Section 3.6.3. 40 Video and/or electronic monitoring systems will not be used to monitor or observe employee 41 behavior, or to evaluate employee work performance. Any use of the District’s video and/or 42 electronic recording systems in employee discipline matters will occur as a means to verify 43 information obtained during an investigation process in compliance with the terms and conditions of 44 the collective bargaining agreement. Appropriate use of the District’s video and/or electronic 45 recording system records includes compliance with the just cause and progressive discipline 46 provisions of the collective bargaining agreement. If video and/or electronic monitoring system 47 records are used in connection with an investigation of employee conduct, the District, upon request 48 by the Association, will furnish a copy of the video recording or electronic monitoring system 49 records used.
Section 3.6.3. 42 An employee may attach a short, concise statement of his/her own written position on any item 43 placed in the personnel file. 44
Section 3.6.3. 19 If a formal complaint, listed in Section 3.6.1 has been brought against an employee or poor 20 performance as determined by their supervisor, and has been found to be justifiable, then the 21 employee shall be placed on a plan for success. The plan shall state specific reasons for the 22 formal complaint. Remedial action necessary by the employee needed to resolve the formal 23 complaint or poor performance and specific remedial training recommended as an aid to 24 resolve the formal complaint or poor performance will become part of the plan for success. The 25 employee’s performance shall be reviewed in a conference with the employee, a representative 26 of the union, and the immediate supervisor every fifteen (15) days until such time as the formal 27 complaint or poor performance has been remedied.
Section 3.6.3. 27 If an evaluator determines that an employee's performance needs improvement, the evaluator in 28 consultation with Human Resources, will develop and present an improvement plan to such 29 employee, provided that this Article shall not be construed in any way as prohibiting the District 30 from dismissing an employee whose performance is determined to be unsatisfactory. Any such 31 dismissal shall be in accordance with Section 11.1 of this Agreement.
Section 3.6.3. 44 No material of a personal nature dealing with job performance or evaluation shall be entered 45 into the official file without first being shown to the employee. Upon request, a single copy of 46 any document shall be provided by the District, at the employee’s expense, within three (3) 47 working days.
Section 3.6.3. The Seller's conveyance, sale, transfer, assignment and delivery of all right, title and interest of the Seller in and to the Assets shall be free and clear of any and all liens, claims, encumbrances, rights, interests, easements, mortgages, pledges, charges, equities, licenses, leases, agreements and restrictions of any kind or nature whatsoever, to the fullest extent permitted by 11 U.S.C. Section 363, except as set forth on Schedule 2.4(ii) attached hereto.
(c) The Buyer acknowledges that, consistent with the Seller's duties as Debtor-in-Possession, the Seller must consider competing offers, if any, for the Assets. In addition to the deposit requirement set forth in Section 5.8, the Seller Agrees that it will not consider any such competing offer unless such offer provides at least Fifty Thousand Dollars ($50,000.00) in additional cash to Seller's bankruptcy estate. The Buyer will have the right to "top" any competing offer submitted by the Seller to the Bankruptcy Court so long as the Buyer's offer provides at least Twenty Thousand Dollars ($20,000.00) more cash to the Seller's bankruptcy estate than is provided by such competing offer.
