class III offenses.
B. Where the Human Resources Vice President/designee, the Courts, an Arbitrator, or any statutory authority determines that school year a document has been placed in an employee’s personnel file in error, or is otherwise invalid, such document shall be removed, provided, however, that nothing in this provision shall grant any official, officer, or other person the authority to take any action not otherwise authorized.
9.6 A. The Union and Hospital Management agree that suspensions, demotions for cause and dismissals may be appealed immediately as site file contenta Third Step Grievance. Contents The grievance meeting will be shredded scheduled within twenty-one (21) calendar days of the date the appeal is received at the end of the school yearThird Step.
k. Unless the employee has consented in advance, discussions related to employee performance, discipline, and/or employment shall be conducted in private and only in front of other individuals who either supervise the employee or who are specifically designated by the Superintendent to handle matters of employee discipline, employment, and/or performance.
Appears in 1 contract
Samples: Collective Bargaining Agreement
DISCHARGE AND DISCIPLINE. a. After completion 10.01 In the event of the probationary periodan employee who has attained seniority being discharged from employment or suspended, employees may be discharged, disciplined, reprimanded, or demoted only for cause. Employees he shall have the right to have interview his xxxxxxx for a reasonable period of time before leaving the Plant premises provided the employee is at work or on the Company's premises at the time of such discipline. In the latter event, either a plant xxxxxxx or the Plant Chair will be provided notification of the discipline prior to the employee being so notified. Where Union representation is not immediately available at the work site, such meeting shall take place at the Company’s premises as soon as practical after the discipline. The Employer will ensure that representation is arranged and offered. If the employee feels that an EASMC representative present at any disciplinary conferenceinjustice has been done, the case may be taken up as a grievance with the Plant Manager, or his designated representative, within five (5) working days following the notification of his discharge or suspension.
b. Any written discipline 10.02 Upon presentation of the grievance to him, the Plant Manager, or his designated representative, shall include provision for immediately arrange a meeting between the employee Union Grievance Committee and the Company representatives and such meeting shall be held within five (5) working days following presentation of the grievance to sign that they have received the disciplinary materialPlant Manager, or his designated representative. The employee’s signature indicates that a copy has been receivedPlant Manager, not that or his designated representative, shall deliver his reply to the employee necessarily agrees with the content. The employee has 15 workdays to respond grievance in writing to any disciplinary communication. For good cause, the Department of Human Resources may grant an extension of Union within three (3) working days following such meeting or within such time as is mutually agreed upon by the time for Company and the employee to respond to a disciplinary communicationUnion.
c. The principal, site administrator10.03 Such special grievance may be settled by confirming the Management’s action in dismissing the employee, or department head shall inform by reinstating the employee in writing of the intent to recommend suspension or discharge.
d. Employees and the Board agree that as a general rule, complaints concerning personnel should be dealt with at the lowest organizational level.
e. Decisions on complaints shall not be made without interviewing the subordinate against whom the complaint was lodged. If the complaint is in writing, the unit member will be given a copy of the portion of the letter directly pertinent to that employee. Any identifying information about others (excluding the complainant) may be redacted, if necessary. The employee will be required to sign the material acknowledging receipt of the copy.
f. In order to respect the rights of all persons involved, employees will be afforded due process.
g. Any parent, student, or other third person complaints made to any member of the administration that are used in any manner in evaluating such personnel will be investigated and called to their attention, unless the investigation is being conducted by a law enforcement agency or the Department of Social Services/Child Protective Services.
h. Anonymous complaints that have not been verified shall not be used against the employee in matters of discipline or evaluation.
i. Any non-probationary employee found by the Superintendent, the Board, or the Public School Employees Labor Relations Board to be unjustly suspended or discharged shall be reinstated his former position with full compensation for all lost time lost, including full seniority, or by any other arrangement which is just and with full restoration equitable in the opinion of all rights and conditions of employmentthe conferring parties.
j. 10.04 Any information contained unsettled discharge or discipline grievance may proceed by way of arbitration in the employee’s site file shall be shredded upon the permanent departure accordance with Article IX of a sitting site administrator from that site and prior to the arrival of the new site administrator at that same sitethis Agreement and, except in the case where a site administrator does not complete the school year at the location. In that casesuch event, the file will be stored Arbitrator may uphold the Company’s action in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year.
k. Unless the employee has consented in advance, discussions related to employee performance, discipline, and/or employment shall be conducted in private and only in front of other individuals who either supervise discharging the employee or who are specifically designated may order reinstatement of the discharged employee with full compensation for time lost, or may issue such other decision within these limits which, in the opinion of the Arbitrator, is just and equitable in the circumstances.
