EMPLOYEE RIGHTS AND RESPONSIBILITIES. Section 10.1 Pursuant to law, the parties agree that employees will have the right to self-organization to form, join or assist the Association and to bargain collectively through the Association. Section 10.2 Employees will not be discriminated against with respect to hours, wages, or terms and conditions of employment by reason of his/her membership in the Association, or of his/her institution of any grievance, complaint or proceeding under this Agreement. The provisions of this Agreement will be applied without regard to domicile, race, creed, religion, color, national origin, age, sex, marital status, sexual orientation, gender identity or the presence of any sensory, mental or physical handicap unless based upon a bona fide occupational qualification. Section 10.3 Nothing contained within this Agreement will be construed to deny or restrict to any employee rights he/she may have under the Revised Code of Washington, or the Constitution of Washington or the United States. The rights granted to employees hereunder will be deemed to be in addition to those provided elsewhere by law. Section 10.4 Employees will be entitled to full rights of citizenship. Religious or political activities of the employee and the private and personal life of the employee will not be grounds for disciplinary action unless the District shows just and sufficient cause that such activities or private and personal life are harmful to the educational program or adversely impact the performance of assigned duties. Section 10.5 Specific grounds forming the basis for formal disciplinary action will be made available to the employee and the Association in writing at least two (2) working days prior to such action. The employee, the District, and the Association may waive the two-day notice upon agreement. Section 10.6 Complaints shall be called to the attention of the employee as soon as possible. Any complaint not called to the attention of the employee may not be used as the basis for any disciplinary action against the employee or for evaluation purposes. Anonymous complaints may not be used for discipline or in evaluation, unless substantiated by an investigation. Section 10.6.1 In an attempt to resolve problems at the lowest level, principals shall encourage parties making a complaint to discuss the issue(s) surrounding their complaint with the employee(s) involved. Section 10.6.2 Prior to filing a complaint via the Patron Grievance process at the School Board level, individuals having a complaint must have made some effort to resolve complaints with the employee involved. Section 10.7 Through the standard application process, substitute teachers in the bargaining unit may participate along with regular employees in District level professional development opportunities. Section 10.8 No mechanical or electronic listening or recording device will be installed or used in any classroom or meeting without the expressed knowledge and permission of the people involved. Section 10.9 Employees shall be responsible for the knowledge and skills necessary to carry out the District's established curriculum and program goals. Section 10.10 By October 1 the principal will seek input from interested staff regarding the building budget. Principals will distribute finalized copies of the building budget, including carryover, using a standard format, and will hold a meeting to discuss the final budget with interested staff by November 15. When a building receives Federal and State CTE funding, those funds will be clearly defined in the budget. Section 10.11 It is agreed that each building will have a plan in place for administrative assistance in the absence of the building administrator and that this plan will be shared with staff. As part of this plan, elementary counselors will provide coverage for issues needing immediate attention when the building administrator(s) is out of the building. Administrative coverage provided will not include the evaluation of other certificated staff members or issuance of any formal student discipline. Section 10.12 The staff handbook at each building will contain a copy of the building decision making model. Section 10.13 Employees shall have the right to appeal to the Director of Special Education or designee, the resources, assignment and/or programs for IEP and 504 students, and the resources, Section 10.13.1 A building and professional development training program related to Special Needs students will be provided yearly as outlined in Appendix P.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. Section 10.1 Pursuant 13.1 The rights granted to law, the parties agree that employees will have hereunder shall be in addition to those provided elsewhere.
13.2 The District recognizes the right of employees to self-organization to formjoin, join or support, and assist the Association and to bargain collectively through for the Association.
Section 10.2 Employees will not be discriminated against with respect to purposes of engaging in collective bargaining for wages, hours, wages, or and terms and conditions of employment by reason employment.
13.3 The religious, political, and/or private persuasions of his/her membership an employee, which do not become manifest in conduct harmful to the Associationemployee-student relationship or in activities adversely impacting the performance of assigned duties, or shall not be grounds for disciplinary action.
13.4 The District recognizes the right of his/her institution of any grievance, complaint or proceeding under this Agreement. The provisions of this Agreement will be applied each employee to enjoy fair and equitable treatment without regard to domicilerace, racecolor, creed, religion, color, national origin, age, sex, marital status, sexual orientation, gender identity or the presence of any sensory, mental mental, or physical handicap unless based upon a bona fide occupational qualificationhandicap, in accordance with this Agreement.
