EMPLOYEE RIGHTS. A. Pursuant to Chapter 123, Public Laws of 1975, the Board hereby agrees that every employee shall have the right to organize, join, and support the Association and its affiliates for the purpose of engaging in collective negotiations.
B. Nothing contained herein shall be construed to deny or restrict to any employee such rights as he/she may have under New Jersey School Laws or other applicable laws and regulations.
C. No employee shall be prevented from wearing pins or other identification of membership in the Association or its affiliates.
D. Whenever any employee is required to appear before his/her supervisor for the purpose of formal discipline which could, in the opinion of the supervisor, adversely affect the continuation of that employee's employment, the employee shall be given 48 hours prior written notice of the reasons for such meeting and shall be entitled to representation by a member of the Association.
E. Communications of a professional nature between the administrator and/or Board and an employee, or between employees regarding a student or students, shall remain confidential.
F. Any person who leaves the employ of the Board shall be entitled to request an exit interview, through the Superintendent of Schools, with the Board or sub-committee of the Board, as per Board policy, and shall be entitled to have a member of the Association present.
G. No employee shall be discharged, disciplined, reprimanded or reduced in work or compensation, or deprived of any professional advantage, without just cause. Any such action asserted by the Board, or any agent or representative thereof, shall be subject to the grievance procedure herein set forth.
H. Each teacher shall plan and teach course content in the manner he/she considers most practical and useful within the limits of District philosophy, Board policy, approved curriculum, State and Federal laws, and the Administrative Code.
I. Employees shall be notified one day in advance of any maintenance work to be done in their classrooms during the school day. It is understood that repairs which necessitate immediate attention in order to continue usage of the facilities shall be exempt from prior notification.
EMPLOYEE RIGHTS. Section 1. Employees covered by this Agreement are also entitled to the benefits and rights of the Pinellas County Sheriff’s Office General Orders (to include Bureau Standard Operating Procedures and Sheriff’s Orders). If any conflict occurs between this Agreement and the Sheriff’s Office General Orders, the terms of the Agreement shall prevail. The Agreement shall be the governing factor in all cases even though the benefits or rights provided may be greater or lesser than provided for in the Sheriff’s Office General Orders.
Section 2. Employees shall be required to observe and comply with all current and future rules and regulations of the Sheriff’s Office except those that are in conflict with this Agreement. Whenever a General Order, Bureau SOP, or Sheriff’s Order is created, modified, or eliminated, a draft of same will be provided to the PBA at least ten (10) days prior to implementation.
Section 3. Employees shall have the right to inspect their personnel files in accordance with the provision of General Order 6-1. Said inspection shall occur at reasonable times so long as said inspection does not interfere with or cause disruption to the provision of efficient and effective service to the public. Likewise, whenever another individual makes a public records request to review an employee’s file, the employee will be notified in accordance with the provisions of General Order 6-1. Copies of any material in a personnel file shall be made at the expense of the requestor.
Section 4. An employee shall have the right to insert in his personnel file, or Administrative Investigation file if applicable, a written and signed refutation of any material he considers to be negative or detrimental. The refutation shall be reviewed by the Human Resources Director or Inspections Bureau Commander, whichever is applicable, to ensure that it specifically addresses only the issue or issues contained in the material for which the refutation is being written. Signed witness statements shall be permitted of witnesses having direct knowledge of the issue(s) only; these statements shall also be reviewed by the Human Resources Director or Inspections Bureau Commander, whichever is applicable, and must also specifically address only the issue or issues contained in the material. Any grievance concerning this Section must, if pursued by the employee or PBA on behalf of the employee, be filed in accordance with the grievance procedure contained in General Order 3-5, unless modif...
EMPLOYEE RIGHTS. The County shall not hinder or discipline an employee for exercising any rights or benefits provided in the Memorandum of Understanding.