10.05 An employee either will be disciplined or alternatively will be advised of any internal investigation by the Superintendent Company of known misconduct by the employee within five (5) working days of the date when management concludes that there is misconduct which warrants discipline or investigation. In clarification, this does not apply to handle matters external investigations by persons outside the Company.
10.06 In the event a written warning is given to an employee, a copy will be given to the xxxxxxx. All such disciplinary warnings shall be voided after twelve (12) consecutive months free of employee further discipline. In the event of a disciplinary suspension or demotion, employment, and/or performancethe suspension and demotion shall be voided after eighteen (18) consecutive months free of further discipline The Company shall be disqualified from using all voided warnings or discipline as listed above in the grievance or arbitration procedure.
Appears in 1 contract
Samples: Collective Agreement
DISCHARGE AND DISCIPLINE. a. After completion 10.01 All such cases shall be taken up within four (4) working days and disposed of within seven (7) working days (or such longer period as may be mutually agreed upon) of the probationary perioddate the employee is notified of her discharge or suspension, employees except where a case is taken to arbitration. A claim by an employee who has attained seniority that she has been unjustly discharged or suspended from her employment shall be treated as a grievance if a written statement of such grievance is lodged with the Executive Director within four (4) working days after the employee is notified of her discharge or suspension or within four (4) working days after the employee ceases to work for the Employer, whichever is the earlier. All steps of the grievance procedure prior to step No. 2 may be discharged, disciplined, reprimandedomitted in such cases.
10.02 Such special grievances may be settled by confirming the Employer’s action in dismissing or suspending the employee, or demoted only by re-instating the employee with full compensation for causetime lost, or by any other arrangement which is just and equitable in the opinion of the conferring parties.
(a) The Employer shall provide the employee with a copy of any written warning affecting the employee. Employees Any written reply by the employee shall have become part of her record. The Employer shall furnish the Union a copy of such warning letter(s).
(b) The Employer agrees that whenever an interview is held with an employee that becomes part of their record regarding their work or conduct (other than the periodic evaluation), the employee will be advised that she has the right to have an EASMC representative present at any disciplinary conferencea xxxxxxx present.
b. Any written discipline shall include provision for (c) The employee may waive the employee to sign attendance of a xxxxxxx or request that they have received the disciplinary materiala xxxxxxx be called in. The employee’s signature indicates that meeting may be postponed for up to two (2) hours to allow the xxxxxxx to attend. It is understood that, as a copy has been receivedresult of such a request, not that the employee necessarily agrees with the content. The employee has 15 workdays to respond in writing to any disciplinary communication. For good causeif a xxxxxxx attends outside regular working hours, the Department of Human Resources may grant an extension of the time for the employee to respond to a disciplinary communication.
c. The principal, site administrator, or department head shall inform the employee in writing of the intent to recommend suspension or discharge.
d. Employees and the Board agree that as a general rule, complaints concerning personnel should be dealt with at the lowest organizational level.
e. Decisions on complaints xxxxxxx shall not be made without interviewing compensated pursuant to Article 8.03.
10.04 The Employer shall notify the subordinate against whom the complaint was lodged. If the complaint is in writing, the unit member will be given a copy chief xxxxxxx of the portion of the letter directly pertinent to that employee. Any identifying information about others (excluding the complainant) may be redacted, if necessary. The employee will be required to sign the material acknowledging receipt of the copy.
f. In order to respect the rights of all persons involved, employees will be afforded due process.
g. Any parent, studentbargaining unit, or other third person complaints made to in their absence, any member of the administration that are used in any manner in evaluating such personnel will be investigated and called to their attentionxxxxxxx, unless the investigation is being conducted by a law enforcement agency or the Department of Social Services/Child Protective Services.
h. Anonymous complaints that have not been verified shall not be used against the employee in matters of discipline or evaluation.
i. Any non-probationary employee found by the Superintendent, the Board, or the Public School Employees Labor Relations Board to be unjustly suspended or discharged shall be reinstated with full compensation for all lost time and with full restoration of all rights and conditions of employment.
j. Any information contained in the employee’s site file shall be shredded upon the permanent departure of a sitting site administrator from that site and prior respect to the arrival suspension or discharge of the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the official personnel file, any employee as soon as reasonably possible and request their attendance for its use only during that school year as site file content. Contents will be shredded at the end of the school yearany disciplinary meeting.
k. Unless the employee has consented in advance, discussions related to employee performance, discipline, and/or employment shall be conducted in private and only in front of other individuals who either supervise the employee or who are specifically designated by the Superintendent to handle matters of employee discipline, employment, and/or performance.
