Common use of RIGHTS OF CSEA Clause in Contracts

RIGHTS OF CSEA. A. The CSEA may provide a bulletin board in each school building for its own use and may use School District courier service for communications to its members. B. The Employer grants the right of the President of the Association or her/his designated agent, or the designated field representative to visit the facilities of the Employer for the purpose of adjusting grievances and administering the terms of the Agreement, upon reasonable notice to the Superintendent of Schools or the Assistant Superintendent. C. The Employer grants the right of employees, designated or elected for the purpose of adjusting grievances and maintaining administration rights of the Agreement, to have reasonable amounts of time from their regular duties without loss of pay provided reasonable notice has been given to the Building Principal and the Assistant Superintendent and approval has been given by the Building Principal and the Assistant Superintendent. Such approval shall not be unreasonably denied. D. The CSEA will be permitted the use of school buildings for the purpose of holding CSEA meetings in accordance with Board of Education Policy. Such meetings will be held at a time when functions shall be the least disrupted, from the employer’s point of view. E. The CSEA shall be the sole judge of its own rules and regulations with respect to CSEA and organizational administration. F. Employee organization leave: Members of the bargaining unit shall have two days per year for the purpose of conducting union business provided reasonable notice has been given to the Building Principal and the Assistant Superintendent and approval has been given by the Building Principal and the Assistant Superintendent. Such approval shall not be unreasonably denied. G. The parties shall create a Labor-Management Committee consisting of the Superintendent of Schools or his/her designee and the CSEA Unit President, who may name up to two unit additional members. The Committee shall meet at least once each semester, and more frequently as may reasonably be requested by either party, to discuss areas of mutual interest and concern. H. Unit members shall be entitled to a leave of absence without pay to care for a new child, or for serious illness of the unit member or an immediate family member, as follows: 1. The unit member shall give a minimum of 30 days’ prior written notice to the Superintendent of Schools of the request for leave and of the reason for the requested leave unless the circumstances giving rise to the need for leave would make such notice impracticable. The leave is subject to the approval of the Superintendent of Schools, which shall not unreasonably be withheld. 2. The initial leave shall be for up to one full calendar year, but shall be scheduled to terminate either on June 30 or at the mid-year semester break. If, due to changed or unanticipated circumstances, the unit member desires to return to work prior to the scheduled termination of the leave, unit member shall give 10 working days’ notice of intention to return to work. 3. The leave may be extended upon request of the unit member, and in the sole discretion of the Superintendent of Schools, for up to one additional year. 4. The unit member’s entitlement, if applicable, to leave and other protections under the Family Medical Leave Act shall run concurrently with the leave provided for herein. 5. In the case of a leave granted for the unit member’s serious personal illness, return from leave shall be conditioned upon furnishing a treating health professional’s statement of fitness for duty. 6. A unit member who does not return to service on the first day of work following the conclusion of a leave will be deemed to have abandoned her/his position. 7. An employee who has been off payroll for 60 working days or more in any school year and then returns to work shall not advance on the salary schedule during the first year of return, but shall resume step advancement in years following. Time that an employee has been off payroll during a school year that has also been classified as FMLA time (if the employee qualifies for FMLA leave), shall not be counted towards the 60 working days. 8. An employee who has been off payroll for 60 working days or more in any school year shall not have such year counted towards eligibility towards longevity increments. 9. During any year in which a unit member has been off payroll for 60 working days or more, seniority for layoff purposes, paid personal time, and any Article X payments in lieu of benefits will be adjusted on a pro rata basis. 10. Upon return for leave, the unit member will be restored to duty to an equivalent position in the School District, but subject to a change of location or assignment depending on the School District’s needs and staffing arrangements then applicable.