Section 10.3 Nothing contained within 13.5 In cases involving formal disciplinary action, or at the request of the employee, said employee may be represented by counsel and/or an Association representative of her/his own choice, provided that this Agreement right shall not be exercised in a manner designed to unnecessarily delay disciplinary proceedings.
13.6 An employee will be construed to deny disciplined consistent with progressive discipline principles by the District when reasonable grounds have been confirmed that support the need for corrective action. Discipline shall not be for arbitrary, discriminatory, unlawful or restrict to any retaliatory reasons.
13.7 Any complaint against an employee rights he/she may have under the Revised Code of Washingtonby a parent, student, or the Constitution of Washington or the United States. The rights granted to employees hereunder other person(s) that will be deemed to be in addition to those provided elsewhere by law.
Section 10.4 Employees will be entitled to full rights of citizenship. Religious or political activities of the employee and the private and personal life of the employee will not be grounds for disciplinary action unless the District shows just and sufficient cause that such activities or private and personal life are harmful to the educational program or adversely impact the performance of assigned duties.
Section 10.5 Specific grounds forming form the basis for formal of a disciplinary action or a negative evaluation will be made available to the employee and the Association in writing at least two (2) working days prior to such action. The employee, the District, and the Association may waive the two-day notice upon agreement.
Section 10.6 Complaints shall be called to the attention of the employee as soon as possiblewithin thirty (30) days of knowledge of such complaint. Any complaint not called to The employee will be told the attention substance of the employee may not be used as the basis for any disciplinary action against the employee or for evaluation purposes. Anonymous complaints may not be used for discipline or in evaluation, unless substantiated by an investigation.
Section 10.6.1 In an attempt to resolve problems at the lowest level, principals shall encourage parties making a complaint to discuss the issue(s) surrounding their complaint with the employee(s) involved.
Section 10.6.2 Prior to filing a complaint via the Patron Grievance process at the School Board level, individuals having a complaint must have made some effort to resolve complaints with the employee involved.
Section 10.7 Through the standard application process, substitute teachers in the bargaining unit may participate along with regular employees in District level professional development opportunities.
Section 10.8 No mechanical or electronic listening or recording device will be installed or used in any classroom or meeting without the expressed knowledge and permission apprised of the people involved.
Section 10.9 Employees shall procedures to be responsible for followed. In the knowledge and skills necessary to carry out the District's established curriculum and program goals.
Section 10.10 By October 1 the principal will seek input from interested staff regarding the building budget. Principals will distribute finalized copies case of the building budgetwritten complaints, including carryover, using a standard format, and will hold a meeting to discuss the final budget with interested staff by November 15. When a building receives Federal and State CTE funding, those funds will be clearly defined in the budget.
Section 10.11 It is agreed that each building will have a plan in place for administrative assistance in the absence of the building administrator and that this plan will be shared with staff. As part of this plan, elementary counselors will provide coverage for issues needing immediate attention when the building administrator(s) is out of the building. Administrative coverage provided will not include the evaluation of other certificated staff members or issuance of any formal student discipline.
Section 10.12 The staff handbook at each building will contain a copy of the building decision making modelcompleted complaint form will be sent immediately to the employee against whom the complaint is lodged.
Section 10.13 Employees 13.8 The employee shall have the right opportunity to appeal respond to the Director complaint within a reasonable amount of Special Education or designeetime, but no longer than five (5) work days. At the resourcesemployee's option, assignment an Association representative and/or programs for IEP and 504 students, and the resources,
Section 10.13.1 A building and professional development training program employee's representative shall be present at any meetings related to Special Needs students will be provided yearly as outlined in Appendix P.the complaint held with the employee. The District shall give the employee the opportunity to consult the Association and/or other representative prior to any formal investigation.
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. Section 10.1 Pursuant 13.1 The rights granted to law, the parties agree that employees will have hereunder shall be in addition to those provided elsewhere.
13.2 The District recognizes the right of employees to self-organization to formjoin, join or support, and assist the Association for the purposes of engaging in collective bargaining for wages, hours, and terms and conditions of employment.
