EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. A secretary shall strive for excellence in his/her work, and take advantage of opportunities for continually improving his/her skills and relationships with the Board, co-workers, and the public.
B. The Association and individual members thereof, agree to uphold and honor the policies, rules, regulations and practices of the Board and sections of this Agreement. Neither the Association, its representatives, nor any member, shall assume administrative or supervisory authority or direct employees to disregard the instructions or directions of the Board unless the Board is limited by this Agreement.
C. Secretaries are responsible for maintaining a continuous high level of service to the welfare and benefit of the school district. Secretaries, therefore, are responsible for discharging their work assignments with proficiency and making a conscientious effort to meet all the duties of their positions.
D. No Association representative, or secretary, shall engage in Association activities or business during employee working hours, without Board approval.
E. The Association is hereby granted the right to reasonable use of school premises for its business meetings, after receiving prior approval from the Board, and providing it pays any overtime costs which may be incurred by the District.
F. The Association may have reasonable use of the District's mail service and mailboxes for its business and social event announcements and may post notices on a part of the school bulletin boards in building lounges, provided all such announcements and notices contain the name of the Association officer or representative authorizing the same.
G. Nothing in this Contract shall be construed to deny or restrict an employee's rights under the Michigan General School Laws, or applicable civil laws. The rights granted in this Contract are deemed to be in addition to those provided elsewhere. This paragraph is not deemed grievable under the grievance procedure herein.
H. When the Board disciplines employees, it will not be arbitrary or unreasonable. No Seniority bargaining unit member shall be disciplined without just cause.
I. A suspended or discharged seniority employee will be allowed to discuss his/her suspension or discharge with the President or Vice President for up to thirty (30) minutes. Nothing contained herein, however, shall prevent the Board from requiring the summary removal of the offending employee, if it appears that the safety of any person, property, or the mainte...
EMPLOYEE RIGHTS AND RESPONSIBILITIES. In addition to rights identified herein, employees affected by these procedures shall also have the following rights:
1. Through prior arrangement with his/her immediate supervisor an employee who has been notified of his/her impending layoff shall be granted reasonable time off without loss of pay to participate in a prescheduled interview or test for other employment.
2. An employee who has been laid off shall be paid in full for his/her unused accrued vacation leave on the effective date of the layoff.
3. When an individual is reemployed he/she shall be entitled to:
a. Retain his/her seniority date.
b. Accrue vacation leave at the same rate at which it was accrued at the time of the layoff.
c. Have any unused sick leave reinstated. An individual reemployed into the job classification from which he/she was laid off shall be assigned to the same salary range and step he/she held at the time of the layoff. An individual reemployed into a job classification other than the classification from which he/she was laid off shall be assigned to the salary range of the new classification at the amount closest to the salary he/she earned at the time of the layoff. An individual reemployed into the classification from which he/she was laid off while still a probationary employee shall complete, upon return to the job, the remaining portion of his/her probationary period, if any, in effect at the time of the layoff. Similarly, an individual who is reemployed shall complete upon return to the job the same work time he/she would have had to work at the time of the layoff to attain a higher vacation leave accrual rate or to become eligible for a salary step increase, if such changes are possible.
EMPLOYEE RIGHTS AND RESPONSIBILITIES. 20.8.1 The County will keep confidential all testing results. If at any point the results of the testing procedures specified in Section 20.4 (Drug & Alcohol Testing Process) of this Article are negative, all further testing shall be discontinued. The employee will be provided a copy of the results, and all other copies of the results (including the original) will be maintained in the Human Resources Department.
20.8.2 Prior to participating in the mandatory testing process, employees who voluntarily seek assistance concerning a drug or alcohol problem shall not be disciplined by the employer and will be immediately referred to the County's EAP. Employees may not return to work until they provide a release from a SAP or CDP. Employees may use available sick leave, floating holiday, accrued PTO (in accordance with Appendix C to this Agreement), vacation or comp time for counseling and treatment.
20.8.3 An employee not designated "on-call" and requested to report to work shall inform their Supervisor of any inability to work due to the consumption of alcohol or drugs which may impair the employee’s ability to safely perform his/her job. Under this Section, an employee will not be subject to discipline for advising the employee’s Supervisor of his/her inability to work.
