EMPLOYEE AND ASSOCIATION RIGHTS. Section A. The employees shall have the right to freely organize, join and support the Association for the purpose of engaging in collective bargaining and other concerted activities for mutual aid and protection. The employer agrees that it shall not discriminate against any employee, with respect to wages, hours, or other terms and conditions of employment by reason of his membership in the Association or its affiliates which are not in contravention of law, collective bargaining with the employer, or his institution of any grievance, complaint or proceeding under this Master Contract. Section B. Nothing herein shall be construed to deny or restrict to any employee such rights as he may have under Indiana laws or other applicable laws and regulations. No complaint arising under this section shall be subject to the grievance procedure except by agreement of the parties; however, nothing herein shall be construed to deny any employee the right to seek redress in the courts. The rights granted to employees hereunder shall be deemed to be in addition to those provided elsewhere. Section C. The employer agrees that the provisions of this Master Contract shall be applied without regard to race, creed, religion, age, color, national origin, marital status, sex, family relationship, residence or political activities conducted off school premises outside working hours. Section D. No employee shall be disciplined, reprimanded, suspended, or discharged without just cause. In determining if just cause exists in the case of discipline, reprimand, suspension or discharge, an arbitrator hearing the case should, to the extent he/she determines the same are appropriate or applicable, apply the test for just cause set forth in Appendix to Xxxxx’x Seafood Products, Inc., 50 LA 88, 89, 90. Any such action taken by the employer shall not be made public. Any suspension or dismissal shall be subject to the grievance procedure herein set forth commencing at Step Two within thirty (30) calendar days of such action. Section E. Whenever any employee is required to appear before a supervisor, a building principal, the Superintendent, the Board, or any representative or agent of the Board, concerning any matter which could reasonably be expected to result in suspension or dismissal, that employee shall be given prior written notice of the reason(s) for such meeting or interview and shall be entitled to have a representative of the Association present to advise him and represent him during such meeting or interview. If an employee is suspended, pending charges, which charges shall be later determined to be inappropriate, such suspension shall be with full pay to the employee. Section F. An employee shall have the right to be informed and respond in writing if a formal written evaluation or anything of a derogatory nature is to be placed in his personnel file. The employee will be given a copy of such material and will sign and date the material to indicate that he has seen the material and received a copy; however, his signature does not indicate agreement with its contents. If the employee chooses to respond in writing, he shall do so within twenty (20) work days and his written response shall be attached to the material and placed in his personnel file.
Appears in 5 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
EMPLOYEE AND ASSOCIATION RIGHTS. Section A. The employees bargaining unit members shall have be entitled to full rights of citizenship and no religious or political activities of any bargaining unit member or lack thereof shall be grounds for any discipline or discrimination with respect to the right to freely organize, join and support the Association for the purpose employment of engaging in collective such bargaining and other concerted activities for mutual aid and protectionunit member. The employer private and personal life of any bargaining unit member is not within the appropriate concern or attention of the Employer, unless it adversely affects the Board’s ability to conduct its operation.
B. The Employer agrees that it shall not will in no way discriminate against any employee, with respect to wages, hours, or other terms and conditions between bargaining unit members covered by this Agreement because of employment by reason of his membership in the Association or its affiliates which are not in contravention of law, collective bargaining with the employer, or his institution of any grievance, complaint or proceeding under this Master Contract.
Section B. Nothing herein shall be construed to deny or restrict to any employee such rights as he may have under Indiana laws or other applicable laws and regulations. No complaint arising under this section shall be subject to the grievance procedure except by agreement of the parties; however, nothing herein shall be construed to deny any employee the right to seek redress in the courts. The rights granted to employees hereunder shall be deemed to be in addition to those provided elsewhere.
Section C. The employer agrees that the provisions of this Master Contract shall be applied without regard to their race, creed, religion, age, color, national originorigin or ancestry, age, sex, marital status, sexphysical characteristics or handicap, family relationship, residence or political activities conducted off school premises outside working hoursplace of residence.