RIGHTS OF CSEA. A. The CSEA may provide a bulletin board in each school building for its own use and may use School District school district courier service for communications to its members. B. The Employer grants the right of the President of the Association or herhis/his her designated agent, or the designated field representative representative, to visit the facilities of the Employer for the purpose of adjusting grievances and grievances, administering the terms of the Agreement, Agreement and explaining CSEA-sponsored benefits and programs upon reasonable notice to the Superintendent of Schools or the Assistant Superintendent. C. The Employer grants the right of employees, designated or elected for the purpose of adjusting grievances and grievances, maintaining administration rights of the Agreement, or serving as a local or regional official of CSEA to have reasonable amounts of free time from their regular duties without loss of pay to fulfill these obligations, provided reasonable notice has shall have been given to the Building Principal and the Assistant Superintendent and approval has been given by the Building Principal Department Head and the Assistant Superintendent. Such approval shall not be unreasonably denied. D. Neither the Employer nor the CSEA, through their officers, members, representatives, agents or committees, shall engage in any subterfuge for the purpose of defeating or evading the terms of the Agreement. E. There shall be no discrimination, interference, restraint or coercion by the Employer or any of its officers, or agents, against any employee because of any lawful activity on behalf of the CSEA or because of membership in the CSEA; and the CSEA, its members, its officers, its agents shall not coerce employees into membership in the CSEA in an unlawful manner. F. The CSEA will be permitted the use of school buildings for the purpose of holding CSEA meetings in accordance with meetings. Board of Education Policyregulations for the use of school buildings shall govern the conduct of such meetings. Such meetings will be held at a time when functions shall be the least disrupted, from the employerEmployer’s point of view. When school is not in session, the CSEA may use facilities for meetings on prior notice to the Director of Facilities, and permission for such use shall not unreasonably be withheld. E. G. The CSEA shall be the sole judge of its own rules and regulations with respect to CSEA and organizational administration. F. Employee organization leave: Members H. The Unit President will be notified of the bargaining unit shall have two days per year for the purpose of conducting union business provided reasonable notice has been given all new hires as soon as practicable. In addition, to the Building Principal and the Assistant Superintendent and approval has been given by the Building Principal and the Assistant Superintendent. Such approval shall not be unreasonably denied. G. The parties shall create a Labor-Management Committee consisting of the Superintendent of Schools or his/her designee and the CSEA Unit President, who may name up to two unit additional members. The Committee shall meet at least once each semester, and more frequently as may reasonably be requested by either party, to discuss areas of mutual interest and concern. H. Unit members shall be entitled to a leave of absence without pay to care for a new child, or for serious illness of the unit member or an immediate family member, as follows: 1. The unit member shall give a minimum of 30 days’ prior written notice to the Superintendent of Schools of the request for leave and of the reason for the requested leave unless the circumstances giving rise to the need for leave would make such notice impracticable. The leave is subject to the approval of the Superintendent of Schools, which shall not unreasonably be withheld. 2. The initial leave shall be for up to one full calendar year, but shall be scheduled to terminate either on June 30 or at the mid-year semester break. If, due to changed or unanticipated circumstancesextent practicable, the unit member desires building or department supervisor will be advised in advance of proposed new hires and will be given an opportunity to return to work prior to the scheduled termination of the leave, unit member shall give 10 working days’ notice of intention to return to work. 3. The leave input regarding civil service requirements and such other suggestions as may be extended upon request of the unit member, and in the sole discretion of the Superintendent of Schools, for up to one additional yearappropriate. 4. The unit member’s entitlement, if applicable, to leave and other protections under the Family Medical Leave Act shall run concurrently with the leave provided for herein. 5. In the case of a leave granted for the unit member’s serious personal illness, return from leave shall be conditioned upon furnishing a treating health professional’s statement of fitness for duty. 6. A unit member who does not return to service on the first day of work following the conclusion of a leave will be deemed to have abandoned her/his position. 7. An employee who has been off payroll for 60 working days or more in any school year and then returns to work shall not advance on the salary schedule during the first year of return, but shall resume step advancement in years following. Time that an employee has been off payroll during a school year that has also been classified as FMLA time (if the employee qualifies for FMLA leave), shall not be counted towards the 60 working days. 8. An employee who has been off payroll for 60 working days or more in any school year shall not have such year counted towards eligibility towards longevity increments. 9. During any year in which a unit member has been off payroll for 60 working days or more, seniority for layoff purposes, paid personal time, and any Article X payments in lieu of benefits will be adjusted on a pro rata basis. 10. Upon return for leave, the unit member will be restored to duty to an equivalent position in the School District, but subject to a change of location or assignment depending on the School District’s needs and staffing arrangements then applicable.

