Common use of EMPLOYEE RIGHTS AND PRIVILEGES Clause in Contracts

EMPLOYEE RIGHTS AND PRIVILEGES. A. If the necessity for an oral reprimand occurs, it should be done in a professional manner and in a private location and shall be made in confidence and not in the presence of students, parents, co-workers, or members of the public. B. An employee shall be given, annually, in writing, a copy of his/her evaluation report prepared by his/her supervisor. No such report shall be submitted to the administration, placed in the employee’s personnel file, or otherwise acted upon without prior conference with the employee, if requested. No employee shall be required to sign a blank or incomplete evaluation form. Each employee shall have the right to attach an addendum to all written evaluations. C. A member shall have the right, upon request, to review personally, the contents of his/her personnel file in the presence of the Supervisor, Principal, or Superintendent. No material derogatory to a member’s conduct, service, character, or personality, shall be placed in his/her personnel file unless the member has had an opportunity to review the material. At least once every year a member shall have the right to indicate those documents and/or other materials in the file which he/she believes to be obsolete or otherwise inappropriate to retain. Said documents shall be reviewed by the Superintendent or designee and, at the discretion of the Superintendent, they shall be either destroyed or retained. The member shall also have the right to submit a written answer to such material, and his/her answer shall be reviewed by the Superintendent or designee and attached to the file copy. The member shall also have the right to reproduce and retain photocopies of any and all materials in his/her personnel file. The cost of such copies shall be borne by the member. The official personnel file, which shall be used for disciplinary purposes, shall be kept at the district office. D. Whenever an employee is disciplined in writing by the Superintendent or his/her designee, a copy of said notice shall be given to the employee.

EMPLOYEE RIGHTS AND PRIVILEGES. A. If Pursuant to Chapter 123, Public Laws of 1974, the necessity for an oral reprimand occurs, it should be done in a professional manner Board and in a private location and shall be made in confidence and not in the presence of students, parents, co-workers, or members of the public. B. An employee shall be given, annually, in writing, a copy of his/her evaluation report prepared by his/her supervisor. No such report shall be submitted to the administration, placed in the employee’s Association hereby agree that personnel file, or otherwise acted upon without prior conference with the employee, if requested. No employee shall be required to sign a blank or incomplete evaluation form. Each employee shall have the right to attach an addendum freely organize and join the Association for the purpose of engaging in collective negotiations and other concerted activities for mutual aid and protection, or to all written evaluationsrefrain from said activities. B. The Board and the Association agree that they shall not directly or indirectly discourage, deprive, or coerce any employee in the enjoyment of any rights conferred by N.J.S.A. 34:18A-1, et seq., or by the Constitutions of New Jersey and the United States. The Board and the Association further agree that they shall not discriminate against any employee by reason of his/her membership or nonmembership in the Association and its affiliates, his/her participation or nonparticipation in any activities of the Association and its affiliates, collective negotiations with the Board, or his/her institution of any grievance under this Agreement. C. A Whenever any employee is required to appear before the Board or any committee or member thereof concerning any matter which could adversely affect the continuation of that employee in his/her office, position, or employment, or the salary or any increments pertaining thereto, then he/she shall have be given prior written notice of the rightreasons for such meeting or interview and shall be entitled, upon request, to review personally, the contents have a person of his/her personnel file in the presence of the Supervisorchoice present to advise and represent him/her during such meeting or interview. D. Upon request, Principal, or Superintendent. No material derogatory to a member’s conduct, service, character, or personality, an employee shall be placed in his/her personnel file unless the member has had entitled to have an opportunity to review the material. At least once every year a member shall have the right to indicate those documents and/or other materials in the file association representative present at an investigatory interview with an administrator or supervisor which he/she reasonably believes might result in disciplinary action. This right shall not extend to be obsolete post-observation or otherwise inappropriate to retain. Said documents evaluation conferences. E. Nothing contained herein shall be reviewed by the Superintendent construed to deny or designee and, at the discretion of the Superintendent, they restrict to any employee such rights as he/she may have under New Jersey School Laws or other applicable laws and regulations. F. No employee shall be either destroyed or retained. The member shall also have the right to submit a written answer to such materialdisciplined without just cause. G. Employees, supervisors, administrators, and his/her answer Board members shall be reviewed by conduct themselves in a professional manner in their dealings with each other and in the Superintendent or designee performance of their respective duties, responsibilities, and attached to the file copy. The member shall also have the right to reproduce and retain photocopies of any and all materials in his/her personnel file. The cost of such copies shall be borne by the member. The official personnel file, which shall be used for disciplinary purposes, shall be kept at the district officeobligations. D. Whenever an employee is disciplined in writing by the Superintendent or his/her designee, a copy of said notice shall be given to the employee.

