Common use of OTHER CONDITIONS OF EMPLOYMENT Clause in Contracts

OTHER CONDITIONS OF EMPLOYMENT. Section 7.1 The Union shall have the right, upon request, to use school building facilities as follows: A. The use of school mail boxes for official Union business of the organization B. A bulletin board in the staff room for Union use C. The only person who can authorize a notice to be posted on the Union bulletin boards shall be the Business Representative of the Local Union or the Chief Xxxxxxx. The Board reserves the right to remove any notice that in any way is not concerned with Union business. The bulletin board shall not be used for political announcements for public office. D. Requests for use of other school equipment shall be made of the building principal in advance of the utilization. E. All job openings or vacancies within the District will be posted on the custodians’ bulletin board. F. A list of overtime worked and the employees who work the overtime will be provided to the xxxxxxx on a bi-weekly basis. G. A copy of the minutes of the school board meetings will be provided to the xxxxxxx. Section 7.2 The District agrees that it will allow the proper accredited representatives of the Union access to the building at any time during working hours for the purpose of policing the terms and conditions of this agreement. The Union shall have the right to examine payroll records pertaining to the computation of compensation of any employee whose pay is in dispute or any other records of the District pertaining to a specific grievance provided the employee involved shall give his/her consent in writing to the Union for opening of his/her confidential file. Section 7.3 Employees who will experience a change of assignment shall be notified by the District. Such change will be mutually agreeable to the employee and the Union except that the District shall, if necessary, make the final decision. An employee promoted to a higher classification position shall be subject to a trial period of thirty (30) days in the new posi- tion, during which time he/she may be returned to his/her previous classification without recourse to the grievance procedure. The employee’s seniority continues to accrue dur- ing the trial period. Section 7.4 Employees shall submit request to the supervisor for supplies and equipment, on forms provided by the District. The Assistant Superintendent shall make the final decision in the purchase of supplies and equipment, and on whether to contract for maintenance services on an emergency or project-by-project basis. Section 7.5 Employees who wish to be considered for changes of assignment shall notify the supervisor in writing. The District recognizes the principle of promotion from within the school system and will consider any qualified and interested applicant. Qualification factors will include years of service, attendance record, personal attributes and performance. The District reserves the right to fill the position within the bargaining unit by hiring a new employee if the District determines that none of the applicants possess satisfactory qualifications. If the Union does not agree with the District decision on “satisfactory qualifications”, the Union reserves the right to file a grievance. In case of an open position in the bargaining unit in the school system, and the District intends to keep the position filled, it shall be posted immediately including an anticipated date the job will be filled. If all qualification factors are equal, seniority will prevail. Should new bargaining unit positions be created, the duties and responsibilities of which are similar to existing job classifications, the parties agree to reopen negotiations for the purpose of establishing a classification level for the new position. If the parties cannot agree on a rate, the District shall have the right to set a rate and the Union reserves the right to file a grievance over such rate. Section 7.6 Should any employee be required to post bond as a condition of his/her employment, the premium shall be paid by the District. Section 7.7 Employees shall report promptly to the building principal or supervisor, as appropriate, the presence of unscheduled groups or unsupervised students in the building outside of their regular school hours. A schedule of after school activities shall be maintained in each building and a copy provided for the unit employees’ information. Should unscheduled groups request admission, and it is not possible for the employee to contact the principal or supervisor for his/her approval, the employee shall exercise good judgment in deciding whether to admit the group. An employee shall not be responsible for student groups without adult supervision admitted to the building by authority of an administrative supervisor or who gains access into the building through no negligence on the part of the employee. Section 7.8 Employees shall report promptly to the building principal or supervisor as appropriate, any occurrence of disrespectful treatment from students, fellow employees or the public. Section 7.9 When possible, unused portions of buildings shall be closed off.

