Safe Driving Program. In light of the harm, insurance costs, and other problems associated with occasions of unsafe driving, the parties agree to establish a safe driving program consisting of the following features:
1. The program shall apply to those employees whose job duties, as assigned by the Employer, include driving Employer vehicles.
2. The Employer periodically will provide employees with reminders, training, and/or instruction concerning the safe operation of motor vehicles.
3. An employee shall, upon periodic request by the Employer and as a condition of continued employment, provide the Employer with a copy of his/her valid Washington State driver's license. (Execution of an authorization form directing release of an applicant's driving record by the State Department of Licensing to the Employer will be required of applicants for positions covered by the safe driving program.)
Safe Driving Program. It is agreed that the format for the Safe Driving Program shall be as follows: The format shall be as in previous years. One driver will serve on the Committee for two (2) years. One driver will serve for one (1) year. There will be three (3) alternates who will serve for one (1) year. The accidents will be ruled "preventable", "non-preventable", or demerits one (1) to ten (10) (as before), with an accumulation of ten
Safe Driving Program. Bargaining Unit employees, who are assigned to a to a City vehicle, are eligible to participate in the Safe Driving Award Program. Employees assigned to pool vehicles do not qualify. Eligible employees must not have been in any “preventable” vehicle accidents during any given full fiscal year. An accident is any event involving a City vehicle resulting in or causing personal injury or damage to any person, object, or property in an amount exceeding $150 in total damages. The City Safety Committee will determine whether the accident was “preventable” or “non-preventable”. Preventable – the regular employee failed to do everything possible to prevent the accident, including anticipating the hazard and applying the appropriate defensive driving procedures.
Safe Driving Program. Bargaining Unit employees, who are assigned to a City vehicle, are eligible to participate in the Safe Driving Program. Employees assigned to pool vehicles do not qualify. Eligible employees must not have been in any "preventable" vehicle accidents during any given full fiscal year. An accident is any event involving a City vehicle resulting in or causing personal injury or damage to any person, object, or property in an amount exceeding $150 in total damages. The City Safety Committee will determine whether the accident was “preventable” or “non- preventable" if the employee and the City do not agree on the determination of whether an accident was "preventable” or "non-preventable." Preventable - the employee failed to do everything possible to prevent the accident, including anticipating the hazard and applying the appropriate defensive driving procedures. Non-Preventable - the employee did everything possible to prevent the accident, including anticipating the hazard and applying the appropriate defensive driving procedures. For the period of July 1 through June 30 of each Fiscal Year, qualifying employees who experience no "preventable" accidents will be credited with five (5) additional floating holiday hours as described in Article 12 (City Holidays). These five (5) additional floating holiday hours will be deposited in the first pay period of the subsequent Fiscal Year. The five (5) additional floating holiday hours must be used in one block, and the City Manager (or his/her designee) will pre-approve an afternoon where eligible employees can take the time off together if they choose to participate. All other provisions of Article 12 (City Holidays) shall apply to the use of the five (5) additional floating holiday hours.
Safe Driving Program. For the benefit of all District employees, it is the District policy to promote safe driving practices. Safe driving practices consist of obeying all traffic rules and regulations, using common courtesies of the road, and driving defensively. Safe driving is such an important aspect of District employment that all employees will be expected to adhere to the following safe driving practices:
1. Drive defensively – always expect the worst of the other driver, cyclist and pedestrian.
2. Take a defensive driver training course when directed by the District, at the District’s expense.
3. Do not use cell phones while driving, except to call a public safety agency. Employees may not receive incoming calls unless the cell phone can be safely operated in a hands free mode. For employees with hands free cell phone operation, in the event an employee receives an incoming call while driving, the employee should either safely pull off the road to converse, inform the caller that he or she will return the call, or ask the caller to call again to allow the employee to reach a place where it is safe to use the phone. While driving, employees are prohibited from using their cell phones to text message, read or send email, or similar operations. As further indication of the District’s interest in safe driving, the following policies will apply:
4. The driving record of each employee that drives for the District will be checked at the time of employment and annually thereafter. If a new employee during his/her probationary period is found to be a bad risk driver, i.e., having four (4) or more points for traffic violations as determined by the California Department of Motor Vehicles, that employee may be dismissed.
5. A regular employee with a bad risk record, four (4) or more points in twelve (12) months, six (6) or more in twenty-four (24) months or eight (8) or more in thirty-six (36) months, will not be allowed to drive a District vehicle until the employee has taken a District approved defensive driving course on the employee’s own time and expense, and otherwise satisfies the District that he/she is not a bad risk for the District.
6. Employees required to hold a valid California driver’s license as a qualification for their job may be terminated if their driver’s license is suspended, revoked, not renewed or restricted. Employees are required to immediately notify their supervisor in writing if their driver’s license is suspended, revoked, not renewed or restricted. Sh...
Safe Driving Program. Bargaining Unit employees, who are assigned to a City vehicle, are eligible to participate in the Safe Driving Program. Employees assigned to pool vehicles do not qualify. Eligible employees must not have been in any "preventable" vehicle accidents during any given full fiscal year. An accident is any event involving a City vehicle resulting in or causing personal injury or damage to any person, object, or property in an amount exceeding $150 in total damages. The City Safety Committee will determine whether the accident was “preventable” or “non- preventable" if the employee and the City do not agree on the determination of whether an accident was "preventable” or "non-preventable." Preventable - the employee failed to do everything possible to prevent the accident, including anticipating the hazard and applying the appropriate defensive driving procedures.
Safe Driving Program. In light of the harm, insurance costs, and other problems associated with occasions of unsafe driving, the parties agree to establish a safe driving program consisting of the following features:
1. The program shall apply to those employees whose job duties, as assigned by the District, include driving District vehicles.
2. The District periodically will provide employees with reminders, training, and/or instruction concerning the safe operation of motor vehicles.
3. Such an employee shall, upon periodic request by the District and as a condition of continued employment, provide the District with a copy of his/her valid Washington State driver's license.
ARTICLE VII — EMPLOYEE EVALUATION
A. Employees will be evaluated at least annually on District approved forms. The process shall be completed no later than August 31 of each year.
B. A conference will be held with each employee to review the evaluation. The employee will sign the performance evaluation. The employee’s signature does not necessarily imply that the employee agrees with the evaluation, but indicates only that the employee has seen and discussed it with the evaluator, and has been provided a copy of the evaluation.
C. Following the evaluation conference, if so requested by the employee, a second conference concerning the employee's evaluation will be held. Both the employee and the evaluator shall have the right to bring a person or persons of his/her choice to the second conference, which shall be conducted by the Human Resources Division whose written decision shall be shared with the parties and shall be final.
D. An unsatisfactory evaluation that is more than two (2) years old shall not prevent an employee from being considered by the District for a promotion, provided that such employee has followed prescribed procedures in applying for such position.
E. Following satisfactory completion of the probationary period, if the evaluation procedure results in the employee being terminated from employment, dismissed, or suspended without pay, then such termination, dismissal, or suspension may be appealed via the grievance procedure contained in this Agreement.
F. The employee may attach his/her own written comments to the evaluation, provided such attachment is presented within five (5) workdays of the date of the evaluation.
G. No bargaining unit member shall conduct performance evaluations of other bargaining unit members, except that lead workers may provide input to the ...