13.3 The religious, political, and/or private persuasions of an employee, which do not become manifest in conduct harmful to bargain collectively through the employee-student relationship or in activities adversely impacting the performance of assigned duties, shall not be grounds for disciplinary action. Policy and Procedures: Lake Chelan School District Professional Standards/ Expectations for Employee Conduct will be adhered to by all employees in the Association.
Section 10.2 Employees will not be discriminated against with respect 13.4 The District recognizes the right of each employee to hours, wages, or terms enjoy fair and conditions of employment by reason of his/her membership in the Association, or of his/her institution of any grievance, complaint or proceeding under this Agreement. The provisions of this Agreement will be applied equitable treatment without regard to domicilerace, racecolor, creed, religion, color, national origin, age, sex, marital status, sexual orientation, gender identity or the presence of any sensory, mental mental, or physical handicap unless based upon a bona fide occupational qualificationhandicap, in accordance with this Agreement.
Section 10.3 Nothing contained within 13.5 In cases involving formal disciplinary action, or at the request of the employee, said employee may be represented by counsel and/or an Association representative of her/his own choice, provided that this Agreement right shall not be exercised in a manner designed to unnecessarily delay disciplinary proceedings.
13.6 An employee will be construed to deny disciplined consistent with progressive discipline principles by the District when reasonable grounds have been confirmed that supports the need for corrective action. Discipline shall not be for arbitrary, discriminatory, unlawful or restrict to any retaliatory reasons.
13.7 Any complaint against an employee rights he/she may have under the Revised Code of Washingtonby a parent, student, or other person(s) that will form the Constitution basis of Washington or the United States. The rights granted to employees hereunder will be deemed to be in addition to those provided elsewhere by law.
Section 10.4 Employees will be entitled to full rights of citizenship. Religious or political activities of the employee and the private and personal life of the employee will not be grounds for a disciplinary action unless the District shows just and sufficient cause that such activities or private and personal life are harmful to the educational program or adversely impact the performance of assigned duties.
Section 10.5 Specific grounds forming the basis for formal disciplinary action a negative evaluation will be made available to the employee and the Association in writing at least two (2) working days prior to such action. The employee, the District, and the Association may waive the two-day notice upon agreement.
Section 10.6 Complaints shall be called to the attention of the employee as soon as possiblewithin five (5) days of knowledge of such complaint. Any complaint not called to The employee will be told the attention substance of the employee may not be used as the basis for any disciplinary action against the employee or for evaluation purposes. Anonymous complaints may not be used for discipline or in evaluation, unless substantiated by an investigation.
Section 10.6.1 In an attempt to resolve problems at the lowest level, principals shall encourage parties making a complaint to discuss the issue(s) surrounding their complaint with the employee(s) involved.
Section 10.6.2 Prior to filing a complaint via the Patron Grievance process at the School Board level, individuals having a complaint must have made some effort to resolve complaints with the employee involved.
Section 10.7 Through the standard application process, substitute teachers in the bargaining unit may participate along with regular employees in District level professional development opportunities.
Section 10.8 No mechanical or electronic listening or recording device will be installed or used in any classroom or meeting without the expressed knowledge and permission apprised of the people involved.
Section 10.9 Employees shall procedures to be responsible for followed. In the knowledge and skills necessary to carry out the District's established curriculum and program goals.
Section 10.10 By October 1 the principal will seek input from interested staff regarding the building budget. Principals will distribute finalized copies case of the building budgetwritten complaints, including carryover, using a standard format, and will hold a meeting to discuss the final budget with interested staff by November 15. When a building receives Federal and State CTE funding, those funds will be clearly defined in the budget.
Section 10.11 It is agreed that each building will have a plan in place for administrative assistance in the absence of the building administrator and that this plan will be shared with staff. As part of this plan, elementary counselors will provide coverage for issues needing immediate attention when the building administrator(s) is out of the building. Administrative coverage provided will not include the evaluation of other certificated staff members or issuance of any formal student discipline.
Section 10.12 The staff handbook at each building will contain a copy of the building decision making modelcompleted written documentation will be sent immediately to the employee against whom the complaint is lodged.
Section 10.13 13.8 The employee shall have the opportunity to respond to the complaint within a reasonable amount of time, but no longer that five (5) work days. At the employee’s option an Association representative and/or the employee’s representative shall be present at any meetings related to the complaint held with the employee. The District shall give the employee the opportunity to consult the Association and/or other representative prior to any formal investigation. District administrators will encourage students, parents, and or community members to meet with the employee to discuss and resolve issues, however, it is recognized that complainants may not be willing.
