Employee Use. Employees may continue to take assigned vehicles to their residence after completion of the work day subject to the conditions listed above.
Employee Use. Employees shall not use a code, access a file, or retrieve any stored communication unless they have been given authorization to do so. (Authorization is not required each time the electronic media is accessed in performance of one’s duties.) Each employee is responsible for the security of his/her own password. Employees are encouraged to use electronic mail and other District technology resources to promote student learning and communication with the home and education-related entities. If those resources are used, they shall be used for purposes directly related to work-related activities. Technology-based materials, activities and communication tools shall be appropriate for and within the range of the knowledge, understanding, age and maturity of students with whom they are used. District employees and activity sponsors may set up blogs and other social networking accounts using District resources and following District guidelines to promote communications with students, parents, and the community concerning school-related activities and for the purpose of supplementing classroom instruction. Networking, communication and other options offering instructional benefits may be used for the purpose of supplementing classroom instruction and to promote communications with students and parents concerning school-related activities. In order for District employees and activity sponsors to utilize a social networking site for instructional, administrative or other work-related communication purposes, they shall comply with the following:
Employee Use. All employees shall be subject to disciplinary action if their conduct relating to use of technology or online resources violates this policy or other applicable policy, statutory or regulatory provisions governing employee conduct. The Professional Code of Ethics for Kentucky School Certified Personnel requires certified staff to protect the health, safety, and emotional well-being of students and confidentiality of student information. Conduct in violation of this Code, including, but not limited to, such conduct relating to the use of technology or online resources, must be reported to Education Professional Standards Board (EPSB) as required by law and may form the basis for disciplinary action up to and including termination.
Employee Use. Employees covered by this agreement will be accorded reasonable duty time to consult with a union representative for representational purposes or for representing themselves consistent with the terms of this agreement and applicable regulations and law. This includes time for preparation, attendance (at meetings and/or hearings) and travel of the employee for matters such as, grievance/arbitration, FLRA, MSPB, EEO, or other disciplinary actions, adverse action proceedings, and ULP charges and/or complaints. Travel costs related to these activities will be borne by Management. The employee will make every reasonable effort to request and have advance approval of such use of duty time. The employee will continue to administer and control his/her work-load in a manner that is in the best interest of the Service.
Employee Use a) Any individual who is using the bank at the time the bank becomes exhausted or who has used the bank in a given year and has no remaining sick leave shall be entitled to bank days until such time they have additional sick leave available whereupon they shall contribute two days to remain eligible.
b) An individual shall not be eligible for consideration by the sick bank until such time as he/she shall have been absent for thirty calendar days due to extended illness or accident unless the first day of illness commenced with hospitalization.
c) Medical proof of illness is required.
d) The sick bank trustees may require an applicant to be examined by a trustee-chosen physician.
e) Participating individuals may draw double the amount of sick time they had credited to them at the time of the illness for which they are to receive sick bank days. No participant shall draw more than one year per injury or sickness. New employees and hardship cases shall be reviewed by the sick bank committee and exceptions in these cases may be made to the above at the discretion of the committee.
f) Sick bank use shall be granted only for the personal illness of the employee.
g) If an individual receives sick bank days and workers' compensation, the individual shall return to the District workers' compensation benefits so as to enable the District to refurbish the bank with the amount of days equivalent to the workers' compensation benefits.
Employee Use. For purposes of this section, the term employee use means any use in connection with the per- formance of services by the employee as an employee.
Employee Use. See paragraph (a) of this section for requirements to be satisfied for employee use of listed property to be considered business/in- vestment use of the property.
Employee Use a. Withdrawals from the bank shall be limited to employees suffering from a catastrophic illness or injury. A catastrophic illness or injury is defined as a severe condition or combination of conditions that: (a) affect the physical or mental health of the employee; and (b) result in a life-threatening or life function altering condition; and (c) require an extended period of absence from work. Pregnancy is not considered a catastrophic illness. However, complications resulting from pregnancy may be considered catastrophic.
b. A unit member must first exhaust all of their leave accruals before applying for withdrawal from the bank.
c. A unit member shall be limited to withdraw sick leave bank days as follows: 10- month employees: up to a maximum of 187 days per catastrophic event; 11- month employees: up to a maximum of 207 days per catastrophic event;-------------------------- ---------------------------- ------------------------------ 12- month employees: up to a maximum of 220 days per catastrophic event.
d. If a unit member receives workers’ compensation or disability benefits through New York State disability or a private policy, he/she shall only be eligible to withdraw days from the sick bank to pay the difference betweenvhathe/shewouldhaveeam edif he/shecontinued on the payroll and what he/she received in workers’ compensation or disability- benefits. The- unit- member shall-be required -to sign a statement as to-w-hether -or not -he/she is receiving disability' benefits through a private policy-and if so, the amount-of-payments received in conjunction with-a-copy-of-the policy-and documentation to reflect payments received.
Employee Use. An employee should not expect to use Xxxxxxx Independent School District facilities or equipment without specific approval as required of all other individuals or groups. Employees using facilities in a manner that might compete against any other tax paying entity or that has a profit potential for the employee would be required to pay fees as would any of those other entities. These rental policies do not apply to employees fulfilling the requirements of their jobs or duties as assigned by the District. Separate guidelines are set up for the rental of any KISD facilities by another school district for playoff games in conjunction with UIL and/or TAPPS competitions. Those separate guidelines are in addition to these Administrative Procedures. Cafeteria $ 40.00 hour (Middle, Intermediate, Xxxxxxxx, Primary) $ 50.00 hour (High School) Auditorium $130.00 hour (High School) Kitchen Not Available Classrooms Not Available Gymnasiums (No Access to Concession Stands) KHS Varsity $ 100.00 hour KHS JV $ 60.00 hour KMS Main $ 60.00 hour KMS Practice $ 40.00 hour KIS $ 30.00 hour KPS $ 40.00 hour Baseball Field $ 400.00 daily (A) $ 150.00 Additional to prep field No Access to Concession Stand or locker rooms R.E. St. Xxxx Stadium $ 1,000.00 daily (A) Indoor Practice $ 100.00 hour Tennis Courts (No Access to Restrooms) KHS $ 200.00 daily KMS $ 150.00 daily Additional $25.00 per day if lights are required.
Employee Use. CREDIT UNION agrees to assume full responsibility and liability for any improper or unauthorized access to or use of the SYSTEM by CREDIT UNION’s employees. CREDIT UNION agrees to assume responsibility for training its employees regarding the appropriate and authorized access to and use of the SYSTEM, for installing and utilizing suitable anti-virus software on the CREDIT UNION’s systems, and for deleting or disabling any software or devices on CREDIT UNION’s systems which could be used to read, delete, copy or modify files or libraries without permission or to disable or interfere with the proper functioning, operations and security of the SYSTEM. CREDIT UNION agrees that if shall be responsible for any damages, costs, or expenses incurred by CU*Answers as a result of actions, errors or omissions by CREDIT UNION or its employees.