OTHER CONDITIONS OF EMPLOYMENT. Section 7.1 A. The Union shall have the right, upon request, to use school building facilities as follows: A. School District will provide for a clearly designated area of bulletin board on existing bulletin boards in each school. The use of school mail boxes this space is restricted to noncontroversial matters such as notices of meetings or announcements concerning Union activities. There shall be one bulletin board area for official each building. B. The Union business may have the right to conduct Union elections at schools providing prior arrangements are made in accordance with the Building Use Policy of the organizationSchool District. For such purposes the Union shall be considered a “School Related Activity”. B. A bulletin board C. Student Workers: Names of students assigned to employees will be posted with the names of the employees and supervisors. The employee is responsible to assign, assist and direct the student’s work experience. The total number of students assigned to unit members shall not exceed the number of employees in the staff room for Union use C. The only person who can authorize Bargaining Unit. No more than three (3) students may be assigned to a notice to be posted on the Union bulletin boards shall be the Business Representative of the Local Union or the Chief Xxxxxxxunit employee at any given time. The Board employer reserves the right to remove any notice that in any way re-assign students when the intent of these provisions is not concerned with Union businessviolated. The bulletin board shall not be used for political announcements for public office. D. Requests for use of other school equipment shall be made of the building principal in advance of the utilization. E. All job openings or vacancies within the District will be posted on the custodians’ bulletin board. F. A list of overtime worked and the employees who work the overtime will be provided to the xxxxxxx on a bi-weekly basis. G. A copy of the minutes of the school board meetings will be provided to the xxxxxxx. Section 7.2 The District agrees that it will allow the proper accredited representatives of the Union access to the building at any time during working hours for the purpose of policing the terms and conditions of this agreement. The Union shall have the right to examine payroll records pertaining to the computation of compensation of any employee whose pay is in dispute or any other records of the District pertaining to a specific grievance provided the employee involved shall give his/her consent in writing to the Union for opening of his/her confidential file. Section 7.3 Employees who will experience a change of assignment shall be notified by the District. Such change will be mutually agreeable to the employee and the Union except that the District shall, if necessary, make the final decision. An employee promoted to a higher classification position shall be Violations are subject to a trial period of thirty (30) days in the new posi- tion, during which time he/she may be returned to his/her previous classification without recourse to the grievance procedure. The employee’s seniority continues Settlement, if any, will be to accrue dur- ing the trial periodunit member losing hours of employment. Section 7.4 Employees shall submit request D. In the event that the International Union should affiliate with another labor organization before the termination of this Agreement, such other labor organization will then be recognized as the exclusive bargaining agency to the supervisor extent permitted by law. Any labor agreement then in effect shall continue in effect for supplies the period of the Agreement stated herein. E. Supervisors who are directly supervising the work of members of this Bargaining Unit shall not perform work which would directly result in a member of the Bargaining Unit not being able to perform his/her scheduled duties and equipment, on forms provided by thereby losing income. In the District. The Assistant Superintendent shall make the final decision event of a reduction of hours in the purchase of supplies and equipmenta given department within a building, and on whether to contract for maintenance services on an emergency or project-by-project basis. Section 7.5 Employees who wish to be considered for changes of assignment shall notify the supervisor in writingthat building performs the duties normally completed during those hours, the hours shall be reinstated. F. Employees will be evaluated a minimum of every three (3) years or more often at the discretion of the supervisor. The District recognizes on-site supervisor (usually the principle building principal) will be asked to provide input for the final evaluation. Warnings of promotion from within unsatisfactory work shall be in writing, with a copy to the school system employee, Union President and will consider any qualified and interested applicant. Qualification factors will include years of service, attendance record, personal attributes and performance. The District reserves the right to fill the position within the bargaining unit by hiring a new employee if the District determines that none Chairperson of the applicants possess satisfactory qualificationsGrievance Committee. If the Union does not agree Unsatisfactory evaluations will result in a plan of improvement on a time line designed with the District decision on “satisfactory qualifications”employee, the Union reserves the right to file a grievance. In case of an open position in the bargaining unit in the school system, their representative and the District intends to keep the position filled, it shall be posted immediately including an anticipated date the job will be filled. If all qualification factors are equal, seniority will prevail. Should new bargaining unit positions be created, the duties and responsibilities of which are similar to existing job classifications, the parties agree to reopen negotiations for the purpose of establishing a classification level for the new position. If the parties cannot agree on a rate, the District shall have the right to set a rate and the Union reserves the right to file a grievance over such rate. Section 7.6 Should any employee be required to post bond as a condition of his/her employment, the premium shall be paid by the District. Section 7.7 Employees shall report promptly to the building principal or supervisor, as appropriate, the presence of unscheduled groups or unsupervised students in the building outside of their regular school hours. A schedule of after school activities shall second unsatisfactory evaluation may be maintained in each building and a copy provided cause for the unit employees’ information. Should unscheduled groups request admission, and it is not possible for the employee to contact the principal or supervisor for his/her approval, the employee shall exercise good judgment in deciding whether to admit the group. An employee shall not be responsible for student groups without adult supervision admitted to the building by authority of an administrative supervisor or who gains access into the building through no negligence on the part of the employeedismissal. Section 7.8 Employees shall report promptly to the building principal or supervisor as appropriate, any occurrence of disrespectful treatment from students, fellow employees or the public. Section 7.9 When possible, unused portions of buildings shall be closed off.

