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 maintenance of order requires such summary removal. J. The purpose of the installation of cameras/monitors is to increase the safety and security in that building. The Association, upon request, is entitled to information detailing where cameras/monitors are located in each building. It is specifically understood that surveillance equipment (i.e. cameras) cannot be used for purposes of staff evaluation or monitoring. It is understood that situations may arise warranting review of video. If any incident of illegal activity of staff is observed on the video, the Association will be immediately notified and will be given the opportunity to review the tape(s) within three (3) days of receipt of the notice.
Appears in 4 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. A secretary shall strive 1. The County has the right to require an employee to undergo a drug and/or alcohol test when there is reasonable suspicion to indicate the employee has used and/or the presence of a substance which violates these policies, causes the employee to pose a hazard to the safety of the employee, the public, or other employees. However, an employee may be required to undergo a re-examination drug and/or alcohol test as provided in Section J.2. of this policy.
2. It is the employee’s responsibility to report for excellence in duty without the presence of drugs and/or alcohol, be able to perform his/her workjob safely and effectively, without drugs, alcohol, or any other intoxicating substance in the employee’s blood, breath and/or urine.
3. Employees are responsible for obtaining from their health care provider adequate information about the effects of prescription medication on job performance; and take advantage of opportunities for continually improving promptly notifying his/her skills supervisor of same; or promptly notifying his/her supervisor of the effects on job performance of over-the-counter medication being taken.
4. Employees are prohibited from the presence of, possessing, manufacturing, using, distributing, or selling alcohol, controlled substances or drug paraphernalia on County premises or while on duty. For purposes of this policy, “on duty” time includes meal and relationships break periods during the work shift.
5. Employees are encouraged to request assistance with drug use and/or alcohol abuse problem(s), with the Boardunderstanding that the first request for assistance will not be used as the basis for disciplinary action. However, co-workers, and the publica request for assistance shall not be used to exempt employees from job performance requirements.
B. The Association and individual members thereof6. In accordance with the Drug-Free Workplace Act of 1988, agree to uphold and honor an employee who is convicted and/or any other alternative disposition like plea bargain, deferred prosecution, of a violation of a criminal drug statute shall notify the policies, rules, regulations and practices of the Board and sections Sheriff or his/her designee no later than 5 days after such conviction. For purposes of this Agreement. Neither policy, a criminal drug statute means any criminal law involving the Associationmanufacture, its representativesdistribution, nor dispensation, use, or possession of 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 Agreementcontrolled substance.
C. Secretaries are responsible for maintaining a continuous high level of service to the welfare and benefit of the school district7. 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 Employees have the right to reasonable use challenge the results of school premises for its business meetings, after receiving prior approval from certain tests and certain discipline imposed in accordance with the Board, and providing it pays any overtime costs which Grievance procedure of their labor contract. Employees who dispute the results of a drug test may have their split sample tested at their own cost at another DHHS-certified laboratory. This employee request must be incurred made in writing within 72 hours of notification of a positive drug test result by the DistrictMRO.
F. 8. Employees having knowledge of another employee's condition/behavior that poses a potential threat to the safety of employees and/or the public are obligated to immediately inform the employer of the problem. The Association employer may assist the employee in getting help with the problem.
9. Employees who are required to undergo a drug and/or alcohol test will be provided transportation to the collection facility and shall also be offered transportation home by a Department representative. If suspected of being impaired, the employee will be advised against driving him/herself home or otherwise operating a motor vehicle.
10. Employees may have reasonable use a Guild representative present at the collection facility. However, the lack of Guild representation shall not cause unreasonable delays in the District's mail service collection process. If there are delays and mailboxes for its business and social event announcements and may post notices the test is rendered invalid, useless, and/or inaccurate, then the Employer has the right to proceed based on a part of observations if the school bulletin boards in building lounges, Employer determines discipline is applicable provided all such announcements and notices contain that this does not prevent the name of Guild from challenging 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 accuracy under the grievance procedure hereinprocedure.
H. When 11. Employees shall fully cooperate in the Board disciplines employees, it will not be arbitrary or unreasonable. No Seniority bargaining unit member shall be disciplined without just causecollection process.
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 maintenance of order requires such summary removal.
J. The purpose of the installation of cameras/monitors is to increase the safety and security in that building. The Association, upon request, is entitled to information detailing where cameras/monitors are located in each building. It is specifically understood that surveillance equipment (i.e. cameras) cannot be used for purposes of staff evaluation or monitoring. It is understood that situations may arise warranting review of video. If any incident of illegal activity of staff is observed on the video, the Association will be immediately notified and will be given the opportunity to review the tape(s) within three (3) days of receipt of the notice.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. A secretary
Section 1 Non-Discrimination Clause The District and the Association will act in lawful compliance with federal and state laws and regulations regarding non- discrimination of employees.
Section 2 Right to Due Process No employee shall strive be disciplined, warned, reprimanded, suspended, reduced in rank or compensation, discharged, non- renewed, terminated or adversely affected in any way without just and sufficient cause. In the event a principal or supervisor feels that a particular behavior is unacceptable on the part of an employee, special monitoring shall be initiated. Discipline of staff members shall normally be progressive in routine cases of unsatisfactory behavior or performance to consist of the following steps:
1. an initial informal conference with only the principal or supervisor (The principal and the employee must sign the Step 1 Conference form - Appendix L);
2. if unsatisfactory behavior persists, special monitoring will be initiated by the principal or supervisor, a second conference will be held with the employee and a written note entered in the employee's building level personnel file as to the problem and directed remedy;
3. if the subject behavior continues, a conference shall be held and a formal written reprimand shall be placed in the employee's district level personnel file specifying the problem, directed remedy, and possible consequences;
4. should the employee's behavior continue to be unsatisfactory, the principal or supervisor shall recommend suspension with pay, suspension without pay or discharge whichever is considered by the District as appropriate. Prior to the implementation the reasons for excellence suspension with pay, suspension without pay or discharge shall be in writing and delivered to the affected employee as prescribed in this Agreement. Nothing in this section shall limit the District in taking immediate and severe disciplinary action in cases of sudden and/or extraordinary behavioral or performance problems. An employee shall have a right to have present a representative of his/her workown choosing in any formal hearing as provided in the grievance procedure. In the above section an employee may, and take advantage of opportunities for continually improving upon his/her skills request, have a representative present at steps (2), (3) and relationships with (4) only. It is agreed that disciplinary matters pursuant to this article shall be subject to the Boardgrievance procedure contained in this agreement except matters relating to evaluation, coprobation, non-workers, and the public.