EMPLOYEE RIGHTS. A) When such a formal written evaluation is carried out the employee shall be made aware of the evaluation and shall signify in writing awareness of the evaluation. If an employee disagrees with the evaluation, then the employee may object in writing to the evaluation, and such objection shall be retained by the Employer with the evaluation.
B) An employee shall be entitled, upon reasonable notice, access to her personnel file and, without limiting the generality of the foregoing, shall be entitled to inspect the formal written evaluation and all written censures, letters of reprimand and adverse reports of performance evaluations. An employee shall be made aware of all such evaluations, censures, letters and reports and upon written request shall be provided with copies of the same.
C) Any employee who disputes any censure, reprimand or adverse report may have recourse through the grievance procedure and the eventual resolution thereof shall become part of the employee’s personnel record with such amendments or deletions that may be requisite.
EMPLOYEE RIGHTS. The employee retains all rights conferred by Section 3500, et seq., of the Government Code or Chapter 2.79 of the Sacramento County Code.
EMPLOYEE RIGHTS. 6.1 Employees shall have all rights granted to public employees under California law. Employees shall have the right to form, join, and participate in the activities of employee organizations of their own choosing for the purpose of representation on all matters of employer-employee relations. Employees also have the right to refuse to join or participate in the activities of employee organizations and shall have the right to represent themselves individually in their employment relations with ANAHEIM. No employee shall be interfered with, intimidated, restrained, coerced, or discriminated against by ANAHEIM or by any employee organization because of his/her exercise of these rights.
EMPLOYEE RIGHTS. 4.1 The District and the Association recognize the right of employees to form, join, and participate in lawful activities of employee organizations and the equal alternative right of employees to refuse to form, join, and participate in employee organization activities.
4.2 Neither the District nor the Association shall interfere with, intimidate, restrain, coerce, or discriminate against an employee because of the exercise of rights to engage or not to engage in lawful association activity.
4.3 The personnel file of each employee shall be maintained at the District's central administrative office. No adverse action of any kind shall be taken against any employee based upon materials, which are not in the personnel file. The Association recognizes the need for supervisors to have notes or other written materials between evaluation periods, but at the point the contents of such a supervisory file is considered by the supervisor to be grounds for an adverse action, the employee shall be provided with a copy and an opportunity to respond.
4.4 Employees shall be provided with copies of any written material ten (10) working days before it is placed in the bargaining unit member's District Support Center personnel file. The employee shall be given an opportunity during normal working hours and without loss of pay to initial and date the material and to prepare a written response to such material. The written response shall be attached to the material.
4.5 An employee shall have the right at any reasonable time to examine and/or obtain copies of any material from the bargaining unit member's personnel file, with the exception of material that includes ratings, reports, or records which were obtained prior to the employment of the bargaining unit member involved.
4.6 All personnel files shall be kept in confidence and shall be available for inspection only to the other employees of the District when actually necessary in the proper administration of the District's affairs or the supervision of the employee. The District shall keep a log indicating the persons who have examined a personnel file, as well as the date such examinations were made. Such log and the bargaining unit member’s personnel file shall be available for examination by the unit member and the Association representative if authorized by the bargaining unit member. The log shall be maintained in the unit member's personnel file.
4.7 The District agrees to provide, maintain, and replace all tools, un...
EMPLOYEE RIGHTS. The Employer's policy recognizes the right of employees:
EMPLOYEE RIGHTS. Employees of the City shall have the right to form, join and participate in the activities of employee organizations of their own choosing for the purpose of representation on all matters of employer-employee relations including but not limited to, wages, hours and other terms and conditions of employment. Employees of the City also shall have the right to refuse to join or participate in the activities of employee organizations and shall have the right to represent themselves individually in their employment relations with the City. No employee shall be interfered with, intimidated, restrained, coerced or discriminated against because of the exercise of these rights.
EMPLOYEE RIGHTS. The District and the Association recognize the right of employees to form, join and participate in lawful activities of employee organizations.
