EMPLOYEES’ RIGHTS AND RESPONSIBILITIES. A. Pursuant to the Michigan Employment Relations Act, the Employer agrees that employees shall have the right freely to organize, join, and support the Association for the purpose of engaging in collective bargaining or negotiations. As a duly elected body, exercising governmental power under color or law of the State of Michigan, The Employer undertakes and agrees that it will not directly or indirectly discourage or deprive or coerce employees in the enjoyment of any rights conferred by the Act or other laws of Michigan or the Constitutions of Michigan and the Unites States of America; that it will not discriminate against employees with respect to hours, wages, or any terms or conditions of employment, by reason of his/her membership in the Association, his/her participation in any activities of the Association of collective negotiations with the Employer, his/her institution of any grievance, complaint, or proceeding under this Agreement, or otherwise with respect to any terms or conditions of employment.
B. Nothing contained within this Agreement shall be construed to deny or restrict to any employee rights he/she may have under the Michigan General School Laws, the Michigan Public Employment Relations Act, the laws of the State of Michigan and the United States, and the Constitutions of Michigan and the United States.
C. The employees shall be entitled to full rights of citizenship and no religious or political activities of any off-duty employee or the lack thereof shall be grounds for any discipline or discrimination with respect to the employment of such employee. The private and personal life of any employee is not within the appropriate concern or attention of the Employer unless it affects or impacts upon the Employer, the Employer/employee relationship, or the employee’s overall ability to perform his/her job; i.e., criminal activity, etc. (See Article7.)
EMPLOYEES’ RIGHTS AND RESPONSIBILITIES. A. The Board and the Association hereby agree to abide by the Michigan Public Relations Act, other laws of Michigan and the Constitution of Michigan and the United States.
B. The Association and paraeducator employees have the right to use school buildings and facilities for meetings in accordance with school policy.
C. It is the responsibility of the Association and individual employees to honor Board policies and Administrative Regulations not in conflict with the Master Agreement. Neither the Association, its representatives, nor any employee shall assume administrative or supervisory authority or direct employees to disregard the instruction or directions of administrators or supervisors.
D. The Association agrees to supply all information which the Board/Employer requests to process any grievance or complaint.
E. The Employer agrees to furnish, when practicable, to the Association in response to reasonable written requests from time to time, public information concerning the financial resources of the District. The Employer further agrees to supply available information, when feasible and when requested, in writing, which may be necessary for the Association to process any grievance or complaint, except in cases involving confidential personnel records. However, the Employer reserves the right to determine what is germane to the matter so that irrelevant, confidential information on personnel does not become public. The cost for any requested information will be paid by the Association.
F. All employees accept the responsibility to strive for excellence in their work and to take advantage of opportunities for continually improving their skills and relationships with their co-workers and with the public. Paraeducators should attend professional development and on-boarding/orientation opportunities that are available.
G. Employees are responsible for maintaining a continuous high level of professional service to the welfare and benefit of the School District. Employees, therefore, are responsible to discharge their work assignments with proficiency and make a conscientious effort to meet all the reasonable demands of the Board of Education and the Employer.
H. Employees are required to display exemplary behavior as an example to students, parents, community and co-workers and to refrain from actions which will detract from the appropriate image of a dedicated, sincere, and conscientious employee.
X. Xxxx authorized Association representatives may be per...
EMPLOYEES’ RIGHTS AND RESPONSIBILITIES. 6.1 Non-Discrimination Renton School District does not discriminate in any programs or activities on the basis of sex, race, creed, religion, color, national origin, age, veteran or military status, sexual orientation, gender expression or identity, disability, or the use of a trained dog guide or service animal and provides equal access to the Boy Scouts and other designated youth programs. Additionally, there will be no discrimination or discipline with respect to employment of any person because of such person’s age (over 40), sex, race, creed, religion, color, national origin, sexual orientation, including gender expression or identity, marital status, domicile, honorably-discharged veteran or military status, political activity (or lack thereof), or the presence of any sensory, mental or physical disability, or the use of a trained dog guide or service animal by a person with a disability, HIV/AIDS and Hepatitis C status, unless based upon a bona fide occupation qualification, provided that the prohibition against discrimination because of such disability will not apply if the particular disability prevents the performance of the particular employee involved.
