Employee Rights Responsibilities. A. The employer shall not discriminate against an employee because of his/her private or personal life.
B. Employee Rights/Responsibilities
1. There shall be no discrimination against any employee or applicant for employment by reason of sex, race, creed, religion, color, national origin, age, veteran or military status, sexual orientation, gender expression or identity, disability, or the use of trained dog guide or service animal. The Association and the District will cooperate to assure compliance with District policies and non-discrimination laws.
2. There shall be no discrimination against any employee because of participation in any activity on behalf of the Association because of any action taken with the established grievance procedure.
3. Employees shall comply with all District policies, rules, regulations, and the requirements of all statutory laws and administrative codes.
4. An employee may request a representative from the Association and/or counsel to be present when being formally reprimanded, warned, disciplined, or adversely affected by an administrator.
5. Employees shall be responsible for the supervision of school property and for the supervision of students under school-related circumstances.
6. The employee's position shall not be privileged as to his responsibility for statements which are libelous, slanderous, or which in any way violate the civil rights of others.
7. The Employee shall care for and be responsible for instructional materials and equipment and shall promptly report damage, loss, or theft of equipment, furniture, or fixtures to his/her supervisor.
8. The North Beach School District will comply with the OSHA/WISHA requirements.
C. Controversial Topics and Academic Freedom
1. The District believes that controversial issues are a part of the District's instructional program when related to subject matter in a given grade level or specific curricular field. Employees will use professional judgment in determining the appropriateness of the issue to the curriculum and the maturity of students.
2. If necessary, disputed topics shall be referred to a committee of teachers for a decision. The principal shall choose half the committee and the teacher involved shall choose the other half. This committee shall make a recommendation to the District, who will make the final decision.
3. In the presentation of all controversial issues, the employee shall make every effort to effect a balance of biases, divergent points of view and ...
Employee Rights Responsibilities. Section 1: Employees covered by this Agreement shall have the right to join, or refrain from joining, the Union. No member of the Union shall be favored or discriminated against, either by the Town or by the Union, because of membership or non-membership in the Union.
Section 2: Full-time employee shall mean a public employee as defined in Title 29, M.R.S.A.
Section 3: The Town and the Union agree not to discriminate against any individual with respect to hiring, compensation, terms or conditions of employment because of such individual's race, color, religion, sex, national origin, age, sexual orientation, or condition of handicap, except where based on a bona fide occupational qualification, nor will they limit, segregate or classify employees in any way to deprive any individual employee of employment opportunities because of race, color, religion, sex, national origin, age, or condition of handicap, except where based on a bona fide occupational qualification.
Section 4: The use of the male or female gender of nouns or pronouns is not intended to describe any specific employee or group of employees but is intended to refer to all employees in job classifications, regardless of gender identity.
Section 5: Unit employees shall not be denied their rights to free speech or any other constitutional rights, provided, however, they do not use privileged information for personal reasons and their conduct during work hours does not impair the operations of Town government in any way.
Section 6: Any employee shall have the right to be represented or accompanied by the Union Xxxxxxx or other Union representative when appearing before the Town Manager, Select Board, or their delegate on any grievance, or when disciplinary action is likely to result. Employees are required to abide by the terms of this Agreement and to comply with such rules and regulations as the Town may adopt which are not inconsistent with this Agreement. Should there be any doubt as to the employee's obligations, the employee shall comply with the rules and then initiate a grievance if he/she feels it is necessary.
Section 7: Nothing herein is intended to deny any employee his/her lawful rights to file complaints with applicable regulatory agencies as allowed by law. The Town shall not engage in any acts of retribution whatsoever, provided, however, employees are encouraged to bring such matters of concern to the attention of the Fire Chief or Town Manager prior to filing any such complaints a...
Employee Rights Responsibilities. 6.1 Employees shall be entitled to perform their duties under fair, safe, healthful and equitable working conditions as regulated by the State and Federal Occupational Safety and Health Act. When such conditions do not prevail, the affected employee(s) shall notify their supervisor immediately of any deficiencies. The Board shall make all reasonable attempts to correct such deficiencies as soon as possible.
6.2 An employee shall have the right to recommend the removal of material from his file that is in error. Provided cause is shown, the material will either be corrected or expunged from the file.