RIGHTS OF CSEA. A. The CSEA may provide a bulletin board in each school building for its own use and may use School District school district courier service for communications to its members. B. The Employer grants the right of the President of the Association or her/his designated agent, or the designated field representative to visit the facilities of the Employer for the purpose of adjusting grievances and administering the terms administration rights of the Agreement, upon to have reasonable notice to the Superintendent of Schools or the Assistant Superintendent. C. The Employer grants the right of employees, designated or elected for the purpose of adjusting grievances and maintaining administration rights of the Agreement, to have reasonable amounts of free time from their regular duties without loss of pay to fulfill these obligations, provided reasonable notice has shall have been given to the Building Principal and the Assistant Superintendent and approval has been given by the Building Principal Department Head and the Assistant Superintendent. Such approval shall not be unreasonably denied. D. Neither the Employer nor the CSEA through their office, member, representatives, agents or committees, shall engage in any subterfuge for the purpose of defeating or evading the terms of the agreement. E. There shall be no discrimination, interference, restraint or coercion by the employer or any of its officers, or agents, against any employee because of any lawful activity on behalf of the CSEA or because of membership in the CSEA; and the CSEA, its members, its officers, its agents shall not coerce employees into membership in the CSEA in an unlawful manner. F. The CSEA will be permitted the use of school buildings for the purpose of holding CSEA meetings in accordance with meetings. Board of Education Policyregulations for the use of school buildings shall govern the conduct of such meetings. Such meetings will be held at a time when functions shall be the least disrupted, from the employerEmployer’s point of view. E. G. The CSEA shall be the sole judge of its own rules and regulations with respect to CSEA and organizational administration. F. Employee organization leave: Members H. The CSEA shall designate three employees as its representatives—one from each of the bargaining unit shall have two days per year for the purpose of conducting union business provided reasonable notice has been given District’s three schools. This does not apply to the Building Principal and the Assistant Superintendent and approval has been given by the Building Principal and the Assistant Superintendent. Such approval shall not be unreasonably deniednegotiating team. G. The parties shall create a Labor-Management Committee consisting of the Superintendent of Schools or his/her designee and the CSEA Unit President, who may name up to two unit additional members. The Committee shall meet at least once each semester, and more frequently as may reasonably be requested by either party, to discuss areas of mutual interest and concern. H. Unit members shall be entitled to a leave of absence without pay to care for a new child, or for serious illness of the unit member or an immediate family member, as follows: 1. The unit member shall give a minimum of 30 days’ prior written notice to the Superintendent of Schools of the request for leave and of the reason for the requested leave unless the circumstances giving rise to the need for leave would make such notice impracticable. The leave is subject to the approval of the Superintendent of Schools, which shall not unreasonably be withheld. 2. The initial leave shall be for up to one full calendar year, but shall be scheduled to terminate either on June 30 or at the mid-year semester break. If, due to changed or unanticipated circumstances, the unit member desires to return to work prior to the scheduled termination of the leave, unit member shall give 10 working days’ notice of intention to return to work. 3. The leave may be extended upon request of the unit member, and in the sole discretion of the Superintendent of Schools, for up to one additional year. 4. The unit member’s entitlement, if applicable, to leave and other protections under the Family Medical Leave Act shall run concurrently with the leave provided for herein. 5. In the case of a leave granted for the unit member’s serious personal illness, return from leave shall be conditioned upon furnishing a treating health professional’s statement of fitness for duty. 6. A unit member who does not return to service on the first day of work following the conclusion of a leave will be deemed to have abandoned her/his position. 7. An employee who has been off payroll for 60 working days or more in any school year and then returns to work shall not advance on the salary schedule during the first year of return, but shall resume step advancement in years following. Time that an employee has been off payroll during a school year that has also been classified as FMLA time (if the employee qualifies for FMLA leave), shall not be counted towards the 60 working days. 8. An employee who has been off payroll for 60 working days or more in any school year shall not have such year counted towards eligibility towards longevity increments. 9. During any year in which a unit member has been off payroll for 60 working days or more, seniority for layoff purposes, paid personal time, and any Article X payments in lieu of benefits will be adjusted on a pro rata basis. 10. Upon return for leave, the unit member will be restored to duty to an equivalent position in the School District, but subject to a change of location or assignment depending on the School District’s needs and staffing arrangements then applicable.

