Section 13.8. 5 Each new hire shall remain in a probationary status for a period of not more than one-hundred eighty (180)
Section 13.8. Headings..................................................... 79 -iii- 5
Section 13.8. 16 The District shall, upon receipt of a written authorization form that conforms to legal requirements, 17 deduct from the pay of such bargaining unit employee the amount of contribution the employee 18 voluntarily chooses for deduction for political purposes and shall transmit the same to the Union on a 19 check separate from the Union dues transmittal check. 21 The District shall, with five (5) or more employees participating, upon receipt of a written 22 authorization form that conforms to legal requirements, deduct from the pay of such bargaining unit 23 employee the amount of contribution the employee voluntarily chooses for deduction for political 24 purposes to the Committee on Political Empowerment (COPE), and shall transmit the same to the 25 Union on a check separate from the Union dues transmittal check. Section 13.9 (Hold Harmless 26 section) of the Agreement shall apply to these deductions.
Section 13.8. 6 This Article may be reopened at any time upon mutual agreement of the parties, or as new classifications 7 are proposed by the local JATC for journey level status.
Section 13.8. 11 Paraeducators in a position which has a loss of more than one (1) hour during the school year shall 12 have the option to bump to a position held by a junior employee with more hours than the senior 13 employee. If they choose to bump, they must bump to the least senior employee’s position whose 14 hours are most equivalent with their position (i.e., Annette’s five hour position is reduced to three 15 hours. Betty, Candy, Xxxx and Xxxxx in order of seniority, have 5.0, 4.75, 4.5 and 3.75 hour positions 16 respectively. Xxxxxxx bumps into Debi’s position because this still represents less than a 1.0 hour loss 17 to Xxxxxxx. Xxxx is then in the bumping role. If no position exists which has less than a one hour 18 decrease, the bumping employee bumps into the highest hours per day position.) Employees may bid 19 for additional posted hours provided they are qualified and their work schedule allows for the added 20 time.
Section 13.8. 19 For the term of the agreement, the following will be placed on Schedule A: 20 Initial placement of Schedule A will be at the sole discretion of the district, subject to RCW 21 28A.400.300.
Section 13.8. 22 Each new hire shall remain in a probationary status for a period of not more than one-hundred eighty 23 (180) workdays following the hire date. During this probationary period the District may discharge such 24 employee at its discretion.
Section 13.8. 24 Any employee who refuses to become a member of the Union in good standing or pay the service 25 charge in accordance with the previous sections, shall, at the option of the Union, be immediately 26 discharged from employment by the District.
Section 13.8. 37 Employees who perform maintenance and installation on District fire systems must be certified NICET 38 Level II or higher. Level I NICET certified employees may provide maintenance or installation of fire 39 systems if supervised by the Level II (or higher) NICET certified employee. 41 The District shall determine the number and level of NICET certified employees. Cost of NICET 42 certification will be paid by the district. A minimum of three (3) months training is required for Level I 43 NICET certification. 44 45 NICET certified employees shall provide a copy of the Level certificate to the Maintenance Supervisor 46 and to the District Office for their personnel file. Employees in Level I NICET training will be paid at 47 their applicable step on the Xxxxxxxxx wage scale. Work hours will be reported on the Additional Pay 48 timesheet and will correspond to the site/assignment and approved by the Maintenance Supervisor.
Section 13.8. The parties recognize that a well-trained and technologically proficient workforce is beneficial to employer and employees alike. As technological changes are occurring at a rapid pace, such changes may have a dramatic impact on both employees’ careers and the employer’s business. In the event the Employer introduces technological changes that impact bargaining unit work, they shall meet to discuss the changes, their anticipated impact on the workforce, and any other subjects relating to or arising from the technological change in question and the affected employees. In addition, the Employer agrees to the following:
