EMPLOYMENT PRACTICES AND CONDITIONS. 12.01 Every effort will be made to employ teachers who hold at least a Bachelor’s Degree from an accredited college or university. Employment of teachers holding “temporary” certification/licensure will be avoided, if possible.
12.02 Consistent with federal and state law, the Board will not discriminate on the basis of race, color, national origin, sex, age, religion or disability.
12.03 All teachers who have a regular class schedule must develop and keep up-to-date lesson plans or curriculum maps, whichever is specified by the Building Principal. At the discretion of the Building Principal, the lesson plans or curriculum maps will be submitted to his/her office on a specified day on a weekly basis or will be made available for review in the teacher’s classroom. The Building Principals will give each teacher, at the beginning of the school week, a listing of scheduled or projected school activities for that week.
12.04 In the event that adequate substitute teachers are not readily available to fill unanticipated absences, the following procedures shall be observed:
A. The administrator or his/her designee shall review all available options to cover absences.
B. If the administrator finds it necessary to cover an absence with an available teacher who is scheduled at the time for a planning/preparation period, then the administrator or designee will ask the available teacher(s) to cover the absence. An effort should be made to rotate requests for coverage among the teachers available to cover the absence. Should the teacher voluntarily accept the coverage assignment, then the teacher will be reimbursed according to the rate listed in Article 23.01.
C. In the event the administrator determines that available teachers would prefer not to use their planning/preparation time to fill the temporary absence, then the administrator may elect to re-assign another teacher/tutor not on a planning/preparation period to cover the absence.
D. In the event that the administrator determines that it is not appropriate to reassign teacher(s) to fill a temporary absence and all available teachers on a planning/preparation period have stated their preference not to use their scheduled planning/preparation time to cover the absence, only then may the administrator require a teacher to cover the absence. Required coverage as determined by the administrator shall be compensated according to the rate listed in Article 23.01.
E. In the event an administrator determines that a teache...
EMPLOYMENT PRACTICES AND CONDITIONS. The Board agrees that it will not discriminate against any member of the bargaining unit because of membership or non-membership in the FEA or as a result of negotiations, complaint, or other proceedings under this document. Membership in the FEA will not be a condition of employment or continued employment and an employee’s membership or non- membership in the FEA shall in no way affect the employee’s status as an employee of the Board.
EMPLOYMENT PRACTICES AND CONDITIONS. A. Health and Safety The Board will provide, within realistic expectations, a safe, clean and wholesome environment for all employees.
B. Employee Workday
1. The normal employee workday shall include a thirty (30) minute uninterrupted, duty-free lunch period for all employees.
2. The normal workday shall be seven (7) hours.
3. To establish the workday for newly created positions, the Board shall first notify the Association in writing that a need for a newly created position exists. The Board and the Association shall meet to bargain the hours, salary and other terms and conditions of employment. The position must be posted within seven (7) workdays from the agreement. Posting for new positions will include the hours, location of vacancy and responsibilities for the position. In the event no agreement is reached within thirty (30) days of the notification to the Association, the Board may post and fill the position.
4. a. Nothing contained herein prohibits or limits the Administration from making reasonable assignments of duties beyond such day which are normally associated with the employee's classification. Bargaining unit members may be required by their supervisor to perform reasonable assignment of duties beyond their normal workday. Except in cases of emergency or required training, such assignments shall not last more than forty-five (45) minutes beyond the employees’ scheduled work time. Forty-eight (48) hours' notice shall be given for such assignments that extend beyond the employees’ regular workday except in unforeseeable circumstances. If the Administration requires bargaining unit members to perform assignments beyond their regular workday, the employee will receive compensatory time for the time they are required to be in attendance in excess of their regularly scheduled duties.
EMPLOYMENT PRACTICES AND CONDITIONS. A. Health and Safety The Board will provide, within realistic expectations, a safe, clean and wholesome environment for all employees.
B. Employee Workday
1. The normal employee workday shall include a thirty (30) minute uninterrupted, duty-free lunch period for all employees. Employees may leave the building during their lunchtime upon prior notification to their immediate supervisor. The number of bargaining unit members excused during lunchtime shall not exceed fifty percent (50%) of the bargaining unit members present on any one (1) school day.
