Common use of Rights of the Employee Clause in Contracts

Rights of the Employee. 6.1 The Boards and Association agree that each employee shall have the right to or not to join, assist, or participate in any employee’s organization of the employee’s choosing. It is further agreed that neither the Boards nor the Association, nor any employee of the Board serving in any capacity, nor any officer or representative of the Association, shall interfere with, restrain, coerce, or discriminate in any way against or for any employee engaged in activities protected by VSA Title 21, Chapter 22 with respect to salary, economic conditions of employment, or professional employment by reason of the employee’s membership or non-membership in the Association and its affiliates, nor for participation in any of the lawful activities of the Association. 6.2 The Board agrees to payroll deduction of Association dues in amounts to be determined by the Association when authorized in writing by an employee on forms mutually agreed to by the parties. The form shall have the authorized signature of the employee, the amount to be deducted from the employee’s salary, and the date of authorization. The Board shall deduct the appropriate amount of dues from the salary of any new Association member beginning with the first pay period after the date of the authorized dues check-off form. Once submitted, such authorization shall remain operative until rescinded in writing by the employee. 6.3 An employee may submit relevant information to the Superintendent for inclusion in the employee’s personnel file. The Superintendent will inform the employee in the event the material submitted is not placed in the employee’s file, and will provide the reasons therefore. 6.4 No material derogatory to an employee’s conduct, services, character, or personality will be placed in the employee’s personnel file unless the employee has had an opportunity to review such material. The employee will acknowledge that the employee has had a chance to review such material by affixing a signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The employee will also have the right to submit a written answer to such material and the employee’s answer will be reviewed by the Superintendent or the Superintendent’s designee and attached to the file copy. 6.5 Employee review of Personnel File An Employee shall have the right, during regular office hours and under reasonable procedures as established by the Superintendent, to periodically review the Employee’s personnel file exclusive of personal references, within three (3) school days of the Employee’s request. Upon such review, an Employee may receive a single copy of any document contained therein not previously provided to the Employee, exclusive of personal references. Materials may be removed by mutual agreement between the Employee and the Superintendent, but the final decision to remove shall be at the discretion of the Superintendent. 6.6 Any complaint regarding an Employee’s performance or conduct which is made to any member of the administration by any parent, student or other person and which is used in any manner in evaluating or disciplining an Employee and/or which is placed in the Employee’s personnel file will be promptly investigated and called to the attention of the employee prior to any disciplinary action(s) being taken by the administration and/or the Boards. In the event that a complaint brought against an employee requires the Superintendent or designee to conduct an investigation the employee may be placed on paid administrative leave. If disciplinary action is contemplated, the Employee will be given a detailed description of the source and the nature of the complaint and have an opportunity to respond to and/or rebut such complaint, and shall be afforded due process. If the complaint is made by or on behalf of a student, the Superintendent may withhold identifying information. In such situation there shall be no reference to any such complaint in the employee’s personnel file, nor can the complaint serve as the basis of disciplinary action against the employee, except as follows: If the Superintendent decides to withhold identifying information of a student complaint the Superintendent may investigate and, if corroborating information is obtained to support the student’s complaint, the separately obtained corroborating information may be placed in the employee’s personnel file and or be the basis for discipline. No reprisal of any kind will be taken by the employee, the Association or any other person against any complainant, witness, administrator, or any other individual involved in this process. A. Whenever an employee is required to appear before the Principal, Superintendent or the School Boards concerning any formal charge, the employee will be given prior written notice of the reason(s) for such meeting or interview and shall be entitled to have a representative from the Association present to provide advice and representation during such meeting or interview. B. If during a conference with the Principal, the Superintendent, or Boards, an Employee feels that the matter(s) under discussion could adversely affect the Employee regarding the Employee’s position, the Employee’s conditions of employment, and/or disciplinary measures, the Employee shall be entitled to a break, upon the Employee’s request, in order to see a representative of the Association or its affiliates to advise and represent the Employee at the conference. 6.8 Any employee may refuse, without prejudice, to use his or her personal vehicle for transporting people, unless such transportation is a condition of employment for the position at the time the contract is signed. The Association shall be notified of any positions which require such transportation. No Employee shall use their personal vehicle to transport a student or students at any time absent written consent from the parent(s) or guardian(s) of the student(s) and prior permission of the Superintendent. No Employee will be asked to transport a single student in their personal vehicle unless there is another staff member present, or unless an audio/visual recording device is installed in the school vehicle and the period of transport is recorded in its entirety. No Employee will transport more than six people including themselves in a school vehicle at any time.

