Resources Office. A working file may be kept at the worksite. All employees shall have the right to review 28 and respond to any and all files maintained for and/or about them. If requested, file materials shall be 29 reproduced for the employee promptly.
Resources Office. Upon request, a copy, at employee expense, of any documents contained in the 1 personnel file shall be afforded the employee. An employee will be notified, in writing of the entry of 2 any derogatory information into the employee's personnel file within twenty (20) workdays of such
Resources Office. The administrator in charge of the Human Resources office shall determine the contents of such files. Supervisors may maintain an information, or “building,” file containing material related to the employees under the supervisor’s immediate supervision. All materials contained in the personnel and building files related to misconduct or performance shall be dated and signed. The employee shall have the opportunity to review and sign any derogatory material prior to its placement in the personnel and/or building file. The signature of the employee does not imply that he/she agrees with the contents of the document. If the employee declines to sign, it will be documented with a signed and dated notation on the document that the information was provided to the individual but he or she declined to sign. The employee, upon appointment, shall have the right to inspect all contents of the employee’s complete personnel and building file. Upon request, a copy of the file or any individual document will be afforded the employee. The employee may attach a written statement to any document contained in the employee’s personnel or building file. Grievance, investigation, and medical files, if any, shall be kept apart from an employee's personnel and building files.
Resources Office. The employee or the personnel officer may request others be present at this review.
Resources Office. A working file may be kept at the worksite. All employees shall have the right to review 5 and respond to any and all files maintained for and/or about them. If requested, file materials shall be 6 reproduced for the employee promptly.
Resources Office. 22 A. Each fiscal year, Step and Column movement will be implemented 23 for eligible unit members. The parties recognize Step and Column 24 movement is negotiable and subject to negotiation process. All 25 teachers must hold the appropriate credential authorizing them to 26 teach the subject that they are assigned. 1 UNITS 2 Column 1 Column 2 Column 3 Column 4 Column 5 3 YEARS BA or less BA/*License BA/*License BA/*License BA/*License 4 + 17 S/U + 34 S/U + 51 S/U + 68 S/U 5 or MA Inc. MA or Inc. MA 6 BA/58 S/U 8 0 – 3 $48.21 $49.72 $51.19 $52.72 $54.30 9 4 – 6 $49.64 $51.10 $52.63 $54.23 $55.84 10 7 – 9 $50.92 $52.43 $54.01 $55.62 $57.29 11 10–14 $52.22 $53.78 $55.43 $57.03 $58.79 12 15–19 $53.27 $54.85 $56.22 $58.52 $59.96 13 20–24 $54.33 $55.96 $57.67 $59.33 $61.15 14 25 + $55.42 $57.08 $58.82 $60.51 $62.37 15 16 B. For unit members new to the District, or new to the bargaining 17 unit, the following explanation applies to initial salary schedule 18 placement:
19 (1) Unit members with teaching/counseling experience outside the 20 District will receive a maximum of five (5) years' credit toward salary
1 (2) Unit members with previous teaching/counseling experience 2 outside or inside the District will receive one (1) years’ experience for 3 each one thousand eighty (1,080) hours of accrued time up to a 4 maximum of five (5) years; and
5 (3) For vocational unit members, verified trade work experience (non-
Resources Office. 31 11. The evaluatee shall sign the evaluation report. The signature does not necessarily indicate that 32 the teacher endorses or agrees with the contents of the report.
34 12. When short term evaluations are made, where the evaluatee has been recently assigned to a 35 position, a notation shall be recorded specifying the period of time covered by the evaluator.
37 13. Upon formally citing a condition(s) of unsatisfactory performance in Standards 1 – 5 on an 38 evaluatee’s evaluation form the evaluatee will be referred to the PAR program. The PAR 39 program will proceed as outlined in the PAR timeline in Xxxxxxxx X.
00 00. If needs to improve or unsatisfactory are cited on an official evaluation following release from 42 the PAR program, the evaluator, working with the evaluatee, shall develop a written Remedial
Resources Office. Each fiscal year, Step and Column movement will be implemented 18 for eligible unit members. The parties recognize Step and Column 19 movement is negotiable and subject to negotiation process. All 20 teachers must hold the appropriate credential authorizing them to 21 teach the subject that they are assigned. 24 25 1 UNITS 2 Column 1 Column 2 Column 3 Column 4 Column 5 3 YEARS BA or less BA/*License BA/*License BA/*License BA/*License 4 + 17 S/U + 34 S/U + 51 S/U + 68 S/U 5 or MA Inc. MA or Inc. MA 6 BA/58 S/U 8 0 – 3 $45.91 $47.34 $48.75 $50.20 $51.71 9 4 – 6 $47.28 $48.67 $50.12 $51.65 $53.18 10 7 – 9 $48.49 $49.93 $51.44 $52.98 $54.56 11 10–14 $49.73 $51.22 $52.79 $54.30 $55.99 12 15–19 $50.73 $52.24 $53.54 $55.72 $57.10 13 20–24 $51.74 $53.29 $54.92 $56.50 $58.24 14 25 + $52.78 $54.36 $56.02 $57.63 $59.40 15 16 B. For unit members new to the District, or new to the bargaining 17 unit, the following explanation applies to initial salary schedule 18 placement:
Resources Office. If notice is not given within the 60 days required by law, the individual losing their group coverage forfeits all rights to COBRA continuation coverage. When the COBRA Administrator is notified that one of these events has happened, it will in turn notify you that you have the right to choose continuation coverage. Under the law, you have at least 60 days from the date the COBRA Administrator mails you a notice or, if later, the date you would lose coverage to inform the administrator that you want continuation coverage. Your first payment is due within 45 days of your election. A separate election may be made by each person.
Resources Office. If the need for leave is sudden and unanticipated, the employee or a
