Personnel Section 1 Employee Rights. A. Employees shall be entitled to full rights of citizenship. The District shall provide equal employment opportunity and nondiscriminatory treatment for all staff in recruitment, hiring, retention, assignment, transfer, promotion, and training. Such equal employment opportunity will be provided without discrimination with respect to all protected groups as set forth in the Washington State laws against discrimination in hiring or employment as now or hereafter enacted, except insofar as such factors are valid occupational qualifications.
Personnel Section 1 Employee Rights. There shall be no unlawful discrimination by either the Association or the District with respect to any employee because of such employee’s age, gender, sexual orientation, marital status, race, religion, ethnicity, or national origin. Employees shall have the right to self-organization, to form, join or assist employee organizations to bargain collectively through representatives of their own choosing. Employees shall be formally reprimanded or disciplined in accordance with procedures set forth in this agreement and in accordance to State law. A certificated employee shall be entitled to have a representative from the Association and/or counsel present when formally being reprimanded, warned or disciplined. When a request for such representation is made, no action shall be taken with respect to the employee until such representative of the Association is present. However, no meeting shall be delayed for more than two days. All information forming the basis of any reprimand, warning, or discipline shall be in writing and made available to the employee. The District agrees to follow a policy of progressive discipline which normally should include: written warning, written reprimand, suspension without pay, and discharge. Discipline should be consistent with the seriousness of the offense. Individual steps of progressive discipline may be bypassed when the seriousness of the misconduct warrants. The Parties recognize there may be instances when a supervisor wishes to inform an employee of a concern that may not, at the time, rise to a level requiring formal discipline. In such cases, the District may issue to employees Letters of Direction, which give specific directives or reiterate the District’s rules or policies. Since the intent is only to inform the employee of specific concerns, such letters will not contain threats of future discipline as this can be construed as a formal disciplinary warning. Letters of Direction shall not be considered a disciplinary action and are not a required step in progressive discipline. Letters of Direction written in compliance with this agreement are not subject to the grievance process. Letters of Direction will be maintained in the supervisors working file for not more than two (2) years if no similar or related incidents have occurred. Any complaint made against an employee will be promptly called to the attention of the employee. Complaints not called to the attention of the employee within 30 calendar days of their ...
Personnel Section 1 Employee Rights
