Common use of Employees' Rights Clause in Contracts

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. A. STATUTORY SAVINGS CLAUSE X. Xxxxxxxx to Chapter 123, Public Laws 1974, public employees included in the negotiating unit have, and shall be protected in the exercise of the right, freely and without fear of penalty or reprisal to form, join and assist any employee organization or refrain from any such activity. As a duly selected body exercising governmental powers under cover of law of the State of New Jersey, the Board undertakes and agrees that it shall not directly or indirectly discourage or deprive or coerce any worker in the enjoyment of any rights conferred by Chapter 123, Public Laws 1974, or other laws of New Jersey, or the Constitution of New Jersey and the United States. B. No worker shall be disciplined or reprimanded without just cause. Any such actions asserted by the Board, or any agent or representative thereof shall be subject to the grievance procedure herein set forth. Nothing contained herein shall be construed to deny or restrict to any employee such rights as he/she he 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 worker is required to appear before the Superintendent Board or his designee, the Board, or any committee, member, representative or agent thereof, Committee of Members thereof concerning any matter which could adversely affect the continuation of that employee worker in his/her office, position or his employment or the salary or any increments pertaining theretohereto, then he/she he shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative person of the Association present his own choosing to advise him/her and represent him/her him 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 each meeting or interview.

Employees' Rights. A. STATUTORY SAVINGS CLAUSE In accordance with existing laws, the Board hereby agrees that every employee of the Board shall have the right freely to organize, join and support the Association and its affiliates for the purpose of engaging in collective negotiations and other concerted activities for mutual aid and protection. As a duly selected body exercising governmental power under color of law of the State of New Jersey, the Board undertakes and agrees that it shall not directly or indirectly discourage or deprive or coerce any employee in the employment of any rights conferred by Chapter 123, Public Laws of 1975, or other laws of New Jersey or the constitution of New Jersey and the United States; that it shall not discriminate against any employee with respect to hours, wages or any terms or conditions of employment by reason of his membership in the Association and its affiliates, his participation in any activities of the Association and its affiliates, collective negotiations with the Board, or his institution of any grievance, complaint or proceeding under this Agreement or otherwise with respect to any terms or conditions of employment. B. Nothing contained herein shall be construed to deny or restrict to any employee such rights as he/she he may have under New Jersey School Laws 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 C. Subject to law, no employee shall be discharged, disciplined, reprimanded, reduced in rank or compensation, have a salary increment withheld 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 Board, or any agent or representative thereof, shall be subject to the grievance procedure herein set forth. C. REQUIRED/REQUESTED MEETINGS OR HEARINGS D. Whenever any employee is required directed to appear before the Superintendent or his designeeSuperintendent, the Board, Board or any committee, member, representative committee or agent thereof, member thereof concerning any matter which could adversely affect the continuation of that employee in his/her his office, position or employment employment, or the salary or any increments pertaining thereto, then he/she he shall be given prior written notice of the reasons for such meeting or interview at least twenty-four hours in advance and shall be entitled to have a representative of the Association present to advise him/her him and represent him/her him during such meeting or interview. E. An employee shall have the right to once annually review the contents of his personnel file. Whenever any employee requests a meeting with An appointment for such review shall be made on one week’s written notice to the Superintendent of Schools or his designee. The Board of Education shall furnish, immediately following the Boardemployee’s examination of the file, or any committee, member, representative or agent thereof, concerning any matter which could adversely affect materials in the continuation of that file if permitted by law. An 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 representative(s) of the Association present to advise him/her accompany him during such meeting review. No personnel file shall be made available for review to co-workers, except that the employee’s supervisor(s) and principal, the personnel director, assistant superintendents, superintendent, board members or interviewlegal counsel may review said file. No file shall be made available for review by anyone not employed by the Board of Education, except to the extent disclosure may be required by law, statute or regulation.