B. The Association and individual members thereof, agree renewal or discharge which shall be subject to uphold and honor the policies, rulesappropriate statutes, regulations and practices of the Board and sections provisions of this Agreement. Neither the Association, its representatives, nor any Any complaint of a disciplinary nature made against a unit member, shall assume administrative or supervisory authority or direct employees to disregard and the instructions or directions name of the Board unless complainant will be brought to the Board attention of the member within ten working days, except in cases where the complaint involves a serious violation of law and premature notification could jeopardize the necessary investigation. If an employee is limited by this Agreementnot advised of the complaint in accordance with these standards, it shall not be used in future disciplinary actions or evaluations.
C. Secretaries Section 3 Academic Freedom It is expressly agreed that controversial issues 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 part of the District's mail service and mailboxes for its business and social event announcements and may post notices on instructional program when related to subject matter in a part given grade level or specific curricular fields. The teachers will use professional judgment in determining the appropriateness of the school bulletin boards in building lounges, provided all such announcements issues to the curriculum and notices contain the name maturity of the Association officer or representative authorizing students. Questionable matters should be referred to the same.
G. Nothing principal for decision. Resource speakers must be approved in this Contract shall be construed to deny or restrict an employee's rights under advance by the Michigan General School Lawsprincipal. In the presentation of all controversial issues, 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 every effort will be allowed made to discuss affect a balance of biases, divergent points of view and an opportunity for exploration by the students into both sides of the issue. In discussing controversial issues a teacher will encourage students to express their own views, assuring that it be done in a manner which gives due respect to the rights and opinions of others. When discussing controversial issues, the teacher will respect the positions other than his/her suspension own. Students will be encouraged, after class discussion and independent inquiry, to reach their own conclusions regarding controversial issues. No mechanical or discharge with the President or Vice President for up electronic device will be utilized 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, propertyobserve, or place under surveillance any certificated employee without his/her knowledge and consent. This does not preclude the maintenance use of order requires such summary removal.
J. The purpose of communication systems for ordinary school use. If a teacher disagrees with a grade change he or she may appeal the installation of cameras/monitors is to increase the safety and security in that buildingdecision. The Association, upon request, process for an appeal is entitled to information detailing where cameras/monitors are located outlines in each building. It is specifically understood that surveillance equipment (i.e. cameras) cannot be used for purposes of staff evaluation or monitoring. It is understood that situations may arise warranting review of video. If any incident of illegal activity of staff is observed on the video, the Association will be immediately notified and will be given the opportunity to review the tape(s) within three (3) days of receipt of the notice.Appendix N.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
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, nor shall any teacher have the increment withheld, or be reprimanded or reduced in rank or compensation without just cause. Such action asserted by the Board, or any agent or representative thereof, shall be subject to the Grievance Procedure with the exception of cases involving the non-renewal of a non-tenured teacher or non-tenured Secretarial employee for performance, or the denial of an increment for a tenured teacher for performance. Grievances asserted by employees under this section shall be subject to binding arbitration.
I. A suspended B. Whenever any employee is required by the Board of Education or discharged seniority the Superintendent to appear before the Board or the Superintendent concerning any matter which could adversely affect the continuation of the employee in the office, position, or employment or the salary or any increments pertaining thereto, then the employee and the Association shall be given prior written notice of the reasons for such a meeting or interview and shall be advised in writing that the employee is entitled to have a representative of the Association present to advise and represent the person during such meeting or interview. Any suspension of a teacher, paraprofessional or Secretary shall be as specified in the New Jersey
C. Each teacher shall have the right and responsibility to determine grades of students assigned to the teachers within the grading policies of the Board and related administrative procedures.
D. It shall be the responsibility of each employee to comply with the terms of this Agreement and with Board policies and administrative procedures that do not conflict with the terms of this Agreement.
E. Negative criticism by an administrator of an employee shall be offered in private to the employee.
F. There will be allowed circumstances where a non-certificated employee is required to discuss provide adult supervision to one or more students within the scope of his/her suspension or discharge with employment. Such employee is expected to provide appropriate supervision and to exercise reasonable judgment as an adult in these circumstances; and s/he shall be defended, saved harmless and protected against financial loss by the President or Vice President for up Board, to thirty (30) minutes. Nothing contained hereinthe extent required by law, however, shall prevent in relation to civil and/or criminal actions that may be brought against the Board from requiring the summary removal of the offending employee, if it appears that the safety of any person, property, or the maintenance of order requires such summary removalemployee under these circumstances.
J. The purpose of the installation of cameras/monitors is to increase the safety and security in that building. The Association, upon request, is entitled to information detailing where cameras/monitors are located in each building. It is specifically understood that surveillance equipment (i.e. cameras) cannot be used for purposes of staff evaluation or monitoring. It is understood that situations may arise warranting review of video. If any incident of illegal activity of staff is observed on the video, the Association will be immediately notified and will be given the opportunity to review the tape(s) within three (3) days of receipt of the notice.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. A secretary Section 3.1 - Each employee may elect to bring matters of personal concern directly to their supervisor or other appropriate officials in informal discussions without union representation or notification to the union of such a meeting.
Section 3.2 - Each employee shall strive for excellence in his/her workhave the right to form, join, or assist any labor organization, or to refrain from any such activity, freely and without fear of penalty or reprisal, and take advantage each employee shall be protected in the exercise of opportunities such right including the right to act for continually improving his/her skills and relationships with the Board, co-workers, Local in the capacity of a representative and the publicright, in that capacity, to present the views of the Local to the RBD, agency officials, other officials of the Executive Branch of the Government, the Congress, or other appropriate authorities; and to engage in collective bargaining with respect to conditions of employment through representatives chosen by employees.
B. The Association Section 3.3 - Each employee shall have the right to donate to charity and individual members thereofparticipate in charitable organizations freely and without coercion.
Section 3.4 - Nothing in this agreement shall require an employee to become or remain a member of a labor organization or to pay money to the organization except pursuant to voluntary written authorization by a member for the payment of dues through payroll deductions.
Section 3.5 - Employees shall have the right to engage in outside activities of their own choosing without being required to report to the RBD on such activities, agree to uphold except as required by law, regulation, DOI or BLM regulation or policy. No employee will be unlawfully discriminated against by either the RBD or the Local because of lawful political affiliation or labor organization membership.
Section 3.6 - Employees are accountable for the performance of official duties and honor the policiescompliance with standards of conduct of Federal Employees, rulesas set forth in 5 USC Section 2635 and any related DOI or BLM regulation or policy. Consistent with these laws, regulations and practices of policies, employees are entitled to conduct their private lives as they see fit. However, this does not preclude 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 AgreementRBD from taking disciplinary action for off duty misconduct.