EMPLOYEE RIGHTS AND PRIVILEGES. A. If No employee shall be disciplined arbitrarily. Charges shall be in writing, investigated by the necessity Superintendent or his/her designee. Any employee who may be subject to discipline shall have 5 days to respond to the charges unless the charges warrant immediate response such as when the welfare of students is a concern. B. Employees in the collective bargaining unit, who are not probationary employees as defined in Article VII, paragraph H, shall not be arbitrarily discharged or suspended. Any such action shall be subject to the grievance procedure set forth in Article IV to the extent such action is legally arbitrable. This provision shall not apply to probationary staff, staff whose positions are funded through grants or whose positions are required by special education regulations, or to non-renewals of non-certified staff. C. Whenever any collective bargaining unit member is required to attend an investigatory meeting which any administrator or supervisor, Board, or any committee (or member thereof) reasonably believes could adversely affect continued employment, or salary, then he/she shall be entitled to have a Representative(s) of the Association present to advise him/her and represent him/her during the meeting. D. Any suspension of any employee whose suspension is found to be unfair and unjust shall be reimbursed for the lost time from the date of the suspension to the date of reinstatement. E. No employee shall be prevented from wearing pins or other identification of membership in the association or its affiliates except as permitted by law. F. Any reprimand by a supervisor, administrator, or Board member of an oral reprimand occurs, it should be done in a professional manner employee and in a private location and his/her performance shall be made in confidence and not in the presence of students, parents, co-workers, or members of the public. B. An employee shall be given, annually, in writing, a copy of his/her evaluation report prepared by his/her supervisor. No such report shall be submitted to the administration, placed in the employee’s personnel file, or otherwise acted upon without prior conference with the employee, if requested. No employee shall be required to sign a blank or incomplete evaluation form. Each employee shall have the right to attach an addendum to all written evaluations. C. A member shall have the right, upon request, to review personally, the contents of his/her personnel file in the presence of the Supervisor, Principal, or Superintendent. No material derogatory to a member’s conduct, service, character, or personality, shall be placed in his/her personnel file unless the member has had an opportunity to review the material. At least once every year a member shall have the right to indicate those documents and/or other materials in the file which he/she believes to be obsolete or otherwise inappropriate to retain. Said documents shall be reviewed by the Superintendent or designee and, at the discretion of the Superintendent, they shall be either destroyed or retained. The member shall also have the right to submit a written answer to such material, and his/her answer shall be reviewed by the Superintendent or designee and attached to the file copy. The member shall also have the right to reproduce and retain photocopies of any and all materials in his/her personnel file. The cost of such copies shall be borne by the member. The official personnel file, which shall be used for disciplinary purposes, shall be kept at the district office. D. Whenever an employee is disciplined in writing by the Superintendent or his/her designee, a copy of said notice shall be given to the employee.

EMPLOYEE RIGHTS AND PRIVILEGES. A. If X. Xxxxxxxx to Chapter 123, Public Laws of 1974, the necessity for an oral reprimand occurs, it should be done in a professional manner Board and in a private location and shall be made in confidence and not in the presence of students, parents, co-workers, or members of the public. B. An employee shall be given, annually, in writing, a copy of his/her evaluation report prepared by his/her supervisor. No such report shall be submitted to the administration, placed in the employee’s Association hereby agree that personnel file, or otherwise acted upon without prior conference with the employee, if requested. No employee shall be required to sign a blank or incomplete evaluation form. Each employee shall have the right to attach an addendum freely organize and join the Association for the purpose of engaging in collective negotiations and other concerted activities for mutual aid and protection, or to all written evaluationsrefrain from said activities. B. The Board and the Association agree that they shall not directly or indirectly discourage, deprive, or coerce any employee in the enjoyment of any rights conferred by N.J.S.A. 34:18A-1, et seq., or by the Constitutions of New Jersey and the United States. The Board and the Association further agree that they shall not discriminate against any employee by reason of his/her membership or nonmembership in the Association and its affiliates, his/her participation or nonparticipation in any activities of the Association and its affiliates, collective negotiations with the Board, or his/her institution of any grievance under this Agreement. C. A Whenever any employee is required to appear before the Board or any committee or member thereof concerning any matter which could adversely affect the continuation of that employee in his/her office, position, or employment, or the salary or any increments pertaining thereto, then he/she shall have be given prior written notice of the rightreasons for such meeting or interview and shall be entitled, upon request, to review personally, the contents have a person of his/her personnel file in the presence of the Supervisorchoice present to advise and represent him/her during such meeting or interview. D. Upon request, Principal, or Superintendent. No material derogatory to a member’s conduct, service, character, or personality, an employee shall be placed in his/her personnel file unless the member has had entitled to have an opportunity to review the material. At least once every year a member shall have the right to indicate those documents and/or other materials in the file association representative present at an investigatory interview with an administrator or supervisor which he/she reasonably believes might result in disciplinary action. This right shall not extend to be obsolete post-observation or otherwise inappropriate to retain. Said documents evaluation conferences. E. Nothing contained herein shall be reviewed by the Superintendent construed to deny or designee and, at the discretion of the Superintendent, they restrict to any employee such rights as he/she may have under New Jersey School Laws or other applicable laws and regulations. F. No employee shall be either destroyed disciplined or retained. The member shall also have the right to submit a written answer to such materialreduced in rank and/or compensation without just cause. X. Xxxxxxxxx, supervisors, administrators, and his/her answer Board members shall be reviewed by conduct themselves in a professional manner in their dealings with each other and in the Superintendent or designee performance of their respective duties, responsibilities, and attached to the file copy. The member shall also have the right to reproduce and retain photocopies of any and all materials in his/her personnel file. The cost of such copies shall be borne by the member. The official personnel file, which shall be used for disciplinary purposes, shall be kept at the district officeobligations. D. Whenever an employee is disciplined in writing by the Superintendent or his/her designee, a copy of said notice shall be given to the employee.