OTHER CONDITIONS OF EMPLOYMENT. Section 7.1 The Union shall have the right, upon request, to use school building facilities as follows: A. The use of school mail boxes for official Union business of the organization B. A bulletin board in the staff room for Union use C. The only person who can authorize a notice to be posted on the Union bulletin boards shall be the Business Representative of the Local Union or the Chief Xxxxxxx. The Board reserves the right to remove any notice that in any way is not concerned with Union business. The bulletin board shall not be used for political announcements for public office. D. Requests for use of other school equipment shall be made of the building principal in advance of the utilization. E. All job openings or vacancies within the District will be posted on the custodians’ bulletin board. F. A list of overtime worked and the employees who work the overtime will be provided to the xxxxxxx on a bi-weekly basis. G. A copy of the minutes of the school board meetings will be provided to the xxxxxxx. Section 7.2 The District agrees that it will allow the proper accredited representatives of the Union access to the building at any time during working hours for the purpose of policing the terms and conditions of this agreement. The Union shall have the right to examine payroll records pertaining to the computation of compensation of any employee whose pay is in dispute or any other records of the District pertaining to a specific grievance provided the employee involved shall give his/her consent in writing to the Union for opening of his/her confidential file. Section 7.3 Employees who will experience a change of assignment shall be notified by the District. Such change will be mutually agreeable to the employee and the Union except that the District shall, if necessary, make the final decision. An employee promoted to a higher classification position shall be subject to a trial period of thirty (30) days in the new posi- tionposition, during which time he/she may be returned to his/her previous classification without recourse to the grievance procedure. The employee’s seniority continues to accrue dur- ing during the trial period. Section 7.4 Employees shall submit request to the supervisor for supplies and equipment, on forms provided by the District. The Assistant Superintendent shall make the final decision in the purchase of supplies and equipment, and on whether to contract for maintenance services on an emergency or project-by-by- project basis. Section 7.5 Employees who wish to be considered for changes of assignment shall notify the supervisor in writing. The District recognizes the principle of promotion from within the school system and will consider any qualified and interested applicant. Qualification factors will include years of service, attendance record, personal attributes and performance. The District reserves the right to fill the position within the bargaining unit by hiring a new employee if the District determines that none of the applicants possess satisfactory qualifications. If the Union does not agree with the District decision on “satisfactory qualifications”, the Union reserves the right to file a grievance. In case of an open position in the bargaining unit in the school system, and the District intends to keep the position filled, it shall be posted immediately including an anticipated date the job will be filled. If all qualification factors are equal, seniority will prevail. Should new bargaining unit positions be created, the duties and responsibilities of which are similar to existing job classifications, the parties agree to reopen negotiations for the purpose of establishing a classification level for the new position. If the parties cannot agree on a rate, the District shall have the right to set a rate and the Union reserves the right to file a grievance over such rate. Section 7.6 Should any employee be required to post bond as a condition of his/her employment, the premium shall be paid by the District. Section 7.7 Employees shall report promptly to the building principal or supervisor, as appropriate, the presence of unscheduled groups or unsupervised students in the building outside of their regular school hours. A schedule of after school activities shall be maintained in each building and a copy provided for the unit employees’ information. Should unscheduled groups request admission, and it is not possible for the employee to contact the principal or supervisor for his/her approval, the employee shall exercise good judgment in deciding whether to admit the group. An employee shall not be responsible for student groups without adult supervision admitted to the building by authority of an administrative supervisor or who gains access into the building through no negligence on the part of the employee. Section 7.8 Employees shall report promptly to the building principal or supervisor as appropriate, any occurrence of disrespectful treatment from students, fellow employees or the public. Section 7.9 When possible, unused portions of buildings shall be closed off.

