Criticism of Supervisory Employees Sample Clauses

Criticism of Supervisory Employees. Any criticism by an Administrator or Board member of a Supervisor shall be made in confidence and not in the presence of teachers, parents, students or at a public gathering. Any complaints regarding a Supervisor made to an Administrator or Board member must be made in writing. The Supervisor shall be given an opportunity to respond to and/or rebut such complaint and shall have the right to be represented by the Association or legal counsel at any meetings or conferences regarding such complaint.
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Criticism of Supervisory Employees. The parties recognize that public criticism rarely achieves beneficial results. Accordingly, both parties agree that criticism directed at an employee by the Board, the Superintendent, Assistant Superintendent and/or the Business Administrator should be made confidentially. Likewise, criticism directed to the Board, the Superintendent, Assistant Superintendent and/or Business Administrator by an employee should be made in confidence. Members of the public that direct complaints or concerns to any party to this agreement regarding any other party to this agreement should be encouraged to place their concerns in writing. The written complaint or concern shall be shared with the party identified in the complaint. Any employee shall have the right to be represented by the Association or legal counsel at any meetings or conferences regarding any such complaint. Employees have the right to reply in writing to any written complaint and to have their written reply attached to the complaint.
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Criticism of Supervisory Employees. Any criticism by the Superintendent or a Board member of an employee shall be made in confidence and not in the presence of teachers, parents, students or at a public gathering. Any criticism of the Board or Superintendent and Business Administrator by an employee shall be made in private and not in the presence of other employees, students or the public. An employee shall be notified of any complaints regarding him/her made to the Superintendent or a Board member. If the complaint is received in writing, the notice to the employee will also be in writing. The employee shall be given an opportunity to respond to and/or rebut such complaint and shall have the right to be represented by the Association or legal counsel at any meeting or conferences regarding such complaint, if the meeting may result in disciplinary action. All complaints will be handled through the appropriate chain of command.
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Criticism of Supervisory Employees. Any criticism of an Administrator by a superior or a member of the Commission shall be made in confidence and not in the presence of teachers, parents, students or the public.
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Criticism of Supervisory Employees. Any criticism by a superior or Board member of an Employee shall be made in confidence and not in the presence of teachers, parents, students, or at a public gathering. Any formal complaints referred to in Section C above regarding an Employee made to a superior or Board member must be made in writing. The Employee shall be given an opportunity to respond to and/or rebut such complaint and shall have the right to be represented by NASA at any meetings or conferences regarding such complaint.
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Related to Criticism of Supervisory Employees

  • Supervisory Employees For the purposes of this Article, the parties agree that Supervisory positions are those that are not excluded under Article 2.0 above and that satisfy the following criteria:

  • Medical Appointment for Pregnant Employees 35.9.1 Up to three decimal seven five (3.75) hours of reasonable time off with pay for each appointment will be granted to pregnant employees for the purpose of attending routine medical appointments.

  • Employee Safety A. Any employee who is injured or who is involved in an accident during the course of his/her employment, no matter how slight the injury, shall file an accident report with the designated supervisor, as soon as possible after the injury and prior to the conclusion of the employee's work day, whenever possible. While the initial report may be given orally, it must be followed up within 48 hours with a written report on the First Report of Injury form which shall be submitted to the appropriate administrator/supervisor who shall then submit it to the appropriate Human Resources Department.

  • LABOR/MANAGEMENT COMMITTEES Section 1. Labor/Management Committees The parties recognize that the holding of periodic meetings for the exchange of views and information contributes to the effectiveness of the labor/management relationship. Therefore, the parties shall establish Labor/Management Committees (LMC), in accordance with the provisions in this Article, for the purpose of addressing matters of concern in the areas of personnel policies, practices, conditions of employment, and other matters affecting employees. Each LMC will be co-chaired by one member from labor and one member from management.

  • Employment Policies The employment relationship between the parties shall also be governed by the general employment policies and practices of the Company, including those relating to protection of confidential information and assignment of inventions, except that when the terms of this Agreement differ from or are in conflict with the Company’s general employment policies or practices, this Agreement shall control.

  • LABOR MANAGEMENT COMMITTEE 1. A Statewide Labor Management Committee consisting of not more than five (5) members selected by the VSEA from among bargaining units represented by VSEA and not more than five (5) members selected by the State shall meet periodically to discuss a mutually agreed agenda which may include methods of improving labor relations, productivity, safety, and health problems of a continuing nature, or other problems which have an impact on conditions of employment; provided, however, these sessions are not for the purpose of discussing pending grievances or for collective bargaining on any subject.

  • LABOR-MANAGEMENT RELATIONS COMMITTEE Section 1. The Employer and the Federation agree to the establishment of Labor- Management Relations Committees for Divisions represented by the Federation. The purpose of these Committees is to discuss any item of concern, including safety, to either party and to improve communications between the Employer and the members of the bargaining unit.

  • JOINT LABOR MANAGEMENT COMMITTEE In order to encourage open communication, promote harmonious labor relations, and resolve matters of mutual concern, the parties agree to create a joint labor- management committee. The committee will be governed by the following principles:

  • Employment Relations Education Leave ‌ The Employer shall grant leave on pay for employees party to this MECA to attend courses authorised by NZNO to facilitate the employee’s education and training as employee representatives in the workplace. The numbers of days education leave granted is based on the formula of 35 days per annum for the first 280 full time equivalent employees (employees covered by this MECA who have authorised the NZNO to act on their behalf) and a further five days per annum for every 100 full time equivalent employees thereafter. For the purposes of this clause, calculating the number of full-time equivalent eligible employees employed by an employer –

  • Restricted Employment for Certain State Personnel Contractor acknowledges that, pursuant to Section 572.069 of the Texas Government Code, a former state officer or employee of a state agency who during the period of state service or employment participated on behalf of a state agency in a procurement or contract negotiation involving Contractor may not accept employment from Contractor before the second anniversary of the date the Contract is signed or the procurement is terminated or withdrawn.

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