Video Cameras. A. The District may choose to install video cameras at various work sites. These cameras are installed for security reasons only.
Video Cameras. A. Employees shall be notified in advance when non-audio cameras/videos are installed in a work place. A sign indicating this facility has video cameras for security reasons shall be placed at the main entrance to the facility.
Video Cameras. The Employer may not use video cameras to discipline or discharge an employee for reasons other than theft of property or physical violence. If the information on the video tape is to be used to discipline or discharge an employee, the Employer must provide the Local Union, prior to the hearing, an opportunity to review the video tape used by the Employer to support the discipline or discharge. The Employer shall not install or use video cameras in areas of the Employer’s premises that violate the employee’s right to privacy such as in bathrooms or places where employees change clothing or provide drug or alcohol testing specimens.
Video Cameras. The purpose of the video camera is to protect the District/Staff in the event of liability issues. It is not intended for observation of classified employee performance and is not to be used for such purpose.
Video Cameras. The Company may install and operate video cameras in all public areas of the Service Center to help the Company in assuring the safety and security of employees, Company property and customer freight. The Company shall not install or use video cameras in areas of the Company’s premises that violate the employee’s right to pri- vacy such as in bathrooms or places where employees change cloth- ing or provide drug or alcohol testing specimens. The Company may use video cameras to discharge an employee without corroboration by observers if the employee engages in con- duct such as dishonesty, theft of property, vandalism, or fighting for which an employee could be discharged without a warning letter. If the information on the video tape is to be utilized for any purpose in support of a disciplinary or discharge action, the Company must provide the Local Union, prior to the hearing, an opportunity to review the video tape used by the Company.
Video Cameras. The Union acknowledges the right of the Employer to install video cameras on the exterior and interior of Company buildings for security and other legitimate business purposes. The Employer may not use video cameras to discipline or discharge an employee for reasons other than theft or physical violence. If the information on the video tape is to be used to discipline or discharge an employee, the Employer must provide the Local Union, prior to the hearing, an opportunity to review the video tape used by the Employer to support the discipline or discharge. The Employer shall not install or use video cameras in areas of the Employer’s premises that violate the employee’s right to privacy such as in bathrooms or places where employees change clothing or provide drug or alcohol testing specimens.
Video Cameras a. Drivers shall have the right to review recordings made on their buses. Requests to view recordings shall be directed to the Transportation Supervisor. This review may, at the employee’s option, be with Association representation.
Video Cameras. The Company may install and operate video cameras in all public areas of the Service Center to help the Company in assuring the safety and security of employees, Company property and customer freight. The Company shall not install or use video cameras in areas of the Company’s premises that violate the employee’s right to privacy such as in bathrooms or places where employees change clothing or provide drug or alcohol testing specimens. The Company may use video cameras to discharge an employee without corroboration by observers if the employee engages in conduct such as dishonesty, theft of property, vandalism, or fighting for which an employee could be discharged without a warning letter. If the information on the video tape is to be utilized for any purpose in support of a disciplinary or discharge action, the Company must provide the Local Union, prior to the hearing, an opportunity to review the video tape used by the Company.
Video Cameras. A. Any placement of video surveillance equipment in instructional lab areas will include input from the program area teacher prior to installation.
Video Cameras. If information on a video is to be used for potential discipline or discharge an employee, the Employer must provide the Union, prior to the investigation, an opportunity to review the video to be used to support the potential discipline or discharge. The Employer shall not install or use video cameras in bathrooms or other places where employees are authorized to change clothing. PHSC DISCIPLINE GUIDELINES Discipline for the violation of the individual work rules below, is designed to be a progressive range of disciplinary action as appropriate to each individual situation that may arise. Situations that arise that are not specifically covered here will be dealt with in the manner most closely related to it. Level I A-Counseling Level II B-Documented Verbal Warning Level III C-Written Warning Level IV D-Termination A Violations Unauthorized absence from work station Unsatisfactory performance Patterned absenteeism A-C Violations Insubordination Unauthorized use of PHSC equipment Unauthorized absence from work station – 2nd offence Failure to report an absence prior to the start of your shift. B-C Violations Willful Incompetence Food or beverages in unauthorized areas Disrespectful conduct B-D Violations Violation of safety or health rules below Negligence or improper conduct leading to or which could have lead to damage of PHSC property Continual failure to meet reasonable production standards C-D Violations Threatened Violence Gross Insubordination Gross Negligence Sexual or other unlawful harassment and/or violation of the PHSC Zero Tolerance Policy Endangering Others Possession of alcohol or drugs on PHSC property and/or violation of the PHSC Drug and Alcohol Policy Illegal betting or gambling on PHSC property Sleeping while on duty D-Violations Violence Unauthorized materials, such as, explosives, firearms, knives, (excepting pocket knives of 2” or less), or other weapons Willful falsification of any record or report including timekeeping records Willful destruction of property Theft Failure to report honestly and timely any on the job injury Engaging in a work stoppage not protected by law Job abandonment, being absent without leave, (AWOL)(No Call, No Show) for 3 consecutive work days 3 consecutive below average performance evaluations Illegal sale or transfer of drugs on PHSC property Use of alcohol or drugs on PHSC property in violation of the PHSC Drug and Alcohol Policy