20.8.4 All employees who must use a prescription drug that causes or results in adverse side effects (e.g., drowsiness or impaired reflexes or reaction time) shall inform their Supervisor that they are taking such medication according to the advice of a physician. Employees are not required to notify their Supervisor of the name of the medication, only that they are taking a medication that causes adverse side effects. If the prescription drug use could cause productivity or safety problems, a Supervisor may grant the employee sick leave or temporarily assign the employee different duties, if available.
20.8.5 Employees are required, in compliance with this Substance Abuse Free Workplace Policy, to notify the County of any criminal statute conviction for a substance abuse related violation occurring in the workplace no later than five (5) working days after such conviction.
EMPLOYEE RIGHTS AND RESPONSIBILITIES. Section 10.1 Pursuant to law, the parties agree that employees will have the right to self-organization to form, join or assist the Association and to bargain collectively through the Association.
Section 10.2 Employees will not be discriminated against with respect to hours, wages, or terms and conditions of employment by reason of his/her membership in the Association, or of his/her institution of any grievance, complaint or proceeding under this Agreement. The provisions of this Agreement will be applied without regard to domicile, race, creed, religion, color, national origin, age, sex, marital status, sexual orientation, gender identity or the presence of any sensory, mental or physical handicap unless based upon a bona fide occupational qualification.
Section 10.3 Nothing contained within this Agreement will be construed to deny or restrict to any employee rights he/she may have under the Revised Code of Washington, or the Constitution of Washington or the United States. The rights granted to employees hereunder will be deemed to be in addition to those provided elsewhere by law.
Section 10.4 Employees will be entitled to full rights of citizenship. Religious or political activities of the employee and the private and personal life of the employee will not be grounds for disciplinary action unless the District shows just and sufficient cause that such activities or private and personal life are harmful to the educational program or adversely impact the performance of assigned duties.
Section 10.5 Specific grounds forming the basis for formal disciplinary action will be made available to the employee and the Association in writing at least two (2) working days prior to such action. The employee, the District, and the Association may waive the two-day notice upon agreement.
Section 10.6 Complaints shall be called to the attention of the employee as soon as possible. Any complaint not called to the attention of the employee may not be used as the basis for any disciplinary action against the employee or for evaluation purposes. Anonymous complaints may not be used for discipline or in evaluation, unless substantiated by an investigation.
Section 10.6.1 In an attempt to resolve problems at the lowest level, principals shall encourage parties making a complaint to discuss the issue(s) surrounding their complaint with the employee(s) involved.
Section 10.6.2 Prior to filing a complaint via the Patron Grievance process at the School Board level, individuals...
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. Employees covered by this Contract retain and reserve unto themselves all powers, rights, authority, duties, and responsibilities conferred upon and vested in them by the laws and constitution of the State of Florida and applicable rules and policies of the Board.
B. The private and personal life of an employee is the concern of only that individual unless it interferes with the effective performance of his/her prescribed duties or involves behavior that falls within the scope of Section 1012.795, F.S., or related administrative rules and policies.
C. With the approval of the site administrator or his/her designee, employees may leave the site when not engaged in performing assigned duties. Every Effort shall be made to approve all reasonable requests.
D. When school is not in session, employees shall make arrangements with the site administrator to have access to the building.
E. An employee shall not solicit support of a candidate seeking an elective office during regular work hours, nor shall an employee who seeks an elective office engage in any campaign activities that will interfere with the performance of his/her assigned duties.
F. An employee shall maintain the right and responsibility to determine final grades and other evaluations of students within the grading policies of the District, based upon professional judgment using available criteria pertinent to any given subject area or activity for which the employee is responsible.
G. Individual employees will be provided notices of requests for information specifically about the employee from persons outside the District except for verification of employment, employment inquiry, salary, or other requests authorized by state or federal law.
X. Each employee who resides in the District and is employed at least half time, or who resides outside the District and is employed full time, shall have the opportunity to enroll his/her child/children in the school of choice, subject to the following conditions:
1. The student is eligible for admittance under the Board’s Pupil Progression Plan.
2. Space is available at the student’s grade level.
3. Transportation shall be provided by the student or parent.
4. An employee must request a student reassignment under this section by March 1 of the school year prior to that in which the reassignment would take effect. An employee newly hired, transferred, or reassigned by the District must request a student reassignment within ten (10) days of such employment ac...
