Common use of LEGAL RIGHTS AND COMPLAINTS Clause in Contracts

LEGAL RIGHTS AND COMPLAINTS. A. Any case of physical assault upon an employee shall be reported to the Employer promptly. The Employer will provide legal counsel to the employee in his/her case if a majority of the Board of Education feels he/she has acted in a prudent and just manner subject to the limits of Board liability insurance. B. If any legal action is brought against an employee by reason of an occurrence arising from the normal conduct of his/her job-related duties, the Employer will provide legal counsel to the employee in his/her case if a majority of the Board of Education feels he/she has acted in a prudent and just manner. C. Time lost by an employee in connection with A. and B. above shall not be charged against the employee as long as the employee was acting within the limits established by the Board of Education. D. Formal written complaints by a citizen directed toward an employee shall be promptly called to his/her attention. E. An employee shall have the right for Union representation whenever he/she is being disciplined or warned when such action may result in disciplinary action and/or becomes a part of the employee’s personnel file. If Union representation is requested, then the meeting may be delayed for no more than twenty-four (24) hours. If the situation is of the nature which requires immediate action to be taken, the time restriction will be waived. F. Each employee shall have the right, upon reasonable request to review his/her personnel file. A Union representative may be present if the employee so requests. The review will be made with a supervisor present who is responsible for the safety of the files. G. No material originating after initial employment shall be placed in an employee’s personnel record unless he/she has had an opportunity to review said materials. If the employee is requested to sign material to be placed in the file, the signature shall be understood to indicate awareness, but in no instance shall it be interpreted to mean agreement with the materials content. H. If an employee disagrees with information contained in the personnel file, removal or correction of that material may be mutually agreed upon by the Employer and the employee. If an agreement is not reached, the employee may submit a written statement explaining the employee position. If either the Employer or employee knowingly places in the personnel record information which is false, then the Employer or employee, whichever is appropriate, shall have remedy through legal action to have the information expunged. I. No employee shall be discharged or disciplined without just cause. 1. The Board of Education shall publish and post work rules and any changes thereto. 2. Discipline shall take place in private. 3. An employee, upon request, may have a Union representative present, when possible.

LEGAL RIGHTS AND COMPLAINTS. A. Any case of physical assault upon an employee shall be reported to the Employer promptly. The Employer will provide legal counsel to the employee in his/her case if a majority of the Board of Education feels he/she has acted in a prudent and just manner subject to the limits of Board liability insurance. B. If any legal action is brought against an employee by reason of an occurrence arising from the normal conduct of his/her job-related duties, the Employer will provide legal counsel to the employee in his/her case if a majority of the Board of Education feels he/she has acted in a prudent and just manner. C. Time lost by an employee in connection with A. and B. above shall not be charged against the employee as long as the employee was acting within the limits established by the Board of Education. D. Formal X. Xxxxxx written complaints by a citizen directed toward an employee shall be promptly called to his/her attention. E. An employee shall have the right for Union representation whenever he/she is being disciplined or warned when such action may result in disciplinary action and/or becomes a part of the employee’s personnel file. If Union representation is requested, then the meeting may be delayed for no more than twenty-four (24) hours. If the situation is of the nature which requires immediate action to be taken, the time restriction will be waived. F. Each employee shall have the right, upon reasonable request to review his/her personnel file. A Union representative may be present if the employee so requests. The review will be made with a supervisor present who is responsible for the safety of the files. G. No material originating after initial employment shall be placed in an employee’s personnel record unless he/she has had an opportunity to review said materials. If the employee is requested to sign material to be placed in the file, the signature shall be understood to indicate awareness, but in no instance shall it be interpreted to mean agreement with the materials content. H. If an employee disagrees with information contained in the personnel file, removal or correction of that material may be mutually agreed upon by the Employer and the employee. If an agreement is not reached, the employee may submit a written statement explaining the employee position. If either the Employer or employee knowingly places in the personnel record information which is false, then the Employer or employee, whichever is appropriate, shall have remedy through legal action to have the information expunged. I. No employee shall be discharged or disciplined without just cause. 1. The Board of Education shall publish and post work rules and any changes thereto. 2. Discipline shall take place in private. 3. An employee, upon request, may have a Union representative present, when possible.