C. Secretaries are responsible for maintaining a continuous high level of service to the welfare and benefit of the school district. SecretariesSection 3.7 - All coworkers shall be treated with respect, 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 Boardcommon courtesy, 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 consideration. Any communication with employee(s) concerning performance 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 conduct will be allowed done so in a private manner, unless imminent danger exists or is perceived 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 maintenance of order requires such summary removalexist.
J. The purpose of the installation of cameras/monitors is to increase the safety and security in that building. The Association, upon request, is entitled to information detailing where cameras/monitors are located in each building. It is specifically understood that surveillance equipment (i.e. cameras) cannot be used for purposes of staff evaluation or monitoring. It is understood that situations may arise warranting review of video. If any incident of illegal activity of staff is observed on the video, the Association will be immediately notified and will be given the opportunity to review the tape(s) within three (3) days of receipt of the notice.
Appears in 2 contracts
Samples: Basic Agreement, Basic Agreement
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 ' 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 ' 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 maintenance of order requires such summary removal.
J. The purpose of the installation of cameras/monitors is to increase the safety and security in that building. The Association, upon request, is entitled to information detailing where cameras/monitors are located in each building. It is specifically understood that surveillance equipment (i.e. cameras) cannot be used for purposes of staff evaluation or monitoring. It is understood that situations may arise warranting review of video. If any incident of illegal activity of staff is observed on the video, the Association will be immediately notified and will be given the opportunity to review the tape(s) within three (3) days of receipt of the notice.
Appears in 1 contract
Samples: Collective Bargaining Agreement
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, nor shall any teacher have the increment withheld, or be reprimanded or reduced in rank or compensation without just cause. Such action asserted by the Board, or any agent or representative thereof, shall be subject to the Grievance Procedure with the exception of cases involving the non-renewal of a non- tenured teacher or non-tenured Secretarial employee for performance, or the denial of an increment for a tenured teacher for performance. Grievances asserted by employees under this section shall be subject to binding arbitration.
I. A suspended B. Whenever any employee is required by the Board of Education or discharged seniority the Superintendent to appear before the Board or the Superintendent concerning any matter which could adversely affect the continuation of the employee in the office, position, or employment or the salary or any increments pertaining thereto, then the employee and the Association shall be given prior written notice of the reasons for such a meeting or interview and shall be advised in writing that the employee is entitled to have a representative of the Association present to advise and represent the person during such meeting or interview. Any suspension of a teacher, paraprofessional or Secretary shall be as specified in the New Jersey Statutes.
C. Each teacher shall have the right and responsibility to determine grades of students assigned to the teachers within the grading policies of the Board and related administrative procedures.
D. It shall be the responsibility of each employee to comply with the terms of this Agreement and with Board policies and administrative procedures that do not conflict with the terms of this Agreement.
E. Negative criticism by an administrator of an employee shall be offered in private to the employee.
F. There will be allowed circumstances where a non-certificated employee is required to discuss provide adult supervision to one or more students within the scope of his/her suspension or discharge with employment. Such employee is expected to provide appropriate supervision and to exercise reasonable judgment as an adult in these circumstances; and s/he shall be defended, saved harmless and protected against financial loss by the President or Vice President for up Board, to thirty (30) minutes. Nothing contained hereinthe extent required by law, however, shall prevent in relation to civil and/or criminal actions that may be brought against the Board from requiring the summary removal of the offending employee, if it appears that the safety of any person, property, or the maintenance of order requires such summary removalemployee under these circumstances.
J. The purpose of the installation of cameras/monitors is to increase the safety and security in that building. The Association, upon request, is entitled to information detailing where cameras/monitors are located in each building. It is specifically understood that surveillance equipment (i.e. cameras) cannot be used for purposes of staff evaluation or monitoring. It is understood that situations may arise warranting review of video. If any incident of illegal activity of staff is observed on the video, the Association will be immediately notified and will be given the opportunity to review the tape(s) within three (3) days of receipt of the notice.
Appears in 1 contract
Samples: Collective Bargaining Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. A secretary shall strive for excellence in his/her SECTION 1. Employees have the right to bring work-related matters to the attention of their immediate manager, individually, collectively or through the Union.
SECTION 2. In accordance with 5 USC 71, Bargaining Unit Employees (BUEs) will have the right to form, join or assist their labor organization, or to refrain from any such activity, freely and without fear of penalty or reprisal, and take advantage each bargaining unit employee will be protected in the exercise of opportunities such right. Except as otherwise provided under this article, such right includes the right to act for continually improving his/her skills their labor organization in the capacity of a representative and relationships with the Boardright, co-workersin that capacity, to present the views of the labor organization to heads of agencies and other officials of the Executive Branch of the Government, the Congress, or other appropriate authorities, and the publicto engage in collective bargaining with respect to conditions of employment through representatives chosen by BUEs.
B. The Association and individual members thereof, agree to uphold and honor the policies, rules, regulations and practices SECTION 3. Upon request of the Board employee, a representative of the Union must have reasonable opportunity to be present at any examination of an employee in connection with an investigation where the employee reasonably feels discipline may result. When an employee exercises this right and sections a representative of the Union is not immediately available, the examination will be delayed to permit the presence of a Union representative.
SECTION 4. If an employee desires consultation with a Union representative during working hours, he or she will request approval from their immediate manager prior to leaving the work-site. The manager will grant reasonable requests for temporary absences for this purpose at such times and for such a period of time as the employee can be excused. If this departure would create immediate problems, the manager will inform the employee of the earliest time that they would be free to leave for their consultation, but in no case must not exceed more than 24 hours. When a manager denies a request after 24 hours have elapsed, they will put their reasons in writing. The employee must inform management upon their return with verbal or written communication.
SECTION 5. The Employer, whenever possible, will ask law enforcement personnel to serve all warrants and subpoenas in private and without the knowledge of other employees.
SECTION 6. In the administration 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 Agreementall BUEs will be treated in a fair and equitable manner.
C. Secretaries are responsible for maintaining a continuous high level SECTION 7. BUEs will:
a. Perform their assigned duties,
b. Comply with applicable standards 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 conduct as prescribed by the District.office of government ethics,
F. The Association may have reasonable use of the District's mail service c. Cooperate with and mailboxes for its business strive to maintain a good working relationship with their managers 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 fellow employees, it will not be arbitrary or unreasonable. No Seniority bargaining unit member shall be disciplined without just caused. Cooperate with programs designed to improve work methods and conditions.
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 maintenance of order requires such summary removal.