Employees' Rights. A. STATUTORY SAVINGS CLAUSE 1. Pursuant to Chapter 123 Public Law of New Jersey, 1974, the Board of Education hereby agrees that every employee of the Board eligible for membership in the negotiating unit as recognized in Article II of this agreement, shall have the right freely to organize, join and support the Riverton Education Association and its affiliates for the purpose of engaging in collective negotiations and other concerted activities for mutual aid and protection. As a duly selected body exercising government power under the laws of the State of New Jersey, the Board undertakes and agrees that it shall not directly or indirectly discourage or deprive or coerce any employees in the enjoyment of any rights conferred by Xxxxxxx 000, Xxxxxx Xxx xx Xxx Xxxxxx, 0000 or the Constitution of New Jersey and the United States; that it shall not discriminate against any employee with respect to hours, wages, or any terms or conditions of employment by reason of his membership in the Association and its affiliates, his participation in any activities of the Association and its affiliates, collective negotiations with the Board, or his institution of any grievance, complaint or proceeding under this Agreement. 2. No employee shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. 3. Nothing contained herein shall be construed to deny or restrict to any employee such rights as he/she he 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)Laws. B. JUST CAUSE PROVISIONS No employee 4. A teacher shall be discharged, disciplined, reprimanded, reduced in rank maintain the basic right and responsibility to determine grades within the grading policy of the Riverton School District based upon his professional judgement of available criteria pertinent to any given subject area or compensation, or deprived of any professional advantage or given an adverse evaluation of his/her professional services without just causeactivity for which he is responsible. Any such action asserted In the event grade changes are considered necessary by the Board or any agent or representative thereofSuperintendent, 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 hold a conference with the affected teacher prior written notice of to such change and indicate in writing the reasons for such meeting or interview the changes. If the Superintendent and shall the teacher cannot resolve the issue and a parent is involved, a conference will be entitled held with the parent, teacher, and Superintendent in an effort to have a representative resolve the matter. Therefore, the Superintendent's judgement will prevail. 5. This agreement does not limit the right of the Association present to advise him/her and represent him/her during such meeting or interview. Whenever any employee requests a meeting to act as an individual in relationship with the Superintendent or his designee, the Board, if he so desires, and this action does not violate the provisions of this agreement. 6. Any criticism by a supervisor or any committeeadministrator of a teacher and his or her methodology, 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 made in confidence, and not in the presence of the Association present to advise him/her during such meeting students, parents, or interviewpublic gatherings.

Employees' Rights. A. STATUTORY SAVINGS CLAUSE Nothing contained herein X. Xxxxxxxx to Act 379 of the Public Acts of 1965, as amended the Board hereby agrees that every employee of the Board shall be construed have the right freely to deny organize, join, and support the Association for the purpose of engaging in collective bargaining or restrict negotiation and other concerted activities for mutual aid and protection or chose to freeze any employee such of those activities as is their right. As a duly elected body exercising governmental power under color of law of the State of Michigan, the Board undertakes and agrees that it will not directly or indirectly discourage or deprive or coerce any Bargaining Unit Member in the enjoyment of any rights as he/she may have under New Jersey School Laws conferred by said Act 379 or other applicable laws of Michigan or the Constitutions of Michigan and regulations. (The rights granted the United States; that it will not discriminate against any Bargaining Unit Member with respect to employees hereunder shall be deemed to be in addition to those provided elsewhere). B. JUST CAUSE PROVISIONS No employee shall be dischargedhours, disciplined, reprimanded, reduced in rank or compensationwages, or deprived any terms or conditions of any professional advantage or given an adverse evaluation employment by reason of his/her membership or non-membership in the Association, his/her participation or non-participation in any activities of the Association or collective 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, negotiations with the Board, or her institution of any committeegrievance, membercomplaint, representative or agent thereofproceeding under this Contract or otherwise with respect to any terms or conditions of employment. B. The provisions of this Contract and the wages, concerning hours, terms, and conditions of employment shall be applied without regard to race, creed, religion, color, national origin, age, sex, sexual orientation, gender, or marital status, or membership, or non- membership in the Association or with the activities of any matter which could adversely affect employee organization. C. Each Bargaining Unit Member, upon written request, shall have the continuation right to review the non-confidential contents of that employee in his/her personnel file located in the Personnel office. The employee may request another Bargaining Unit Member to accompany him/her in this review. No material may be placed therein without allowing the employee an opportunity to file a response within 10 work days adhering to the requirements of the Xxxxxxx-Xxxxxxxx Employee Right to Know Act, position or employment or the salary or any increments pertaining thereto, then he/she and said response shall become a part of the file. X. Xxx descriptions shall be given prior written notice of furnished by the reasons for such meeting or interview Board to each present employee, newly hired personnel, and the Association president. Job descriptions shall be entitled furnished by the Board for personnel placed in newly created positions and/or positions that change within thirty days of job assignment. Job descriptions shall be reviewed by each employee and her supervisor(s) annually and updated when appropriate. A copy of any change will be given to have a representative the president of the Association present to advise him/her and represent him/her during such meeting or interview. Whenever any employee requests a meeting within thirty days The Bargaining Unit Member shall confer 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 officeimmediate supervisor to determine whether the workload necessitates additional help. If the Board agrees that it does, position or employment or alternatives to ease the salary or any increments pertaining theretoworkload will be initiated within ten (10) workdays. Alternatives may include assigning overtime, he/she shall be entitled to have a representative of the Association present to advise him/her during such meeting or interviewhiring substitute help, postponing work, etc.

