EMPLOYEE AND ASSOCIATION RIGHTS. 4.1 Association business, discussions, and activities may be conducted by bargaining unit members or union officials on district property, whenever:
4.1.1 An authorized Association representative obtains advance permission from the Superintendent or designee regarding the specific time, place, and type of activity to be conducted.
4.1.2 The Superintendent or designee can verify that such requested activities and use of facilities will not interfere with the school programs and/or duties of bargaining unit members, and will not directly or indirectly interfere with the right of employees to refrain from listening or speaking with a union representative.
4.2 The Association may use the school mailboxes and staff workroom bulletin boards and other means of communication subject to the following conditions: (a) all postings for bulletin board or items for school mailboxes must contain the date of posting or distribution and the identification of the organization, together with a designated authorization by the Association president; (b) a copy of such postings or distributions must be delivered to the Superintendent or designee at the same time as posting or distribution; and, (c) if the Association continually posts or distributes information which is derogatory or defamatory of the District or its personnel, the District may remove the right to post or distribute for a period of one full semester.
4.3 Reasonable access will be provided the Association to duplicating equipment, as long as its use does not interfere with the production of materials for the educational program or administrative functions of the District. The Association will reimburse the District at the same rate as the public for the use of the equipment.
4.4 The Association may exclusively receive time off from duties for the processing of grievances past the Informal Level of the grievance procedure, Article 19 herein, for bargaining unit members who are designated as Association representatives, subject to the following conditions:
4.4.1 By no later than fifteen (15) days following the signing of this Agreement, the Association will designate in writing to the Assistant Superintendent for Human Resources, two bargaining unit members who are to receive the time off;
4.4.2 Within fifteen (15) days of the signing of this agreement and within two (2) days of any changes the Association will provide written notification to the Assistant Superintendent a list of all Association officers to inclu...
EMPLOYEE AND ASSOCIATION RIGHTS. Section A. The employees shall have the right to freely organize, join and support the Association for the purpose of engaging in collective bargaining and other concerted activities for mutual aid and protection. The employer agrees that it shall not discriminate against any employee, with respect to wages, hours, or other terms and conditions of employment by reason of his membership in the Association or its affiliates which are not in contravention of law, collective bargaining with the employer, or his institution of any grievance, complaint or proceeding under this Master Contract.
Section B. Nothing herein shall be construed to deny or restrict to any employee such rights as he may have under Indiana laws or other applicable laws and regulations. No complaint arising under this section shall be subject to the grievance procedure except by agreement of the parties; however, nothing herein shall be construed to deny any employee the right to seek redress in the courts. The rights granted to employees hereunder shall be deemed to be in addition to those provided elsewhere.
Section C. The employer agrees that the provisions of this Master Contract shall be applied without regard to race, creed, religion, age, color, national origin, marital status, sex, family relationship, residence or political activities conducted off school premises outside working hours.
Section D. No employee shall be disciplined, reprimanded, suspended, or discharged without just cause. In determining if just cause exists in the case of discipline, reprimand, suspension or discharge, an arbitrator hearing the case should, to the extent he/she determines the same are appropriate or applicable, apply the test for just cause set forth in Appendix to Xxxxx’x Seafood Products, Inc., 50 LA 88, 89, 90. Any such action taken by the employer shall not be made public. Any suspension or dismissal shall be subject to the grievance procedure herein set forth commencing at Step Two within thirty (30) calendar days of such action.
Section E. Whenever any employee is required to appear before a supervisor, a building principal, the Superintendent, the Board, or any representative or agent of the Board, concerning any matter which could reasonably be expected to result in suspension or dismissal, that employee shall be given prior written notice of the reason(s) for such meeting or interview and shall be entitled to have a representative of the Association present to advise him and represent him ...
EMPLOYEE AND ASSOCIATION RIGHTS. Section A: Reduction in Force and reemployment 13 Section B: Employee discipline 14 Section C: Complaint procedure 15 Section D: Grievance procedure 15 Section E: Resignation and liquidated damages 17 Section F: Personnel files 17 Section G: Association access 18
EMPLOYEE AND ASSOCIATION RIGHTS. A. Pursuant to Act 379 of the Public Acts of 1965, the Board hereby agrees that every employee covered by this Agreement shall have the right freely to organize, join and support the Association for the purpose of engaging in collective bargaining or negotiation and other concerted activities for mutual aid and protection. As a duly elected body exercising governmental power under color of law of the State of Michigan, the Board undertakes and agrees that it will not directly or indirectly discourage or deprive or coerce any employee covered by this Agreement in the enjoyment of any rights conferred by Act 379 or other laws of Michigan or the Constitution of Michigan and the United States; that it will not discriminate against any employees covered by this Agreement with respect to hours, wages or terms or condition of employment. The Association also agrees that it will not discriminate against any member of the Association with respect to hours, wages or terms or conditions of employment.
B. The Board shall grant the Association use of school buildings for Association meetings. The use of these buildings shall be at reasonable hours. Any use of buildings shall be governed by Board policy.