J. The purpose of the installation of cameras/monitors is to increase the safety and security in that building. The Association, upon request, is entitled to information detailing where cameras/monitors are located in each building. It is specifically understood that surveillance equipment (i.e. cameras) cannot be used for purposes of staff evaluation or monitoring. It is understood that situations may arise warranting review of video. If any incident of illegal activity of staff is observed on the video, the Association will be immediately notified and will be given the opportunity to review the tape(s) within three (3) days of receipt of the notice.
Appears in 1 contract
Samples: Collective Bargaining Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. A secretary An employee 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 Federation 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 AssociationFederation, 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 Employees are responsible for maintaining a continuous high level of service to the welfare and benefit of the school district. SecretariesEmployees, 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 Federation representative, or secretaryemployee, shall engage in Association Federation activities or business during employee working hours, without Board approval.
E. The Association Federation 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 Federation may have reasonable use of the District's mail service and mailboxes for its business and social event events 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 Federation 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 maintenance of order requires such summary removal.
J. The purpose of the installation of cameras/monitors is to increase the safety and security in that building. The Association, upon request, is entitled to information detailing where cameras/monitors are located in each building. It is specifically understood that surveillance equipment (i.e. cameras) cannot be used for purposes of staff evaluation or monitoring. It is understood that situations may arise warranting review of video. If any incident of illegal activity of staff is observed on the video, the Association will be immediately notified and will be given the opportunity to review the tape(s) within three (3) days of receipt of the notice.
Appears in 1 contract
Samples: Collective Bargaining Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. A secretary shall strive for excellence in his/her workThe Agency and Association agree to abide with Act 379 of the Michigan Public Acts of 1965 as amended, and take advantage of opportunities for continually improving his/her skills to all applicable laws related to employee’s rights and relationships with the Board, co-workers, and the publicresponsibilities.
B. The Association and individual agrees that bargaining unit members thereofshall have the right to join (or refrain from joining) a professional organization, agree to uphold and honor the policies, rules, regulations and practices but membership in a professional organization shall not be required as a condition 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 Agreementemployment.
C. Secretaries are responsible The Local Association (and its members) shall have the right to use facilities for maintaining a continuous high level meetings upon the approval of service the Superintendent or designee. Such use of the buildings shall be without charge during the school days. Requests for evening or weekend use will be subject to the welfare and benefit approval of the school districtSuperintendent or designee when requested in writing two (2) days in advance. SecretariesWhen such evening or weekend use results in added cost to the District, therefore, are responsible for discharging their work assignments with proficiency such cost will be billed to and making a conscientious effort to meet all paid by the duties of their positionsAssociation.
D. No Duly authorized representatives of the Association representativeand their respective affiliates shall be permitted to transact official Association business on RESA property with the approval of the Superintendent or designee, provided that this shall not interfere with or secretary, shall engage in Association activities or business during employee working hours, without Board approvalinterrupt normal operations.
E. The Local Association is hereby granted shall have the right to reasonable use Board designated computers, printers, calculating machines and audio-visual equipment subject to Agency acceptable use policies and user agreements. The use of school premises the copy machine will be permitted provided costs of operations are met by the Association. Arrangements for its business meetings, after receiving prior approval from use of designated equipment shall not interfere with the Board, and providing it pays any overtime costs which may be incurred by normal operation of the District.
F. The Association shall have the right to post notices of activities and matters of Association concern on a bulletin board, which shall be provided in the Agency owned or leased buildings. The Association may have reasonable use of the District's mail service and staff 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 samecommunications to employees.
G. Nothing in this Contract The private lives of employees shall not be construed to deny the concern of the Board unless their conduct shall adversely affect their relationship with students 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 hereindischarge of their professional duties.
H. When the Board disciplines employees, it will not be arbitrary or unreasonable. No Seniority bargaining unit member The Association shall be disciplined without just causeresponsible to notify the Board, in writing, the elected officers of the Association.
I. A suspended The provisions of this Agreement shall be applied without regard to gender, gender identity, race, religion, color, age, national origin, disability, height, weight, marital status, sexual orientation, political affiliations 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, propertybeliefs, or the maintenance of order requires such summary removalany other status covered by federal, state, or local law.
J. The purpose of the installation of cameras/monitors is to increase the safety and security in that building. The Association, upon request, is entitled to information detailing where cameras/monitors are located in each building. It is specifically understood that surveillance equipment (i.e. cameras) cannot be used for purposes of staff evaluation or monitoring. It is understood that situations may arise warranting review of video. If any incident of illegal activity of staff is observed on the video, the Association will be immediately notified and will be given the opportunity to review the tape(s) within three (3) days of receipt of the notice.
Appears in 1 contract
Samples: Master Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. A secretary shall strive for excellence in his/her workThe Agency and Association agree to abide with Act 379 of the Michigan Public Acts of 1965 as amended, and take advantage of opportunities for continually improving his/her skills to all applicable laws related to employee’s rights and relationships with the Board, co-workers, and the publicresponsibilities.
B. The Association and individual agrees that bargaining unit members thereofshall have the right to join (or refrain from joining) a professional organization, agree to uphold and honor the policies, rules, regulations and practices but membership in a professional organization shall not be required as a condition 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 Agreementemployment.
C. Secretaries are responsible The Local Association (and its members) shall have the right to use facilities for maintaining a continuous high level meetings upon the approval of service the Superintendent or designee. Such use of the buildings shall be without charge during the school days. Requests for evening or weekend use will be subject to the welfare and benefit approval of the school districtSuperintendent or designee when requested in writing two (2) days in advance. SecretariesWhen such evening or weekend use results in added cost to the District, therefore, are responsible for discharging their work assignments with proficiency such cost will be billed to and making a conscientious effort to meet all paid by the duties of their positionsAssociation.
D. No Duly authorized representatives of the Association representativeand their respective affiliates shall be permitted to transact official Association business on RESA property with the approval of the Superintendent or designee, provided that this shall not interfere with or secretary, shall engage in Association activities or business during employee working hours, without Board approvalinterrupt normal operations.
E. The Local Association is hereby granted shall have the right to reasonable use Board designated computers, printers, calculating machines and audio-visual equipment subject to Agency acceptable use policies and user agreements. The use of school premises the copy machine will be permitted provided costs of operations are met by the Association. Arrangements for its business meetings, after receiving prior approval from use of designated equipment shall not interfere with the Board, and providing it pays any overtime costs which may be incurred by normal operation of the District.
F. The Association shall have the right to post notices of activities and matters of Association concern on a bulletin board, which shall be provided in the Agency owned or leased buildings. The Association may have reasonable use of the District's mail service and staff 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 samecommunications to employees.