Section C. Representation at Meetings An employee shall be entitled to have present a representative of the Association during any meeting to discuss disciplinary action.
D. No employee shall be disciplinedrequired to meet with students, reprimanded, suspended, parents or discharged other citizens without just causethe presence of his/her immediate supervisor other designated administrator. In determining if just cause exists If any such meeting is held and the supervisor (or other designated administrator) knows in advance of the case of discipline, reprimand, suspension or discharge, an arbitrator hearing the case should, to the extent meeting that he/she determines the same are appropriate or applicable, apply the test for just cause set forth in Appendix to Xxxxx’x Seafood Products, Inc., 50 LA 88, 89, 90. Any such action taken by the employer shall will not be made public. Any suspension or dismissal shall be subject to supportive of the grievance procedure herein set forth commencing at Step Two within thirty (30) calendar days of such action.
Section E. Whenever any employee is required to appear before a supervisor, a building principalemployee, the Superintendent, the Board, or any representative or agent of the Board, concerning any matter which could reasonably be expected to result in suspension or dismissal, that employee shall be given prior written notice of granted the reason(s) for such meeting or interview and shall be entitled right to have a representative of the Association present as provided in 4.C. above. The immediate supervisor (or other designated administrator) will meet with the employee prior to advise him the meeting with the student, parent or other citizen in order to brief the employee and represent him during such otherwise prepare for the meeting with the student, parent or interview. If an employee is suspended, pending charges, which charges other citizen.
E. Duly authorized representatives of the Association and its respective affiliates shall be later determined permitted to transact official Association business on school district property at all reasonable times, provided that this shall not interfere with or interrupt normal operations. Non- employees shall notify the office when they will be inappropriate, such suspension shall be with full pay to the employeeon school premises.
Section F. An employee shall have the right to be informed and respond in writing if a formal written evaluation or anything of a derogatory nature is to be placed in his personnel file. The employee will be given a copy of such material and will sign and date the material to indicate that he has seen the material and received a copy; however, his signature does not indicate agreement with its contents. If the employee chooses to respond in writing, he shall do so within twenty (20) work days and his written response shall be attached to the material and placed in his personnel file.Personnel File
Appears in 2 contracts
EMPLOYEE AND ASSOCIATION RIGHTS. Section A. The employees bargaining unit members shall have be entitled to full rights of citizenship and no religious or political activities of any bargaining unit member or lack thereof shall be grounds for any discipline or discrimination with respect to the right to freely organize, join and support the Association for the purpose employment of engaging in collective such bargaining and other concerted activities for mutual aid and protectionunit member. The employer private and personal life of any bargaining unit member is not within the appropriate concern or attention of the Employer, unless it adversely affects the Board’s ability to conduct its operation.
B. The Employer agrees that it shall not will in no way discriminate against any employee, with respect to wages, hours, or other terms and conditions between bargaining unit members covered by this Agreement because of employment by reason of his membership in the Association or its affiliates which are not in contravention of law, collective bargaining with the employer, or his institution of any grievance, complaint or proceeding under this Master Contract.
Section B. Nothing herein shall be construed to deny or restrict to any employee such rights as he may have under Indiana laws or other applicable laws and regulations. No complaint arising under this section shall be subject to the grievance procedure except by agreement of the parties; however, nothing herein shall be construed to deny any employee the right to seek redress in the courts. The rights granted to employees hereunder shall be deemed to be in addition to those provided elsewhere.
Section C. The employer agrees that the provisions of this Master Contract shall be applied without regard to their race, creed, religion, age, color, national originorigin or ancestry, age, sex, marital status, sexphysical characteristics or handicap, family relationship, residence or political activities conducted off school premises outside working hoursplace of residence.
Section C. Representation at Meetings An employee shall be entitled to have present a representative of the Association during any meeting to discuss disciplinary action.
