EMPLOYEE EVALUATION POLICY Sample Clauses

EMPLOYEE EVALUATION POLICY. 18.01 Prior to introducing an Employee Evaluation Policy applicable to the employees in the Bargaining Unit, the Board will provide the Union with a reasonable opportunity to provide input into the policy.
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EMPLOYEE EVALUATION POLICY. The Board will consult with the Union prior to making any material amendments to the policy which would affect an Bargaining Unit member. Under no circumstances should a Performance Evaluation be completed for the employee by any person other than the appropriate Principal and/or Vice Principal of that employee. ARTICLE SUPERVISION Where it is deemed necessary to assign supervision of non-special needs students to the Principal shall ensure that such supervision shall be assigned equitably amongst the at that worksite. A shall not be assigned to replace an absent classroom teacher except for brief unscheduled absences during instructionalperiods of time. Issues that may arise during the school year related to supervision assignments may be brought to the attentionof the Labour Management Committee for consideration. ARTICLE HARASSMENT The Employer and the Union recognizes the right of all employees to be treated with courtesy, respect and dignity. The Employer recognizes that all forms of harassment are a serious form of misconduct. If a harassment investigation results in the discipline of a member, it shall be the disciplined member that is transferred should a transfer be deemed necessary, except where the complainant requests to be transferred.
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EMPLOYEE EVALUATION POLICY. Once a policy is in place, the Board will with the Union prior to making any material amendments to the which would affect an Bargaining Unit member. Signed in Thunder Bay, Ontario this of June, Thunder Bay Catholic District School Board Representative BETWEEN BAY CATHOLIC BOARD (the "Board) and ONTARIO SECONDARY FEDERATION BARGAINING BAY (the "Union") Training For Lifting The Board and the Union share a mutual commitment to ensuring that have appropriate from a qualified professional when are required to perform or assist with a lift Accordingly, appropriate protocols will be established between the Board and the Union. Signed in Thunder Bay, Ontario this day of June, Thunder Catholic District Authorized Representative BETWEEN OF UNDERSTANDING BAY SCHOOL BOARD (the "Board") and ONTARIO SECONDARY FEDERATION BARGAINING BAY (the "Union") Protection From Violence Issues with respect to the prevention and management of violence shall be dealt with through the Labour Management The parties may bring resource personnel to such meetings. Initial discussions shall take place within thirty days following ratification of Collective Agreement. The committee shall make recommendations, where appropriate, regarding protocols to be followed in order to prevent deal with violent situations. The Board shall make reasonable efforts to implement any such recommendationsprior to September Signed in Thunder Bay, Ontario this day of June, Thunder Bay Catholic District V BETWEEN BAY CATHOLICDISTRICTSCHOOL BOARD (the "Board") and ONTARIOSECONDARY FEDERATION BARGAINING BAY (the "Union")
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EMPLOYEE EVALUATION POLICY. 27:01 The Board will consult with the Union prior to making any material amendments to the Performance Evaluation policy which would affect a Bargaining Unit member.
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Related to EMPLOYEE EVALUATION POLICY

  • Retention Policy City shall retain ten percent (10%) of the amount due for Required Services detailed on each invoice (the “holdback amount”). Upon City review and determination of Project Completion, the holdback amount will be issued to Consultant.

  • Promotion Policy The Director of Human Resources, upon request of an appointing authority, shall determine whether an examination is to be called on a promotional basis.

  • EMPLOYEE EVALUATION 14.1 The purpose of employee evaluation is to support decisions concerning employee discipline, promotion and improvement. Evaluation shall be the responsibility of the immediate supervisor who shall not be a member of the bargaining unit.

  • Vacation Policy The Executive shall be entitled to a paid vacation of four weeks during each year of the Term.

  • Union Policy Grievance The Union may institute a grievance consisting of an allegation of a general misinterpretation or a violation by the Employer of this Agreement in writing at Step Number 2 of the grievance procedure, providing that it is presented within ten (10) working days after the circumstances giving rise to the grievance have originated or occurred. However, it is expressly understood that the provisions of this clause may not be used to institute a grievance directly affecting an employee or employees which such employee or employees could themselves initiate as an individual or group grievance and the regular grievance procedure shall not be thereby bypassed.

  • Termination Policy (A) MCHCP may terminate a public entity for any of the following reasons:

  • NO LEMON POLICY This Agreement provides that following the expiration of the term of the Covered Product’s manufacturer’s warranty, and subject to Our Limit of Liability, after three (3) service repairs have been completed for the Covered Product for the same problem, as determined in Our sole discretion, in lieu of performing a fourth (4th) repair on the Covered Product, We may replace it with a product of like kind or similar features, or issue a check to You in an amount not to exceed the remaining limit of liability as determined in accordance with the section titled “LIMIT OF LIABILITY.” If We replace the Covered Product, all Our obligations for the Covered Product under this Agreement terminate.

  • EMPLOYEE EVALUATIONS 3. Any matter for which there is recourse under State or Federal statutes.

  • Union Policy Grievance or Employer Grievance A Union policy grievance or an Employer grievance may be submitted to the Employer or the Union, as the case may be, in writing, within ten (10) work days of the time circumstances upon which the grievance is based were known or should have been known by the griever. A meeting between the Employer and the Union shall be held within five (5) work days of the presentation of the written grievance and shall take place within the framework of Step 3 of Article 22.05

  • SPAM POLICY You are strictly prohibited from using the Website or any of the Company's Services for illegal spam activities, including gathering email addresses and personal information from others or sending any mass commercial emails.

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