13.9 Student Discipline: Employees shall have the right responsibility with respect to appeal students to: Observe the substantive and procedural due process rights of students. Provide a written explanation, if required by the principal, when an employee removes a student from an activity for disciplinary reasons. Be available at reasonable times for parent conferences and/or student conferences.
13.10 The District shall assist employees subjected to insult, abuse, intimidation, or threat of force or violence during the Director performance of Special Education assigned duties. Assistance will be tailored to fit the circumstances of each situation
13.11 The District and employees shall require acceptable behavior on the part of all students who participate in school sponsored activities. When corrective action is necessary it shall be consistent with the law, District and Building adopted student discipline policy, and other related expectations from League and WIAA.
13.12 The employee shall have the responsibility to notify the building administrator of deviant or designeedisruptive behavior of a student that may lead to formal disciplinary action (i.e., suspension, expulsion).
13.13 The Board may grant up to one (1) year leave of absence, without pay, to employees in the bargaining group, excluding employment by another district. At the conclusion of the leave, the resources, assignment and/or programs employee shall have the opportunity to return to their coaching/activity position. Applications for IEP leave shall be in writing and 504 students, and will state the resources,
Section 10.13.1 A building and professional development training program related reason for the leave. The employee remains subject to Special Needs students will be provided yearly as outlined in Appendix P.RCW 28A.400.200 Supplemental contracts shall not exceed one year.
Appears in 1 contract
Samples: Collective Bargaining Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. Section 10.1 Pursuant to law, the parties agree that employees will have the right to self-organization to form, join or assist the Association and to bargain collectively through the Association.
Section 10.2 Employees will not be discriminated against with respect to hours, wages, or terms and conditions of employment by reason of his/her membership in the Association, or of his/her institution of any grievance, complaint or proceeding under this Agreement. The provisions of this Agreement will be applied without regard to domicile, race, creed, religion, color, national origin, age, sex, marital status, sexual orientation, gender identity or the presence of any sensory, mental or physical handicap unless based upon a bona fide occupational qualification.
Section 10.3 Nothing contained within this Agreement will be construed to deny or restrict to any employee rights he/she may have under the Revised Code of Washington, or the Constitution of Washington or the United States. 8.1 The rights granted to employees hereunder will be deemed to shall be in addition to those provided elsewhere by lawelsewhere.
Section 10.4 Employees will be entitled 8.2 The District recognizes the right of employees to full rights of citizenship. Religious or political activities of the employee join, support, and the private and personal life of the employee will not be grounds for disciplinary action unless the District shows just and sufficient cause that such activities or private and personal life are harmful to the educational program or adversely impact the performance of assigned duties.
Section 10.5 Specific grounds forming the basis for formal disciplinary action will be made available to the employee and assist the Association in writing at least two (2) working days prior to such action. The employee, the District, and the Association may waive the two-day notice upon agreement.
Section 10.6 Complaints shall be called to the attention of the employee as soon as possible. Any complaint not called to the attention of the employee may not be used as the basis for any disciplinary action against the employee or for evaluation purposes. Anonymous complaints may not be used for discipline or in evaluation, unless substantiated by an investigation.
Section 10.6.1 In an attempt to resolve problems at the lowest level, principals shall encourage parties making a complaint to discuss the issue(s) surrounding their complaint with the employee(s) involved.
Section 10.6.2 Prior to filing a complaint via the Patron Grievance process at the School Board level, individuals having a complaint must have made some effort to resolve complaints with the employee involved.
Section 10.7 Through the standard application process, substitute teachers in the bargaining unit may participate along with regular employees in District level professional development opportunities.
Section 10.8 No mechanical or electronic listening or recording device will be installed or used in any classroom or meeting without the expressed knowledge and permission of the people involved.
Section 10.9 Employees shall be responsible for the knowledge purposes of engaging in collective bargaining and skills necessary to carry out the District's established curriculum and program goals.
Section 10.10 By October 1 the principal will seek input from interested staff regarding the building budget. Principals will distribute finalized copies of the building budget, including carryover, using a standard format, and will hold a meeting to discuss the final budget with interested staff by November 15. When a building receives Federal and State CTE funding, those funds will be clearly defined in the budget.
