Common use of Employee Rights and Working Conditions Clause in Contracts

Employee Rights and Working Conditions. 401 FACULTY RIGHTS A. The Board of Trustees hereby agrees that it will not discriminate against any faculty with respect to hours, wages, or any terms or conditions of academic employment by reason of their membership in the LCCFAHE, their participation in any lawful activities of the LCCFAHE or collective negotiations with the College, of their institution of any grievance, complaint or proceeding under this Agreement. B. Nothing contained within this Agreement shall be construed to deny or restrict to any academic employee rights they may have under applicable laws and regulations. These rights granted to academic employees herein shall be deemed to be in addition to those provided elsewhere. C. Academic employees shall have the exclusive right and responsibility to determine grades and other evaluations of students. No grade or evaluation shall be changed without the approval of the Academic Standards Committee. No trustee or administration pressure shall be applied to any academic employee regarding grading or evaluation of students. The Academic Standards Committee shall operate according to published parliamentary procedures (Sturgis) with the following exceptions: (1) in order for a quorum to be established, at least 50% of the faculty members must be present and (2) only members of the committee who are faculty may vote to change a grade. In the case of a tie vote, the motion to change a grade will be lost. D. The College shall not provide personal information concerning academic employees, including names, addresses, phone numbers, etc., to any person not required by law, or to any commercial or charitable organization without specific approval by the employee or LCCFAHE agreement. E. Prior to subcontracting work customarily performed by bargaining unit academic employees as part of their professional responsibilities, the District will notify the LCCFAHE and bargain the impact. F. To preserve the professional relationship between faculty and administration; administrator observations of academic employees performing their instructional or counseling duties, including materials in online course spaces, deemed necessary for other than 1) evaluation activities described in Article 304.2 for probationary faculty and 2) Article 904.4 for adjunct faculty and 806 for non-probationary faculty evaluation should take place after notification. In exigent circumstances, notification will be made as soon as possible after observation.

Employee Rights and Working Conditions. 401 FACULTY RIGHTS‌ A. The Board of Trustees hereby agrees that it will not discriminate against any faculty with respect to hours, wages, or any terms or conditions of academic employment by reason of their membership in the LCCFAHE, their participation in any lawful activities of the LCCFAHE or collective negotiations with the College, of their institution of any grievance, complaint or proceeding under this Agreement. B. Nothing contained within this Agreement shall be construed to deny or restrict to any academic employee rights they may have under applicable laws and regulations. These rights granted to academic employees herein shall be deemed to be in addition to those provided elsewhere. C. Academic employees shall have the exclusive right and responsibility to determine grades and other evaluations of students. No grade or evaluation shall be changed without the 5.1 Travel‌ With prior approval of the Academic Standards CommitteeVice President, employees are eligible for reimbursement of approved travel expenses in accordance with Board Policy. 5.2 Payroll Deductions‌ Upon submission of the appropriate form, the employer will provide optional payroll deductions for items including, but not limited to up to two checking and/or two savings accounts; optional retirement plans; and other established deductions approved by the employer. It is understood such payroll deductions are made solely for the employees' convenience and the employer assumes no liability as a result of this courtesy. 5.3 Nondiscrimination‌ Neither the employer, the union, nor any employee shall engage in unlawful discrimination. Violations of this provision are not subject to the grievance procedure. Employees are encouraged to file complaints alleging unlawful discrimination with Human Resources prior to pursuing recourses available under state and federal law. 5.4 Personnel Files‌ Employees shall each have one official personnel file which shall be open to them except for confidential correspondence connected with initial employment. Employees may rebut, comment on, and clarify any unfavorable item in their file, and any such rebuttal, commentary or clarification shall be attached to the relevant item in the file. Employees may obtain a copy of any material contained in their personnel file. No trustee anonymous material may be placed in official personnel files. No unfavorable material may be placed in an employee's personnel file that does not bear either the signature or administration pressure shall be applied to any academic employee regarding grading or evaluation initials of students. The Academic Standards Committee shall operate according to published parliamentary procedures (Sturgis) with the following exceptions: (1) in order for a quorum to be established, at least 50% of the faculty members must be present and (2) only members of the committee who are faculty may vote to change a grade. In the case of a tie vote, the motion to change a grade will be lost. D. The College shall not provide personal information concerning academic employees, including names, addresses, phone numbers, etc., to any person not required by law, or to any commercial or charitable organization without specific approval by the employee or LCCFAHE agreementa statement and signature of an employer representative indicating the employee has been shown the material and refused to sign it. The employee's signature does not necessarily mean that the employee agrees with the content, but serves to verify that the employee has seen the document. Evaluations are not considered unfavorable material for purposes of this provision. E. Prior 5.5 Rights to subcontracting work customarily performed by bargaining unit academic employees Representation‌ Employees are entitled to the presence of a representative during an investigatory interview which the employee reasonably believes may result in disciplinary action. Employees may choose their representatives as part long as the representative of their professional responsibilities, the District will notify the LCCFAHE and bargain the impact. F. To preserve the professional relationship between faculty and administration; administrator observations of academic employees performing their instructional or counseling duties, including materials in online course spaces, deemed necessary for other than 1) evaluation activities described in Article 304.2 for probationary faculty and 2) Article 904.4 for adjunct faculty and 806 for non-probationary faculty evaluation should take place after notification. In exigent circumstances, notification will be made as soon as possible after observation.choice is reasonably available.‌

