Plan and Profiles prepare P&P sheets (1”=20’ plan scale but printed half-size for a 1”=40’ scale) showing all existing and proposed facilities in plan and profile; separate drawings for roadway and storm sewer are not necessary
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Contract Database Metadata Elements Title: Whitesville Central School District and Whitesville Central School Educational Support Staff Association (2007) Employer Name: Whitesville Central School District Union: Whitesville Central School Educational Support Staff Association Local: Effective Date: 07/01/2007 Expiration Date: 06/30/2011 PERB ID Number: 10699 Unit Size: Number of Pages: 29 For additional research information and assistance, please visit the Research page of the Catherwood website - xxxx://xxx.xxx.xxxxxxx.xxx/library/research/ For additional information on the ILR School - xxxx://xxx.xxx.xxxxxxx.xxx/ AGREEMENT between WHITESVILLE CENTRAL SCHOOL EDUCATIONAL SUPPORT STAFF ASSOCIATION and the WHITESVILLE CENTRAL SCHOOL DISTRICT JULY 1, 2007 THROUGH JUNE 30, 2011 TABLE OF CONTENTS PREAMBLE 3 ARTICLE I - RECOGNITION 3 ARTICLE II - COLLECTIVE BARGAINING UNIT 3 ARTICLE III - DUES CHECKOFF, PAYROLL DEDUCTIONS, AND AGENCY FEES 3 ARTICLE IV - RIGHTS OF THE EMPLOYEES 4 ARTICLE V - RIGHTS OF THE EMPLOYER 4 ARTICLE VI - PERSONNEL FILE 4 ARTICLE VII - EMPLOYEE DEFINITIONS 5 ARTICLE VIII - PERMANENT STATUS / SENIORITY 7 ARTICLE IX - WAGES 8 ARTICLE X - OVERTIME 10 ARTICLE XI - VACATIONS 11 ARTICLE XII - HOLIDAYS 11 ARTICLE XIII - SICK LEAVE AND LEAVES OF ABSENCE 12 ARTICLE XIV - CONFERENCES, WORKSHOPS, REQUIRED COURSES 15 ARTICLE XV - MEAL ALLOWANCE AND MILEAGE 16 ARTICLE XVI - RETIREMENT 16 ARTICLE XVII - INSURANCE 17 ARTICLE XVIII - CAFETERIA PLAN 17 ARTICLE XIX - UNIFORM ALLOWANCE 22 ARTICLE XX - HOURS OF WORK 22 ARTICLE XXI - TRANSFERS/PROMOTIONS 22 ARTICLE XXII - JOB DESCRIPTIONS 22 ARTICLE XXIII - GRIEVANCE PROCEDURE 23 ARTICLE XXIV - COPIES OF THE CONTRACT 26 ARTICLE XXV - ZIPPER CLAUSE 26 ARTICLE XXVI - LEGISLATIVE CLAUSE 27 ARTICLE XXVII - DURATION 27 APPENDIX A - GRIEVANCE FORM 28 APPENDIX B - DUES AUTHORIZATION FORM 29 PREAMBLE This Agreement is made and entered into between the WHITESVILLE CENTRAL SCHOOL DISTRICT SUPERINTENDENT, hereafter referred to as the "SUPERINTENDENT" representing the WHITESVILLE CENTRAL SCHOOL DISTRICT hereafter referred to as the "DISTRICT" and the WHITESVILLE CENTRAL SCHOOL EDUCATIONAL SUPPORT STAFF ASSOCIATION, hereafter referred to as the "ASSOCIATION".
PROSECUTION AND PROGRESS Unless otherwise specified, the Contractor shall submit his/her progress schedule for the Owner's approval within 10 days after the effective date of the notice to proceed. The Contractor's progress schedule, when approved by the Owner, may be used to establish major construction operations and to check on the progress of the work. The Contractor shall provide sufficient materials, equipment, and labor to guarantee the completion of the project in accordance with the plans and specifications within the time set forth in the proposal. If the Contractor falls significantly behind the submitted schedule, the Contractor shall, upon the Owner's request, submit a revised schedule for completion of the work within the contract time and modify his/her operations to provide such additional materials, equipment, and labor necessary to meet the revised schedule. Should the prosecution of the work be discontinued for any reason, the Contractor shall notify the Owner at least 24 hours in advance of resuming operations. The Contractor shall not commence any actual construction prior to the date on which the notice to proceed is issued by the Owner.