D. No employee shall be disciplinedrequired to meet with students, reprimanded, suspended, parents or discharged other citizens without just causethe presence of his/her immediate supervisor other designated administrator. In determining if just cause exists If any such meeting is held and the supervisor (or other designated administrator) knows in advance of the case of discipline, reprimand, suspension or discharge, an arbitrator hearing the case should, to the extent meeting that he/she determines the same are appropriate or applicable, apply the test for just cause set forth in Appendix to Xxxxx’x Seafood Products, Inc., 50 LA 88, 89, 90. Any such action taken by the employer shall will not be made public. Any suspension or dismissal shall be subject to supportive of the grievance procedure herein set forth commencing at Step Two within thirty (30) calendar days of such action.
Section E. Whenever any employee is required to appear before a supervisor, a building principalemployee, the Superintendent, the Board, or any representative or agent of the Board, concerning any matter which could reasonably be expected to result in suspension or dismissal, that employee shall be given prior written notice of granted the reason(s) for such meeting or interview and shall be entitled right to have a representative of the Association present as provided in 4.C. above. The immediate supervisor (or other designated administrator) will meet with the employee prior to advise him the meeting with the student, parent or other citizen in order to brief the employee and represent him during such otherwise prepare for the meeting with the student, parent or interview. If an employee is suspended, pending charges, which charges other citizen.
E. Duly authorized representatives of the Association and its respective affiliates shall be later determined permitted to transact official Association business on school district property at all reasonable times, provided that this shall not interfere with or interrupt normal operations. Non-employees shall notify the office when they will be inappropriate, such suspension shall be with full pay to the employeeon school premises.
Section F. An employee shall have the right to be informed and respond in writing if a formal written evaluation or anything of a derogatory nature is to be placed in his personnel file. The employee will be given a copy of such material and will sign and date the material to indicate that he has seen the material and received a copy; however, his signature does not indicate agreement with its contents. If the employee chooses to respond in writing, he shall do so within twenty (20) work days and his written response shall be attached to the material and placed in his personnel file.Personnel File
Appears in 1 contract
Samples: Master Agreement
EMPLOYEE AND ASSOCIATION RIGHTS. Section A. The Fair Share – This language applies to all current employees shall have the right to freely organizeof St. Elmo School District #202. Each bargaining unit member, join and support the Association for the purpose as a condition of engaging in collective bargaining and other concerted activities for mutual aid and protection. The employer agrees that it shall not discriminate against any employeehis/her employment, with respect to wages, hours, on or other terms and conditions of employment by reason of his membership in the Association or its affiliates which are not in contravention of law, collective bargaining with the employer, or his institution of any grievance, complaint or proceeding under this Master Contract.
Section B. Nothing herein shall be construed to deny or restrict to any employee such rights as he may have under Indiana laws or other applicable laws and regulations. No complaint arising under this section shall be subject to the grievance procedure except by agreement of the parties; however, nothing herein shall be construed to deny any employee the right to seek redress in the courts. The rights granted to employees hereunder shall be deemed to be in addition to those provided elsewhere.
Section C. The employer agrees that the provisions of this Master Contract shall be applied without regard to race, creed, religion, age, color, national origin, marital status, sex, family relationship, residence or political activities conducted off school premises outside working hours.
