Common use of Staff Protection Clause in Contracts

Staff Protection. Employees have the constitutional right to contact law enforcement and/or judicial authorities. An administrator may not threaten, harass, or intimidate an employee for exercising this right. The District agrees to support employees in the reasonable exercise of their official duties. To this end, District administrators shall take the necessary actions described herein to support employees in the reasonable exercise of their duties. Sexual harassment will not be tolerated and harassers shall be subject to discipline. See Appendix A for the policy and procedures regarding it. Any case of assault upon an employee shall be promptly reported to the immediate supervisor or first available administrator who shall promptly render all assistance to the employee in connection with handling of the incident by law enforcement and judicial authorities. Whenever an employee is absent from employment and unable to perform duties as a result of personal injury sustained in the course of employment, the employee will be paid full salary for the period of absence, less the amount of any xxxxxxx'x compensation award made for disability due to said injury. No part of such absence will be charged to annual or accumulated sick leave. All rights and benefits under this agreement shall be maintained during the period of disability not to exceed a period ending twelve (12) months after the end of the school year in which the disability occurred. The employer shall reimburse employees for any and all costs incurred as a result of assault including all related medical costs not covered under insurance benefits to which employees may be entitled whether set forth in this agreement or maintained personally. Employees shall be informed prior to being assigned student(s) who evidence deviant behaviors that could present a safety problem to the students or staff. Employees shall be provided with specific information about the known behavior pattern(s) of the student(s) and suggested strategies for managing those behaviors. It shall be a violation of the rights of employees for any person, including a parent or guardian of a student of the District, to engage in or imminently threaten to engage in any of the following: 1. To insult or abuse an employee anywhere on school premises while such employee is carrying out his or her official duties; or 2. To willfully create a disturbance on school premises or at school activities or school meetings; 3. To singly or in concert with others intimidate by threat of force or violence any employee who is in the peaceful discharge or conduct of his or her duties; or 4. Threatening or intimidating communication. If, in the course of carrying out official duties, an employee reasonably believes a person has acted or is imminently threatening to act towards him or her in a manner described above, the employee will request assistance from an administrator/supervisor who will intervene and initiate steps to facilitate a resolution. Such steps will include separating the parties at the employee's request and employing a variety of conflict resolution strategies which may include the immediate removal of the person from the building, grounds or other property of the District and may include police assistance. If the employee's administrator/supervisor is not available, the employee shall contact any other district administrator, who shall act as described herein, or the police. As stipulated in RCW.28A.635.020, it is unlawful for an individual not to comply with a directive of an administrator. The District agrees to hold employees harmless and defend from any financial loss, including reasonable attorney's fees for actions arising out of any claim, demand, suit, criminal prosecution or judgment by reason of any act or failure to act by such employee within or without the school building, provided such employee, at the time of the act or omission complained of, was acting within the scope of his/her employment or under the direction of the employer. Employees can best be protected and supported in matters related to the selection and use of teaching materials if Employees observe District policies and procedures with regard to such matters. See Appendix B for information on the Instructional Materials policies and procedures.