G. Nothing in this Contract The private lives of employees shall not be construed to deny the concern of the Board unless their conduct shall adversely affect their relationship with students 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 hereindischarge of their professional duties.
H. When the Board disciplines employees, it will not be arbitrary or unreasonable. No Seniority bargaining unit member The Association shall be disciplined without just causeresponsible to notify the Board, in writing, the elected officers of the Association.
I. A suspended The provisions of this Agreement shall be applied without regard to gender, race, religion, color, age, national origin, disability, height, weight, marital status, sexual orientation, political affiliations 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, propertybeliefs, or the maintenance of order requires such summary removalany other status covered by federal, state, or local law.
J. The purpose of the installation of cameras/monitors is to increase the safety and security in that building. The Association, upon request, is entitled to information detailing where cameras/monitors are located in each building. It is specifically understood that surveillance equipment (i.e. cameras) cannot be used for purposes of staff evaluation or monitoring. It is understood that situations may arise warranting review of video. If any incident of illegal activity of staff is observed on the video, the Association will be immediately notified and will be given the opportunity to review the tape(s) within three (3) days of receipt of the notice.
Appears in 1 contract
Samples: Master Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. A secretary It is the policy of the District and the Association that the provisions of this Agreement shall strive for excellence be applied to all employees covered hereby without regard to race, creed, color, national origin, age, religion, height, weight, marital status or sex. Any alleged violation of this provision must be supported by written evidence at step two of the Grievance Procedure nor shall said grievance be processed beyond step four.
B. An employee shall have the right to review the contents of his/her personnel file subject to the provisions of applicable law. If an employee disagrees with an item in his/her workfile, and take advantage the employee may submit an accompanying written statement explaining the employee's position.
C. Any case of opportunities for continually improving assault, bullying, harassment or threat to harm upon an employee in performance of assigned duties shall be promptly reported to the Superintendent or 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 designee. Upon approval of the Board of Education, the District shall provide legal counsel to advise the employee of his/her rights and sections shall render reasonable assistance to the employee in connection with the handling of the incident by law enforcement and judicial authorities.
D. When an employee is called to the office of his/her supervisor for the intended purpose of being officially disciplined, said employee shall, at his/her request, be entitled to the presence of their designated Association Representative, providing he/she is available within a reasonable time. If the designated Association Representative is required, said Representative shall be released without loss of pay. If the designated Association Representative is not available within a reasonable time, the Local Association President shall be contacted and the provisions of this AgreementSection shall apply.
E. The parties recognize the importance of protecting confidential information concerning students. Information gained during the course of one's workday about a student shall be construed as confidential. Release of said information to any unauthorized person shall be grounds for disciplinary action. Questions concerning whether a person is authorized shall be cleared with the employee's immediate supervisor in advance.
F. Employees shall cooperate with the District in securing specific and detailed medical data from an employee's doctor when the employee has seen his/her doctor for any injury or illness which has resulted in lost work time.
G. Employees shall honor written Board policies, administrative regulations, and departmental rules not in conflict with the express provisions of this Agreement as adopted or issued from time to time by the District. Any new rules of conduct governing discipline of employees shall be posted on the bulletin boards for seven (7) days prior to their effective date. Prior to posting, a copy of said rules shall be submitted to the Local Association President. Neither the Association, its representatives, employee nor any member, the Association 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 Agreementsupervision.
C. Secretaries are responsible for maintaining a continuous high level of service to H. During 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 course of their positions.
D. No Association representativeemployment, or secretary, employees 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 not discuss collective bargaining of the Association officer or representative authorizing the samegrievance matters with students.
G. Nothing I. Employees agree to notify the District as soon as possible of intent to terminate employment with the District. Employees have a responsibility to notify the District of their resignation at least two weeks prior to their expected last date of employment. A resignation may not be withdrawn once it has been accepted in this Contract writing by the Superintendent or his/her designated representative.
J. In order to provide continuing health protection for students and other school personnel, it shall be construed the policy of the District that to deny or restrict an employee's rights under the Michigan General School Laws, or applicable civil comply with any state and federal laws. The rights granted in this Contract are deemed to be in addition to those provided elsewhere. This paragraph is not deemed grievable under In the grievance procedure hereincase of bus drivers, said driver must comply with the physical examination requirement set forth by the Department of Education and other applicable law before they begin work each school year.
H. When K. After completion of the Board disciplines employeesprobationary period, it will not be arbitrary or unreasonable. No Seniority bargaining unit member no employee shall be disciplined by a verbal or written reprimand 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 L. Copies of the offending employee, if it appears that the safety of any person, property, or the maintenance of order requires such summary removal.
J. The purpose of the installation of cameras/monitors is to increase the safety and security in that building. The Association, upon request, is entitled to information detailing where cameras/monitors are located in each building. It is specifically understood that surveillance equipment (i.e. cameras) cannot be used for purposes of staff evaluation or monitoring. It is understood that situations may arise warranting review of video. If any incident of illegal activity of staff is observed on the video, the Association will be immediately notified and written reprimands will be given the opportunity to review the tape(s) within three (3) days of receipt of the noticeemployees before being placed in their personnel files.
Appears in 1 contract
Samples: Collective Bargaining Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. A secretary Pursuant to Chapter 123, Public Law 1974, the Board hereby agrees that every employee of the Board shall strive have the right to freely organize, join and support the Association and its affiliates for excellence the purpose of engaging in his/her workcollective negotiations and other concerted activities for mutual aid and protection. As a duly selected body exercising governmental power under the laws of the State of New Jersey, the Board undertakes and take advantage agrees that it shall not, directly or indirectly, discourage or deprive or coerce any teacher in the enjoyment of opportunities for continually improving his/her skills any rights conferred by Chapter 123, Public Laws 1974, or other laws of New Jersey or the Constitutions of New Jersey and relationships the United States; that is shall not discriminate against any employee with respect to hours, wages or any terms or conditions of employment by reason of his membership in the Association and its affiliates, collective negotiations with the Board, co-workersor his institution of any grievance, and the publiccomplaint or proceeding under this Agreement or otherwise with respect to any terms or conditions of employment.
B. The Association Employees shall maintain the right and individual members thereof, agree responsibility to uphold and honor determine grades within the policies, rules, regulations and practices grading policy of the Board and sections Audubon School District based on his professional judgment of this Agreementavailable criteria pertinent to any given subject area or activity to which he is responsible. Neither Responsibility for grading shall be based on; the Association, its representatives, nor any member, shall assume administrative or supervisory authority or direct employees to disregard the instructions or directions professional judgment of the employee for each marking period. Such marks can be for major test, homework, class work, short quizzes and additional work of which the students are advised, and other such regulations which are outlined in the Audubon faculty manuals, which will be consistent with established and adopted Board unless policy. The final responsibility for changes of grades shall rest with the Board is limited by this Agreementbuilding administrator in cases of dispute. In the event of such changes, the building administrator shall provide to all parties concerned, in writing, the reasons for such action.