Rights of the Employee. 6.1 The Boards 3.1 Employees covered by this Agreement will have and will be protected in the exercise of the right, freely and without fear of penalty or reprisal, to form, join and assist employee organizations, or to refrain from such activity; to hold office and participate in the management of the Association; to act in the capacity of Association agree representative and to engage in other lawful associations and concerted activities for the purpose of collective bargaining or other mutual aid or protection except that each no official of the Committee will participate in the management of the Association or act as its representative if such activity would be incompatible with her/his official duties. 3.2 No employee shall may be discharged for unsatisfactory performance of duties without first being notified in writing of such unsatisfactory performance at least thirty (30) days prior to dismissal. If, at the end of this thirty (30) day period, the employee's performance is still judged to be unsatisfactory, the Superintendent will have the right to or notify the employee in writing of her/his dismissal. 3.3 An employee may not be discharged without an appearance before the Superintendent if the employee so desires. Request for such an appearance will be made, in writing, to join, assist, or participate in any employee’s organization the Superintendent within five (5) days of the employee’s choosingwritten notice of discharge. It is further agreed that neither Failure to file for such an appearance within the Boards nor specified time will be considered a refusal of the Associationprivileges of this section. 3.4 If during the life of the Contract, nor any employee feels that an action of the Board serving in any capacityCommittee adversely affects her/his condition of employment without violating the Contract, nor any officer or she/he may request an appearance before the Superintendent. A representative of the Association, shall interfere with, restrain, coerce, or discriminate Association may take part in any way against or this meeting. A request for any such a meeting must be made in writing within ten (10) working days after the employee engaged in activities protected by VSA Title 21, Chapter 22 with respect to salary, economic conditions of employment, or professional employment by reason first becomes aware of the employee’s membership or non-membership in action. 3.5 Members of the Association and its affiliates, nor for participation may expect to work in any of the lawful activities of the Association. 6.2 The Board agrees to payroll deduction of Association dues in amounts to be determined by the Association when authorized in writing by an employee on forms mutually agreed to by the parties. The form shall have the authorized signature of the employee, the amount to be deducted from the employee’s salary, and the date of authorization. The Board shall deduct the appropriate amount of dues from the salary of any new Association member beginning with the first pay period after the date of the authorized dues check-off form. Once submitted, such authorization shall remain operative until rescinded in writing by the employee. 6.3 An employee may submit relevant information to the Superintendent for inclusion in the employee’s personnel file. The Superintendent will inform the employee in the event the material submitted is not placed in the employee’s file, and will provide the reasons therefore. 6.4 No material derogatory to an employee’s conduct, services, character, or personality will be placed in the employee’s personnel file unless the employee has had an opportunity to review such material. The employee will acknowledge that the employee has had a chance to review such material by affixing a signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The employee will also have the right to submit a written answer to such material and the employee’s answer will be reviewed by the Superintendent or the Superintendent’s designee and attached to the file copy. 6.5 Employee review of Personnel File An Employee shall have the right, during regular office hours and under reasonable procedures as established by the Superintendent, to periodically review the Employee’s personnel file exclusive of personal references, within three (3) school days of the Employee’s request. Upon such review, an Employee may receive a single copy of any document contained therein not previously provided to the Employee, exclusive of personal references. Materials may be removed by mutual agreement between the Employee and the Superintendent, but the final decision to remove shall be at the discretion of the Superintendent. 6.6 Any complaint regarding an Employee’s performance or conduct which is made to any member of the administration by any parent, student or other person and which is used in any manner in evaluating or disciplining an Employee and/or which is placed in the Employee’s personnel file will be promptly investigated and called to the attention of the employee prior to any disciplinary action(s) being taken by the administration and/or the Boardssafe environment. In the event of an emergency or other situation directly affecting her/his immediate safety, no secretary shall be unreasonably asked to remain in the building. 