Employee Rights and Working Conditions. 401 FACULTY RIGHTS A. The Board of Trustees hereby agrees that it will not discriminate against any faculty with respect to hours, wages, or any terms or conditions of academic employment by reason of their membership in the LCCFAHE, their participation in any lawful activities of the LCCFAHE or collective negotiations with the College, of their institution of any grievance, complaint or proceeding under this Agreement. B. Nothing contained within this Agreement shall be construed to deny or restrict to any academic employee rights they may have under applicable laws and regulations. These rights granted to academic employees herein shall be deemed to be in addition to those provided elsewhere. C. Academic employees shall have the exclusive right and responsibility to determine grades and other evaluations of students. No grade or evaluation shall be changed without the approval of the Academic Standards Committee. No trustee or administration pressure shall be applied to any academic employee regarding grading or evaluation of students. The Academic Standards Committee shall operate according to published parliamentary procedures (Sturgis) with the following exceptions: (1) in order for a quorum to be established, at least 50% of the faculty members must be present and (2) only members of the committee who are faculty may vote to change a grade. In the case of a tie vote, the motion to change a grade will be lost. D. The College shall not provide personal information concerning academic employees, including names, addresses, phone numbers, etc., to any person not required by law, or to any commercial or charitable organization without specific approval by the employee or LCCFAHE agreement. E. Prior X. Xxxxx to subcontracting work customarily performed by bargaining unit academic employees as part of their professional responsibilities, the District will notify the LCCFAHE and bargain the impact. F. To X. Xx preserve the professional relationship between faculty and administration; administrator observations of academic employees performing their instructional or counseling duties, including materials in online course spaces, deemed necessary for other than 1) evaluation activities described in Article 304.2 for probationary faculty and 2) Article 904.4 for adjunct faculty and 806 for non-probationary faculty evaluation should take place after notification. In exigent circumstances, notification will be made as soon as possible after observation.

Employee Rights and Working Conditions. 401 FACULTY RIGHTS‌ A. The Board of Trustees hereby agrees that it will not discriminate against any faculty with respect to hours, wages, or any terms or conditions of academic employment by reason of their membership in the LCCFAHE, their participation in any lawful activities of the LCCFAHE or collective negotiations with the College, of their institution of any grievance, complaint or proceeding under this Agreement. B. Nothing contained within this Agreement shall be construed to deny or restrict to any academic employee rights they may have under applicable laws and regulations. These rights granted to academic employees herein shall be deemed to be in addition to those provided elsewhere. C. Academic employees shall have the exclusive right and responsibility to determine grades and other evaluations of students. No grade or evaluation shall be changed without the 5.1 Travel‌ With prior approval of the Academic Standards CommitteeVice President, employees are eligible for reimbursement of approved travel expenses in accordance with Board Policy. 5.2 Payroll Deductions‌ Upon submission of the appropriate form, the employer will provide optional payroll deductions for items including, but not limited to up to two checking and/or two savings accounts; optional retirement plans; and other established deductions approved by the employer. It is understood such payroll deductions are made solely for the employees' convenience and the employer assumes no liability as a result of this courtesy. 5.3 Nondiscrimination‌ Neither the employer, the union, nor any employee shall engage in unlawful discrimination. Violations of this provision are not subject to the grievance procedure. Employees are encouraged to file complaints alleging unlawful discrimination with Human Resources prior to pursuing recourses available under state and federal law. 5.4 Personnel Files‌ Employees shall each have one official personnel file which shall be open to them except for confidential correspondence connected with initial employment. Employees may rebut, comment on, and clarify any unfavorable item in their file, and any such rebuttal, commentary or clarification shall be attached to the relevant item in the file. Employees may obtain a copy of any material contained in their personnel file. No trustee anonymous material may be placed in official personnel files. No unfavorable material may be placed in an employee's personnel file that does not bear either the signature or administration pressure shall be applied to any academic employee regarding grading or evaluation initials of students. The Academic Standards Committee shall operate according to published parliamentary procedures (Sturgis) with the following exceptions: (1) in order for a quorum to be established, at least 50% of the faculty members must be present and (2) only members of the committee who are faculty may vote to change a grade. In the case of a tie vote, the motion to change a grade will be lost. D. The College shall not provide personal information concerning academic employees, including names, addresses, phone numbers, etc., to any person not required by law, or to any commercial or charitable organization without specific approval by the employee or LCCFAHE agreement. E. Prior a statement and signature of an employer representative indicating the employee has been shown the material and refused to subcontracting work customarily performed by bargaining unit academic employees as part sign it. The employee's signature does not necessarily mean that the employee agrees with the content, but serves to verify that the employee has seen the document. Evaluations are not considered unfavorable material for purposes of their professional responsibilities, the District will notify the LCCFAHE and bargain the impact. F. To preserve the professional relationship between faculty and administration; administrator observations of academic employees performing their instructional or counseling duties, including materials in online course spaces, deemed necessary for other than 1) evaluation activities described in Article 304.2 for probationary faculty and 2) Article 904.4 for adjunct faculty and 806 for non-probationary faculty evaluation should take place after notification. In exigent circumstances, notification will be made as soon as possible after observation.this provision.‌