Common use of PERSONNEL FILES AND EMPLOYEE COMPETENCE Clause in Contracts

PERSONNEL FILES AND EMPLOYEE COMPETENCE. A. A Bargaining Unit Member shall have the right to review the contents of all records, excluding initial references, of the Board pertaining to said individual, originating after the initial employment, and to have a MESPA representative present at such review. B. No material originating after the initial employment shall be placed in a Bargaining Unit Member's personal record unless he/she has had an opportunity to review said material. The Bargaining Unit Member may submit a written notation regarding any material and the same shall be attached to the material in question. If the Bargaining Unit Member believes the material placed in his/her file is in error, he/she may receive the remedy as requested through the grievance procedure. If a Bargaining Unit Member is requested to sign material to be placed in his/her file, such signature thereon shall be understood to indicate his/her awareness of the material but, in no instance, shall said signature be interpreted to mean agreement with the material's content. C. Before a Bargaining Unit Member is rated unsatisfactory in his/her job performance, the administer shall meet with the individual at least one (1) month prior to such a rating being submitted in order to put the Bargaining Unit Member on notice that his/her job performance is not satisfactory; and to discuss means of improvement. Written summaries of such a conference shall be prepared by both the Bargaining Unit Member and the administrator. Copies of the summaries shall be exchanged. D. A Bargaining Unit Member shall be notified, in advance, when possible in writing, of the purpose of a meeting where an unsatisfactory rating and/or disciplinary action is contemplated and shall be entitled to have a MESPA representative present. E. No non-probationary employee shall be discharged, disciplined or deprived of advantages without just cause. During the probationary period (30 days) new hires may be terminated and such matter shall not be subject to the grievance procedure.

PERSONNEL FILES AND EMPLOYEE COMPETENCE. A. A Bargaining Unit Member shall have the right to review the contents of all records, excluding initial references, of the Board pertaining to said individual, originating after the initial employment, and to have a MESPA representative present at such review. B. No material originating after the initial employment shall be placed in a Bargaining Unit Member's personal record unless he/she has had an opportunity to review said material. The Bargaining Unit Member may submit a written notation regarding any material and the same shall be attached to the material in question. If the Bargaining Unit Member believes the material placed in his/her file is in error, he/she may receive the remedy as requested through the grievance procedure. If a Bargaining Unit Member is requested to sign material to be placed in his/her file, such signature thereon shall be understood to indicate his/her awareness of the material but, in no instance, shall said signature be interpreted to mean agreement with the material's content. C. Bargaining Unit Members are expected to perform the essential functions of their jobs as outlined on their job descriptions. In regard to aides assigned to one or more students with unique behavioral, health, or learning needs, the Association and the Board recognize that successful “pairings” of aides/students are imperative to student progress toward achieving their individual goals. Before a Bargaining Unit Member is rated unsatisfactory in his/her job performance, the administer shall meet with the individual at least one (1) month 10 workdays prior to such a rating being submitted in order to put the Bargaining Unit Member on notice that his/her job performance is not satisfactory; and to discuss means of improvement. This does not preclude a principal from meeting with said member prior to the 10 days to hold a corrective interview to call the member’s attention to the issue and to discuss training/resources to help the member improve. Written summaries of such a conference shall be prepared by both the Bargaining Unit Member and the administrator. Copies of the summaries shall be exchanged. D. A Bargaining Unit Member shall be notified, in advance, when possible in writing, of the purpose of a meeting where an unsatisfactory rating and/or disciplinary action is contemplated and shall be entitled to have a MESPA representative present. E. No non-probationary employee shall be discharged, disciplined or deprived of advantages without just cause. During the probationary period (30 days) new hires may be terminated and such matter shall not be subject to the grievance procedure.