3.6 The Superintendent shall direct the building administrators annually to take reasonable precautions to assure during working hours, whenever foreseeable, that a complaint brought against an employee requires covered by this Agreement shall not be the Superintendent or designee to conduct an investigation the employee may be placed on paid administrative leave. If disciplinary action is contemplated, the Employee will be given a detailed description of the source and the nature of the complaint and have an opportunity to respond to and/or rebut such complaint, and shall be afforded due process. If the complaint is made by or on behalf sole occupant of a studentbuilding, the Superintendent may withhold identifying information. In such situation there shall be no reference to any such complaint in the employee’s personnel file, nor can the complaint serve as the basis of disciplinary action against the employee, except as follows: If the Superintendent decides to withhold identifying information of a student complaint the Superintendent may investigate and, if corroborating information is obtained to support the student’s complaint, the separately obtained corroborating information may be placed in the employee’s personnel file and or be the basis for discipline. No reprisal of any kind will be taken by the employee, the Association or any other person against any complainant, witness, administrator, or any other individual involved in this process. A. Whenever an provided said employee is has been required to appear before the Principal, Superintendent or the School Boards concerning any formal charge, the employee will be given prior written notice of the reason(s) for such meeting or interview and shall be entitled to have a representative from the Association present to provide advice and representation during such meeting or interviewwork. B. If during a conference with the Principal, the Superintendent, or Boards, an Employee feels that the matter(s) under discussion could adversely affect the Employee regarding the Employee’s position, the Employee’s conditions of employment, and/or disciplinary measures, the Employee shall be entitled to a break, upon the Employee’s request, in order to see a representative of the Association or its affiliates to advise and represent the Employee at the conference. 6.8 Any employee may refuse, without prejudice, to use his or her personal vehicle for transporting people, unless such transportation is a condition of employment for the position at the time the contract is signed. The Association shall be notified of any positions which require such transportation. No Employee shall use their personal vehicle to transport a student or students at any time absent written consent from the parent(s) or guardian(s) of the student(s) and prior permission of the Superintendent. No Employee will be asked to transport a single student in their personal vehicle unless there is another staff member present, or unless an audio/visual recording device is installed in the school vehicle and the period of transport is recorded in its entirety. No Employee will transport more than six people including themselves in a school vehicle at any time.

Rights of the Employee. 6.1 The Boards and Association agree Board agrees that each employee shall have the right to or not to join, assist, or participate in any employee’s organization of the employee’s his/her choosing. It is further agreed that neither the Boards nor the Association, Board nor any employee of the Board serving in any capacity, nor any officer other person or representative of the Associationorganization, shall interfere with, restrain, coerce, or discriminate in any way against or for any employee engaged in activities protected by VSA Title 21, Chapter 22 with respect to salary, economic conditions of employment, or professional employment by reason of the employee’s his/her membership or non-non- membership in the Association and its affiliates, nor for participation in any of the lawful activities of the Association. 6.2 The Board agrees to payroll deduction of Association dues in amounts to be determined by the Association when When authorized in writing by an employee the Board shall cause Association dues to be withheld on forms mutually agreed to a regular basis. Once submitted, such authorization shall remain operative until rescinded in writing by the partiesemployee. The form When authorized in writing by an employee the Board shall have the authorized signature cause agency fees, not to exceed 85% of the employeecost of professional dues, the amount to be deducted withheld on a regular basis from the employee’s salary, and the date pay checks of authorization. The Board shall deduct the appropriate amount of dues from the salary of any new Association member beginning with the first pay period after the date employees who have not elected to be members of the authorized dues check-off formAssociation. Once submitted, such authorization shall remain operative until rescinded in writing by the employee. 6.3 The Association shall have full responsibility for notifying the District of the amounts for each employee to be deducted for each membership year. The District shall cause dues to be deducted from each regular paycheck in equal increments over the course of the school year. The Association shall have the full responsibility for notifying the District in advance of any changes in the dues deductions. 6.4 When authorized by an employee the Board agrees to administer payroll deductions for the 403B Programs offered by the Board, S.95 Employee Savings Plan and direct deposit options. 6.5 Monitoring or observation of work performance of an employee will be conducted openly and with the full knowledge of the employee. Covert methods will not be used for either formal or informal observation of an employee’s performance. This shall not be interpreted to prevent the Administration from reviewing any documents in the care and custody of the district, nor shall it be interpreted to prevent the Administration from reviewing and utilizing information on recorded tapes or videos used for security purposes in school buildings or vehicles in the course of investigating any issue or matter. 6.6 An employee may submit relevant information to the Superintendent for inclusion in the employee’s personnel file. The Superintendent will inform the employee in the event the material submitted is not placed in the employee’s file, and will provide the reasons therefore. 