EMPLOYEES’ RIGHTS AND RESPONSIBILITIES. Section 6.1 Non-Discrimination 22 Section 6.2 Affirmative Action 22 Section 6.3 Personnel Records 22 Section 6.4 Citizenship 24 Section 6.5 Academic Freedom 24 Section 6.6 Rights of Due Process 25 Section 6.7 Responsibilities of Employees 26 Section 6.8 Payment 26 Section 6.9 General Work Schedule Provisions 27 Section 6.10 Work Day and Work Year 28 Section 6.11 High School Advisory 29 Section 6.12 Professional Learning Communities 29 Section 6.13 Conference and Planning 34 Section 6.14 Staff Facilities 35 Section 6.15 Non-Professional Duties 36 Section 6.16 Personal Vehicle Use 36 Section 6.17 Controversial Issues 36 Section 6.18 Liability Insurance and Employee Protection 37 Section 6.19 Individual Employee Contract 39 Section 6.20 Substitute Requests 39 Section 6.21 New Employee Orientation Materials 40 Section 6.22 Employee Effectiveness Program 40 Section 6.23 Sexual Harassment 40 Section 6.24 Job Sharing 41 Section 6.25 One Year Contracts 41 Section 6.26 Retire-Rehire Employees 41 ARTICLE VII Leaves Section 7.1 Conditions 43 Section 7.2 Annual Sick Leave Allowance 43 Section 7.3 Emergency Hardship Leave 44 Section 7.4 Contractual Leave 45 Section 7.5 Family and Medical Leave (FMLA) 47 Section 7.6 Illness/Injury/Disability Leave 48 Section 7.7 Adoption Leave 48 Section 7.8 Child Care Leave 49 Section 7.9 Leave Sharing 49 Section 7.10 Bereavement Leave 51 Section 7.11 Military Leave 51 Section 7.12 Jury Duty Leave 51 Section 7.13 Subpoena Leave 51 Section 7.14 Workers’ Compensation 51 Section 7.15 Attendance at the Legislature 53 Section 7.16 Leaves for Illness of Long Duration 54 Section 7.17 Superintendent’s Leave 55 Section 7.18 Professional Experience Leave 55 Section 7.19 Cultural Teaching Experience Leave 55 Section 7.20 Public Office Leave 56 Section 7.21 Long-Term Leave Without Pay 56 Section 7.22 Domestic Violence Leave 56 Section 8.1 Statement of Purpose and Policy 57 Section 8.2 Overall Timelines 57 Section 8.3 Definitions 58 Section 8.4 Evaluation of Classroom Teachers (Xxxxxxxxx Model) 62
EMPLOYEES’ RIGHTS AND RESPONSIBILITIES. A. Pursuant to the Michigan Public Employment Relations Act (“PERA”, MCL 423.201 et seq.)., the Employer hereby agrees that every employee, as set forth in Article I, Section A., shall have the right freely to organize, join and support the Association for the purpose of engaging in collective bargaining and/or other activities covered under the Public Employee Relations Act. As a duly elected body exercising governmental power under the law of the State of Michigan, the Employer undertakes and agrees that it will not directly or indirectly discourage or deprive any employee member of this unit with respect to wages, hours or any terms or conditions of employment by reason of his/her membership in the Association, his/her participation in any activities of the Association or collective professional negotiations with the Employer, or his/her institution of any grievance, complaint or proceeding under this Agreement.
B. 1. The local Association and its members shall have the right to use a suitable designated area of the Employer’s building(s) for the purpose of conducting local Association meetings, subject to applicable building use policies, provided that the meeting is at reasonable hours after the workday.