Section 10.11 It is agreed that each building will have a plan in place for administrative assistance in the absence of the building administrator and that this plan will be shared with staff. As part of this plan, elementary counselors will provide coverage for issues needing immediate attention when the building administrator(s) is out of the building. Administrative coverage provided will not include the evaluation of other certificated staff members or issuance of any formal student discipline.
Section 10.12 The staff handbook at each building will contain a copy of the building decision making model.
Section 10.13 Employees shall have the right to appeal refrain from any and all such activities.
8.3 Employees will be treated with respect and dignity and will treat each other that way. Students, parents and community members will be treated with respect and dignity. The obligations of law related to non-discrimination will be met by all employees and students. The District shall not engage in discrimination of any kind that infringes on the Director civil or human rights of Special Education employees.
8.4 Employee(s) will not be adversely affected through disciplinary action or designeenon-renewal without due process, which includes notice of the resourcescomplaint and identification of the complainant(s), assignment and/or programs for IEP and 504 studentsa fair investigation, and the resources,ability for the employee to present evidence on his/her behalf.
Section 10.13.1 8.5 Any material or complaint not shown to an employee or a copy provided the employee within ten (10) days of receipt shall not be used in evidence in any disciplinary action or have any adverse affect against the employee.
8.6 Coaches will be advised of their right to union representation at any meeting with an administrator that could reasonably result in an investigation or disciplinary action. When a request for such representation is made and an association representative is not available, any meeting will be postponed, up to five (5) days, to accord an opportunity for a representative to be present.
8.7 Any District administrator who receives a patron complaint about an employee or specific school athletic program shall request that the patron first discuss the complaint at the building level. The building athletic coordinator/director and the employee shall be notified of the concern. A meeting will be scheduled at the building level involving the employee, the athletic building coordinator/director, and/or the building administrator, if necessary.
8.7.1 If there is a continuing concern, a meeting shall be scheduled with representation from the District Athletic Director, the employee, a building administrator, and the appropriate Assistant Superintendent. A written report will be submitted to the Assistant Superintendent and copies distributed to those involved.
8.7.2 Further appeal shall be to the Superintendent.
8.8 A building and professional development training program administrator or designee may maintain an information file at the worksite for employees assigned to coach at that building. Further, the District’s Athletic Department shall maintain information files on all employees subject to the following conditions:
a. It shall be available to review by the employee in the presence of a building administrator or designee;
b. It shall be maintained separately from any other information file that may exist as a result of the individual's employment in another position with the District;
c. Any material or complaint not shown to an employee or a copy provided the employee within ten (10) days of receipt shall not be maintained in any employee file either at the worksite or at the District’s Athletic Department.
d. After three (3) years, at the request of the employee, materials shall be removed provided that no record of subsequent related to Special Needs incidents occurred during that period; provided that any such material may be retained for an additional two (2) years in a separate file in the Human Resources Division if the material involves one (1) or more of the following: Sexual abuse or sexual harassment of students will be provided yearly as outlined in Appendix P.or other persons. Sexual contact with students. Violence, unnecessary use of force, or physical abuse directed at students or other persons. Racial, ethnic or sexual slurs. Improper off-duty conduct involving students.
Appears in 1 contract
Samples: Collective Bargaining Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. Section 10.1 Pursuant Employees are entitled to the full legal rights afforded under federal law, state law, and the parties agree that employees will have the right to self-organization to form, join or assist the Association U.S. and to bargain collectively through the Association.
Section 10.2 Employees will not be discriminated against with respect to hours, wages, or terms and conditions of employment by reason of his/her membership in the Association, or of his/her institution of any grievance, complaint or proceeding under this AgreementWashington State Constitutions. The provisions of this Agreement will be applied without regard to domicile, race, creed, religion, color, national origin, age, sex, marital status, sexual orientation, gender identity or the presence of any sensory, mental or physical handicap unless based upon a bona fide occupational qualification.
Section 10.3 Nothing contained within this Agreement will be construed to deny or restrict to any employee rights he/she may have under state and federal law and the Revised Code of Washington, or the Constitution Constitutions of Washington or State and the United States. The rights granted to employees hereunder will be deemed to be in addition to those provided elsewhere by law.
Section 10.4 Employees will be entitled to full rights of citizenship. Religious religious or political activities of the employee and the private and personal life of the employee will not be grounds for disciplinary action unless the District shows can show just and sufficient cause that such activities or the employee's private and or personal life are harmful to the educational program or adversely impact impacts the performance of assigned duties.