6.4 6.7 No material derogatory to an employee’s conduct, services, character, or personality will be placed in the employee’s his/her personnel file unless the employee has had an opportunity to review such material. The employee will acknowledge that the employee he/she has had a chance to review such material by affixing a his/her signature to the copy to be filed with the express understanding that such signature in no way indicates does not indicate agreement with the contents thereof. The employee will also have the right to submit a written answer response to such material and the employee’s answer his/her response will be reviewed by the Superintendent or the Superintendent’s his/her designee and attached to the file copy. 6.5 Employee review of Personnel File . An Employee shall have the right, during regular office hours and under reasonable procedures as established by the Superintendent, to periodically employee may review the Employee’s contents of his/her personnel file exclusive with the exception of personal references, within three (3) school days confidential references authorized and provided at the request of the Employee’s requestemployee upon reasonable request and during non-working times. Upon such review, an Employee An employee may receive a single copy of any document contained therein not previously provided documents included in his/her personnel file. An Association representative and a representative of the Superintendent may accompany an employee during such review. An employee assigned to the Employee, exclusive second shift will be allowed to take unpaid time at or near the beginning of personal referencesthe second shift to review his/her file at a time when an Association representative is available. Materials may Upon request the employee will be removed by mutual agreement between allowed to make up the Employee and the Superintendent, but the final decision to remove shall be time missed at the discretion end of the Superintendenthis/her shift unless otherwise agreed. 6.6 6.8 Any complaint regarding an Employeeemployee’s performance or conduct which is made to any member of the administration by any parent, student or other person and which is used in any manner in evaluating or disciplining an Employee employee and/or which is placed in the Employee’s his/her personnel file will be promptly investigated and called to the attention of the employee prior to any disciplinary action(s) being taken by the administration and/or the BoardsBoard. The employee will be given an opportunity to respond to and/or rebut such complaint, and shall be afforded due process. In the event that a complaint charge brought against an employee requires the Superintendent or designee to conduct an investigation the employee may be placed on paid administrative leave. If disciplinary action is contemplated, the Employee will be given a detailed description of the source and the nature of the complaint and have an opportunity to respond to and/or rebut such complaint, and shall be afforded due process. If the complaint is made by or on behalf of a student, the Superintendent may withhold identifying information. In such situation there shall be no reference to any such complaint in the employee’s personnel file, nor can the complaint serve as the basis of disciplinary action against the employee, except as follows: If the Superintendent decides to withhold identifying information of a student complaint the Superintendent may investigate and, if corroborating information is obtained to support the student’s complaint, the separately obtained corroborating information may be placed in the employee’s personnel file and or be the basis for discipline. No reprisal of any kind will be taken by the employee, the Association or any other person against any complainant, witness, administrator, or any other individual involved in this process. A. 6.9 Whenever an employee is required to appear before the PrincipalSuperintendent, Superintendent principal or the School Boards other supervisor, or a Board or any committee thereof, with respect to a formal accusation or a written complaint concerning any formal chargehis/her competency or his/her employment, the employee will be given prior written notice of the reason(s) for such meeting or interview and he/she shall be entitled to have a representative legal counsel and/or representation from the Association present to provide advice and representation during such meeting or interviewappearance. B. If during 6.10 An employee’s performance in his/her contracted assignment will not be evaluated on the basis of his/her work in a conference with the Principal, the Superintendent, or Boards, an Employee feels that the matter(s) under discussion could adversely affect the Employee regarding the Employee’s position, the Employee’s conditions of employment, and/or disciplinary measures, the Employee shall be entitled to a break, upon the Employee’s request, in order to see a representative of the Association or its affiliates to advise and represent the Employee at the conferenceco-curricular assignment. 6.8 6.11 Any employee may refuse, without prejudice, to use his or her personal vehicle for transporting people, unless such transportation is a condition of employment for the position at the time the contract is signed. The Association shall be notified of any positions which require such transportation. No Employee shall use their personal vehicle to transport a student or students at any time absent written consent from the parent(s) or guardian(s) of the student(s) and prior permission of the Superintendent. No Employee will be asked to transport a single student in their personal vehicle unless there is another staff member present, or unless an audio/visual recording device is installed in the school vehicle and the period of transport is recorded in its entirety. No Employee will transport more than six people including themselves in a school vehicle at any time.