OTHER CONDITIONS OF EMPLOYMENT. Section 7.1 A. The Union shall have the right, upon request, to use school building facilities as follows: A. School District will provide for a clearly designated area of bulletin board on existing bulletin boards in each school. The use of school mail boxes this space is restricted to noncontroversial matters such as notices of meetings or announcements concerning Union activities. There shall be one bulletin board area for official each building. B. The Union business may have the right to conduct Union elections at schools providing prior arrangements are made in accordance with the Building Use Policy of the organizationSchool District. For such purposes the Union shall be considered a “School Related Activity”. B. A bulletin board C. Student Workers: Names of students assigned to employees will be posted with the names of the employees and supervisors. The employee is responsible to assign, assist and direct the student’s work experience. The total number of students assigned to unit members shall not exceed the number of employees in the staff room for Union use C. The only person who can authorize Bargaining Unit. No more than three (3) students may be assigned to a notice to be posted on the Union bulletin boards shall be the Business Representative of the Local Union or the Chief Xxxxxxxunit employee at any given time. The Board employer reserves the right to remove any notice that in any way re-assign students when the intent of these provisions is not concerned with Union businessviolated. The bulletin board shall not be used for political announcements for public office. D. Requests for use of other school equipment shall be made of the building principal in advance of the utilization. E. All job openings or vacancies within the District will be posted on the custodians’ bulletin board. F. A list of overtime worked and the employees who work the overtime will be provided to the xxxxxxx on a bi-weekly basis. G. A copy of the minutes of the school board meetings will be provided to the xxxxxxx. Section 7.2 The District agrees that it will allow the proper accredited representatives of the Union access to the building at any time during working hours for the purpose of policing the terms and conditions of this agreement. The Union shall have the right to examine payroll records pertaining to the computation of compensation of any employee whose pay is in dispute or any other records of the District pertaining to a specific grievance provided the employee involved shall give his/her consent in writing to the Union for opening of his/her confidential file. Section 7.3 Employees who will experience a change of assignment shall be notified by the District. Such change will be mutually agreeable to the employee and the Union except that the District shall, if necessary, make the final decision. An employee promoted to a higher classification position shall be Violations are subject to a trial period of thirty (30) days in the new posi- tion, during which time he/she may be returned to his/her previous classification without recourse to the grievance procedure. The employee’s seniority continues Settlement, if any, will be to accrue dur- ing the trial periodunit member losing hours of employment. Section 7.4 Employees shall submit request D. In the event that the International Union should affiliate with another labor organization before the termination of this Agreement, such other labor organization will then be recognized as the exclusive bargaining agency to the supervisor extent permitted by law. Any labor agreement then in effect shall continue in effect for supplies the period of the Agreement stated herein. E. Supervisors who are directly supervising the work of members of this Bargaining Unit shall not perform work which would directly result in a member of the Bargaining Unit not being able to perform his/her scheduled duties and equipment, on forms provided by thereby losing income. In the District. The Assistant Superintendent shall make the final decision event of a reduction of hours in the purchase of supplies and equipmenta given department within a building, and on whether to contract for maintenance services on an emergency or project-by-project basis. Section 7.5 Employees who wish to be considered for changes of assignment shall notify the supervisor in that building performs the duties normally completed during those hours, the hours shall be reinstated. F. Warnings of unsatisfactory work shall be in writing. The District recognizes , with a copy to the principle of promotion from within the school system employee, Union President and will consider any qualified and interested applicant. Qualification factors will include years of service, attendance record, personal attributes and performance. The District reserves the right to fill the position within the bargaining unit by hiring a new employee if the District determines that none Chairperson of the applicants possess satisfactory qualifications. If the Union does not agree with the District decision on “satisfactory qualifications”, the Union reserves the right to file a grievance. In case of an open position in the bargaining unit in the school system, and the District intends to keep the position filled, it shall be posted immediately including an anticipated date the job will be filled. If all qualification factors are equal, seniority will prevail. Should new bargaining unit positions be created, the duties and responsibilities of which are similar to existing job classifications, the parties agree to reopen negotiations for the purpose of establishing a classification level for the new position. If the parties cannot agree on a rate, the District shall have the right to set a rate and the Union reserves the right to file a grievance over such rateGrievance Committee. Section 7.6 Should any employee be required to post bond as a condition of his/her employment, the premium shall be paid by the District. Section 7.7 Employees shall report promptly to the building principal or supervisor, as appropriate, the presence of unscheduled groups or unsupervised students in the building outside of their regular school hours. A schedule of after school activities shall be maintained in each building and a copy provided for the unit employees’ information. Should unscheduled groups request admission, and it is not possible for the employee to contact the principal or supervisor for his/her approval, the employee shall exercise good judgment in deciding whether to admit the group. An employee shall not be responsible for student groups without adult supervision admitted to the building by authority of an administrative supervisor or who gains access into the building through no negligence on the part of the employee. Section 7.8 Employees shall report promptly to the building principal or supervisor as appropriate, any occurrence of disrespectful treatment from students, fellow employees or the public. Section 7.9 When possible, unused portions of buildings shall be closed off.