C. Secretaries are responsible for maintaining a continuous high level No employee shall be prevented from wearing or displaying; pins or other inconspicuous identification of service to membership in 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 positionsAssociation or its affiliates.
D. No Association representativeemployee shall be discharged, disciplined, reprimanded, reduced in rank or compensation, or secretarydeprived of any professional advantage, or given an adverse evaluation of his professional services without just cause. Any such action asserted by the Board, or any agent or representative thereof, shall engage in Association activities or business during employee working hours, without Board approvalbe subject to the grievance procedure herein set forth.
E. The Association Whenever any employee is hereby granted required to appear before the right to reasonable use of school premises for its business meetingsSuperintendent, after receiving prior approval from the Board, or any agent thereof, concerning any matter which could adversely affect the continuation of that employee in his office, position, or employment or the salary any increments pertaining thereto, then he shall be given prior written notice of the reasons for such meeting or interview and providing it pays any overtime costs which may shall be incurred by entitled to have a representative of the DistrictAssociation present to advise him and represent him during such meeting or interview.
F. The Association may have reasonable use of Modifications or changes in existing working conditions shall be negotiated with 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 majority representative authorizing the samebefore they are established.
G. Nothing Every employee in this Contract Groups A, C, D and E shall be construed to deny or restrict an employee's rights under receive tenure after 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 first day of the offending employee, if it appears that the safety of any person, property, or the maintenance of order requires such summary removalfourth year.
J. The purpose of the installation of cameras/monitors is to increase the safety and security in that building. The Association, upon request, is entitled to information detailing where cameras/monitors are located in each building. It is specifically understood that surveillance equipment (i.e. cameras) cannot be used for purposes of staff evaluation or monitoring. It is understood that situations may arise warranting review of video. If any incident of illegal activity of staff is observed on the video, the Association will be immediately notified and will be given the opportunity to review the tape(s) within three (3) days of receipt of the notice.
Appears in 1 contract
Samples: Collective Bargaining Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. A secretary An employee 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 Employees are responsible for maintaining a continuous high level of service to for the welfare and benefit of the school district. Secretaries, therefore, They are responsible for discharging their work assignments with proficiency and making a the conscientious effort to meet all the duties of their positions.
D. No Association representative, or secretary, employee shall engage in Association activities or business during employee working hours, without Board approval.
E. The Association When the Board disciplines employees, it will not be arbitrary or unreasonable. When an employee is hereby granted being suspended or discharged, the Board will notify the employee and Union in writing and state the reason(s) for suspension or discharge. No seniority bargaining unit member shall be disciplined without just cause.
F. An employee shall have the right to reasonable use of school premises for its business meetingsreview his/her personnel file, after receiving excluding any information received 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 sameto employment.
G. The Board agrees to furnish the Association, in response to reasonable requests, available public information that pertains to the Association business, if the Association pays for the cost of providing such information, in accordance with the Policy adopted by the Board of Education.
H. 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 contract are deemed to be in addition to those provided elsewhere. This paragraph is not deemed grievable under the grievance procedure hereinGrievance Procedure as contained in Article X.
I. The Association shall, upon application to and approval by the Director of Human Resources, be granted up to five (5) unpaid days per fiscal year to attend Association related meetings (MESPA/NEA). Applications will be made at least two (2) work days before the meetings.
H. When J. The normal daily work schedule for regular full time instructional aides shall be six and one-half (6 1/2) hours per day and thirty-three (33) hours per week for regular full time Library Technicians, excluding any duty-free unpaid lunch period. This schedule is not guaranteed for the Board disciplines employeeslife of the contract. Should an employee be required to work more than the normal day as stated above, it then the employee would be granted time or additional pay equal to the normal straight time hourly rate for the additional hours required.
K. The work year for employees shall include all student days and preparation days of the teaching staff; however, this is not a guaranteed work year. Bargaining unit members shall be entitled to at least one day of professional development per school year and attendance will be mandatory.
L. Student instruction days not worked due to weather, or "Acts of God", that the District would have to make up to meet the State minimum requirements for pupil instruction, as required by MCLA 388.1701 (3) and (4) of the State School Aid Act, as amended by P.A. 239 of 1984, will not be arbitrary or unreasonablepaid if employees were not required to report to work. No Seniority When school is closed to students due to unforeseen conditions, the building administrator has the option to request bargaining unit member shall be disciplined without just causemembers to report to work with pay.
I. A suspended M. The Board will post employee vacancies it desires to fill within fifteen (15) work days on the district website for five (5) working days if not filled by a person returning from layoff or discharged seniority employee leave, per the applicable language.. The posting will include hours and days of the job, the building or buildings assigned if known, and the starting time. The posting will be allowed emailed to discuss histhe President.
N. An employee working as a substitute during the summer shall receive their regular rate of pay if used for more than eleven (11) days.
O. Library Technicians will not be scheduled, as a daily duty or on a regular basis, to perform recess, lunch, or bus/her suspension or discharge with pick-up line supervision.
P. Any future fees for fingerprinting current employees will be the President or Vice President for up to thirty (30) minutes. Nothing contained herein, however, shall prevent the Board from requiring the summary removal responsibility of the offending employee, if it appears that the safety of any person, property, or the maintenance of order requires such summary removal.
J. Q. The purpose of the installation of cameras/monitors is to increase the safety and security in that building. The Association, upon request, is entitled to information detailing where cameras/monitors are located in each building. It is specifically understood that surveillance equipment (i.e. cameras) cannot be used for purposes of staff evaluation or monitoring. It is understood that situations may arise warranting review of video. If any incident of illegal activity of staff is observed on the video, the Association will be immediately notified and will be given the opportunity to review the tape(s) within three (3) days of receipt of the notice.
Appears in 1 contract
Samples: Master Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. A secretary shall strive for excellence in his/her workThe Agency and Association agree to abide with Act 379 of the Michigan Public Acts of 1965 as amended, and take advantage of opportunities for continually improving his/her skills to all applicable laws related to employee’s rights and relationships with the Board, co-workers, and the publicresponsibilities.
B. The Association and individual agrees that bargaining unit members thereofshall have the right to join (or refrain from joining) a professional organization, agree to uphold and honor the policies, rules, regulations and practices but membership in a professional organization shall not be required as a condition 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 Agreementemployment.