Rights of the Employee. 6.1 The Boards and Association agree that each employee shall have the right to or not to join, assist, or participate in any employee’s organization of the employee’s choosing. It is further agreed that neither the Boards nor the Association, nor any employee of the Board serving in any capacity, nor any officer or representative of the Association, shall interfere with, restrain, coerce, or discriminate in any way against or for any employee engaged in activities protected by VSA Title 21, Chapter 22 with respect to salary, economic conditions of employment, or professional employment by reason of the employee’s membership or non-membership in the Association and its affiliates, nor for participation in any of the lawful activities of the Association. 6.2 The Board agrees to payroll deduction of Association dues in amounts to be determined by the Association when authorized in writing by an employee on forms mutually agreed to by the parties. The form shall have the authorized signature of the employee, the amount to be deducted from the employee’s salary, and the date of authorization. The Board shall deduct the appropriate amount of dues from the salary of any new Association member beginning with the first pay period after the date of the authorized dues check-off form. Once submitted, such authorization shall remain operative until rescinded in writing by the employee. 6.3 An employee may submit relevant information to the Superintendent for inclusion in the employee’s personnel file. The Superintendent will inform the employee in the event the material submitted is not placed in the employee’s file, and will provide the reasons therefore. 6.4 No material derogatory to an employee’s conduct, services, character, or personality will be placed in the employee’s personnel file unless the employee has had an opportunity to review such material. The employee will acknowledge that the employee has had a chance to review such material by affixing a signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The employee will also have the right to submit a written answer to such material and the employee’s answer will be reviewed by the Superintendent or the Superintendent’s designee and attached to the file copy. 6.5 Employee review of Personnel File An Employee shall have the right, during regular office hours and under reasonable procedures as established by the Superintendent, to periodically review the Employee’s personnel file exclusive of personal references, within three (3) school days of the Employee’s request. Upon such review, an Employee may receive a single copy of any document contained therein not previously provided to the Employee, exclusive of personal references. Materials may be removed by mutual agreement between the Employee and the Superintendent, but the final decision to remove shall be at the discretion of the Superintendent. 6.6 Any complaint regarding an Employee’s performance or conduct which is made to any member of the administration by any parent, student or other person and which is used in any manner in evaluating or disciplining an Employee and/or which is placed in the Employee’s personnel file will be promptly investigated and called to the attention of the employee prior to any disciplinary action(s) being taken by the administration and/or the Boards. In the event that a complaint brought against an employee requires the Superintendent or designee to conduct an investigation the employee may be placed on paid administrative leave. If disciplinary action is contemplated, the Employee will be given a detailed description of the source and the nature of the complaint and have an opportunity to respond to and/or rebut such complaint, and shall be afforded due process. If the complaint is made by or on behalf of a student, the Superintendent may withhold identifying information. In such situation there shall be no reference to any such complaint in the employee’s personnel file, nor can the complaint serve as the basis of disciplinary action against the employee, except as follows: If the Superintendent decides to withhold identifying information of a student complaint the Superintendent may investigate and, if corroborating information is obtained to support the student’s complaint, the separately obtained corroborating information may be placed in the employee’s personnel file and or be the basis for discipline. No reprisal of any kind will be taken by the employee, the Association or any other person against any complainant, witness, administrator, or any other individual involved in this process. A. Whenever an employee is required to appear before the Principal, Superintendent or the School Boards concerning any formal charge, the employee will be given prior written notice of the reason(s) for such meeting or interview and shall be entitled to have a representative from the Association present to provide advice and representation during such meeting or interview. B. If during a conference with the Principal, the Superintendent, or Boards, an Employee feels that the matter(s) under discussion could adversely affect the Employee regarding the Employee’s position, the Employee’s conditions of employment, and/or disciplinary measures, the Employee shall be entitled to a break, upon the Employee’s request, in order to see a representative of the Association or its affiliates to advise and represent the Employee at the conference. 6.8 Any employee may refuse, without prejudice, to use his or her personal vehicle for transporting people, unless such transportation is a condition of employment for the position at the time the contract is signed. The Association shall be notified of any positions which require such transportation. No Employee employee shall use their personal vehicle to transport a student students in connection with any school or students at any time absent written consent from school- related activity without the parent(s) or guardian(s) of the student(s) and prior permission approval of the Superintendent. No Employee will be asked to transport a single student in their personal vehicle unless there is another staff member present, or unless an audio/visual recording device is installed in the school vehicle and the period of transport is recorded in its entirety. No Employee will transport more than six people including themselves in a school vehicle at any time.