OTHER CONDITIONS OF EMPLOYMENT. Section 7.1 The Union 8.01 It is understood that Paraprofessionals shall have continue to serve under the right, upon request, to use school building facilities as follows: A. The use of school mail boxes for official Union business direction of the organization B. A bulletin board Superintendent and the respective building Principals and in accordance with Committee and Administrative policies, rules and regulations, provided that the staff room for Union use C. The only person who can authorize a notice to be posted on the Union bulletin boards shall be the Business Representative provisions of the Local Union or the Chief Xxxxxxx. The Board reserves the right to remove Agreement shall supersede and prevail over any notice that in any way is not concerned with Union business. The bulletin board shall not be used for political announcements for public officeconflicting requirement. D. Requests for use 8.02 For any definitional purpose within the context of other this Agreement, the term “contract year” shall refer to a period of time from July 1 to the succeeding June 30. 8.03 Each Paraprofessional will be evaluated at least once per school equipment shall be made of year by the respective building principal or his/her administrative designee in advance of the utilization. E. All job openings or vacancies within the District will be posted on the custodians’ bulletin board. F. A list of overtime worked and the employees who work the overtime will be provided to the xxxxxxx on a bi-weekly basis. G. A copy of the minutes of the school board meetings will be provided to the xxxxxxx. Section 7.2 The District agrees that it will allow the proper accredited representatives of the Union access to the building at any time during working hours for the purpose of policing accordance with the terms and conditions of this agreementthe Evaluation Process and Procedure and Instrument attached and incorporated at Appendix B. 8.04 Ongoing Professional Development may be offered throughout the school year and Paraprofessionals shall be eligible to participate in these after normal school hours. Paraprofessionals attending Professional Development outside of the normal school day/schedule shall be compensated at their hourly rate subject to available funds and the approval of a building Principal and/or the Director of Student Services. Paraprofessionals may attend Professional Development during school hours at the discretion of the respective school building Principals. 8.05 Each Paraprofessional has the right, upon written request, to review and make copies of the contents of his/her individual personnel file, said file to be maintained in the Superintendent’s office. The Union Superintendent or his/her designee shall also be allowed to be present. No material derogatory to an employee’s conduct, service, character or personality will be placed in his/her personnel file unless the employee has had an opportunity to review the material. The employee will acknowledge that he/she has had the opportunity to review such material by affixing his/her signature to the copy to be filed with the express understanding that each signature in no way indicated agreement with the contents thereof. The employee will also have the right to examine payroll records pertaining submit a written answer to the computation of compensation of any employee whose pay is in dispute or any other records of the District pertaining to a specific grievance provided the employee involved shall give such material and his/her consent answer shall be reviewed by the Superintendent and attached to the file copy. 8.06 Any Paraprofessional who meets the qualifications of a posted vacancy within the Dracut Public Schools shall be given the opportunity to apply for same. Years and quality of service as a Paraprofessional within the Dracut Public Schools shall be given consideration. The parties recognize that all transfers within the Dracut Public Schools are controlled by operation of law through the respective building Principals upon conference with the Superintendent. In all matters of voluntary and involuntary transfers, the wishes of individual Paraprofessionals will receive the fullest consideration, but the instructional requirements of the school system and its pupils will be the controlling factor as decided by the Superintendent. Transfers normally shall become effective at the beginning of the next school year. Whenever the need for transfers or reassignments of Paraprofessionals from one school to another or within a school arises because of a vacancy, new building construction, expansion, reduction or for some other justifiable cause, the Superintendent shall provide written notices to the Association President that a need therein exists. The Principal/Superintendent shall be the final determinant in regard to any transfers, assignments, reassignments, or grade level changes within a school or from one school to another of Paraprofessionals whether due to a vacancy, new building construction, expansion or reduction. 8.07 Paraprofessionals will immediately report all cases of abusive conduct, including verbal abuse, experienced or observed in the course of their employment in writing to the Union for opening building principal and the Superintendent of his/her confidential fileSchools. Form to be presented. Section 7.3 Employees 8.08 Paraprofessionals who, in the course of their employment, are required to travel from school to school shall, upon submission of an approved monthly travel voucher to the Superintendent, be reimbursed for said travel at the prevailing IRS rate. 8.09 A Paraprofessional who will experience is requested and agrees to perform the function of a change substitute teacher while in the normal course of assignment employment shall be notified by compensated at the District. Such change will be mutually agreeable to the employee and the Union except that the District shallrate of an additional $8.00 per hour, if necessaryor fraction therof, make the final decision. An employee promoted to a higher classification position shall be subject to a trial period of thirty (30) days in the new posi- tioneffective July 1, during which time he/she may be returned to his/her previous classification without recourse to the grievance procedure. The employee’s seniority continues to accrue dur- ing the trial period. Section 7.4 Employees shall submit request to the supervisor for supplies and equipment, on forms provided by the District. The Assistant Superintendent