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. No material, including but not limited to, student, parental, or school personnel complaints originating after initial employment will be placed in an employee's personnel file unless the employee has been notified. Complaints placed in the personnel file shall be put in writing with the names of the complainants. The employee may submit a written notation regarding any material, including complaints, and same shall be attached to the file copy of the material in question. If the employee believes that the material to be placed in his/her file is inappropriate or in error, the employee may receive adjustment, provided cause is shown, through the grievance procedure. If the employee is asked to sign material placed in his/her file, such signature shall be understood to indicate awareness of the material, but in no instance shall said signature be interpreted to mean agreement with the content of the material.
B. Dedication to the mission of the School District by all employees and administrators is necessary for the good and welfare of the students, schools and community. The parties to this Agreement, recognizing this fact, agree to use their influence to encourage all school personnel to perform efficient work and service, to improve the School District's standards and to cooperate among themselves and with the school Board in promoting the welfare of the School District and improving its services.
C. Any case of assault upon employee in performance of his/her duties shall be promptly reported to the Employer or its designated representative.
D. The Board will reimburse an employee for any loss, damage, or destruction of clothing or personal property, excluding cash in any form. In order to be eligible for reimbursement:
1. The employee must have been following the rules, regulations and policy of the Board and local state or federal law.
2. The employee was in no way at fault, careless, or negligent.
3. The loss must have occurred while on duty.
4. The Board has the option of reimbursement or replacement.
5. The employee's use or possession of clothing or personal property must have been reasonably necessary to enable the employee to perform essential job functions. The private vehicles of employees are excluded from coverage under this paragraph.
E. It is the primary responsibility of the employee to safely transport students and to maintain control and discipline of students while on duty. The Employer will support and assist employees with respect ...
EMPLOYEE RIGHTS AND RESPONSIBILITIES.
A. RIGHT TO ORGANIZE Pursuant to Act 379 of the Public Acts of 1965, as amended as of the ratification and execution of this Agreement, the Board hereby agrees that each employee shall have the right to organize, join, and support the Association for the purpose of engaging in collective bargaining and other activities for mutual aid and protection, or to refrain from such activities. As a duly elected body exercising governmental power under cover of the law of the State of Michigan, the Board undertakes and agrees that it will not directly or indirectly discourage, deprive, or coerce any employee in the exercise of any rights conferred by Act 379 or the laws of Michigan. The Board shall not discriminate against any employee with respect to hours, wages, or any terms or conditions of employment by reason of membership in the Association; participation or non-participation in any activities in the Association; collective bargaining with the Board; or institution of a grievance, complaint, or proceeding under this Agreement, or otherwise, with respect to any terms or conditions of employment.
B. VENDING MACHINES Vending machines may be installed in employees' lounges or in other areas that are restricted to the staff. Administration of the machine, product, and proceeds shall be the duty of the business office, with proceeds being returned to the building.
EMPLOYEE RIGHTS AND RESPONSIBILITIES. Nothing contained herein shall be construed to deny or restrict any employee rights or responsibilities as provided for under the laws of the State of Michigan or the United States. Rights and responsibilities noted herein shall be deemed to be in addition to those provided elsewhere.
A. Membership in the Association shall not be required as a condition of employment.
B. The Employer and the Association agree that every employee shall have the right freely to organize, join, and support the Association for the purpose of engaging in collective bargaining or negotiations and other concerted activities for mutual aid and protection.
C. Although the parties acknowledge the difficulty of completely and precisely defining the proper standards of conduct for each employee, it is recognized that those standards include the following:
1. Maintaining a level of professional competence as may be required to adequately discharge his/her professional responsibilities which are within the scope of his/her certification.
2. Adequate prior preparation for a professional assignment. Such preparation includes the development of lesson plans, teaching aids or other materials as may be necessary for the planning, preparation, presentation and review of the instruction to be presented by the employee or as may be required in the absence of such employee. New staff are required to attend a three (3) day orientation prior to the beginning of the employee’s first year of employment, or as soon as can be scheduled by the Administration. Orientation shall include ISD orientation, local xxxxxxxx xxxxxxxxxxx, xxxxxxxx xxxxxxxxxxx, XXX orientation and mentor orientation. Existing staff shall be required to complete annual updates necessary in the areas of Right to Know, Blood Borne Pathogens, State and Federal Laws, and/or other areas which may be identified by law.
3. Sensitive to the stated, expressed needs and desires of his/her students and parents.
4. Maintaining such order and discipline during the conduct of instruction as shall be necessary to provide a suitable learning environment.
5. Refraining from engaging in outside activities which materially interfere with the performance of his/her professional assignments.