Section D. No employee shall be disciplined, reprimanded, suspended, or discharged without just cause. In determining if just cause exists in the case of discipline, reprimand, suspension or discharge, an arbitrator hearing the case should, to the extent he/she determines the same are appropriate or applicable, apply the test for just cause set forth in Appendix to Xxxxx’x Seafood Products, Inc., 50 LA 88, 89, 90. Any such action taken by the employer shall not be made public. Any suspension or dismissal shall be subject to the grievance procedure herein set forth commencing at Step Two within before thirty (30) calendar days from the date of commencement of duties or the effective date of this Agreement, whichever is later, shall join the Association or pay a fair share fee to the Association equivalent to the amount of dues uniformly required of members of the Association, including local, state and national dues. In the event that the bargaining unit member does not pay his/her fair share fee directly to the Association by a certain date as established by the Association, the Board shall deduct the fair share fee from the wages of the non-member. Such fee shall be paid to the Association by the Board no later than ten (10) days following deduction. In the event of any legal action against the Employer brought in a court or administrative agency because of its compliance with this Article, the Association agrees to defend such action, at its own expense and through its own counsel, provided: The Employer gives immediate notice of such action.
Section E. Whenever action in writing to the Association and permits the Association intervention as a party if it so desires, and The Employer gives full and complete cooperation to the Association and its counsel in securing and giving evidence obtaining witnesses and making relevant information available at both trial and all appellate levels. The Association agrees that in any employee action so defended, it will indemnify and hold harmless the employer from any liability for damages and costs imposed by a final judgment of a court or administrative agency as a direct consequence of the Employer’s non-negligent compliance with this Article. It is required expressly understood that this save harmless provision will not apply to appear before any claim demand, suit or other form of liability which may arise as a supervisorresult of any type of willful misconduct by the Board or the Board’s imperfect execution of the obligations imposed upon it by this Article. The obligation to pay a fair share fee will not apply to any Employee who, on the basis of a building principalbonafide religious xxxxx or teaching of a church or religious body of which such Employee is a member or a belief sincerely held with the strength of traditional religious view, objects to the payment of a fair share fee to the Association. Upon proper substantiation and collection of the entire fee, the Superintendent, the Board, or any representative or agent Association will make payment on behalf of the Board, concerning any matter which could reasonably be expected Employee to result in suspension or dismissal, that employee shall be given prior written notice a mutually agreeable non-religious charitable organization as per Association policy and the Rules and Regulations of the reason(s) for such meeting or interview and shall be entitled to have a representative of the Association present to advise him and represent him during such meeting or interview. If an employee is suspended, pending charges, which charges shall be later determined to be inappropriate, such suspension shall be with full pay to the employeeIllinois Educational Labor Relations Board.
Section F. An employee shall have the right to be informed and respond in writing if a formal written evaluation or anything of a derogatory nature is to be placed in his personnel file. The employee will be given a copy of such material and will sign and date the material to indicate that he has seen the material and received a copy; however, his signature does not indicate agreement with its contents. If the employee chooses to respond in writing, he shall do so within twenty (20) work days and his written response shall be attached to the material and placed in his personnel file.
Appears in 1 contract
Samples: Negotiated Agreement
EMPLOYEE AND ASSOCIATION RIGHTS. Section A. The employees shall have the right to freely organize, join and support the Association for the purpose of engaging in collective bargaining and other concerted activities for mutual aid and protection. The employer agrees that it shall not discriminate against any employee, with respect to wages, hours, or other terms and conditions of employment by reason of his membership in the Association or its affiliates which are not in contravention of law, collective bargaining with the employer, or his institution of any grievance, complaint or proceeding under this Master Contract.
Section B. Nothing herein shall be construed to deny or restrict to any employee such rights as he may have under Indiana laws or other applicable laws and regulations. No complaint arising under this section shall be subject to the grievance procedure except by agreement of the parties; however, nothing herein shall be construed to deny any employee the right to seek redress in the courts. The rights granted to employees hereunder shall be deemed to be in addition to those provided elsewhere.
Section C. The employer agrees that the provisions of this Master Contract shall be applied without regard to race, creed, religion, age, color, national origin, marital status, sex, family relationship, residence or political activities conducted off school premises outside working hours.
