PROTECTION OF BARGAINING UNIT MEMBERS. The Board recognizes that it is not the primary duty of secretaries, secretary- clerks and paraeducators to assume the responsibility for instruction of pupils in the classroom.
PROTECTION OF BARGAINING UNIT MEMBERS. A. Any assault upon a bargaining unit member which occurs at work or which has its inception in a school-centered problem shall be reported immediately to the employee’s building administrator and the Director of Special Education. Except as restricted by law, the Board, after review of the situation and its determination that the bargaining unit member acted within the scope of Board policy and law, agrees to provide information to legal authorities and the bargaining unit member in the investigation and prosecution of complaints under this provision.
B. If complaint or lawsuit is made against a bargaining unit member by virtue of disciplinary action taken by the bargaining unit member against a student, the Board, after review of the case and its determination that the bargaining unit member acted within the scope of Board policy and law, shall provide information to the bargaining unit member in his/her defense, except as restricted by law.
C. Bargaining unit members have a responsibility for assisting with student discipline and control. Bargaining unit members may be required to use reasonable physical force, in conformity with Board policy and state law, as may be necessary to prevent a student from injuring himself/herself and/or others or to prevent damage to school property. The Board will provide reasonable assistance to bargaining unit members in the implementation of the District’s policies and procedures governing student conduct and discipline. The Board will arrange access to legal counsel to advise the bargaining unit member of his/her rights in the event that such actions result in a complaint or legal action against the bargaining unit member.
D. A bargaining unit member who believes an unsafe or hazardous condition exists within the work place, shall immediately report the condition to the building administrator. Reports received under this section will be investigated without undue delay. A bargaining unit member who reasonably and in good faith believes that a condition presents a health and/or safety risk to the employee and who has reported the condition to the building administrator, shall not be required to work under such a condition until the report has been addressed by the building administrator. No bargaining unit member shall be required to enter a building alone or be required to be left alone in a building.
PROTECTION OF BARGAINING UNIT MEMBERS. A. The Board recognizes its responsibility to give all reasonable support and assistance to bargaining unit members with respect to the maintenance of control and discipline in the classroom. It is likewise recognized that there may be cases where the service and/or authority of personnel not normally on the school payroll will need to be employed to serve the best interests of students.
B. Any case of assault upon a bargaining unit member shall be promptly reported by the bargaining unit member to the building principal. The Board shall render all reasonable assistance to the bargaining unit member in connection with the handling of the incident by law enforcement and judicial authorities.
C. In the event the bargaining unit member incurs medical expenses or loss of work time as a result of an assault while performing her duties with the District, Worker Compensation Insurance provides protection for these expenses and income considerations. Accumulated sick leave may be utilized at the bargaining unit member’s option. Reduction of sick leave shall be pro-rated at the same rate as the District’s proportion of salary payment.
D. Bargaining unit members are expected to exercise reasonable care with respect to the safety of pupils and property, but shall not be individually liable except in the case of gross negligence or gross neglect of duty, for any damage or loss to person or property.
E. The Board shall reimburse the bargaining unit member for loss or damage to personal property used for instructional purposes, provided the bargaining unit member receives approval from the building principal prior to bringing such items to school.
F. The Michigan Child Protection Law requires the parties to report child abuse or neglect to the Department of Protective Services where there is reasonable cause to suspect that a student has been abused or neglected as defined by said law. Said law provides that the name of any person who reports child abuse/neglect is confidential and further, that disclosure of same may result in criminal as well as civil liability/penalty.
G. Copies of documents of an evaluative and/or disciplinary nature which are to be inserted into the personnel file shall be forwarded to the bargaining unit member simultaneous to the inclusion of same in the personnel file. The bargaining unit member may, at her option, submit a written statement and have same attached to the file copy of such materials. This must be submitted within 10 days of the m...
PROTECTION OF BARGAINING UNIT MEMBERS. A. Any case of assault upon a bargaining unit member shall promptly be reported to the Board or its designated representatives. The Board may provide legal counsel if it is determined that the bargaining unit member has acted within the scope of Board policy and shall render all reasonable assistance to the bargaining unit member in connection with handling of the incident by law enforcement and judicial authorities.
B. Bargaining unit members shall be expected to exercise reasonable care with respect to the safety of pupils and property, but shall not be individually liable, except in the case of negligence of duty for any damage or loss to person or property.
C. The Board recognizes its responsibility to give support and assistance to bargaining unit members with respect to the maintenance and control and discipline in the classroom. Bargaining unit members also recognize their responsibility to give support and assistance to the administration in the maintenance of control and discipline.
D. Any reprimand will be given in writing within thirty (30) days of the actual reprimand meeting.
PROTECTION OF BARGAINING UNIT MEMBERS. A. An assault upon a bargaining unit member which has its inception in a school- centered problem shall be reported immediately to the employee's supervisor or administrator. Except where restricted by law, the Board agrees to provide informational assistance to legal authorities and the employee in the investigation and prosecution of complaints under this provision. If T.B. tests are required by the State of Michigan for certain positions within the bargaining unit, the District will pay the cost associated with the tests through the Xxxxxx County Public Health Department. If an employee prefers to go to his/her own health care provider, the reimbursement will be limited to the cost charged by the Xxxxxx County Health Department. Child care teachers who work during winter and spring break will receive an equivalent number of days off on an unpaid basis. The maximum number of days off will be five
PROTECTION OF BARGAINING UNIT MEMBERS. A. Bargaining unit members are expected to comply with reasonable rules, regulations, and directions adopted by the Board or its representatives which are not inconsistent with the provisions of this Agreement.
B. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absences, willful deficiencies in professional performance, or other violations of discipline reflect adversely upon the profession and create undesirable conditions in the school building.
C. The bargaining unit member shall at all times be entitled, upon request, to have a representative of the Association present when he/she is being investigated, reprimanded, warned, or disciplined for any infraction of rules or delinquency in professional performance.
1. When a request for such representation is made, no action shall be taken with respect to the bargaining unit member until an Association Representative is present. The time shall be arrived at by mutual agreement.
2. Said bargaining unit member and said Association Representative shall not be expected to leave their normal teaching assignments for this meeting.
D. The Board recognizes its responsibility to continue to give administrative backing and support to its staff, although each bargaining unit member bears the primary responsibility for maintaining proper control and discipline in the classroom.
1. Bargaining unit members recognize that all disciplinary actions and methods, invoked by them shall be reasonable and just and in accordance with established Board policy.
2. It shall be the responsibility of the bargaining unit member to report to his/her principal the name of any student who, in his/her opinion, needs particular assistance from skilled personnel. The bargaining unit member shall, upon request, be advised by the principal of the disposition of the bargaining unit member's report that a particular student needs such assistance.
E. Any case of assault by or upon a bargaining unit member which has its inception in a school-centered problem shall be reported immediately to the Board or its designated representative.
1. In the event of such an assault, the bargaining unit member may request the assistance of the Board in such matters. These requests shall be made to the Board, or its designate, who shall make a determination as to whether the conduct of the bargaining unit member making such request, justifies any assistance from the Board, and the extent thereof. The decision of the Board...
PROTECTION OF BARGAINING UNIT MEMBERS. 1. The District will give all reasonable support and assistance to members of the Unit with respect to an emergency situation.
2. Any case of assault upon a member of the Unit arising out of employment shall be promptly reported to the Principal or designated representative. The District shall render all reasonable assistance to the employee in connection with the handling of the incident by law enforcement and judicial authorities.
PROTECTION OF BARGAINING UNIT MEMBERS. 15.1 The Employer recognizes its responsibility to give appropriate support and assist bargaining unit members as to the maintenance of control and discipline in the classroom and school.
15.2 Bargaining unit members shall be responsible within their classrooms for creating and maintaining conditions conducive to learning, following procedures which are sound in terms of modern psychology and pedagogy. The Employer shall give all reasonable support and assistance to bargaining unit members in the creation and maintenance of these conditions, and in the use of such control and discipline of students as may be necessary to create and maintain these conditions.
15.3 If a bargaining unit member is threatened with or subjected to legal suit by reason of customary and appropriate disciplinary action against a student, the Employer will provide assistance necessary to the bargaining unit member in their defense.
15.4 An unprovoked student assault upon a bargaining unit member which had its inception in a school-centered problem will be promptly reported to the Employer or its designated representative. The assaulting student will be immediately excluded from the bargaining unit member’s classroom. The alleged assault will be promptly investigated by the building principal and the Assistant Superintendent for CITA, or their designee. These two (2) persons shalldetermine a suitable consequence for the assaulting student(s). This decision will be communicated to the bargaining unit member concerned by the principal.
15.5 Any case of assault on a bargaining unit member which had its inception in a school-centered problem will be reported promptly to the Superintendent through the building principal. If the assault is by an adult person who is not a student, the Superintendent will promptly report the incident to the proper law enforcement authorities. In either case, the Employer shall provide legal counsel to advise the bargaining unit member of their rights.
15.6 A bargaining unit member shall not suffer a reduction in their salary or accumulated leave allowance days as a result of being physically injured by a student while in the course of their job responsibilities. Additionally, the Board will reimburse the bargaining unit member for loss of, damage to, or destruction of clothing or personal property as the result of the injury.
15.7 The Employer will provide protection to bargaining unit members under its present liability policy which will cover legal costs a...
PROTECTION OF BARGAINING UNIT MEMBERS. 21.1. A Bargaining Unit Member who is unavailable to work because of injuries sustained as a result of an assault on the Bargaining Unit Member incurred in the normal course of his/her duties shall receive a paid leave of absence for the duration of the incapacitation so caused, unless the Bargaining Unit Member is judged guilty of provocation by a court of law or by the School Board of Directors, after a due process hearing is conducted by the Board.
21.2. The amount to be paid a Bargaining Unit Member under this provision shall be his/her normal salary. The Bargaining Unit Member shall turn over to the District any insurance reimbursement expense including Workers’ Compensation, which he/she may be eligible to receive. In addition, the Bargaining Unit Member shall be reimbursed for the cost of medical, surgical or hospital services not compensated for by any insurance coverage of either the Bargaining Unit Member or a third party.
21.3. The Board shall be subrogated to the extent of all sums paid under the provisions of this Article and particular notice of such subrogation shall not be necessary.
21.4. The duration of the leave of absence shall be initially determined by the Board, as well as any and all extensions thereof, and in coming to the proper determination of the duration the Board may request whatever medical records it deems necessary, which the Bargaining Unit Member hereby agrees to supply.
PROTECTION OF BARGAINING UNIT MEMBERS. 32 ARTICLE 18. LEAVES OF ABSENCE WITH PAY 34 ARTICLE 19. LEAVES OF ABSENCE WITHOUT PAY 38 Article 20. PROFESSIONAL COMPENSATION 41