2. The normal workday for all employees will be seven (7) hours, except those listed in Article VII, B., 3a and 3b.
3. a. The normal workday for Teacher Assistant, Early Intervention Assistant, and Habilitation Specialist Assistant, shall be six and one-half (6 ½) hours.
EMPLOYMENT PRACTICES AND CONDITIONS. A. The Board agrees that it will not discriminate against any bargaining unit member because of membership or non-membership in the Association, or as result of negotiations, complaint or other proceedings under this document. Membership in the Association will not be a condition of employment or continued employment and an employee's membership or non-membership in the Association shall in no way affect the employee's status as an employee of the Board.
B. Nothing contained herein shall abridge the right of bargaining unit members to present their views and recommendations to the Board pursuant to established procedures; provided, however, that professional negotiations shall be conducted only with the Association.
EMPLOYMENT PRACTICES AND CONDITIONS.
A. Employee Workday The regular employee workday shall be no longer than eight
EMPLOYMENT PRACTICES AND CONDITIONS. 43.01 The Board agrees that it will not discriminate against any member of the non-teaching staff because of membership in the Union, or as a result of negotiations, complaints or other proceedings under this Agreement.
43.02 The parties acknowledge and agree that the enforceability of the provisions of this article pertaining to fair share shall be dependent upon state and federal law as applicable. Non-teaching personnel employed by the Board shall be free to join or not to join OAPSE Local #382, and present grievances under the Grievance Procedure set forth herein. Within thirty (30) days after employment by the Board and as a condition of employment, all members of the bargaining unit shall either be members of the Association or share in the financial support of the Association by paying to the Association an agency fee equivalent to but not to exceed the amount of dues uniformly required of members of the Association subject to a rebate right granted to non- members in accordance with current law.
43.03 The Board shall make OAPSE dues deductions and/or fair share fee deductions from the wages of all employees in the bargaining unit. Annual dues/fees shall be deducted in equal installments from each pay commencing with the first pay of the contract year. New employees hired after the beginning of the school year shall have their initial annual dues/fees obligation prorated and such pro-rata amount shall be deducted in equal installments from each of the remaining pays for that school year. All state monies collected as dues and fees shall be directly paid to OAPSE State Treasurer by the Treasurer of the school district along with a list of names and amounts deducted. OAPSE agrees to indemnify and hold the Board and any of its agents harmless against any and all claims, demands, suits and other forms of liability that may arise out of, or by reason of, action taken or not taken by the Board for the purpose of complying with this provision, or in reliance on any notice or authorization form furnished under any provision of this Agreement.
43.04 Dues deduction authorizations shall be continuous from year to year, except authorization for deductions may be withdrawn in accordance with the procedure listed on the membership application signed by the employee. Dues deduction authorization may not be revoked at any other time or in any other manner except as provided in the OAPSE membership application signed by the employee with a written request to the OAP...
EMPLOYMENT PRACTICES AND CONDITIONS. 1. The Board agrees that it will not discriminate against any member of the bargaining unit because of membership or non-membership in OAPSE or as a result of negotiations, complaint, or other proceedings under this document. Membership in OAPSE will not be a condition of employment or continued employment and an employee’s membership or non-membership in OAPSE shall in no way affect the employee’s status as an employee of the Board.
EMPLOYMENT PRACTICES AND CONDITIONS. A. Health and Safety The Board will provide, within realistic expectations, a safe, clean and wholesome environment for all employees.
B. Employee Workday
1. The normal employee workday shall include a thirty (30) minute uninterrupted, duty-free lunch period for all employees. Employees may leave the building during their lunchtime upon prior notification to their immediate supervisor. The number of bargaining unit members excused during lunchtime shall not exceed fifty percent (50%) of the bargaining unit members present on any one (1) school day.
2. The normal workday for all employees except Instructor Assistant, Habilitation Specialist, Bus Assistant and Health Assistant and newly created classifications shall be seven (7) hours.
3. To establish the workday for newly created positions, the Board shall first notify the Association in writing that a need for a newly created position exists. The Board and the Association shall meet to bargain the hours, salary and other terms and conditions of employment. The position must be posted within seven
EMPLOYMENT PRACTICES AND CONDITIONS