C. Secretaries are responsible The Local Association (and its members) shall have the right to use facilities for maintaining a continuous high level meetings upon the approval of service the Superintendent or designee. Such use of the buildings shall be without charge during the school days. Requests for evening or weekend use will be subject to the welfare and benefit approval of the school districtSuperintendent or designee when requested in writing two (2) days in advance. SecretariesWhen such evening or weekend use results in added cost to the District, therefore, are responsible for discharging their work assignments with proficiency such cost will be billed to and making a conscientious effort to meet all paid by the duties of their positionsAssociation.
D. No Duly authorized representatives of the Association representativeand their respective affiliates shall be permitted to transact official Association business on RESA property with the approval of the Superintendent or designee, provided that this shall not interfere with or secretary, shall engage in Association activities or business during employee working hours, without Board approvalinterrupt normal operations.
E. The Local Association is hereby granted shall have the right to reasonable use Board designated computers, printers, calculating machines and audio-visual equipment subject to Agency acceptable use policies and user agreements. The use of school premises the copy machine will be permitted provided costs of operations are met by the Association. Arrangements for its business meetings, after receiving prior approval from use of designated equipment shall not interfere with the Board, and providing it pays any overtime costs which may be incurred by normal operation of the District.
F. The Association shall have the right to post notices of activities and matters of Association concern on a bulletin board, which shall be provided in the Agency owned or leased buildings. The Association may have reasonable use of the District's mail service and staff 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 samecommunications to employees.
G. Nothing in this Contract The private lives of employees shall not be construed to deny the concern of the Board unless their conduct shall adversely affect their relationship with students 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 hereindischarge of their professional duties.
H. When the Board disciplines employees, it will not be arbitrary or unreasonable. No Seniority bargaining unit member The Association shall be disciplined without just causeresponsible to notify the Board, in writing, the elected officers of the Association.
I. A suspended The provisions of this Agreement shall be applied without regard to gender, race, religion, color, age, national origin, disability, height, weight, marital status, sexual orientation, political affiliations 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, propertybeliefts, or the maintenance of order requires such summary removalany other status covered by federal, state, or local law.
J. The purpose of the installation of cameras/monitors is to increase the safety and security in that building. The Association, upon request, is entitled to information detailing where cameras/monitors are located in each building. It is specifically understood that surveillance equipment (i.e. cameras) cannot be used for purposes of staff evaluation or monitoring. It is understood that situations may arise warranting review of video. If any incident of illegal activity of staff is observed on the video, the Association will be immediately notified and will be given the opportunity to review the tape(s) within three (3) days of receipt of the notice.
Appears in 1 contract
Samples: Master Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. A secretary shall strive for excellence in his/her work16.1 There will be no discrimination with respect to employment of any person because of such person's age (over 40), and take advantage of opportunities for continually improving his/her skills and relationships with the Boardsex, co-workersrace, and the public.
B. The Association and individual members creed, color, national origin, sexual orientation, including gender identity, marital status, domicile, political activity or lack thereof, agree to uphold or the presence of any sensory, mental or physical disability, unless based upon a bona fide occupation qualification, provided that the prohibition against discrimination because of such disability will not apply if the particular disability prevents the performance of the particular worker involved. The private and honor personal life of any employee is not within the policies, rules, regulations and practices appropriate concern or attention of the Board and sections except as such may adversely affect performance of this Agreementeducational responsibilities. 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 contained herein will be construed to deny or restrict an employee's any employee such rights as he or she may have under the Michigan General School Laws, applicable 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 hereinregulations.
H. When 16.2 Certificated employees of the Board disciplines employeesDistrict will have the right to freely organize, it join and support the Association.
16.3 No employee will not be arbitrary reprimanded or unreasonable. No Seniority bargaining unit member shall be disciplined without just cause.
I. A suspended . The employer agrees to follow a progressive discipline policy which normally includes verbal warning, reprimand, suspension without pay, with non-renewal or discharged seniority discharge as final and last resort; however, disciplinary action taken against an employee will be allowed appropriate to discuss the behavior which precipitates said action.
16.4 The District may elect to suspend an employee with pay during the course of a just-cause investigation.
16.5 The District's use of the evaluation process contained herein will not be used or considered as a reprimand or disciplinary action for the purposes of this section.
16.6 All information forming the basis for any disciplinary action will be made available to the affected employee upon his/her suspension request, and any complaint made against an employee by any parent, student or discharge with other person, and not called promptly to the President or Vice President for up to thirty (30) minutes. Nothing contained herein, however, shall prevent the Board from requiring the summary removal attention of the offending employee, if it appears that the safety of any person, property, or the maintenance of order requires such summary removal.
J. The purpose of the installation of cameras/monitors is to increase the safety and security in that building. The Association, upon request, is entitled to information detailing where cameras/monitors are located in each building. It is specifically understood that surveillance equipment (i.e. cameras) canwill not be used as the basis for purposes disciplinary action.
16.7 Formal actions by the Superintendent to dismiss, non-renew or adversely affect the contract status of staff evaluation an employee will be handled through the appropriate statutory remedy and will not be constructed as reprimands or monitoring. It is understood that situations may arise warranting review discipline for the purpose of video. If any incident this section; however, in the event the Superintendent gives an employee a notice of illegal activity of staff is observed on the videoprobable cause for dismissal or adverse affect, the Association Superintendent will hold a conference with the employee within five (5) days after said notice at which the employee will be immediately notified and informed of all information forming the basis for the probable cause. The employee will be given the opportunity entitled to review the tape(s) within three (3) days of receipt have present a representative of the noticeAssociation at this conference.
16.8 Employees are expected to adhere to the provisions of the Internet Permission and Acceptable Use Form. See Appendix I.
Appears in 1 contract
Samples: Collective Bargaining Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. 12.1.1 A secretary master or official file shall strive be maintained for excellence each employee of the District in the Human Resources Department or other officially designated place.
12.1.2 Work-site files, as required and when properly noted in the employee’s master file, may be kept by the employee’s immediate supervisor. These files are considered confidential and only open to the immediate supervisor and the employee. Such work-site files will be maintained according to the following guidelines:
12.1.2.1 Materials which might form the basis for disciplinary action, reprimand, warning or other adverse effect must be either discarded or placed in the personnel file within one (1) year of the date on which the incident occurred. The employee will be notified of any such materials which are placed in the official file. The employee may initial and date all documents added to their file.
12.1.2.2 If such material is not placed in the official file and retained beyond the one (1) year period in the working file, such materials shall at the employee’s request be taken from the file and destroyed.
12.1.3 The employee’s personnel file shall be open for inspection by that employee, accompanied by another person of the employee’s own choosing, if desired, to allow the opportunity to review evaluations and other records regarding their employment with the District. The employee has the right to add information in explanation of materials in the file.