shall make the final decision in the purchase of supplies and equipment, and on whether to contract for maintenance services on an emergency or project-by-project basis. Section 7.5 Employees who wish to be considered for changes of assignment shall notify the supervisor in writing. The District recognizes the principle of promotion from within the school system and will consider any qualified and interested applicant. Qualification factors will include years of service, attendance record, personal attributes and performance. The District reserves the right to fill the position within the bargaining unit by hiring a new employee if the District determines that none of the applicants possess satisfactory qualifications2017. If the Union does not agree with the District decision on “satisfactory qualifications”, the Union reserves the right to file a grievance. In case of an open Paraprofessional remains in a substitute position in the bargaining unit same classroom for twenty-one (21) or more consecutive days, the Paraprofessional will then begin to receive pay based upon Step One of the Teachers’ Agreement only if the Paraprofessional possesses a Bachelor’s Degree or beyond. 8.10 If a Paraprofessional is requested and agrees to perform the function of a substitute teacher on one (1) or more days on a temporary basis, such Paraprofessional shall continue to be entitled to the applicable benefits contained within this Agreement. 8.11 Any retroactive salary increase shall apply to all Paraprofessionals “in service” and on active status as of the school system, and the District intends date such Agreement is executed. The Dracut School Committee may make exceptions to keep the position filled, it this provision. 8.12.1 Paraprofessionals shall be posted immediately including an anticipated date the job will be filled. If all qualification factors are equal, seniority will prevail. Should new bargaining unit positions be created, the duties and responsibilities of which are similar to existing job classifications, the parties agree to reopen negotiations for the purpose of establishing a classification level for the new position. If the parties cannot agree on a rate, the District shall have the right to set a rate and the Union reserves the right to file a grievance over such rate. Section 7.6 Should any employee be required to post bond as a condition of his/her employment, the premium shall be paid by the District. Section 7.7 Employees shall report promptly to the building principal or supervisor, as appropriate, the presence of unscheduled groups or unsupervised students in the building outside of their regular school hours. A schedule of after school activities shall be maintained in each building and a copy provided for the unit employees’ information. Should unscheduled groups request admission, and it is not possible for the employee to contact the principal or supervisor for his/her approval, the employee shall exercise good judgment in deciding whether to admit the group. An employee shall not be responsible for student groups without adult supervision admitted to the building by authority of an administrative supervisor or who gains access into the building through no negligence on the part of the employee. Section 7.8 Employees shall report promptly to the building principal or supervisor as appropriate, any occurrence of disrespectful treatment from students, fellow employees or the public. Section 7.9 When possible, unused portions of buildings shall be closed off.granted one duty-free break period averaging fifteen

OTHER CONDITIONS OF EMPLOYMENT. Section 7.1 A. The Union shall have the right, upon request, to use school building facilities as follows: A. School District will provide for a clearly designated area of bulletin board on existing bulletin boards in each school. The use of school mail boxes this space is restricted to noncontroversial matters such as notices of meetings or announcements concerning Union activities. There shall be one bulletin board area for official each building. B. The Union business may have the right to conduct Union elections at schools providing prior arrangements are made in accordance with the Building Use Policy of the organizationSchool District. For such purposes the Union shall be considered a “School Related Activity”. B. A bulletin board C. Student Workers: Names of students assigned to employees will be posted with the names of the employees and supervisors. The employee is responsible to assign, assist and direct the student’s work experience. The total number of students assigned to unit members shall not exceed the number of employees in the staff room Bargaining Unit. No more than three (3) students may be assigned to a unit employee at any given time. The employer reserves the right to re-assign students when the intent of these provisions is violated. Violations are subject to the grievance procedure. Settlement, if any, will be to the unit member losing hours of employment. D. In the event that the International Union should affiliate with another labor organization before the termination of this Agreement, such other labor organization will then be recognized as the exclusive bargaining agency to the extent permitted by law. Any labor agreement then in effect shall continue in effect for Union usethe period of the Agreement stated herein. C. The only person E. Supervisors who can authorize are directly supervising the work of members of this Bargaining Unit shall not perform work which would directly result in a notice member of the Bargaining Unit not being able to be posted on perform his/her scheduled duties and thereby losing income. In the Union bulletin boards event of a reduction of hours in a given department within a building, and the supervisor in that building performs the duties normally completed during those hours, the hours shall be reinstated. F. Employees will be evaluated a minimum of every three (3) years or more often at the Business Representative discretion of the Local Union or the Chief Xxxxxxxsupervisor. The on-site supervisor (usually the building principal) will be asked to also complete a copy of the evaluation to provide input for the final evaluation. Warnings of unsatisfactory work shall be in writing, with a copy to the employee, Union President and Chairperson of the Grievance Committee. Unsatisfactory evaluations will result in a plan of improvement on a time line designed with the employee, their representative and supervisor. A second unsatisfactory evaluation may