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Resources Office Sample Clauses

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 OfficeUpon 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 OfficeThe 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. 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 OfficeThe employee or the personnel officer may request others be present at this review.
Resources OfficeIn the event a tenured faculty member is laid off as a result of a reduction in force or program vi- ability, the College will reimburse that faculty member for tuition and applicable program fees for up to three quarters of retraining at any community or technical college within the state of Washington. The purpose of such retraining shall be to assist in the preparation of the laid-off faculty member to qualify for other employment with the College. In the event a tenured faculty member is laid off as a result of a reduction in force or program vi- ability, the College will provide the laid-off faculty member first right of refusal to teach part- time courses for which that faculty member is qualified to teach. Such first right of refusal shall not include the right to “bump” another faculty member assigned a part-time contract or con- tracts for such course or courses.
Resources OfficeThe district will hire no certificated employee from outside the bargaining unit until all 369 certificated employees on layoff status have been determined to be unqualified for the position. 370 371 Employment of substitutes will come from those certificated employees on layoff status, except in those 372 cases when no certificated employee is available and qualified for the position. There will be no challenge 373 to the unemployment compensation of any bargaining unit member on layoff status who declines casual 374 substitute employment, except those individuals who have already been accepting substitute employment. 375 Upon the request of an employee, the district will make provision for the continuance of an employee's 376 participation in any district group insurance program. The employee will pay the entire premium to the 377 district payroll office on a monthly basis, as required by the payroll office. 378 Evaluation Notation 379 If an employee is assigned outside his or her major endorsement(s) or certification as a result of no other 380 employee on layoff being qualified, he or she will have a notation placed on the annual evaluation form 381 stating that the assignment is an emergency assignment outside his or her endorsement(s) or certification. 382 Recall 383 Recall will be by seniority order, according to the curriculum areas and/or elementary levels for which the 384 employee is qualified. The district will give written notice of recall by sending a registered letter to the 385 employee at his or her last known address. It will be the responsibility of the employee to notify the 386 district of any change of address. Any employee notified will respond whether he or she accepts or 387 rejects the position within 10 working days from receipt of the notice. 388 All continuing and provisional employees will be recalled prior to non-continuing and substitute 389 employees. 390 391
Resources OfficeThe employee may also file a grievance under Article XX,
Resources Office. The District shall furnish transportation of materials to assist in relocations 1 necessitated by the closing of a school, the opening of a new school, or 3 necessity for transfer has been determined to expedite the relocation process.
Resources Office. The decision of the Superintendent/Designee will be rendered within ten (10) 24 days of his/her hearing with the employee. If the Superintendent/Designee determines that the 25 suspension should be imposed, the employee will be notified of the dates that the suspension will 26 be in force. The discipline notice shall be delivered to CSEA within twenty-four (24) hours after 1 service on the employee. The employee may request a hearing before the Board within seven (7) 2 days of the receipt of the Superintendent's/Designee's decision. The Board will conduct a hearing 3 on the case and render its decision within fifteen (15) days of the hearing. The decision of the 4 Board will be final and binding.