12.1.4 An employee who feels the confidentiality of information contained in his/her workpersonnel file has been violated and is prepared to present evidence and/or testimony substantiating such an allegation, and take advantage of opportunities for continually improving his/her skills and relationships with may seek redress through the Board, co-workers, and Superintendent or may pursue the publicmatter formally through the grievance procedure.
B. The Association and individual members thereof12.1.5 A separate file for processed grievances shall be kept apart from the employee’s personnel file. No reports on grievances shall be added to the employee’s personnel file.
12.1.6 Upon request, agree to uphold and honor the policies, rules, regulations and practices a copy of the Board and sections of this Agreementindividual documents contained in either the official and/or working Human Resources files shall be afforded the employee at the District’s expense. Neither the Association, its representatives, nor any member, shall assume administrative Requests for multiple copies or supervisory authority or direct employees to disregard the instructions or directions requests for complete copies of the Board unless entire file shall be paid for by the Board is limited by this Agreementemployee.
C. Secretaries are responsible for maintaining 12.1.7 In the case of an upcoming hearing or other formal action, the employee is entitled to review this file and, upon request, receive 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 signed inventory sheet of their positionsofficial file.
D. No Association representative12.1.8 An incident that may form the basis for any written reprimand, warning, disciplinary action, or secretary, shall engage adverse effects can be documented 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 personnel file no later than thirty (30) minutes. Nothing contained herein, however, shall prevent work days after the Board from requiring the summary removal results of the offending investigation are shared with the employee, if it appears that except in cases of illegal action or employee fraud, which shall be documented within one (1) year from the safety date the District knew of its occurrence or demonstrably should have known. Any such material placed in the official file cannot be referred to in any person, property, or the maintenance of order requires such summary removal.
J. The purpose subsequent disciplinary action occurring after three (3) years of the installation of cameras/monitors date this material is to increase placed in the safety and security in that buildingfile. The AssociationSuch material shall, upon request, is entitled to information detailing where cameras/monitors are located in each building. It is specifically understood that surveillance equipment (i.e. cameras) cannot be used for purposes of staff evaluation or monitoring. It is understood that situations may arise warranting review of video. If any incident of illegal activity of staff is observed on the video, the Association will be immediately notified and will be given the opportunity to review the tape(s) within withdrawn from their file after a three (3) days year period, provided it is not part of receipt of the noticea formalized continuing action.
Appears in 1 contract
Samples: Collective Bargaining Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. A. A secretary shall strive 1. The County has the right to require an employee to undergo a drug and/or alcohol test when there is reasonable suspicion to indicate the employee has used and/or the presence of a substance which violates these policies, causes the employee to pose a hazard to the safety of the employee, the public, or other employees. However, an employee may be required to undergo a re-examination drug and/or alcohol test as provided in Section J.2. of this policy.
2. It is the employee’s responsibility to report for excellence in duty without the presence of drugs and/or alcohol, be able to perform his/her workjob safely and effectively, without drugs, alcohol, or any other intoxicating substance in the employee’s blood, breath and/or urine.
3. Employees are responsible for obtaining from their health care provider adequate information about the effects of prescription medication on job performance; and take advantage of opportunities for continually improving promptly notifying his/her skills supervisor of same; or promptly notifying his/her supervisor of the effects on job performance of over-the-counter medication being taken.
4. Employees are prohibited from the presence of, possessing, manufacturing, using, distributing, or selling alcohol, controlled substances or drug paraphernalia on County premises or while on duty. For purposes of this policy, “on duty” time includes meal and relationships break periods during the work shift.
5. Employees are encouraged to request assistance with drug use and/or alcohol abuse problem(s), with the Boardunderstanding that the first request for assistance will not be used as the basis for disciplinary action. However, co-workers, and the publica request for assistance shall not be used to exempt employees from job performance requirements.
B. The Association and individual members thereof6. In accordance with the Drug-Free Workplace Act of 1988, agree to uphold and honor an employee who is convicted and/or any other alternative disposition like plea bargain, deferred prosecution, of a violation of a criminal drug statute shall notify the policies, rules, regulations and practices of the Board and sections Director or his/her designee no later than 5 days after such conviction. For purposes of this Agreement. Neither policy, a criminal drug statute means any criminal law involving the Associationmanufacture, its representativesdistribution, nor dispensation, use, or possession of 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 Agreementcontrolled substance.
C. Secretaries are responsible for maintaining a continuous high level of service to the welfare and benefit of the school district7. 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 Employees have the right to reasonable use challenge the results of school premises for its business meetings, after receiving prior approval from certain tests and certain discipline imposed in accordance with the Board, and providing it pays any overtime costs which Grievance procedure of their labor contract. Employees who dispute the results of a drug test may have their split sample tested at their own cost at another DHHS-certified laboratory. This employee request must be incurred made in writing within 72 hours of notification of a positive drug test result by the DistrictMRO.
F. 8. Employees having knowledge of another employee's condition/behavior that poses a potential threat to the safety of employees and/or the public are obligated to immediately inform the employer of the problem. The Association employer may assist the employee in getting help with the problem.
9. Employees who are required to undergo a drug and/or alcohol test will be provided transportation to the collection facility and shall also be offered transportation home by a Department representative. If suspected of being impaired, the employee will be advised against driving him/herself home or otherwise operating a motor vehicle.
10. Employees may have reasonable use a Union representative present at the collection facility. However, the lack of Union representation shall not cause unreasonable delays in the District's mail service collection process. If there are delays and mailboxes for its business and social event announcements and may post notices the test is rendered invalid, useless, and/or inaccurate, then the Employer has the right to proceed based on a part of observations if the school bulletin boards in building lounges, Employer determines discipline is applicable provided all such announcements and notices contain that this does not prevent the name of Union from challenging 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 accuracy under the grievance procedure hereinprocedure.
H. When 11. Employees shall fully cooperate in the Board disciplines employees, it will not be arbitrary or unreasonable. No Seniority bargaining unit member shall be disciplined without just causecollection process.
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 maintenance of order requires such summary removal.
J. The purpose of the installation of cameras/monitors is to increase the safety and security in that building. The Association, upon request, is entitled to information detailing where cameras/monitors are located in each building. It is specifically understood that surveillance equipment (i.e. cameras) cannot be used for purposes of staff evaluation or monitoring. It is understood that situations may arise warranting review of video. If any incident of illegal activity of staff is observed on the video, the Association will be immediately notified and will be given the opportunity to review the tape(s) within three (3) days of receipt of the notice.
Appears in 1 contract
Samples: Labor Agreement
