RIGHTS OF EMPLOYEES. 4.01 Nothing in this Agreement shall be construed as an abridgement or restriction of any employee’s constitutional rights or of any right expressly conferred in an Act of the Parliament of Canada.
RIGHTS OF EMPLOYEES. Within three (3) working days after receipt of the test result report from the Medical Review Officer, the Employer shall inform in writing an employee who has undergone drug or alcohol testing of:
A. A negative test result on an initial screening test or of a negative or positive test result on a confirmatory test;
B. The right to request and receive from the Employer a copy of the test result report;
C. The right to request within five (5) working days after notice of a positive test result a confirmatory retest of the original sample at the employee's expense at the original testing laboratory or another licensed testing laboratory;
D. The right to submit information to the Employer’s Medical Review Officer within three (3) working days after notice of a positive test result to explain that result; indicate any over the counter or prescription medications that the employee is currently taking or has recently taken and any other information relevant to the reliability of, or explanation for, a positive test result;
E. The right of an employee for whom a positive test result on a confirmatory test was the first such result for the employee on a drug or alcohol test requested by the Employer not to be discharged unless the employee has been determined by a Minnesota Licensed Alcohol and Drug Counselor (LADC) or a physician trained in the diagnosis and treatment of chemical dependency to be chemically dependent and the Employer has first given the employee an opportunity to participate in, at the employee's own expense or pursuant to coverage under an employee benefit plan, either a drug or alcohol counseling or rehabilitation program, whichever is more appropriate, as determined by the Employer after consultation with a Minnesota LADC or a physician trained in the diagnosis and treatment of chemical dependency, and the employee has either refused to participate in the counseling or rehabilitation program or has failed to successfully complete the program, as evidenced by withdrawal from the program before its completion;
F. The right to not be discharged, disciplined, discriminated against, or requested or required to undergo rehabilitation on the basis of a positive test result from an initial screening test that has not been verified by a confirmatory test;
G. The right, if suspended without pay, to be reinstated with back pay if the outcome of the confirmatory test or requested confirmatory retest is negative;
H. The right to not be discharged, discipli...
RIGHTS OF EMPLOYEES. Section 3.1 Employees in the unit defined herein shall have the right and shall be protected in the exercise of that right to freely and without fear of penalty or reprisal, join and assist the Council.
RIGHTS OF EMPLOYEES. The above clause shall not deprive the employee of the right to exercise the Grievance Procedure as outlined in this Agreement.
RIGHTS OF EMPLOYEES. 6.01 Nothing in this Agreement shall be construed as limiting or eliminating any rights or obligations whatever, recognized or conferred upon any employee, under any federal or provincial statutes, present or future.
RIGHTS OF EMPLOYEES. Before requesting an employee to undergo drug or alcohol testing, the employer shall provide the employee with a form on which to acknowledge that the employee has seen the drug and alcohol testing policy.
RIGHTS OF EMPLOYEES. Any individual employed by the board of a regional education association has the same statutory rights as those accorded to an individual employed by a public school district for the same purpose.
RIGHTS OF EMPLOYEES. 6 The District and Union recognize the rights of employees to form, join, and participate in activities of 7 employee Unions and the equal alternative right of employees to refuse to form, joint, and participate in 8 such activities.
RIGHTS OF EMPLOYEES. 1. The District will ensure that grievances are conducted in a professional manner. No negative actions will be taken by the District or the employee's immediate supervisor against any aggrieved employee, any party of interest, any Association grievance representative, or any other participant in the grievance procedure based solely on such participation.
2. All employees may be represented at all levels of the grievance procedure by himself/herself at his/her option or by an Association representative. If the Association does not represent an employee in the grievance procedure, the Association has the right to be present and to state its view at all formal levels of the grievance procedure.
RIGHTS OF EMPLOYEES. 15.3.1 Any employee laid off shall be placed on a reemployment list ranked according to length of service in the class plus higher classes. The list shall be maintained for thirty-nine
15.3.2 Any employee who elects voluntary retirement in lieu of layoff shall be placed on the appropriate reemployment list for their classes of service according to length of service (E.C. 45115).
15.3.3 An employee who took a voluntary demotion (bumping) or reduction of hours in lieu of layoff shall be placed on the appropriate reemployment list for their classes of services according to length of service. In addition, such employee shall retain preferential reemployment and reinstatement rights for an additional twenty-four (24) months beyond the thirty-nine (39) month period in accordance with Education Code Section 45298.
15.3.4 Employees shall be reinstated by class as employment opportunities occur according to seniority rank and eligibility on the reemployment lists. Reemployment shall be in the reverse order of layoff, retirement, reclassification, or reduction in hours due to lack of work or funds (E.C. 45308).
