EMPLOYEE RIGHTS AND PROTECTIONS. A. After completion of the probationary period, no employee shall be disciplined or discharged without just cause. The term “discipline” as used in this Agreement includes warnings, reprimands, suspensions without pay, or discharges. Written notification of dismissal, suspension, or other disciplinary action shall be sent to the employee and the Union. It is expressly understood that any employee under the influence of alcohol or controlled substances, who fails required testing under the provisions of the Omnibus Transportation Employee Testing Act or who refuses to submit to testing, will be terminated without recourse to the grievance procedure.
B. An employee shall be entitled to have present a representative of the Union during any meeting which will or may lead to disciplinary action by the Employer. When a request for such representation is made, no action shall be taken with the respect to the employee until such representative of the Union is present, provided a delay of not more than twenty-four (24) hours results. Should disciplinary action be likely to occur at a given meeting, the employee shall be advised immediately of said possibility.
C. An employee shall have the right, upon request, to review the contents of their personnel file. A representative of the Union may request to review said file with the employee. The review shall be made in the presence of the administrator responsible for the safekeeping of such file.
D. Any complaints by parents or guardians of a student directed toward an employee shall be called to the employee’s attention within five (5) days of the date on which it is determined to pursue the complaint. Notice of the complaints will be in writing. The employee will make a written response to the complaint within five (5) days.
E. Employees shall be expected to exercise reasonable care with respect to the safety of pupils and property, but shall not be individually liable, except in the case of negligence or neglect of duty, for any damage or loss to person or property. However, this provision shall not be interpreted to require the Employer to assume financial responsibility beyond the coverage provided in the Employer’s insurance policies.
EMPLOYEE RIGHTS AND PROTECTIONS. Just Cause 9
EMPLOYEE RIGHTS AND PROTECTIONS. 2 4 ASSOCIATION SECURITY . . . . . . . . 4
EMPLOYEE RIGHTS AND PROTECTIONS. 9.1 Dismissal and Suspension
(a) The Association shall not dismiss or discipline an employee bound by this Collective Agreement except for just and reasonable cause.
(b) If, upon joint investigation by the Union and the Association, or upon the decision of an Arbitration Board, it is determined that an employee has been dismissed for other than just and reasonable cause, the employee shall be, subject to the arbitration award or the mutual findings of the Union and the Association, reinstated to the former position. Terms of reinstatement shall be as agreed by the Union and the Association or as decided by the Arbitration Board.
EMPLOYEE RIGHTS AND PROTECTIONS. Nothing in this Agreement, or any agreement or policy referenced in it, is intended or interpreted to prohibit me: (a) from participating, cooperating or providing information in an investigation by the EEOC or other government agency or entity regarding any claim released in this Agreement, any of the terms and conditions of this release or my employment with Modine, or as may be required or permitted by law; (b) from seeking a judicial or administrative determination regarding the validity of the waiver and release set forth in this Agreement or from filing a charge or complaint with the EEOC or other government agency or entity; or (c) from reporting possible violations of federal law or regulation to any government agency or entity or making any disclosures that are protected under the whistleblower provisions of federal law or regulation or otherwise cooperating with any government inquiry without advance approval by or notice to Modine. Further, nothing in this Agreement shall be construed to prevent me from communicating with any government agency regarding matters that are within the agency’s jurisdiction. Specifically, I may provide information to the Securities and Exchange Commission regarding any possible securities law violations, and recover an award from the Securities and Exchange Commission as a result of my reporting such possible violations. Modine’s acknowledgment of this exception does not otherwise limit the scope of the waiver and release in Paragraphs 2 – 6 of this Agreement; I do, however, waive any right to recover damages or obtain any monetary or any other personal relief of any kind based on (y) a charge filed with the EEOC or state or local EEO agency, or (z) any lawsuit arising from such a charge.
EMPLOYEE RIGHTS AND PROTECTIONS. A. RETURN FROM LEAVE Employees who have been granted leave from BOCES, and who have worked at least six
EMPLOYEE RIGHTS AND PROTECTIONS. A. After completion of the probationary period, no employee shall be disciplined or discharged without just cause. The term “discipline” as used in this Agreement includes warnings, reprimands, suspensions without pay, or discharges. Written notification of dismissal, suspension, or other disciplinary action shall be sent to the employee and the Union. It is expressly understood that any employee under the influence of alcohol or controlled substances, who fails required testing under the provisions of the Omnibus Transportation Employee Testing Act or who refuses to submit to testing, will be terminated without recourse to the grievance procedure.
B. An employee shall be entitled to have present a representative of the Union during any meeting which will or may lead to disciplinary action by the Employer. When a request for such representation is made, no action shall be taken with the respect to the employee until such representative of the Union is present, provided a delay of not more than twenty-four
EMPLOYEE RIGHTS AND PROTECTIONS. No employee shall be disciplined (including documented verbal warnings, written warnings, suspensions, discharges, or other punitive measures) without just cause. The specific grounds forming the basis for disciplinary action will be provided to the employee in writing.
EMPLOYEE RIGHTS AND PROTECTIONS. 5.01 P OLITICAL ACTIVITIES Religious or political activities of any employee or lack thereof shall not be grounds for any discipline or discrimination with respect to the employment of such employee. The private and personal life of any employee is not within the appropriate concern or attention of the District, unless it adversely affects the District or the employee’s ability to satisfactorily function as an employee.
EMPLOYEE RIGHTS AND PROTECTIONS. Section 6.1 No employee shall be disciplined (including documented verbal warnings, written warnings, suspensions, discharges, or other punitive measures) without just cause. The specific grounds forming the basis for disciplinary action will be provided to the employee in writing.
Section 6.2 An employee shall be entitled to have present a representative of the Association during any meeting which the employee believes may lead to disciplinary action. If a timely request for such representation is made, no final disciplinary action shall be taken with respect to the employee until such representative of the Association is present.
Section 6.3 No employee shall be required to appear before the School Board without forty-eight (48) hours written notification.
Section 6.4 The Board and Association agree that there shall be no discrimination and that all practices, procedures and policies of the school system shall clearly exemplify that there is no discrimination in the hiring, training, assignment, promotion, transfer, or discipline of employees, or in the application or administration of this Agreement on the basis of race, creed, color, religion, handicap, national origin, sex, domicile, marital status, membership and/or activity in the Association.