6.3 Those employees who are assigned unusual responsibilities or difficult situations outside their area of normal training will not be expected to meet the same expectations as other employees.
6.4 For just cause, the Board or its representative may reprimand, suspend without pay, demote, discipline or discharge an employee. In the event the above is unjust, the employee shall receive an appropriate penalty as agreed to by the parties or directed by the arbitrator.
6.5 When an employee is given a suspension, disciplinary discharge, layoff, written reprimand and/or warning which is to be affixed to his/her personnel file, the employee shall be promptly notified of the action taken in writing.
Employee Rights Responsibilities.
A. Creditors Except in those cases which involve borrowing from students, parents, or employees of the School Board, no employee shall have disciplinary action against them because of a debt complaint, and unless required by law. The Board shall not assist a creditor in collecting any debt except as may be required by law.
B. Charity Employee participation in charitable drives is voluntary. Solicitations will be made, but attendance shall be optional, and no pressure shall be used to require such participation. No school district employee will use his rank or position to coerce another employee into participating in a fundraising drive. Charitable presentations shall be made prior to faculty meetings that occur before the workday or after faculty meetings that occur after the workday.
Employee Rights Responsibilities. 6.1 Employees shall be entitled to perform their duties under fair, safe, healthful and equitable working conditions as regulated by the State and Federal Occupational Safety and Health Act. When such conditions do not prevail, the affected employee( s) shall notify their supervisor immediately of any deficiencies. The Board shall make all reasonable attempts to correct such deficiencies as soon as possible.
6.2 An employee shall have the right to recommend the removal of material from his file that is in error. Provided cause is shown, the material will either be corrected or expunged from the file.
6.3 Those employees who are assigned unusual responsibilities or difficult situations outside their area of normal training will not be expected to meet the same expectations as other employees.
6.4 For just cause, the Board or its representative may reprimand, suspend without pay, demote, discipline or discharge an employee. In the event the above is unjust, the employee shall receive an appropriate penalty as agreed to by the parties or directed by the arbitrator.
6.5 When an employee is given a suspension, disciplinary discharge, layoff, written reprimand and/or warning which is to be affixed to his/her personnel file, the employee shall be promptly notified of the action taken in writing.
6.6 Records of disciplinary action must be specific in content, signed by the contributor and a copy furnished to the employee.
6.7 Whenever practical, employees shall be counseled privately for corrective action.
6.8 No employee will be disciplined for failing to follow any rule, regulation, or order unless such rule, regulation, or order has been applied uniformly with all employees.
6.9 In the event the Board decides to implement an evaluation procedure, all employees upon employment and at the beginning of each work year will be apprised of the specific evaluative criteria and procedure prior to the conducting of any formal evaluation.
1) Probationary employees shall be observed for the purpose of evaluation at least twice during their probationary period.
2) Seniority employees shall be observed for the purpose of evaluation once every two (2) years.
3) Evaluations shall be conducted by the employee's immediate supervisor. All monitoring or observation of the work of the employee will be conducted openly and with the full and complete knowledge of the employee. The use of electronic devices or similar surveillance devices shall be strictly prohibited.
4) All evaluati...
Employee Rights Responsibilities. A. The Board and the Association undertake and agree that they shall not directly or indirectly discourage, deprive or coerce any employee in the exercise of any rights conferred by law, and that they shall not discriminate against any employee with respect to hours, wages or any terms or conditions of employment by reason of his membership or non- membership in or participation or non-participation in the activities of the Association and its affiliates, participation or non-participation in collective negotiations with the Board, or other proceeding affecting terms and conditions of their employment.
B. It is agreed that in connection with collective negotiations, grievances, or the institution of complaints of other proceedings, Board members, administrators, and employees will act in conformance with the ethical standards of their professions and positions.
C. Student Grading
1. The teacher shall maintain the right and responsibility to determine grades and other evaluations of students within the grading policies of the Lyndhurst School District based upon their professional judgment of available criteria pertinent to any given subject area or activity for which they are responsible.
2. A principal may change a grade or evaluation, but the principal must initial the change so recorded.
D. Identification with Association No employee shall be prevented from wearing pins or other identification of membership in the Association or its affiliates.