RIGHTS OF CSEA. A. The CSEA may provide a bulletin board in each school building for its own use and may use School District courier service for communications to its members. B. The Employer grants the right of the President of the Association or her/his designated agent, or the designated field representative to visit the facilities of the Employer for the purpose of adjusting grievances and administering the terms of the Agreement, upon reasonable notice to the Superintendent of Schools or the Assistant Superintendent. C. The Employer grants the right of employees, designated or elected for the purpose of adjusting grievances and maintaining administration rights of the Agreement, to have reasonable amounts of time from their regular duties without loss of pay provided reasonable notice has been given to the Building Principal and the Assistant Superintendent and approval has been given by the Building Principal and the Assistant Superintendent. Such approval shall not be unreasonably denied. D. The CSEA will be permitted the use of school buildings for the purpose of holding CSEA meetings in accordance with under classification “Group A” of Policy for use of school buildings. Board of Education Policyregulations for the use of school buildings shall govern the conduct of such meetings. Such meetings will be held at a time when functions shall be the least disrupted, from the employer’s point of view. E. The CSEA shall be the sole judge of its own rules and regulations with respect to CSEA and organizational administration. F. Employee organization leave: Members of the bargaining unit shall have two days per year for the purpose of conducting union business provided reasonable notice has been given to the Building Principal and the Assistant Superintendent and approval has been given by the Building Principal and the Assistant Superintendent. Such approval shall not be unreasonably denied. G. The parties shall create a Labor-Management Committee consisting of the Superintendent of Schools or his/her designee and the CSEA Unit President, who may name up to two unit additional members. The Committee shall meet at least once each semester, and more frequently as may reasonably be requested by either party, to discuss areas of mutual interest and concern. H. Unit members shall be entitled to a leave of absence without pay to care for a new child, or for serious illness of the unit member or an immediate family member, as follows: 1. The unit member shall give a minimum of 30 days’ prior written notice to the Superintendent of Schools of the request for leave and of the reason for the requested leave unless the circumstances giving rise to the need for leave would make such notice impracticable. The leave is subject to the approval of the Superintendent of Schools, which shall not unreasonably be withheld. 2. The initial leave shall be for up to one full calendar year, but shall be scheduled to terminate either on June 30 or at the mid-year semester break. If, due to changed or unanticipated circumstances, the unit member desires to return to work prior to the scheduled termination of the leave, unit member shall give 10 working days’ notice of intention to return to work. 3. The leave may be extended upon request of the unit member, and in the sole discretion of the Superintendent of Schools, for up to one additional year. 4. The unit member’s entitlement, if applicable, to leave and other protections under the Family Medical Leave Act shall run concurrently with the leave provided for herein. 5. In the case of a leave granted for the unit member’s serious personal illness, return from leave shall be conditioned upon furnishing a treating health professional’s statement of fitness for duty. 6. A unit member who does not return to service on the first day of work following the conclusion of a leave will be deemed to have abandoned her/his position. 7. An employee who has been off payroll for 60 working days or more in any school year and then returns to work shall not advance on the salary schedule during the first year of return, but shall resume step advancement in years following. Time that an employee has been off payroll during a school year that has also been classified as FMLA time (if the employee qualifies for FMLA leave), shall not be counted towards the 60 working days. 8. An employee who has been off payroll for 60 working days or more in any school year shall not have such year counted towards eligibility towards longevity increments. 9. During any year in which a unit member has been off payroll for 60 working days or more, seniority for layoff purposes, paid personal time, and any Article X payments in lieu of benefits will be adjusted on a pro rata basis. 10. Upon return for leave, the unit member will be restored to duty to an equivalent position in the School District, but subject to a change of location or assignment depending on the School District’s needs and staffing arrangements then applicable.