Rights of the Employee. ‌ 6.1 The Boards and Association agree that each employee Employee shall have the right to or not to join, assist, or participate in any employeeEmployee’s organization of the employeeEmployee’s choosing. It is further agreed that neither the Boards nor the Association, nor any employee Employee of the Board serving in any capacity, nor any officer or representative of the Association, shall interfere with, restrain, coerce, or discriminate in any way against or for any employee Employee engaged in activities protected by VSA Title 21, Chapter 22 with respect to salary, economic conditions of employment, or professional employment by reason of the employeeEmployee’s membership or non-membership in the Association and its affiliates, nor for participation in any of the lawful activities of the Association. 6.2 The Board agrees to payroll deduction of Association dues in amounts to be determined by the Association when authorized in writing by an employee Employee on forms mutually agreed to by the parties. The form shall have the authorized signature of the employeeEmployee, the amount to be deducted from the employeeEmployee’s salary, and the date of authorization. The Board shall deduct the appropriate amount of dues from the salary of any new Association member beginning with the first pay period after the date of the authorized dues check-off form. Once submitted, such authorization shall remain operative until rescinded in writing by the employeeEmployee. 6.3 An employee Employee may submit relevant information to the Superintendent for inclusion in the employeeEmployee’s personnel file. The Superintendent will inform the employee Employee in the event the material submitted is not placed in the employeeEmployee’s file, and will provide the reasons therefore. 6.4 No material derogatory to an employeeEmployee’s conduct, services, character, or personality will be placed in the employeeEmployee’s personnel file unless the employee Employee has had an opportunity to review such material. The employee Employee will acknowledge that the employee Employee has had a chance to review such material by affixing a signature to the copy to be filed with the express understanding that such signature in no way indicates agreement with the contents thereof. The employee Employee will also have the right to submit a written answer to such material and the employeeEmployee’s answer will be reviewed by the Superintendent or the Superintendent’s designee and attached to the file copy. 6.5 Employee review of Personnel File An Employee shall have the right, during regular office hours and under reasonable procedures as established by the Superintendent, to periodically review the Employee’s personnel file exclusive of personal references, within three (3) school days of the Employee’s request. Upon such review, an Employee may receive a single copy of any document contained therein not previously provided to the Employee, exclusive of personal references. Materials may be removed by mutual agreement between the Employee and the Superintendent, but the final decision to remove shall be at the discretion of the Superintendent. 6.6 Any complaint regarding an Employee’s performance or conduct which is made to any member of the administration by any parent, student or other person and which is used in any manner in evaluating or disciplining an Employee and/or which is placed in the Employee’s personnel file will be promptly investigated and called to the attention of the employee Employee prior to any disciplinary action(s) being taken by the administration and/or the Boards. In the event that a complaint brought against an employee Employee requires the Superintendent or designee to conduct an investigation the employee Employee may be placed on paid administrative leave. If disciplinary action is contemplated, the Employee will be given a detailed description of the source and the nature of the complaint and have an opportunity to respond to and/or rebut such complaint, and shall be afforded due process. If the complaint is made by or on behalf of a student, the Superintendent may withhold identifying information. In such situation there shall be no reference to any such complaint in the employeeEmployee’s personnel file, nor can the complaint serve as the basis of disciplinary action against the employeeEmployee, except as follows: If the Superintendent decides to withhold identifying information of a student complaint the Superintendent may investigate and, if corroborating information is obtained to support the student’s complaint, the separately obtained corroborating information may be placed in the employeeEmployee’s personnel file and or and/or be the basis for discipline. No reprisal of any kind will be taken by the employeeEmployee, the Association or any other person against any complainant, witness, administrator, or any other individual involved in this process. A. 6.7 Whenever an employee Employee is required to appear before the Principal, Superintendent or the School Boards concerning any formal charge, the employee Employee will be given prior written notice of the reason(s) for such meeting or interview and shall be entitled to have a representative from the Association present to provide advice and representation during such meeting or interview. B. . If during a conference with the Principal, the Superintendent, or Boards, an Employee feels that the matter(s) under discussion could adversely affect the Employee regarding the Employee’s position, the Employee’s conditions of employment, and/or disciplinary measures, the Employee shall be entitled to a break, upon the Employee’s request, in order to see a representative of the Association or its affiliates to advise and represent the Employee at the conference. 6.8 Any employee Employee may refuse, without prejudice, to use his or her personal vehicle for transporting people, unless such transportation is a condition of employment for the position at the time the contract is signed. The Association shall be notified of any positions which require such transportation. No Employee shall use their personal vehicle to transport a student or students at any time absent written consent from the parent(s) or guardian(s) of the student(s) and prior permission of the Superintendent. No Employee will be asked to transport a single student in their personal vehicle unless there is another staff member present, or unless an audio/visual recording device is installed in the school vehicle and the period of transport is recorded in its entirety. No Employee will transport more than six people including themselves in a school vehicle at any time.transporting