Employees' Rights. There shall be no interference, intimidation, restraint, coercion or discrimination by either the State or MSEA-SEIU as a result of the exercise by any employee within the bargaining unit of his/her statutory rights related to membership in MSEA-SEIU or any other right granted under the State Employees Labor Relations Act.
Employees' Rights. Except as otherwise provided herein, the Employee, as owner of the Shares, shall have all rights of a shareholder, including, but not limited to, the right to receive all dividends paid on the Shares and the right to vote the Shares.
Employees' Rights. There shall be no interference, intimidation, restraint, coercion or discrimination by either the Trustees or MSEA as a result of the exercise by any employee within the bargaining unit of his/her statutory rights related to membership in MSEA or any other right granted under the University of Maine Labor Relations Act.
Employees' Rights. In addition to the obligations pursuant to the GA, each Party shall, to the fullest extent it can lawfully do so, ensure that it can grant Access Rights and fulfil the obligations under the GA and this CA notwithstanding any rights of its employees or Subcontractors in Results so created.
Employees' Rights. In addition to those rights protected under the law and elsewhere in this 134 agreement, each employee, or SUCCESS employee shall have upon request, the right to 135 review the evaluation documents contained in his/her personnel file. An employee or 136 SUCCESS employee has the right to respond in writing to any evaluation documents. Any 137 complaints directed toward an employee or SUCCESS employee which are placed in his/her 138 personnel file shall be promptly called to the employee’s or SUCCESS employee’s attention 139 in writing.
Employees' Rights. A. STATUTORY SAVINGS CLAUSE Nothing contained herein shall be construed to deny or restrict to any employee such rights as he/she may have under New Jersey School Laws or other applicable laws and regulations. (The rights granted to employees hereunder shall be deemed to be in addition to those provided elsewhere).
B. JUST CAUSE PROVISIONS No employee shall be discharged, disciplined, reprimanded, reduced in rank or compensation, or deprived of any professional advantage or given an adverse evaluation of his/her professional services without just cause. Any such action asserted by the Board or any agent or representative thereof, shall be subject to the grievance procedure herein set forth.
C. REQUIRED/REQUESTED MEETINGS OR HEARINGS Whenever any employee is required to appear before the Superintendent or his designee, the Board, or any committee, member, representative or agent thereof, concerning any matter which could adversely affect the continuation of that employee in his/her office, position or employment or the salary or any increments pertaining thereto, then he/she shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interview. Whenever any employee requests a meeting with the Superintendent or his designee, the Board, or any committee, member, representative or agent thereof, concerning any matter which could adversely affect the continuation of that employee in his/her office, position or employment or the salary or any increments pertaining thereto, he/she shall be entitled to have a representative of the Association present to advise him/her during such meeting or interview.
Employees' Rights. Notwithstanding the procedures below, an employee shall:
(i) Have access to their personal files and may take notes and/or obtain copies of the contents of the file.
(ii) Be entitled to sight, note and/or respond to any information placed on their personal file which may be regarded as adverse.
(iii) Be entitled to make application to delete or amend any disciplinary or other record mentioned on their personal file which the employee believes is incorrect, out-of-date, incomplete or misleading.
(iv) Be entitled to request the presence of a union representative and/or the involvement of their union at any stage.
(v) Be entitled to make application for accrued leave for whole or part of any suspension during the investigation process.
Employees' Rights. A. At any meeting or investigation, at any level of the appeal and hearing procedure, the Employee and/or Union representative (with authorization from the Employee) shall be allowed to get whatever information is desired from the Employee’s personnel file.
B. Any disciplinary action resulting in suspension or discharge shall be reported to the Union within two (2) days, and confirmed by letter within three (3) days of the date and time of notification of the Employee.
C. If at the meeting or a subsequent hearing, the Employee who was suspended is determined to be completely blameless of charges regarding the offense; the Employee shall be reinstated to their former position without loss of METRO or classification seniority and will be paid wages lost as though the Employee had not been suspended. It is agreed that no entry shall be made on the Employee’s record of the suspension, if the Employee was found to be completely blameless. If it is found that the Employee in question was partially blameless, then METRO may reduce the penalty and/or return some or all of the Employee’s lost wages.
D. An Employee shall be given an opportunity to answer any charges or complaints in writing. This response shall remain part of the Employee’s record as long as the complaint or charge remains on file.
E. The Employee shall have the right to Union representation at any meeting or hearing that the Employee has a reasonable basis to suspect may result in discipline. The Employee’s representative, or the Employee if not represented, will be allowed to question all witnesses.
F. Adverse notations on the Employee’s record that result in a three (3) day suspension or less which are more than twelve (12) months old shall not be used for future discipline. Disciplinary suspensions of more than three (3) days which are more than five (5) years old shall not be used for future discipline.
G. No adverse entry shall be placed in an Employee’s file unless written and signed by the person making the charge or complaint. Hearsay evidence shall not be the basis for discipline or adverse entry in the Employee’s record. Written declarations signed by the witness may be used as evidence. An Employee cannot be suspended as a result of a passenger complaint, unless the Employee has the right to face their accusers or witnesses in person. If METRO suspends or discharges an Employee under provisions of 16.01B prior to the completion of the first or second level hearing, the Employee has the r...
Employees' Rights. The Employer shall provide anti-oppression training to all employees on an ongoing basis which will include anti-racism training. Information on PSAC anti-oppression policies shall be provided to new employees as part of their orientation. New employees shall be required to participate in anti-oppression training within twelve (12) months of hire.
Employees' Rights. There shall be no interference, intimidation, restraint, coercion or discrimination by either the State or MSLEA as a result of the exercise by any employee within the bargaining unit of his/her statutory rights related to membership in MSLEA or any other right granted under the State Employees Labor Relations Act.
