Section 13.6. 39 Employees who change job classifications within the bargaining unit shall retain their hire date in the 40 previous classification for a period of three (3) years, notwithstanding that they have acquired a new hire date 41 and a new classification. 42 43 Section 13.7. 44 All new or open positions shall first be posted within the bargaining unit for five (5) workdays. No out-of- 45 district applicants will be considered until after the period of internal posting is completed. 47 During the summer months and extended holidays, notice of classified positions will be posted in the District 48 office, on the District website, sent to the President of the Association or designee, and mailed to each 1 employee that has made a previous request in writing for such postings. Postings will be made as soon as 2 positions are available.
Section 13.6. 6 Current staff interested in training for another position shall submit a letter of interest to their
Section 13.6. 6 The District shall make required contributions for Industrial Insurance on behalf of all employees subject 7 to this Agreement. 8 11 A R T I C L E X I V 12 13 MEMBERSHIP AND CHECKOFF
Section 13.6. 18 Nothing contained in this Agreement shall require Association membership of employees who object to 19 such membership based on bona fide religious tenets or teachings of a church or religious body of which 20 such employee is a member. Such employee shall pay an amount equivalent to normal dues to a 21 nonreligious charity or other charitable organization mutually agreed upon by the employee and the
Section 13.6. 2 Time limits as set forth in this Article may be extended by mutual agreement. Grievances not proceeding 3 within the time limits set forth in this Article shall be waived and considered null and void, except if the 4 District has not complied with the time limits set forth herein, the grievance shall automatically proceed to 5 the next step of the grievance procedure. 9 A R T I C L E X I V 10 11 TRANSFER OF PREVIOUS EXPERIENCE 12
Section 13.6. 47 The District shall deduct PSE dues or service charges from the pay of any employee who authorizes 48 such deductions in writing pursuant to RCW 41.56.110. The District shall transmit all such funds 1 deducted to the Treasurer of the Puyallup Association of Educational Office Personnel on a monthly 2 basis. 6 A R T I C L E X I V 8 SALARIES AND TRANSFER OF PREVIOUS EXPERIENCE 10 Section 14.1. 11 Salaries for employees subject to this Agreement are contained in Schedule A attached hereto and by 12 this reference incorporated herein.
Section 13.6. 43 Employees who change job classifications within the bargaining unit shall retain their hire date in the 44 previous classification for a period of three (3) years, notwithstanding that they have acquired a new hire 45 date and a new classification.
Section 13.6. 17 Time limits as set forth in this Article may be extended by mutual agreement. Grievances not proceeding 18 within the time limits set forth in this Article shall be waived and considered null and void, except if the 19 District has not complied with the time limits set forth herein, the grievance shall automatically proceed to 20 the next step of the grievance procedure. 24 A R T I C L E X I V 25 26 TRANSFER OF PREVIOUS EXPERIENCE 27 28 Section 14.1. 29 Any new hire who is hired to perform work similar to that in which he/she was previously engaged, may 30 be given longevity credits in the District in accordance with this Article.
Section 13.6. 24 The Association shall indemnify and hold the District harmless for the administration of this Article 25 done pursuant to this article.
Section 13.6. 22 Supervisors are expected to inform employees of performance concerns as they develop. If a 23 supervisor anticipates an overall evaluation rating “unsatisfactory”, the supervisor shall advise the 25 evaluation meeting. Such notice will be provided sufficiently in advance of the evaluation meeting for 26 the employee to demonstrate improvement. If any employee receives an overall evaluation rating of 27 “unsatisfactory” as defined in the evaluation instrument for Association members, the District may 28 place the employee on a Plan of Improvement (POI). The decision to implement a POI is part of 29 evaluation content determination and is not disciplinary or subject to appeal through a grievance. Prior 30 to beginning the POI, the District will meet with the employee and an Association representative, 31 unless the employee declines representation, to discuss the elements, timeline and possible 32 consequences of the POI. The POI will identify the areas of unsatisfactory performance, the timeframe 33 of the POI, the expectation(s) to be met, resources the District will provide to the employee to assist 34 the employee in meeting expectations, and consequences for failure to meet expectations (which may 35 include a recommendation for termination of employment). The evaluator will meet with the employee 36 and provide periodic written feedback indicating whether or not the expectations set forth in the POI 37 are/are not being met. At the end of the POI, a new evaluation will be issued. Prior to a final decision 38 that an employee has failed a POI, the District will meet with the employee, with Association 39 representation if not declined, to discuss the POI and receive the employee’s input before making a 40 final determination. A decision to terminate the employee for inadequate performance following a POI 41 may be appealed prior to a final decision by the Board of Directors through District policy, and may be 42 appealed after the Board’s decision through the grievance procedure of this Agreement. 44 45 46 A R T I C L E X I V 47 48 ASSOCIATION MEMBERSHIP AND CHECKOFF 1 Section 14.1. 2 Each employee subject to this Agreement, who, on the effective date of this Agreement, is a member 3 of the Association in good standing shall, as a condition of employment, maintain membership in the 4 Association in good standing during the period of this Agreement.