be cause for dismissal. G. Lead Custodian – In addition to the present lead custodians located in other schools, a lead custodian shall be assigned as follows: Alpena High School 1 Thunder Bay Junior High 1 Nothing herein shall prevent more lead custodians from being assigned. H. The Union will be notified by letter of the following: Summer Paint Crew members, EEA, EOA, and Co-Op participants. I. A safety committee may be established comprised of a custodian, cafeteria person, building principal, Director of Buildings and Grounds, and Director of Food Service. Regular meetings may be held and minutes furnished to the Union. J. Whenever an employee is authorized to use his/her own car to go from one complex to another location to perform his/her duties, he/she will be reimbursed at the current IRS rate one way only. K. When the schedule of workdays is in conflict with the school calendar, the Board reserves the right to remove any notice that in any way is not concerned change the workdays, with Union business. The bulletin board shall not be used for political announcements for public officethe exception of inservice days. D. Requests for use of other school equipment shall be made of the building principal in advance of the utilization. E. All job openings or vacancies within the District will be posted on the custodians’ bulletin board. F. A list of overtime worked and the employees who work the overtime will be provided L. Any employee appointed to the xxxxxxx on a bi-weekly basis. G. A copy of the minutes of the school board meetings will be provided to the xxxxxxx. Section 7.2 The District agrees that it will allow the proper accredited representatives of the Union access to the building at any time during working hours for the purpose of policing the terms and conditions of this agreement. The Union shall have the right to examine payroll records pertaining to the computation of compensation of any employee whose pay is in dispute supervisory position or any other records of the District pertaining position not subject to a specific grievance provided the employee involved this Agreement, and who is demoted from such employment within six (6) months shall give his/her consent in writing be reinstated to the Union for opening of his/her confidential file. Section 7.3 Employees who will experience a change of assignment Bargaining Unit with their original job if their seniority entitles them to do so. If not, their job shall be notified determined by mutual agreement between the Districtparties hereto. Such change will be mutually agreeable After six (6) months, their return to the employee and the Union except that the District shall, if necessary, make the final decision. An employee promoted to a higher classification position Bargaining Unit shall be subject to a trial period of thirty (30) days in the new posi- tion, during which time he/she Union agreement. M. Substitutes may be returned to his/her previous classification without recourse to the grievance procedure. The employee’s seniority continues to accrue dur- ing the trial period. Section 7.4 Employees shall submit request to the supervisor for supplies and equipment, on forms provided by the District. The Assistant Superintendent shall make the final decision in the purchase of supplies and equipment, and on whether to contract for maintenance services on an emergency or project-by-project basis. Section 7.5 Employees who wish to be considered for changes of assignment shall notify the supervisor in writing. The District recognizes the principle of promotion from within the school system and will consider any qualified and interested applicant. Qualification factors will include years of service, attendance record, personal attributes and performance. The District reserves the right used to fill the position within the bargaining unit by hiring a new employee if the District determines that none of the applicants possess satisfactory qualificationsin for regular employees absent (not due to layoff) but who are expected to return to work or when an unfilled temporary vacancy exists. If the Union does Substitute employees are not agree with the District decision on “satisfactory qualifications”, the Union reserves the right to file a grievance. In case of an open position in the bargaining unit in the school system, and the District intends to keep the position filled, it shall be posted immediately including an anticipated date the job will be filled. If all qualification factors are equal, seniority will prevail. Should new bargaining unit positions be created, the duties and responsibilities of which are similar to existing job classifications, the parties agree to reopen negotiations for the purpose of establishing a classification level for the new position. If the parties cannot agree on a rate, the District shall have the right to set a rate and the Union reserves the right to file a grievance over such rate. Section 7.6 Should any employee be required to post bond as a condition of his/her employment, the premium shall be paid by the District. Section 7.7 Employees shall report promptly to the building principal or supervisor, as appropriate, the presence of unscheduled groups or unsupervised students in the building outside of their regular school hours. A schedule of after school activities shall be maintained in each building and a copy provided for the unit employees’ information. Should unscheduled groups request admission, and it is not possible for the employee to contact the principal or supervisor for his/her approval, the employee shall exercise good judgment in deciding whether to admit the group. An employee shall not be responsible for student groups without adult supervision admitted to the building by authority of an administrative supervisor or who gains access into the building through no negligence on the part of the employeeBargaining Unit and are not covered by the provisions of the Agreement. Section 7.8 Employees shall report promptly N. Where either gender is used in language of this contract, it refers to the building principal or supervisor as appropriate, any occurrence of disrespectful treatment from students, fellow employees or the publicboth male and female. Section 7.9 When possible, unused portions O. School Related Voluntary Functions: Activities resulting in potential personal profits for individuals or organizations (non-related to paragraph one) that require custodial/cafeteria services will require the use of buildings shall be closed offunion personnel.

