Common use of POOL DAYS Clause in Contracts

POOL DAYS. The FOPE On-Site Representatives shall be provided up to a combined total of twenty-five (25) days of leave without pay for the purpose of conducting FOPE business. The FOPE Representative shall notify the Employee & Labor Relations Director five (5) working days in advance of the requested leave day. The FOPE Representative shall also inform the Employee & Labor Relations Director of the purpose and nature of the leave. No more than three (3) consecutive workdays of leave may be utilized by an employee at one (1) time. This leave must be taken in full day increments. It is understood that such leave shall not be unreasonably denied; however, the Board may deny the leave at the requested time due to the needs of the employee's school work location. If the reason for the requested leave is to conduct union business that, in the opinion of the Superintendent will not benefit the District, then said leave must have prior approval from the Superintendent and may be denied. Examples of such leave requests include, but are not limited to, grievance workshops, negotiations skills training, membership recruitment seminars, etc. This leave shall not be used by the FOPE for the purpose of campaigning in a representational or decertification election. If the supervisor of the employee who is requesting the leave decides to hire a substitute employee, the FOPE shall, in a timely manner, reimburse the Board for the actual cost of the substitute.

POOL DAYS. The FOPE On-Site Representatives shall be provided up to a combined total of twenty-five (25) days of leave without pay for the purpose of conducting FOPE business. The FOPE Representative shall notify the Employee & Labor Relations Director five (5) working days in advance of the requested leave day. The FOPE Representative shall also inform the Employee & Labor Relations Director of the purpose and nature of the leave. No more than three (3) consecutive workdays of leave may be utilized by an employee at one (1) time. This leave must be taken in full day increments. It is understood that such leave shall not be unreasonably denied; however, the Board may deny the leave at the requested time due to the needs of the employee's school work location. If the reason for the requested leave is to conduct union business that, in the opinion of the Superintendent will not benefit the Districtschool dDistrict, then said leave must have prior approval from the Superintendent and may be denied. Examples of such leave requests include, but are not limited to, grievance workshops, negotiations skills training, membership recruitment seminars, etc. This leave shall not be used by the FOPE for the purpose of campaigning in a representational or decertification election. If the supervisor of the employee who is requesting the leave decides to hire a substitute employee, the FOPE shall, in a timely manner, reimburse the Board for the actual cost of the substitute.

POOL DAYS. The FOPE On-Site Representatives shall be provided up to a combined total of twenty-five (25) days of leave without pay for the purpose of conducting FOPE business. The FOPE Representative shall notify the Employee & Labor Relations Director five (5) working days in advance of the requested leave day. The FOPE Representative shall also inform the Employee & Labor Relations Director of the purpose and nature of the leave. No more than three (3) consecutive workdays of leave may be utilized by an employee at one (1) time. This leave must be taken in full day increments. It is understood that such leave shall not be unreasonably denied; however, the Board may deny the leave at the requested time due to the needs of the employee's school work location. If the reason for the requested leave is to conduct union business that, in the opinion of the Superintendent will not benefit the Districtschool district, then said leave must have prior approval from the Superintendent and may be denied. Examples of such leave requests include, but are not limited to, grievance workshops, negotiations skills training, membership recruitment seminars, etc. This leave shall not be used by the FOPE for the purpose of campaigning in a representational or decertification election. If the supervisor of the employee who is requesting the leave decides to hire a substitute employee, the FOPE shall, in a timely manner, reimburse the Board for the actual cost of the substitute.