Section 10.5 Specific grounds forming . The District recognizes the basis right of employees to join, support, and assist the Association for the purposes of engaging in collective bargaining for wages, hours, and terms and conditions of employment. The District recognizes the right of each employee to enjoy fair and equitable treatment without regard to race, color, creed, religion, national origin, sex, marital status, sexual orientation; or presence of sensory, mental, or physical disability in accordance with this Agreement. No employee will be disciplined without just cause. In cases involving formal disciplinary action, or at the request of the employee, said employee may be represented by an Association representative, provided that this right shall not be exercised in a manner designed to unnecessarily delay disciplinary proceedings. Depending upon the seriousness of the situation, the selection of disciplinary action will be made available to progressive and may include, but is not limited to, warning, reprimand, suspension with pay, and/or suspension without pay. Any complaint against an employee by a parent, student, or other person(s) that will form the employee and the Association in writing at least two (2) working days prior to such action. The employee, the District, and the Association may waive the two-day notice upon agreement.
Section 10.6 Complaints shall basis of a disciplinary action or a negative evaluation will be called to the attention of the employee as soon as possiblewithin ten (10) days of knowledge of such complaint. Any complaint not called to The employee will be told the attention substance of the employee may not be used as the basis for any disciplinary action against the employee or for evaluation purposes. Anonymous complaints may not be used for discipline or in evaluation, unless substantiated by an investigation.
Section 10.6.1 In an attempt to resolve problems at the lowest level, principals shall encourage parties making a complaint to discuss the issue(s) surrounding their complaint with the employee(s) involved.
Section 10.6.2 Prior to filing a complaint via the Patron Grievance process at the School Board level, individuals having a complaint must have made some effort to resolve complaints with the employee involved.
Section 10.7 Through the standard application process, substitute teachers in the bargaining unit may participate along with regular employees in District level professional development opportunities.
Section 10.8 No mechanical or electronic listening or recording device will be installed or used in any classroom or meeting without the expressed knowledge and permission apprised of the people involved.
Section 10.9 Employees shall procedures to be responsible for followed. In the knowledge and skills necessary to carry out the District's established curriculum and program goals.
Section 10.10 By October 1 the principal will seek input from interested staff regarding the building budget. Principals will distribute finalized copies case of the building budgetwritten complaints, including carryover, using a standard format, and will hold a meeting to discuss the final budget with interested staff by November 15. When a building receives Federal and State CTE funding, those funds will be clearly defined in the budget.
Section 10.11 It is agreed that each building will have a plan in place for administrative assistance in the absence of the building administrator and that this plan will be shared with staff. As part of this plan, elementary counselors will provide coverage for issues needing immediate attention when the building administrator(s) is out of the building. Administrative coverage provided will not include the evaluation of other certificated staff members or issuance of any formal student discipline.
Section 10.12 The staff handbook at each building will contain a copy of the building decision making model.
Section 10.13 Employees completed complaint form will be sent immediately to the employee against who the complaint is lodged. The employee shall have the right opportunity to appeal respond to the Director complaint within a reasonable amount of Special Education or designeetime, but no longer than five (5) workd a y s . At the resourcesemployee's option, assignment and/or programs for IEP and 504 students, and the resources,
Section 10.13.1 A building and professional development training program an Association representative shall be present at any meetings related to Special Needs students will be provided yearly as outlined in Appendix P.the complaint held with the employee. The District shall give the employee the opportunity to consult the Association and/or other representative prior to any formal investigation.
Appears in 1 contract
Samples: Collective Bargaining Agreement
EMPLOYEE RIGHTS AND RESPONSIBILITIES. Section 10.1 Pursuant 13.1 The rights granted to law, the parties agree that employees will have hereunder shall be in addition to those provided elsewhere.
13.2 The District recognizes the right of employees to self-organization to formjoin, join or support, and assist the Association and to bargain collectively through for the Association.
Section 10.2 Employees will not be discriminated against with respect to purposes of engaging in collective bargaining for wages, hours, wages, or and terms and conditions of employment by reason employment.
13.3 The religious, political, and/or private persuasions of his/her membership an employee, which do not become manifest in conduct harmful to the Associationemployee-student relationship or in activities adversely impacting the performance of assigned duties, or shall not be grounds for disciplinary action.