OTHER CONDITIONS OF EMPLOYMENT. Section 7.1 A. The Union shall have the right, upon request, to use school building facilities as follows: A. School District will provide for a clearly designated area on existing bulletin boards in each department. The use of school mail boxes for official this space is restricted to non-controversial matters such as notices of meetings or announcements concerning Union business of the organizationactivities. B. A bulletin board in the staff room for The Union use C. The only person who can authorize a notice to be posted on the Union bulletin boards shall be the Business Representative of the Local Union or the Chief Xxxxxxx. The Board reserves may have the right to remove any notice that conduct Union elections at school, providing prior arrangements are made in any way is accordance with the building use policy of the School District. For such purposes, the Union shall be considered a school-related activity. C. Employees who are elected to a political office in the municipal, county, state, or federal government, or are appointed to public office, will be granted a leave of absence without pay and without loss of seniority, but will not concerned with Union businessaccumulate seniority. The bulletin board shall not However, such leave must be used for political announcements for public renewed by notification to the School District at the conclusion of each term of office and prior to commencing another term of office. D. Requests In the event that the International Union should affiliate with another labor organization before the termination of this Agreement, such other labor organization will then be recognized as the exclusive bargaining agency to the extent permitted by law. Any labor agreement then in effect shall continue in effect for use of other school equipment shall be made the period of the building principal in advance of the utilizationAgreement stated herein. E. All job openings or vacancies within Supervisors who are directly supervising the District will be posted on work of members of this bargaining unit shall not perform work which would directly result in a member of the custodians’ bulletin boardbargaining unit not being able to perform his/her scheduled duties and thereby losing income. F. A list Employees who have completed five (5) years of overtime worked employment with the School District shall receive payment of their regular wages for fifty percent (50%) of their accumulated sick leave (up to 240 days) upon retirement from the District. Retirement must be in accordance with all District 202 and the employees who work the overtime will be provided to the xxxxxxx on a bi-weekly basisState regulations. G. A copy of the minutes of the school board meetings will Employees shall not be provided required to the xxxxxxxsearch for explosive devices. Section 7.2 The District agrees that it will allow the proper accredited representatives of the Union access to the building at any time during working hours for the purpose of policing the terms and conditions of this agreement. The Union shall have the right to examine payroll records pertaining to the computation of compensation of any employee whose pay H. Wherever masculine gender is in dispute or any other records of the District pertaining to a specific grievance provided the employee involved shall give his/her consent in writing to the Union for opening of his/her confidential file. Section 7.3 Employees who will experience a change of assignment shall be notified by the District. Such change will be mutually agreeable to the employee and the Union except that the District shall, if necessary, make the final decision. An employee promoted to a higher classification position shall be subject to a trial period of thirty (30) days in the new posi- tion, during which time he/she may be returned to his/her previous classification without recourse to the grievance procedure. The employee’s seniority continues to accrue dur- ing the trial period. Section 7.4 Employees shall submit request to the supervisor for supplies and equipment, on forms provided by the District. The Assistant Superintendent shall make the final decision in the purchase of supplies and equipment, and on whether to contract for maintenance services on an emergency or project-by-project basis. Section 7.5 Employees who wish to be considered for changes of assignment shall notify the supervisor in writing. The District recognizes the principle of promotion from within the school system and will consider any qualified and interested applicant. Qualification factors will include years of service, attendance record, personal attributes and performance. The District reserves the right to fill the position within the bargaining unit by hiring a new employee if the District determines that none of the applicants possess satisfactory qualifications. If the Union does not agree with the District decision on “satisfactory qualifications”, the Union reserves the right to file a grievance. In case of an open position in the bargaining unit in the school system, and the District intends to keep the position filledused, it shall be posted immediately including an anticipated date deemed to include the job feminine gender. I. Employees requiring special shoes to accommodate special circumstances (work) will be filledallowed to purchase shoes from a provided shoe distributor up to $140 as long as the shoe conforms to the district’s safety show standard. If all qualification factors Safety shoes are equal, seniority will prevail. Should new bargaining unit positions be created, the duties and responsibilities of which are similar to existing job classifications, the parties agree to reopen negotiations for the purpose of establishing a classification level for the new position. If the parties cannot agree on a rate, the District shall have the right to set a rate and the Union reserves the right to file a grievance over such rate. Section 7.6 Should any employee be required to post bond as a condition be worn by all custodians and maintenance staff in an effort to prevent foot injuries. This requirement is designed to comply with OSHA codes, 29 cfr 1910.132 and .136. The selection of his/her employment, the premium safety shoes shall be paid by the Districtin accordance with ansi z41 (1991). Section 7.7 Employees shall report promptly to the building principal or supervisor, as appropriate, the presence of unscheduled groups or unsupervised students in the building outside of their regular school hours. A schedule of after school activities shall be maintained in each building and a copy provided for the unit employees’ information. Should unscheduled groups request admission, and it is not possible for the employee to contact the principal or supervisor for his/her approval, the employee shall exercise good judgment in deciding whether to admit the group. An employee shall not be responsible for student groups without adult supervision admitted to the building by authority of an administrative supervisor or who gains access into the building through no negligence on the part of the employee. Section 7.8 Employees shall report promptly to the building principal or supervisor as appropriate, any occurrence of disrespectful treatment from students, fellow employees or the public. Section 7.9 When possible, unused portions of buildings shall be closed off.