6. The prompt notification of the Employer of any physical or mental condition which may reasonably impair the ability of the employee to adequately discharge the employee’s professional responsibilities.
7. The obligation not to knowingly withhold or misrepresent...
EMPLOYEE RIGHTS AND RESPONSIBILITIES. 17.1 Internal Affairs Investigation Policy
A) The Internal Affairs Investigation policy is the procedure used by the department to investigate complaints about Employees and is part of the JPD Regulations and Operations Manual. The Police Chief will give serious consideration to recommendations, comments and suggestions by the Association concerning modifications to the Internal Affairs Investigation policy.
B) The department will make every effort to complete Internal Affairs Investigations within 90 days of the date of case initiation. Should an Internal Affairs Investigation take longer than 90 days, the Employee under investigation shall be notified in writing of the reasons for the delay and provided with an estimated time of completion.
C) This Article does not compromise or in any way inhibit the Police Chief’s authority to add to, delete from or otherwise amend the JPD Regulations and Operations Manual.
D) The following rights shall be preserved in the Internal Affairs Investigation policy:
1) Employees are entitled to a prompt notice of investigations into complaints concerning them unless doing so would interfere with a criminal investigation. The notice shall contain a synopsis of the complaint; which shall identify the complainant unless there is reasonable cause not to, and department employees who are involved in conducting the investigation. The notice shall provide sufficient detail for the employee to understand the focus of the investigation.
2) If, during the course of the investigation, additional areas of potential misconduct arise that expand the scope of the initial investigation, the employee shall be notified in writing of the new or revised allegations unless doing so would interfere with a criminal investigation. The Chief, at his or her discretion, may include the additional allegations in the current IA investigation, or open a new IA investigation. If the Association is involved in representing the Member under investigation, the Chief or designee will notify the Association of the expanded scope of allegations.
3) Members are entitled to be represented by the Association at interviews and pre- disciplinary conferences. Except in exigent circumstances, the Member will have up to three (3) days to arrange Association representation.
4) Questions asked during the interview of the Member subject to the IA shall be confined to those matters related to the notice provided by the investigating officer.
5) Interviews with Members dur...
EMPLOYEE RIGHTS AND RESPONSIBILITIES. 11
4.1 GENERAL RIGHTS AND RESPONSIBILITIES 11
4.2 DRUG AND ALCOHOL FREE WORKPLACE 14 4.3 HEALTH AND SAFETY 16 4.4 POLYGRAPH TESTING 17 ARTICLE 5 UNION RIGHTS AND RESPONSIBILITIES. 18 5.1 UNION RECOGNITION 18 5.2 EMPLOYEE STATUS REPORTS 18 5.3 UNION SECURITY/UNION DUES DEDUCTIONS 18 5.4 UNION REPRESENTATIVES 21 5.5 UNION USE OF UNIVERSITY’S FACILITIES AND EQUIPMENT 24 5.6 TIME OFF FOR UNION ACTIVITIES 25 ARTICLE 6 HOURS OF WORK, WORK SCHEDULES AND OVERTIME 26 6.1 HOURS OF WORK/WORK SCHEDULES 26 6.2 OVERTIME 29 6.3 COMPENSATORY TIME 31 6.4 MEAL PERIODS AND REST BREAKS 31 6.5 TRAVEL, MEALS, AND EXPENSES 33 ARTICLE 7 HIRING AND APPOINTMENTS 34 7.1 HIRING AND APPOINTMENTS 34 7.2 TEMPORARY/HOURLY EMPLOYEES 44 ARTICLE 8 CLASSIFICATION 46 ARTICLE 9 PERFORMANCE EVALUATIONS 48 ARTICLE 10 CORRECTIVEACTION AND DISCIPLINE 49 ARTICLE 11 LAYOFF AND RECALL 53 ARTICLE 12 SENIORITY 58 ARTICLE 13 PRESUMPTION OF RESIGNATION 59 ARTICLE 14 PERSONNEL RECORDS 60 ARTICLE 15 BENEFITS 62 15.1 BENEFITS 62 15.2 VOLUNTARY EMPLOYEE RETIREMENT BENEFIT ACCOUNTS – VEBA 62 15.3 EMPLOYEE ASSISTANCE PROGRAM 62 15.4 CHILDCARE 63 15.5 COMMUTE TRIP REDUCTION, PARKING, AND EMERGENCY RIDE HOME 63 ARTICLE 16 HOLIDAYS 64
