Common use of Employee Rights Responsibilities Clause in Contracts

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 afford an opportunity for exploration by the students into all sides of the issue. The teacher's responsibility shall be to show objectivity so that various sides of controversial issues are given. To carry out this responsibility a teacher shall be well informed in the areas being studied and present the issue in a manner in which the class perceives the objectives of the study and understands the issues involved in their implications. 4. In discussing controversial issues, the employee shall encourage student(s) to express their own views, assuring that it be done in a manner that gives due respect to other's rights and opinions, and falls within the historical, democratic socially, and culturally accepted, norms and core values of our country. When discussing controversial issues, the employee shall respect positions other than his own. Students shall be encouraged, after class discussions and independent inquiry, to reach their own conclusions regarding controversial issues. 5. The right to academic freedom shall include the right to support or oppose political causes and issues outside normal classroom activities. 6. The employer and the Association recognize that the abilities of pupils to progress and mature academically is a combined result of school, home, economic, and social environment, and that the teacher alone cannot be held accountable for aspects of the academic achievement of the pupil in the classroom. Test results of the academic progress of students can be used as one way to consider the quality of a teacher’s service of fitness and/or retention. 7. If there is a question concerning the teaching method of a teacher, those teaching methods shall be jointly resolved by the teacher and principal. The principal or superintendent has the responsibility and authority to determine and encourage high quality instructional practices of all classroom teachers. D. Personnel Files 1. Employees (or former employees) upon request, shall have the right to inspect all contents of their complete personnel file kept within the District as well as employment references transmitted by the employer. Upon request, a copy of any documents contained therein shall be afforded the employee. With the exception of closed placement files, there shall be no other secret, duplicate, alternate, or other personnel file kept anywhere by the District. A separate file for processed grievances shall be kept apart from the teacher's personnel file, which shall be open for inspection by the grieved teacher. Upon request, a copy of any documents contained therein shall be afforded said employee. A representative from the Association and/or counsel at the employee’s request, may be present at this review. 2. Each employee's personnel file shall contain the following minimum items of information: a) The employee's evaluation reports. b) Copies of annual contracts.

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. 6.1 Employees shall be responsible for entitled to perform their duties under fair, safe, healthful and equitable working conditions as regulated by the supervision State and Federal Occupational Safety and Health Act. When such conditions do not prevail, the affected employee(s) shall notify their supervisor immediately of school property and for the supervision of students under school-related circumstancesany deficiencies. The Board shall make all reasonable attempts to correct such deficiencies as soon as possible. 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 6.2 An employee shall make every effort to effect a balance of biases, divergent points of view and afford an opportunity for exploration by the students into all sides of the issue. The teacher's responsibility shall be to show objectivity so that various sides of controversial issues are given. To carry out this responsibility a teacher shall be well informed in the areas being studied and present the issue in a manner in which the class perceives the objectives of the study and understands the issues involved in their implications. 4. In discussing controversial issues, the employee shall encourage student(s) to express their own views, assuring that it be done in a manner that gives due respect to other's rights and opinions, and falls within the historical, democratic socially, and culturally accepted, norms and core values of our country. When discussing controversial issues, the employee shall respect positions other than his own. Students shall be encouraged, after class discussions and independent inquiry, to reach their own conclusions regarding controversial issues. 5. The right to academic freedom shall include the right to support or oppose political causes and issues outside normal classroom activities. 6. The employer and the Association recognize that the abilities of pupils to progress and mature academically is a combined result of school, home, economic, and social environment, and that the teacher alone cannot be held accountable for aspects of the academic achievement of the pupil in the classroom. Test results of the academic progress of students can be used as one way to consider the quality of a teacher’s service of fitness and/or retention. 7. If there is a question concerning the teaching method of a teacher, those teaching methods shall be jointly resolved by the teacher and principal. The principal or superintendent has the responsibility and authority to determine and encourage high quality instructional practices of all classroom teachers. D. Personnel Files 1. Employees (or former employees) upon request, shall have the right to inspect all contents 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 complete personnel file kept within area of normal training will not be expected to meet the District same expectations as well 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 employment references transmitted agreed to by the employer. Upon requestparties 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 documents contained therein formal evaluation. 1) Probationary employees shall be afforded 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. With the exception The use of closed placement files, there electronic devices or similar surveillance devices shall be no other secret, duplicate, alternate, or other personnel file kept anywhere by the District. A separate file for processed grievances strictly prohibited. 4) All evaluations shall be kept apart from the teacher's personnel file, which in writing and a conference shall be open for inspection by held between the grieved teacher. Upon request, a copy employee and the supervisor to discuss the evaluation within five (5) days of any documents contained therein shall be afforded said employee. A representative from the Association and/or counsel at observation. 5) All evaluations must indicate the supervisor’s observation of the employee’s requestparticular strengths and those areas needing assistance. Furthermore, may whenever a particular deficiency is noted, the evaluator must indicate the specific way which the employee is to improve and what assistance will be present at this reviewprovided by the supervisor. Subsequent evaluation reports must note the progress or lack of progress of previously noted deficiencies. 2. Each employee's personnel file shall contain the following minimum items of information: a) The employee's evaluation reports. b) Copies of annual contracts.

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 questionable matters 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 afford an opportunity for exploration by the students into all sides of the issue. The teacher's responsibility shall be to show objectivity so that various sides of controversial issues are given. To carry out this responsibility a teacher shall be well informed in the areas being studied and present the issue in a manner in which the class perceives the objectives of the study and understands the issues involved in their implications. 4. In discussing controversial issues, the employee shall encourage student(s) to express their own views, assuring that it be done in a manner that gives due respect to other's rights and opinions, and falls within the historical, democratic socially, and culturally accepted, norms and core values of our country. When discussing controversial issues, the employee shall respect positions other than his own. Students shall be encouraged, after class discussions and independent inquiry, to reach their own conclusions regarding controversial issues. 5. The right to academic freedom shall include the right to support or oppose political causes and issues outside normal classroom activities. 6. The employer and the Association recognize that the abilities of pupils to progress and mature academically is a combined result of school, home, economic, and social environment, and that the teacher alone cannot be held accountable for aspects of the academic achievement of the pupil in the classroom. Test results of the academic progress of students can shall not be used in any way as one way to consider evaluative of the quality of a teacher’s 's service of fitness and/or or retention. 7. If there is a question concerning the teaching method of a teacher, those teaching methods shall be jointly resolved by the teacher and principal. The principal or superintendent has the responsibility and authority to determine and encourage high quality instructional practices of all classroom teacherson an equal basis. D. Personnel Files 1. Employees (or former employees) upon request, shall have the right to inspect all contents of their complete personnel file kept within the District as well as employment references transmitted by the employer. Upon request, a copy of any documents contained therein shall be afforded the employee. With the exception of closed placement files, there shall be no other secret, duplicate, alternate, or other personnel file kept anywhere by the District. A separate file for processed grievances shall be kept apart from the teacher's personnel file, which shall be open for inspection inspection, by the grieved teacher. Upon request, a copy of any documents contained therein shall be afforded said employee. A representative from the Association and/or counsel Anyone, at the employee’s 's request, may be present at this review. 2. Each employee's personnel file shall contain the following minimum items of information: a) The employee's evaluation reports. b) Copies of annual contracts.