Employees' Rights. A. STATUTORY SAVINGS CLAUSE Nothing contained herein X. Xxxxxxxx to Act 379 of the Public Acts of 1965, as amended the Board hereby agrees that every employee of the Board shall be construed have the right freely to deny organize, join, and support the Association for the purpose of engaging in collective bargaining or restrict negotiation and other concerted activities for mutual aid and protection or chose to freeze any employee such of those activities as is their right. As a duly elected body exercising governmental power under color of law of the State of Michigan, the Board undertakes and agrees that it will not directly or indirectly discourage or deprive or coerce any Bargaining Unit Member in the enjoyment of any rights as he/she may have under New Jersey School Laws conferred by said Act 379 or other applicable laws of Michigan or the Constitutions of Michigan and regulations. (The rights granted the United States; that it will not discriminate against any Bargaining Unit Member with respect to employees hereunder shall be deemed to be in addition to those provided elsewhere). B. JUST CAUSE PROVISIONS No employee shall be dischargedhours, disciplined, reprimanded, reduced in rank or compensationwages, or deprived any terms or conditions of any professional advantage or given an adverse evaluation employment by reason of his/her membership or non-membership in the Association, his/her participation or non-participation in any activities of the Association or collective 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, negotiations with the Board, or her institution of any committeegrievance, membercomplaint, representative or agent thereofproceeding under this Contract or otherwise with respect to any terms or conditions of employment. B. The provisions of this Contract and the wages, concerning hours, terms, and conditions of employment shall be applied without regard to race, creed, religion, color, national origin, age, sex, or marital status, or membership, or non-membership in the Association or with the activities of any matter which could adversely affect employee organization. C. Each Bargaining Unit Member, upon written request, shall have the continuation right to review the non-confidential contents of that employee in his/her officepersonnel file located in the Administrative Services Center. The employee may request another Bargaining Unit Member to accompany him/her in this review. No material may be placed therein without allowing the employee an opportunity to file a response adhering to the requirements of the Xxxxxxx- Xxxxxxxx Employee Right to Know Act, position or employment or the salary or any increments pertaining thereto, then he/she and said response shall become a part of the file. X. Xxx descriptions shall be given prior written notice of furnished by the reasons for such meeting or interview Board to each present employee, newly hired personnel, and the Association president. Job descriptions shall be entitled furnished by the Board for personnel placed in newly created positions and/or positions that change within thirty days of job assignment. Job descriptions shall be reviewed by each employee and her supervisor(s) before June 1 and updated when appropriate. A copy of any change will be given to have a representative the president of the Association present to advise him/her and represent him/her during such meeting or interview. Whenever any employee requests a meeting within thirty days. E. The Bargaining Unit Member shall confer 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 officeimmediate supervisor to determine whether the workload necessitates additional help. If the Board agrees that it does, position or employment or alternatives to ease the salary or any increments pertaining theretoworkload will be initiated within ten (10) workdays. Alternatives may include assigning overtime, he/she shall be entitled to have a representative of the Association present to advise him/her during such meeting or interviewhiring substitute help, postponing work, etc.