E. Notification of Schedule Principals will notify each teacher in writing no later than the last day of each school year of his tentative schedule for the following school year. This tentative schedule can be changed by the principal if the necessity arises, but the teacher is to be notified of the change in writing as soon as possible.
Employee Rights Responsibilities. A. The detection of unsafe and unhealthful working conditions at the earliest possible time and the prompt correction of related hazards at the lowest possible working level are essential elements of the Agency’s Safety and Health Program. Any employee who is assigned duties which he/she reasonably believes could possibly endanger his/her health or well-being shall notify the supervisor of the situation and record the unsafe or unhealthful working conditions in accordance with OFPM procedures. If the supervisor cannot xxxxx or mitigate the unsafe working conditions, the supervisor shall delay the assignment and refer the matter through the proper channels for appropriate action.
B. No employee will be subjected to restraint, interference, coercion, discrimination, or reprisal for filing a report of unsafe or unhealthful working conditions or other participation in Agency Occupational Safety and Health Program activities.
C. An employee has the right to decline to perform his or her assigned task because of the reasonable belief that the task poses an imminent risk of death or serious bodily harm, coupled with a reasonable belief that there is insufficient time to seek effective mitigation measures and/or abatement procedures.
D. Employees will be given an opportunity, with supervisory approval, to attend and participate in safety committee meetings and safety related activities.
Employee Rights Responsibilities. A. The detection of unsafe and unhealthful working conditions at the earliest possible time and the prompt correction of related hazards at the lowest possible working level are essential elements of the Department's Safety and Health Program. Any employee in the bargaining unit who is assigned duties which he/she reasonably believes could possibly endanger his/her health or well-being shall notify the supervisor of the situation and file a report of unsafe or unhealthful working conditions. If the supervisor cannot solve the problem and agrees with the employee, the supervisor shall delay the assignment and refer the matter through the proper channels for appropriate action. Specific procedures are described in DLMS 4, Chapter 800.
B. The Department shall assure that no employee is subject to restraint, interference, coercion, discrimination, or reprisal for filing a report of unsafe or unhealthful working conditions or other participation in Agency Occupational Safety and Health Program activities. An employee who believes she or he has been subject to acts of reprisal for participation in the Department's Safety and Health Program activities has the right to seek redress through established grievance procedures.
C. An employee has the right to decline to perform his or her assigned task because of the reasonable belief that, under the circumstances, the task poses an imminent risk of death or serious bodily harm, coupled with a reasonable belief that there is insufficient time to seek effective redress through normal hazard reporting and abatement procedures.
D. Employees or Union Representatives are entitled to official time to participate in the Department's Safety and Health Program.
E. Employees or Union Representatives have the right to advise Management concerning safety and health problems.
F. Employees or Union Representatives have the right to be involved in inspection activity. Employees and Union Representative should be interviewed during Regional Safety and Health Program evaluations.
G. Employees are expected to follow safety and health directives and practices, including the wearing and use of protective equipment.
Employee Rights Responsibilities. A. The employer shall not discriminate against an employee because of his/her private or personal life 10
B. Employee Rights/Responsibilities 10 C. Controversial Topics and Academic Freedom 11 D. Personnel Files 11 E. Personal Property 12
A. Rights, Duties, and Responsibilities 12
B. It is expressly agreed that all rights except such as are relinquished herein by the District, are reserved to and shall continue to vest in the District 13 A. Work year 13 B. Workday 14
A. Teacher Prep Time 15 B. Classroom Size and Instructional Groups 15 C. Workstation Visitations 16
Employee Rights Responsibilities. A. The employer shall not discriminate against an employee because of his/her private or personal life 10
B. Employee Rights/Responsibilities 10 C. Controversial Topics and Academic Freedom 11 D. Personnel Files 11 E. Personal Property 12 A. Rights, Duties, and Responsibilities 13 A. Work year 13 B. Workday 15
A. Teacher Prep Time 16 B. Classroom Size and Instructional Groups 16 C. Workstation Visitations 17 A. Special Education Teacher 17 B. Paraeducator Time 18 A. Definitions 18 B. Joint Responsibility 18 C. Professional Judgement 19