Staff Protection. Employees have the constitutional right to contact law enforcement and/or judicial authorities. An administrator may not threaten, harass, or intimidate an employee for exercising this right. The District agrees to support employees in the reasonable exercise of their official duties. To this end, District administrators shall take the necessary actions described herein to support employees in the reasonable exercise of their said duties. Sexual The District and Association agree that sexual harassment will not be tolerated and harassers shall be subject to discipline. See Appendix A for the policy and procedures regarding it. Any case of assault upon an employee shall be promptly reported to the immediate supervisor or first available administrator who shall promptly render all assistance to the employee in connection with handling of the incident by law enforcement and judicial authorities. Whenever an employee is absent from employment and unable to perform duties as a result of personal injury sustained in the course of employment, the employee will be paid full salary for the period of absence, less the amount of any xxxxxxx'x compensation award made for disability due to said injury. No part of such absence will be charged to annual or accumulated sick leave. All rights and benefits under this agreement shall be maintained during the period of disability not to exceed a period ending twelve (12) 12 months after the end of the school year in which the disability occurred. The employer shall reimburse employees for any and all costs incurred as a result of assault including all related medical costs not covered under insurance benefits to which employees may be entitled whether set forth in this agreement or maintained personally. Employees shall be informed prior to being assigned student(s) who evidence deviant behaviors that could present a safety problem to the students or staff. Employees shall be provided with specific information about the known behavior pattern(s) of the student(s) and suggested strategies for managing those behaviors. It The parties agree it shall be a violation of the rights of employees for any person, including a parent or guardian of a student of the District, to engage in or imminently threaten to engage in any of the following: 1. To to insult or abuse an employee anywhere on school premises while such employee is carrying out his or her official duties; or 2. To to willfully create a disturbance on school premises or at school activities or school meetings; 3. To to singly or in concert with others intimidate by threat of force or violence any employee who is in the peaceful discharge or conduct of his or her duties; or 4. Threatening threatening or intimidating communication. If, in the course of carrying out his or her official duties, an employee reasonably believes a person has acted or is imminently threatening to act towards him or her in a manner described above, the employee will request assistance from an administrator/supervisor who will intervene and initiate steps to facilitate a resolution. Such steps will include separating the parties at the employee's request and employing a variety of conflict resolution strategies which may include the immediate removal of the person from the building, grounds or other property of the District and may include police assistance. As stipulated in RCW.28A.635.020, it is unlawful for an individual not to comply with a directive of an administrator. If the employee's administrator/supervisor is not available, the employee shall contact any other district administrator, who shall act as described herein, or the police. As stipulated in RCW.28A.635.020, it is unlawful for an individual not to comply with a directive of an administrator. The District Employer agrees to hold save employees harmless and defend from any financial loss, including reasonable attorney's fees for actions arising out of any claim, demand, suit, criminal prosecution or judgment by reason of any act or failure to act by such employee within or without the school building, provided such employee, at the time of the act or omission complained of, was acting within the scope of his/her employment or under the direction of the employer. Employees The District and Association agree that employees can best be protected and supported in matters related to the selection and use of teaching materials if Employees observe District policies and procedures with regard to such matters. See Appendix B for information on the Instructional Materials policies and procedures.

Staff Protection. Employees have the constitutional right to contact law enforcement and/or judicial authorities. An administrator may not threaten, harass, or intimidate an employee for exercising this right. The District agrees to support employees in the reasonable exercise of their official duties. To this end, District administrators shall take the necessary actions described herein to support employees in the reasonable exercise of their duties. Sexual harassment will not be tolerated and harassers shall be subject to discipline. See Appendix A for the policy and procedures regarding it. Any case of assault upon an employee shall be promptly reported to the immediate supervisor or first available administrator who shall promptly render all assistance to the employee in connection with handling of the incident by law enforcement and judicial authorities. Whenever an employee is absent from employment and unable to perform duties as a result of personal injury sustained in the course of employment, the employee will be paid full salary for the period of absence, less the amount of any xxxxxxx'x compensation award made for disability due to said injury. No part of such absence will be charged to annual or accumulated sick leave. All rights and benefits under this agreement shall be maintained during the period of disability not to exceed a period ending twelve (12) months after the end of the school year in which the disability occurred. The employer shall reimburse employees for any and all costs incurred as a result of assault including all related medical costs not covered under insurance benefits to which employees may be entitled whether set forth in this agreement or maintained personally. Employees shall be informed prior to being assigned student(s) who evidence deviant behaviors that could present a safety problem to the students or staff. Employees shall be provided with specific information about the known behavior pattern(s) of the student(s) and suggested strategies for managing those behaviors. It shall be a violation of the rights of employees for any person, including a parent or guardian of a student of the District, to engage in or imminently threaten to engage in any of the following: 1. To insult or abuse an employee anywhere on school premises while such employee is carrying out his or her official duties; or 2. To willfully create a disturbance on school premises or at school activities or school meetings; 3. To singly or in concert with others intimidate by threat of force or violence any employee who is in the peaceful discharge or conduct of his or her duties; or 4. Threatening or intimidating communication. If, in the course of carrying out official duties, an employee reasonably believes a person has personhas acted or is imminently threatening to act towards him or her in a manner described above, the employee will request assistance from an administrator/supervisor who will intervene and initiate steps to facilitate a resolution. Such steps will include separating the parties at the employee's request and employing a variety of conflict resolution strategies which may include the immediate removal of the person from the building, grounds or other property of the District and may include police assistance. If the employee's administrator/supervisor is not available, the employee shall contact any other district District administrator, who shall act as described herein, or the police. As stipulated in RCW.28A.635.020, it is unlawful for an individual not to comply with a directive of an administrator. The District agrees to hold employees harmless and defend from any financial loss, including reasonable attorney's fees for actions arising out of any claim, demand, suit, criminal prosecution or judgment by reason of any act or failure to act by such employee within or without the school building, provided such employee, at the time of the act or omission complained of, was acting within the scope of his/her employment or under the direction of the employer. Employees can best be protected and supported in matters related to the selection and use of teaching materials if Employees observe District policies and procedures with regard to such matters. See Appendix B for information on the Instructional Materials policies and procedures.