C. Employee representatives of the Association shall be permitted to transact official Association business on school property, provided this shall not interfere with or interrupt normal school operations.
D. The Association shall have the right to post notices of Association activities on a bulletin board in a mutually agreed upon location, provided, further, that the bulletin board shall not be used by the Association for political material or the like.
E. No employee shall be prevented from wearing reasonable insignia, pins, or other identification of membership in the Association either on or off school premises.
EMPLOYEE AND ASSOCIATION RIGHTS. Section A: Reduction in Force and reemployment
1. In response to the changing educational needs of the population served by the Cooperative, the Board of Directors may determine it necessary to reduce staff. In the event that such reductions are warranted, the first attempt to correct the surplus will be by not filling vacated positions. Should attrition rates not resolve the need, the following criteria will be considered in making further reductions: • Job performance as determined by administrative evaluations • Experience in the teaching position/field • Certification in teaching various levels (K-12) and handicaps (LD, BD, etc.) • Other items the Board considers to be noteworthy regarding a position
2. Any employee discharged due to a reduction in force shall retain recall rights for a period not to exceed two (2) years from the date of nonrenewal.
3. The Board shall annually provide the Association with a current list of those who have retained recall rights.
4. Employees eligible for recall are required to notify the Cooperative of their current address. 5. No employee will lose his/her recall rights if he/she secures other employment prior to recall.
EMPLOYEE AND ASSOCIATION RIGHTS. A. Recognition of Bargaining Unit 2 B. Resolution of Disputes 2 C. Use of Board Facilities 2 D. Association Leave 2
EMPLOYEE AND ASSOCIATION RIGHTS. A. Association Rights 2 B. Employee Rights 3 ARTICLE IV A. Seniority 4 B. Probation/Trial Period 4
EMPLOYEE AND ASSOCIATION RIGHTS. A. Association representatives shall have the right to use school buildings at reasonable hours for meetings. If custodial service is required, the Board may make a reasonable charge. No charge shall be made for use of school rooms.
B. Association representatives shall be permitted to transact business on school property with employees at reasonable times, provided that this shall not interrupt normal school operations and is consistent with the building visitors policy.
C. Employees engaged in Association business shall have the right at reasonable times to use building office equipment when such equipment is not in use. The Association assumes all liability for the use of such equipment and agrees to pay the cost of any materials used by the employee.
D. The employees shall have available to them, at Board expense, a bulletin board within their lounge for the dissemination of the Association materials and notices of employee concern. They shall also have the reasonable use of the school public address system and school mail system, subject to the following limitations:
1. Such use shall not interfere, in any way, with normal school operations.
2. All announcements or communications shall identify their source. No material detrimental to the Cheboygan Area Schools, its administration, its employees, or the operations of the school district shall be placed on the bulletin boards, in the school district mail, or in any announcement.
E. The Board agrees to furnish to the Association in response to written requests available information concerning the financial resources of the district, together with information which may be necessary for the Association to process any grievance.
F. No employee shall be prevented from wearing insignia, pins or other identification of membership in the Association either on or off school premises.
EMPLOYEE AND ASSOCIATION RIGHTS. Right of Representation 2 2.2 Personnel File 2 2.3 Meetings, Notices and General Information 3 2.4 Board Meetings - Notification 3
EMPLOYEE AND ASSOCIATION RIGHTS. 4.1 PARENTAL COMPLAINTS - With regard to complaints, information and/or materials received by the District from a parent relating to employee misconduct, the following shall apply:
4.1.1 The parent of any District student who has a complaint concerning an employee shall address and seek a mutual resolution of such complaint with the employee. The parent may request that a building administrator be present during any such meetings with the employee. If the parent is uncomfortable about addressing the complaint with the employee, then a building administrator shall do so on the parent’s behalf. For good cause as determined by the Building Principal and the employee, an employee may be excused from meeting with the parent, and a building administrator shall do so on the employee’s behalf. Whenever a meeting is convened concerning a parent complaint, the employee may elect to have an Association representative present during the meeting. The Association representative’s role is to document the proceedings as a neutral observer.
4.1.2 If a meeting is held and the complaint is not resolved, then the complaint will be reduced to writing by the administration with copies provided to the employee and the employee’s immediate supervisor. The employee may make a written response to such complaint which shall be attached to the District’s copies of such complaint. In such cases, the administration shall take corrective and/or disciplinary measures, if warranted, in order to resolve the complaint.
4.1.3 Complaints which are determined to be false or are not substantiated shall not be referenced in the employee’s personnel file nor used in any current or subsequent evaluation or disciplinary action concerning such employee.
4.2 PHYSICAL ASSAULT ON A TEACHER - A teacher shall promptly report to his/her building Principal, or other person designated by the Superintendent, any alleged case of physical assault on such teacher while performing his/her assigned duties. If the States Attorney decides to prosecute said person, the teacher shall be released from his/her assigned duties while testifying without loss of salary.
