Section 3.5 Sample Clauses

Section 3.5. 29 Neither the District, nor the Association, shall discriminate against any employee subject to this 30 Agreement on the basis of race, creed, color, sex, religion, age or marital status or because of a 31 disability with respect to a position, the duties of which may be performed efficiently by an individual 32 without danger to the health or safety of the disabled person or others.
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Section 3.5. 30 Neither the District, nor the Association, shall discriminate against any employee subject to this 31 Agreement on the basis of race, color, national origin, religion, creed, age, sex, sexual orientation, 32 gender expression or identity, honorably discharged veteran or military status, pregnancy, the presence 33 of any sensory, mental or physical disability, the use of a trained guide dog or service animal, or any 34 other basis prohibited by law.
Section 3.5. 44 Each employee reserves and retains the right to delegate any right or duty contained in this Agreement, 45 exclusive of compensation for services rendered, to appropriate officials of the Association.
Section 3.5. 20 The Kennewick School District No.17 does not discriminate on the basis of sex, race, creed, religion, 21 color, national origin, age, honorably discharged veteran or military status, sexual orientation including 22 gender expression or identity, the presence of any sensory, mental, or physical disability, or the use of 23 a trained dog guide or service animal by a person with a disability in its programs and activities and 24 provides equal access to the Boy Scouts and other designated youth groups. This holds true for all 25 students who are interested in participating in all education programs and/or extra-curricular school 26 activities in the Kennewick School District.
Section 3.5. Section 3.5 of the Agreement is hereby deleted in its entirety and the following is inserted in lieu thereof:
Section 3.5. 23 Each employee covered by this Agreement shall be subject to an annual evaluation by the immediate
Section 3.5. 29 The District shall maintain a single personnel file which shall be kept in the Personnel Office and 30 which shall be controlled by the Superintendent or designee. 32 Building administrators or supervisors may keep or maintain “working files” relative to those 34 employee’s personnel file, are subject to review upon request by the employee, and are not of use 35 within the disciplinary/grievance procedure unless formalized. 37 In an effort to address problem areas prior to formalization into personnel files, the following steps will 38 be taken:
Section 3.5. 44 An employee who transports school district funds from the Educational Service Center to a financial 45 institution shall be held harmless from liability for such funds provided the employee exercises 46 reasonable care of such funds and is not fraudulent or negligent in regard to the funds.
Section 3.5. 12 Neither the District nor the Association shall discriminate on the basis of race, creed, religion, color, 13 national origin, age, honorably-discharged veteran or military status, sex, sexual orientation including 14 gender expression or identity, marital status, the presence of any sensory, mental or physical disability, 15 or the use of a trained guide dog or service animal by a person with a disability in its programs and 16 activities and provides equal access to the Boy Scouts and other designated youth groups, or because 17 of their membership or non-membership in employee organizations or in the exercise of other rights. 18 This holds true for all district employment, programs, activities and opportunities.
Section 3.5. 9 Evaluations reflecting an unsatisfactory level of performance shall be followed by specific goals and 10 improvement areas. A remedial plan or process leading to potential loss of employment may be 11 prescribed by the direct supervisor and/or administration. The employee’s performance in the 12 unsatisfactory areas will be monitored by the supervisor on a quarterly basis in order to eliminate 13 surprises and insure communication. Any concerns the supervisor may have with the employee’s 14 performance that has not been brought to the attention of the employee within the quarter school year 15 that the incident/concern occurred shall not be placed on the employee’s evaluation. Review 16 conferences can be scheduled at the request of the supervisor or employee. Employees will have a 17 reasonable opportunity to correct deficiencies. If disciplinary action is contemplated, a representative 18 of the union will be invited to attend. Written documentation of all observations and conferences will 19 be maintained by the direct supervisor in a working file until the final evaluation is completed.