Section D. No employee shall be disciplined, reprimanded, suspended, or discharged without just cause. In determining if just cause exists in the case of discipline, reprimand, suspension or discharge, 3.1 When an arbitrator hearing the case should, to the extent he/she determines the same are appropriate or applicable, apply the test for just cause set forth in Appendix to Xxxxx’x Seafood Products, Inc., 50 LA 88, 89, 90. Any such action taken by the employer shall not be made public. Any suspension or dismissal shall be subject to the grievance procedure herein set forth commencing at Step Two within thirty (30) calendar days of such action.
Section E. Whenever any employee is required to appear before a supervisor, a building principal, the Superintendent, the Board, or any representative or agent of the Board, Administration and/or Board concerning any matter which could reasonably be expected to result in suspension adversely affect his/her employment, position, or dismissalsalary, that the employee shall be given prior written notice of the reason(s) for such meeting or interview and shall be entitled upon request to have a representative of the Association present to advise him and represent him during such meeting or interviewpresent. If Further, when an employee is suspendedrequired to appear before the Board, pending charges, which charges he/she shall be later determined to be inappropriate, such suspension shall be with full pay to given reasonable notice and given written reasons for the employeeappearance.
Section F. An 3.2 Each employee shall have the right upon written request or approval of the Superintendent, to be informed review the contents of his/her personnel file and respond in writing if to submit a formal written evaluation response to any evaluative or anything of a derogatory nature is to be disciplinary document placed in his the personnel file provided such a response is submitted to the Superintendent within thirty (30) days of the employee's receipt of the document. The employee shall be notified when such documents are placed in their personnel file. A copy of the teacher's evaluations shall be included as part of the personnel file.
3.3 Employees shall have the right to organize and join the Association and to participate in professional negotiations with the Board. The Board, the Administration, and the Association shall not discriminate against any employee with respect to hours, wages, terms and conditions of employment for reasons of his/her membership or non-membership in the Association, participation in negotiations with the Board, or the institution of any grievance, complaint, or proceeding under this Agreement.
3.4 The Board shall deduct from each employee's pay the current dues of the Association, provided that the Board has an employee-executed authorization for continuing dues deductions, the amount of which shall annually be certified by the Association.
3.5 The Association shall be allowed the use of school buildings for meetings. The written request from the Association Secretary shall be filed with the Superintendent with one (1) week notice if possible. If additional costs are incurred as a result of the Association's use of said facilities, the Association will reimburse the District for those costs.
3.6 The Board, the Administration, and the Association shall comply with all federal and state laws pertaining to non-discrimination.
3.7 The Board shall deduct from the pay of a teacher, deductions to no more than one credit union provided the Board has written authorization from that teacher to do so. Authorization for such deductions must be made within thirty (30) days of start of the school year or within thirty (30) days of employment whichever is later. Deductions will continue for the school year unless the teacher submits a written revocation.
3.8 One (1) copy of the minutes of each regular Board meeting will be given made available to the Association President after they have been legally approved by Board action.
3.9 Teachers may elect on an annual basis to receive salary paychecks by direct deposit. Teachers electing the direct deposit option must submit a copy written authorization designating their depository bank on the District’s paycheck request form to the Business Office by August 15. The teacher’s election of such material direct deposit will remain in effect for the full school year, and shall continue unless the teacher submits a timely written authorization form to discontinue.
3.10 If the Administration determines that it is necessary to investigate a complaint regarding a teacher, the Administration will sign and date notify the material to indicate that he has seen teacher of the material and received a copy; however, his signature does not indicate agreement with its contentscomplaint. If the employee chooses complaint or concern does not involve issues related to respond in writingstate laws, he shall do so within twenty (20) work days and his written response shall guidelines, Board Policy requirements, workplace harassment or other misconduct, the complaint will first be attached directed to the material teacher in question. If the complaining party and placed in his personnel filestaff member are unable to resolve the issue, a meeting with the complaining party, teacher, Administration, and an Association representative will be scheduled at a mutually convenient time and location.
Appears in 1 contract
Samples: Collective Bargaining Agreement