EMPLOYEES’ RIGHTS AND RESPONSIBILITIES. Employees are entitled to work free of harassment at Xxxxxxx Foods
EMPLOYEES’ RIGHTS AND RESPONSIBILITIES. Section 1 Pursuant to the Michigan Employment Relations Act, the Employer agrees that employees shall have the right freely to organize, join, and support the Association for the purpose of engaging in collective bargaining or negotiations and the right to refrain from such activities. The Employer and the Association undertake and agree that they will not directly or indirectly discourage or deprive or coerce employees in the enjoyment of any rights conferred by the Act or other laws of Michigan or the Constitutions of Michigan and the United States of America, and that it will not unlawfully discriminate against any employees due to membership in, or activities on behalf of, the Association or the lack of membership in the Association.
Section 2 Nothing contained within this Agreement shall be construed to deny or restrict to any employee rights he/she may have under the Michigan General School Laws or the applicable laws and regulations.
Section 3 The employees shall be entitled to full rights of citizenship and no personal religious or political activities of any employee or the lack thereof shall be grounds for any discipline or discrimination with respect to the employment of such employee. The private and personal life of any employee is not within the appropriate concern or attention of the Employer unless it affects or impacts upon the Employer, the Employer/employee relationship, or the employee's overall ability to perform his/her job; i.e., criminal activity, etc.
EMPLOYEES’ RIGHTS AND RESPONSIBILITIES. Pursuant to the Michigan Employment Relations Act, the Employer agrees that employees shall have the right freely to organize, join, and support the Association for the purpose of engaging in collective bargaining or negotiations. The Employer undertakes and agrees that it will not directly or indirectly discourage or deprive or coerce employees in the enjoyment of any rights conferred by the Act or other laws of Michigan or the Constitutions of Michigan and the United States of America, and that it will not unlawfully discriminate against employees with respect to hours, wages, or any terms or conditions of employment due to membership in, or activities on behalf of, the Association.
Section 5.2 Nothing contained within this Agreement shall be construed to deny or restrict to any employee rights he may have under the Michigan General School Laws or the applicable laws and regulations.
Section 5.3 The employees shall be entitled to full rights of citizenship and no personal religious or political activities of any employee or the lack thereof shall be grounds for any discipline or discrimination with respect to the employment of such employee. The private and personal life of any employee is not within the appropriate concern or attention of the Employer unless it affects or impacts upon the Employer, the Employer/employee relationship, or the employee's overall activity to perform his job; i.e., criminal activity, etc.
EMPLOYEES’ RIGHTS AND RESPONSIBILITIES. 1. When it appears that unsafe conditions exist, employees shall notify their supervisor in writing immediately. Employees shall not be required to work under unsafe conditions as determined by the Employer. The Board shall make all reasonable efforts to correct unsafe conditions as soon as possible.
2. The personal lives of the employees are not within the appropriate concern of the Board, nor are the religious or political activities of any employee or lack thereof, grounds for any disciplinary action or discrimination unless such activities prove to adversely affect the employee’s efficiency of performance of their duties or have an adverse affect upon the school district.
3. Records of unsatisfactory performance, which may lead to disciplinary action, will be furnished to the employee within ten (10) days.
4. Any complaint determined not serious enough to be called to the attention of the employee within ten days of the discovery of the relevant incident may not be used in isolation as a basis for disciplinary action at a later date unless further information deems the complaint serious.
5. For Just Cause, the Board or its representative may reprimand, suspend without pay, demote, discipline or discharge a non-probationary employee.
6. When an employee is given a disciplinary time-off or discharge notice, the Federation and the employee shall be notified in writing as soon as possible.
7. In the event it is determined by the administration that material in an employee’s file is in error, it will be removed or expunged without delay.
8. When an employee is to be disciplined, it shall be done privately and the employee shall have the option of having the classification xxxxxxx and/or the Union President present.
9. Employees are required to follow the directions of their supervisors in all matters, including health and safety. However, if an employee refuses to follow the directions of a supervisor because the employee believes it is unsafe, the burden of proving it is unsafe is the obligation of the employee, which obligation shall be limited to what a prudent person would do in like circumstances.
EMPLOYEES’ RIGHTS AND RESPONSIBILITIES. 1. Any alleged violation of this Agreement must be pursued through the grievance mechanism provided by this Agreement.
2. No member of the Unit represented by the Association shall suffer any employment or other disadvantages by reason of his membership in the Association, or participation in any of its lawful activities.