Overhead and Profit The percentage for overhead and profit to be used in calculating additive changes in the Work (not including changes covered by unit prices) shall not exceed the percentages for each category listed below. Said percentages for overhead and profit shall be applied only on the net cost of the changed Work, (i.e., the difference in cost between original and revised Work).
Personnel Files An employee, or his/her certified representative with the written consent of the employee, may inspect that employee's personnel file with the exception of all material obtained from other employers and agencies at the time that employee was hired. An employee shall be advised of, and entitled to read, any written statement by the employee's supervisor or departmental Management regarding his/her work performance or conduct if such statement is to be placed in his/her personnel file. The employee shall acknowledge that he/she has read such material by affixing his/her signature on the copy to be filed, with the understanding that such signature merely signifies that he/she has read the material to be filed but does not necessarily indicate agreement with its content. If the employee refuses to sign, the supervisor shall note his/her refusal on the copy to be filed along with the supervisor's signature and the signature of a witness to the employee's refusal to sign. The employee may file a grievance regarding any such document within the prescribed time limits of the grievance procedure. If the employee fails to file a grievance within the designated time limits, the document becomes part of the official file. If the employee does file a grievance within the designated time limits, said document shall not be placed in the official file nor referenced in any Performance Evaluation or Appraisal of Promotability until the grievance procedure or civil service appeal rights have been exhausted. Grievances filed under this provision shall not be subject to the Arbitration provisions of the Grievance Procedure unless they involve violation of a specific provision of this agreement. Management agrees that no properly used full paid sick leave used in the twelve months immediately prior to an Appraisal of Promotability or a Performance Evaluation will be referenced on such forms. The employee may attach his/her statement to any document within twenty (20) business days if he/she chooses not to file a grievance regarding such document or within ten (10) business days following final determination if he/she has filed a grievance regarding such document. On reviewing his/her personnel file, an employee may request and have any written warnings issued more than one year prior placed in an envelope and sealed in his/her personnel file except as such may be a part of an official permanent record. On the face of the sealed envelope it shall read "The contents herein shall be disclosed only upon written consent of the subject employee or by subpoena or other legal process from a public body of competent jurisdiction." The date the contents of the sealed envelope will be destroyed shall also appear on the face of envelope. That date shall be two (2) years from the date of issue of the documents in the sealed envelope. An employee on reviewing his/her personnel file, may request and have any written warnings or reprimand(s) issued more than two (2) years prior removed from his/her personnel file except as such may be a part of an official permanent record. All departments employing peace officers covered by the Peace Officers Bill of Rights shall comply with its provisions.
Personnel File (a) An employee, or the President of the Union (or the President's designate) with the written authority of the employee, shall be entitled to review an employee's personnel file, in the office in which the file is normally kept. The employee or the President, as the case may be, shall give the Employer adequate notice prior to having access to such files.
Review of Documents Borrower has reviewed: (a) the Note, (b) the Security Instrument, (c) the Commitment Letter, and (d) all other Loan Documents.
Personnel Records (A) There shall be only one official personnel file for each employee, which shall be maintained by the employing agency. Information in an employee’s official personnel file may be maintained in electronic as well as paper form.
VACANCIES AND PROMOTIONS Section 1. The following procedures will be followed in the posting and filling of vacant or newly created permanent positions. The purpose of this system is to inform employees of vacancies and newly created positions and to afford employees who are interested and who feel they qualify an equal opportunity to apply for the vacant or newly created position. It is understood that newly hired employees and employees on a leave of absence for any reason may not have the same period of notice as other employees concerning position vacancies.
