Statement of Philosophy. The University of Minnesota and the Union are committed to recognizing and acknowledging the healthy and positive diversity that we have on the University campuses. Further, the parties recognize that all employees have the right to work in a productive environment in which there is no verbal or physical intimidation, or discrimination or harassment based on the criteria provided in Section 1, Discrimination Prohibition, and Section 2, Sexual Harassment. It is in this spirit that the parties agree to the provisions of this Article. This statement shall not be grievable nor shall either party use this Section as evidence or argument in arbitration.
Statement of Philosophy. If supervisors notice work-related behavior problems, they are encouraged to bring these problems to the attention of the employee. When such communication takes place before disciplinary action is initiated, it may often be sufficient to correct the work-related behavior problems. Employees or supervisors are encouraged to consult Union or Human Resource representatives in order to help solve the problem. These statements of philosophy are not subject to the grievance procedure nor shall either party present this statement to an arbitrator as evidence or argument in connection with any disputes that may go to arbitration.
Statement of Philosophy. The Grand Rapids Public Schools recognizes the contributions of individual employees and their right to make choices for which they accept responsibility. Therefore, the parties agree that there should be opportunities for employees to seek counseling and/or rehabilitation. Further, the parties recognize that off-duty drug or alcohol use is not subject to testing unless it results in impaired at-work performance, or otherwise violates this agreement, Board Policy or work rules. Therefore, the Board and Association agree that the performance of job responsibilities with detectable levels of blood or breath alcohol (.04 or above), illegal, or unauthorized drugs in employees’ bodies is a violation of Board Policy or work rules. (“At work with detectable levels”.)
Statement of Philosophy. The University and the Union are committed to establishing and maintaining a safe and healthful workplace. The parties encourage managers, supervisors, and employees to increase their efforts to reduce the number of potential safety and health hazards in their workplaces. They are also encouraged to work towards establishing and maintaining programs to inform and educate all employees on potential workplace hazards in order to reduce and prevent accidents and injuries. The University and the Union recognize the value of building and coordinate campus safety efforts which include union representation. This statement shall not be grievable nor shall either party use this section as evidence or argument in arbitration.
Statement of Philosophy. The University and the Union share a belief that many concerns between the parties can be resolved through a mutually constructive, cooperative, participative, and either joint problem solving or joint decision making approach. The parties encourage managers, supervisors, and employees to resolve concerns in a manner which emphasizes employee involvement. Decisions which are reached through this approach will benefit the University, the Union, and employees. In this spirit, the University will provide appropriate information, upon request, and consider Union input during the budget planning and organizational planning process. This statement shall not be grievable nor shall either party use this Section as evidence or argument in arbitration.
Statement of Philosophy. The University and the Union are committed to establishing and maintaining a safe and healthful workplace. The parties encourage managers, supervisors, and employees to increase their efforts to reduce the number of potential safety and health hazards in their workplaces. They are also encouraged to work towards establishing and maintaining programs to inform and educate all employees on potential workplace hazards in order to reduce and prevent accidents and injuries. The University and the Union recognize the value of building and coordinating campus safety efforts which include union representation.
Statement of Philosophy. As a pre-requisite to the furtherance of harmonious relationships between the Board and the bargaining agent, both the Board and the Union feel that employees and their official representatives should have direct access to, and communications with, the Superintendent or his/her designees.
Statement of Philosophy. The University and the Union recognize that from time to time work related problems will arise in employment relationships not specifically addressed in this Agreement. Because solutions to these problems enhance the quality of work for employees and the effectiveness of the University's programs, the parties wish to encourage the expeditious resolution of such problems in the spirit of partnership and mutual respect. In pursuit of this joint understanding, the parties encourage resolution of such problems consistent with the following principles: • Employees and supervisors are encouraged to seek resolution of work-related problems at the lowest possible level. • Given that open communication between those involved is essential in trying to reach solutions acceptable to all involved, and since confidential treatment of information fosters open communication, it is imperative that those who participate in problem-solving respect the privacy of individuals involved and agree to treat issues in a confidential manner to the extent provided by law. • Those directly involved in the matter have an opportunity to be heard when participating in a problem-solving process. • The process of problem resolution is intended to be flexible and should encourage the use of all resources appropriate to the specific issues including existing University committees or conflict resolution/problem-solving resources. • Employee assistance programs available at the University may be helpful for employee(s) experiencing problems. The parties should inform employee(s) about employee assistance programs available at the University. These statements of philosophy are not subject to the grievance procedure nor shall either party present this statement to an arbitrator as evidence or argument in connection with any disputes that may go to arbitration.
Statement of Philosophy. The University and the Union recognize that from time to time work-related problems will arise in employment relationships not specifically addressed in this Agreement. Because solutions to these problems enhance the quality of work for employees and the effectiveness of the University's programs, the parties wish to encourage the expeditious resolution of such problems in the spirit of partnership and mutual respect.
Statement of Philosophy. The Board and the Union agree that a safe and orderly learning environment is a priority of both parties and that student discipline is the shared responsibility of teachers and administrators. It is important that disruptive student behavior be dealt with in a safe and corrective manner, consistent with the district Code of Student Conduct and Discipline, and the discipline procedures of individual school sites.