Appears in 1 contract
Samples: Collective Agreement
DISCHARGE AND DISCIPLINE. a. After completion 7.1 The Medical Center shall not discharge, discipline or suspend any employee without just cause.
7.2 The Union, the Chairperson, and the employee involved shall be advised in writing of any discharge, suspension or disciplinary action. A copy of the probationary period, employees may notice given to the employee shall be mailed to the Union within forty-eight (48) hours.
7.3 A grievance by an employee claiming that s/he has been unjustly or improperly discharged, disciplineddisciplined or suspended must be submitted to the Medical Center within ten (10) days of the written notification of discharge, reprimandeddisciplinary action or suspension. Discharges or suspensions shall be brought directly to Step 3 of the grievance procedure. If a grievance is not submitted within the time limit provided herein, the rights of the grievant and/or Union shall be considered to have been waived under this Article.
7.4 The time limits specified herein shall exclude Saturdays, Sundays and holidays.
7.5 Prior to an employee being brought into a disciplinary conference, or demoted only for causean investigational conference that may lead to discipline of the employee being interviewed, the employer representative shall inform the employee of the nature of the conference, including the possibility of a discipline being issued. Employees An employee shall have the right to have an EASMC a Union Representative of his or her choice at either of these conferences. In the event a representative present at any disciplinary conferenceis requested, but not available, the Medical Center may temporarily remove the employee from the performance of his/her work, but may not proceed with the discipline until such time a representative is available.
b. Any written 7.6 A discipline shall include provision for the employee to sign that they have received the disciplinary material. The employee’s signature indicates that a copy has been received, not that the employee necessarily agrees with the content. The employee has 15 workdays to respond in writing to any disciplinary communication. For good cause, the Department of Human Resources may grant an extension of the time for the employee to respond to a disciplinary communication.
c. The principal, site administrator, or department head shall inform the employee in writing of the intent to recommend suspension or discharge.
d. Employees and the Board agree that as a general rule, complaints concerning personnel should be dealt with at the lowest organizational level.
e. Decisions on complaints shall not be made without interviewing issued more than twenty-five (25) days after the subordinate against whom event/incident that led to the complaint was lodgedissuance of the discipline. If Discipline resulting from complaints from regulatory agencies, patient complaints, and discipline issued under the complaint is in writing, the unit member Medical Center's Attendance/Lateness Policy and Procedure will be given excluded from this limit.
7.7 For disciplines involving "no-call, no-show" the first discipline will be a copy of two day suspension. The discipline shall be removed from the portion of the letter directly pertinent to that employee. Any identifying information about others 's personnel record after twelve (excluding the complainant12) may be redactedmonths, if necessary. The employee will be required to sign there are no further disciplines for "no-call, no-show" during the material acknowledging receipt of the copytwelve (12) month period.
f. In order to respect the rights of all persons involved, employees will be afforded due process.
g. Any parent, student, or other third person complaints made to any member of the administration that are used in any manner in evaluating such personnel will be investigated and called to their attention, unless the investigation is being conducted by a law enforcement agency or the Department of Social Services/Child Protective Services.
h. Anonymous complaints that have not been verified shall not be used against the employee in matters of discipline or evaluation.
i. Any non-probationary employee found by the Superintendent, the Board, or the Public School Employees Labor Relations Board to be unjustly suspended or discharged shall be reinstated with full compensation for all lost time and with full restoration of all rights and conditions of employment.
j. Any information contained in the employee’s site file shall be shredded upon the permanent departure of a sitting site administrator from that site and prior to the arrival of the new site administrator at that same site, except in the case where a site administrator does not complete the school year at the location. In that case, the file will be stored in Human Resources, separate from the official personnel file, for its use only during that school year as site file content. Contents will be shredded at the end of the school year.
k. Unless the employee has consented in advance, discussions related to employee performance, discipline, and/or employment shall be conducted in private and only in front of other individuals who either supervise the employee or who are specifically designated by the Superintendent to handle matters of employee discipline, employment, and/or performance.
Appears in 1 contract
Samples: Collective Bargaining Agreement