Employees' Rights. A. STATUTORY SAVINGS CLAUSE Nothing contained herein RIGHTS AND PROTECTION IN REPRESENTATION 1. Pursuant to Chapter 123, Public Laws of 1974, the Board hereby agrees that every employee of the Board shall be construed have the right to deny freely organize, join, and support the Association and its affiliates for the purpose of engaging in collective negotiations. The Board agrees that it shall not directly or restrict to indirectly discourage or deprive or coerce any employee such rights as he/she may have under New Jersey School Laws or other applicable laws in the enjoyment of any right conferred by Chapter 123, Public Law of 1974, and regulations. (The rights granted shall not discriminate against any employee with respect to employees hereunder shall be deemed to be in addition to those provided elsewhere). B. JUST CAUSE PROVISIONS No employee shall be dischargedhours, disciplined, reprimanded, reduced in rank or compensationwages, or deprived any terms or conditions or employment affiliates, his/ her participation in activities of any professional advantage the Association and its affiliates, collective negotiations with the Board, or given an adverse evaluation of his/her professional services without just cause. Any such action asserted by the Board institution of any grievance, complaint or proceeding under this Agreement or otherwise with respect to any agent terms or representative thereof, shall be subject to the grievance procedure herein set forthconditions of employment. C. REQUIRED/REQUESTED MEETINGS OR HEARINGS 2. Whenever any employee is required to appear before the Superintendent or his designee, the Board, Board of Education or any committee, member, representative or agent thereof, thereof concerning any matter which could adversely affect the continuation of that employee in his/her office, 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. 3. Whenever All Board policies and practices affecting terms and conditions of employment which are in effect as of the date of the execution of this agreement shall remain in force for the term of this agreement. 4. Except for just cause, an employee shall not be disciplined. Teacher assistants are included within this paragraph, provided, however, that teacher assistants may grieve such discipline to Board level only. Teacher assistants may not appeal any grievance under this provision to arbitration. 5. At no time shall a bus driver be requested to, in any way, supervise or be responsible for pupils at any work location except in the event of an emergency. 6. Any employee requests a meeting with shall have the Superintendent or his designee, right to review the Board, or any committee, member, representative or agent thereof, concerning any matter which could adversely affect the continuation contents 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 interviewpersonnel file with prior notice.

Employees' Rights. A. STATUTORY SAVINGS CLAUSE Nothing contained herein RIGHTS AND PROTECTION IN REPRESENTATION X. Xxxxxxxx to Chapter 123, Public Laws of 1974, the Board hereby agrees that every employee of the Board shall be construed have the right to deny freely organize, join, and support the Association and its affiliates for the purpose of engaging in collective negotiations. The Board agrees that it shall not directly or restrict indirectly discourage or deprive or coerce any employee in the enjoyment of any right conferred by Chapter 123, Public Law of 1974, and shall not discriminate against any employee with respect to hours, wages, or any terms or conditions or employment affiliates, his/ her participation in activities of the Association and its affiliates, collective negotiations with the Board, or his/her institution of any grievance, complaint or proceeding under this Agreement or otherwise with respect to any employee such rights as he/she may have under New Jersey School Laws terms or other applicable laws and regulations. (The rights granted to employees hereunder shall be deemed to be in addition to those provided elsewhere)conditions of employment. 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, Board of Education or any committee, member, representative or agent thereof, thereof concerning any matter which could adversely affect the continuation of that employee in his/her office, 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. C. All Board policies and practices affecting terms and conditions of employment which are in effect as of the date of the execution of this agreement shall remain in force for the term of this agreement. D. Except for just cause, an employee shall not be disciplined. Whenever Teacher assistants are included within this paragraph. E. At no time shall a bus driver be requested to, in any way, supervise or be responsible for pupils at any work location except in the event of an emergency. F. Any employee requests a meeting with shall have the Superintendent or his designee, right to review the Board, or any committee, member, representative or agent thereof, concerning any matter which could adversely affect the continuation contents 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 interviewpersonnel file with prior notice.