13.4 The District recognizes the right of his/her institution of any grievance, complaint or proceeding under this Agreement. The provisions of this Agreement will be applied each employee to enjoy fair and equitable treatment without regard to domicilerace, racecolor, creed, religion, color, national origin, age, sex, marital status, sexual orientation, gender identity or the presence of any sensory, mental mental, or physical handicap unless based upon a bona fide occupational qualificationhandicap, in accordance with this Agreement.
Section 10.3 Nothing contained within 13.5 In cases involving formal disciplinary action, or at the request of the employee, said employee may be represented by counsel and/or an Association representative of their own choice, provided that this Agreement right shall not be exercised in a manner designed to unnecessarily delay disciplinary proceedings.
13.6 An employee will be construed to deny disciplined consistent with progressive discipline principles by the District when reasonable grounds have been confirmed that support the need for corrective action. Discipline shall not be for arbitrary, discriminatory, unlawful or restrict to any retaliatory reasons.
13.7 Any complaint against an employee rights he/she may have under the Revised Code of Washingtonby a parent, student, or the Constitution of Washington or the United States. The rights granted to employees hereunder other person(s) that will be deemed to be in addition to those provided elsewhere by law.
Section 10.4 Employees will be entitled to full rights of citizenship. Religious or political activities of the employee and the private and personal life of the employee will not be grounds for disciplinary action unless the District shows just and sufficient cause that such activities or private and personal life are harmful to the educational program or adversely impact the performance of assigned duties.
Section 10.5 Specific grounds forming form the basis for formal of a disciplinary action or a negative evaluation will be made available to the employee and the Association in writing at least two (2) working days prior to such action. The employee, the District, and the Association may waive the two-day notice upon agreement.
Section 10.6 Complaints shall be called to the attention of the employee as soon as possiblewithin thirty (30) days of knowledge of such complaint. Any complaint not called to The employee will be told the attention substance of the employee may not be used as the basis for any disciplinary action against the employee or for evaluation purposes. Anonymous complaints may not be used for discipline or in evaluation, unless substantiated by an investigation.
Section 10.6.1 In an attempt to resolve problems at the lowest level, principals shall encourage parties making a complaint to discuss the issue(s) surrounding their complaint with the employee(s) involved.
Section 10.6.2 Prior to filing a complaint via the Patron Grievance process at the School Board level, individuals having a complaint must have made some effort to resolve complaints with the employee involved.
Section 10.7 Through the standard application process, substitute teachers in the bargaining unit may participate along with regular employees in District level professional development opportunities.
Section 10.8 No mechanical or electronic listening or recording device will be installed or used in any classroom or meeting without the expressed knowledge and permission apprised of the people involved.
Section 10.9 Employees shall procedures to be responsible for followed. In the knowledge and skills necessary to carry out the District's established curriculum and program goals.
Section 10.10 By October 1 the principal will seek input from interested staff regarding the building budget. Principals will distribute finalized copies case of the building budgetwritten complaints, including carryover, using a standard format, and will hold a meeting to discuss the final budget with interested staff by November 15. When a building receives Federal and State CTE funding, those funds will be clearly defined in the budget.
Section 10.11 It is agreed that each building will have a plan in place for administrative assistance in the absence of the building administrator and that this plan will be shared with staff. As part of this plan, elementary counselors will provide coverage for issues needing immediate attention when the building administrator(s) is out of the building. Administrative coverage provided will not include the evaluation of other certificated staff members or issuance of any formal student discipline.
Section 10.12 The staff handbook at each building will contain a copy of the building decision making modelcompleted complaint form will be sent immediately to the employee against whom the complaint is lodged.
Section 10.13 Employees 13.8 The employee shall have the right opportunity to appeal respond to the Director complaint within a reasonable amount of Special Education or designeetime, but no longer than five (5) work days. At the resourcesemployee's option, assignment an Association representative and/or programs for IEP and 504 students, and the resources,
Section 10.13.1 A building and professional development training program employee's representative shall be present at any meetings related to Special Needs students will be provided yearly as outlined in Appendix P.the complaint held with the employee. The District shall give the employee the opportunity to consult the Association and/or other representative prior to any formal investigation.
Appears in 1 contract
Samples: Collective Bargaining Agreement
