Section 19.1.1. 32 In the event an apprentice is deemed unsuccessful by the local JATC in completing any or all parts 33 of the approved standards, such apprentice waives contractual recourse through the grievance 34 procedure, Article XIV.
Section 19.1.1. Notice to Holders Prior to Certain Actions....................... 99
Section 19.1.1. 4 Employees with an overall unsatisfactory unacceptable evaluation in the previous year shall be 5 evaluated prior to January 31st. The evaluation does not serve to replace the annual evaluation.
Section 19.1.1. No employee shall be required to transport a student in his or her personal vehicle.
Section 19.1.1. 10 When the District assigns additional secretarial duties to a specific employee:
12 1. The employee will be provided any necessary, specific training as determined by the 13 supervisor within a reasonable time prior to the date of implementation.
15 2. Any assigned health room duties shall include detailed initial training of secretarial staff 16 by nursing staff and follow-up as needed/requested by nursing staff to ensure the needs 17 of student(s) is met.
Section 19.1.1. 19 The evaluator shall include in the written evaluation the reasons for any ratings that do not meet 20 expectations (lowest two possible ratings on each criterion) and provide suggestions for how 21 the employee can improve his/her performance. 23 Supervisors are expected to inform employees of performance concerns as they develop. If a 24 supervisor anticipates an overall evaluation rating of “unsatisfactory” the supervisor shall 25 advise the employee of areas of concern in writing, including suggestions for improvement in 26 advance of the evaluation meeting. Such notice will be provided sufficiently in advance of the 27 evaluation meeting for the employee to demonstrate improvement. 29 If any employee receives an overall evaluation rating of “unsatisfactory” as defined in the 30 evaluation instrument for Association members, the District may place the employee on a Plan 31 of Improvement (POI). The decision to implement a POI is part of evaluation content 32 determination and is not disciplinary or subject to appeal through a grievance. Prior to 33 beginning the POI, the District will meet with the employee and an Association representative, 34 unless the employee declines representation, to discuss the elements, timelines and possible 35 consequences of the POI. 37 The POI will identify the areas of unsatisfactory performance, the timeframe of the POI, the 38 measurable expectation(s) to be met, resources the District will provide to the employee to 39 assist the employee in meeting expectations, and consequences for failure to meet expectations 40 (which may include a recommendation for termination of employment). The evaluator will 41 meet with the employee on a regular basis at minimum, every two weeks and provide the 42 written feedback indicating whether or not the expectations set forth in the POI are/are not 43 being met. At the end of the POI a new evaluation will be issued. 45 Prior to a final decision that an employee has failed a POI, the District will meet with the 46 employee, and Association representation if not declined, to discuss the POI and receive the 47 employee’s input before making a final determination. A decision to terminate the employee 48 for inadequate performance following a POI may be appealed prior to a final decision by the 1 Board of Directors through District policy and may be appealed after the Board’s decision 2 through the grievance procedure of this Agreement.
Section 19.1.1. 34 When the District assigns additional duties to a specific employee, the employee will be 35 provided any necessary, specific training as determined by the supervisor within a reasonable 36 time prior to the date of implementation. 38 Section 19.2. 39 All employees subject to this bargaining agreement, who are required to attend classes, programs, 40 meetings, etc., will be compensated for the time spent at these required functions at the employee's 41 hourly rate. 42
Section 19.1.1. District also shall deduct from the September paycheck (or other first full paycheck) for 3 local chapter dues the amount specified by the Association in writing by September 10 each 4 year. These funds shall be paid to the treasurer of the local Association.
Section 19.1.1 changed due to resignation, discharge, retirement or route cancellation, seniority will be the 3 basis for replacement.
Section 19.1.1. 35 Employees may be required to attend District mandatory training meetings. These mandatory 36 training meetings will be limited to three (3) per school year and will be held on weekdays. 37 Employees will be given at least five (5) working days advance notice. With prior approval 38 from their supervisor, employees may be excused from attending if a conflict necessitates them 39 being absent. Employees will receive their regular hourly rate of pay when attending District 40 mandatory training meetings held outside of an employee’s normal work hours and/or days 41 [minimum two (2) hours pay].
