WORKING CONDITIONS. 6:1 The personal life of an employee will be of no concern to the Board or District unless it directly impacts the work performance of the employee. 6:2 Employees will move sequentially on the salary schedule in annual increments. Employees must work more than one-half (1/2) of their normal work year to receive the annual increments. 6:3 If a secretary works before or after normal working hours to chaperone, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hours, then the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Act. 6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will have the right to be represented by the Association at any or all such meetings. Any such actions will be with due regard to privacy. 6:5 An employee will not be required to administer medical treatment or perform nursing duties; however, in an emergency situation which requires immediate action, an employee is expected to act in a reasonable and prudent manner and will be held harmless from any liability, damages or other monetary expense such as legal costs to defend an action against the employee arising from such conduct. A qualified medical person will be brought on the scene as soon as possible. 6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In the event of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the reasons for the delay and the distance traveled. In the event that the employee work day is canceled, such canceled days will not be charged to an employee's vacation or sick leave. 6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive the higher rate of pay in said classification for the number of days actually worked in such classification. 6:8 The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facility. No secretary will be required to transport school monies outside the building without an escort. 6:8.1 The District will make a reasonable effort to provide a safe storage space for employees to store their personal articles.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
WORKING CONDITIONS. 6:1 The personal life 12.01 It is understood that a Casual Occasional Teacher shall be offered an assignment of an employee will be of no concern to the Board or District unless it directly impacts the work performance of the employee.
6:2 Employees will move sequentially on the salary schedule in annual increments. Employees must work more than one-half (1/2) of their normal work year to receive the annual incrementsday, two-thirds (2/3) day or a full day.
6:3 If 12.02 Each Occasional Teacher shall have available a secretary works before or after normal working hours to chaperone, collect tickets, or supervise a student activity other daily lunch period of not less than those covered by extra-pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hoursuninterrupted and consecutive minutes free from supervision, then teaching, or other assigned duties.
12.03 Effective the employee date of ratification by both parties, the timetable for an Occasional Teacher shall be the same as the timetable of the teacher who is being replaced. In the case of casual supply, normally that will be compensated at time not include yard duty prior to the commencement of class on the first morning of an assignment or prior to the commencement of the afternoon class on the first day if it is a half-day afternoon assignment.
12.04 When an Occasional Teacher substitutes for a teacher who is receiving a travel allowance and one-half travel time, the Occasional Teacher shall receive, in accordance with the Fair Labor Standards ActEmployer’s procedure, reimbursement at the Employer’s current per kilometer rate and the same travel time as provided for the teacher being replaced.
6:4 No secretary except probationary will be discharged12.05 The Employer shall not require any Occasional Teacher to perform any medical or physical procedure on any pupil that might in any way endanger the safety or well being of the pupil or subject the Occasional Teacher to risk, reprimanded injury or disciplined except forjust cause. Inthe event that liability for negligence.
12.06 When a secretary is summoned by an administrator for Professional Development Day falls within a conference concerning the aboveLong Term Occasional Assignment, the secretary will have occasional teacher shall be paid for that day provided they participate in the right to activities for the day and it shall be represented by considered as part of the Association at any or all such meetingscurrent assignment. Any such actions will be with due regard to privacyA Professional Development Day shall not interrupt the continuity of an Occasional Teacher assignment.
6:5 An employee 12.07 When an Occasional Teacher accepts a pre-arranged daily assignment such assignment will not be required cancelled by the Occasional Teacher within seventy-two (72) hours preceding the commencement of the assignment in order to administer medical treatment accept a different daily assignment or perform nursing duties; however, accept an assignment in an emergency situation which requires immediate action, an employee is expected another school board jurisdiction unless agreed to act in a reasonable and prudent manner and will be held harmless from any liability, damages or other monetary expense such as legal costs to defend an action against by the employee arising from such conduct. A qualified medical person will be brought on the scene as soon as possibleBoard.
6:6 Whenever possible all notices 12.08 When a Long Term Occasional teaching assignment is completed prior to delay or cancel school openings will the required date for report cards to be transmitted no later than 6:00 a.m. for announcement over radio stations WILMsubmitted, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postingsthe Occasional Teacher may be assigned to assist with the completion of these report cards. In such an event, the event of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the reasons Occasional Teacher shall be paid for the delay and time to complete the distance traveled. In the event that the employee work day is canceledreport cards, such canceled days will not be charged to an employee's vacation or sick leave.
6:7 Any secretarial/clerical employee temporarily transferred up to a higher rated classification will receive the higher maximum of three (3) days. The rate of pay in said classification for shall be the number of days actually worked in such classificationrate the Occasional Teacher received during the long term teaching assignment.
6:8 The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facility. No secretary will be required to transport school monies outside the building without an escort.
6:8.1 The District will make a reasonable effort to provide a safe storage space for employees to store their personal articles.
Appears in 3 contracts
Sources: Collective Agreement, Collective Agreement, Collective Agreement
WORKING CONDITIONS. 6:1 The personal life 1. Any replacement Superintendent shall receive the contract wage, except where it includes extra pay attributable to years of an employee will be of no concern to the Board service, special competence or District unless it directly impacts the work performance of the employeespecial consideration beyond job requirements.
6:2 Employees will move sequentially on the salary schedule in annual increments2. Employees must work more than one-half (1/2) of their normal work year to receive the annual increments.
6:3 If a secretary works before or after normal working hours to chaperone, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hours, then the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Act.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will have the right to be represented by the Association at any or all such meetings. Any such actions will be with due regard to privacy.
6:5 An employee will The Superintendent shall not be required to:
(a) renew cables on elevators or build block or hollow tile walls,
(b) run elevators except during relief period, lunch period, and emergencies and except that in any building employing three or less employees during the daytime, exclusive of the Superintendent, the Superintendent in such buildings shall do all the duties which the Superintendent has heretofore been accustomed to administer medical treatment do,
(c) do any ▇▇▇▇▇▇ work except in a building employing three employees or perform nursing duties; howeverless during the daytime, exclusive of the Superintendent, in an emergency situation which requires immediate actioncase the Superintendent should continue to do work the Superintendent has heretofore performed,
(d) perform work on a scaffold that is not directly over a roof, an employee is expected to act in a reasonable and prudent manner and will be held harmless from any liabilitysetback, damages or other monetary expense such as legal costs to defend an action against within the employee arising from such conduct. A qualified medical person will be brought building,
(e) perform work on the scene as soon as possibleinside of any fuel oil, pressure or hermetically sealed tank,
(f) build cutting tables, machine stands or dress racks, or
(g) do any work that conflicts with State, Federal or Municipal laws.
6:6 Whenever possible all notices 3. The Superintendent shall not be penalized or discriminated against for attending arbitrations, hearings or meetings, but this privilege shall not be construed so as to delay interfere with the orderly operation of the building.
4. There may be added to the duties of the Superintendent more or cancel school openings will less miscellaneous and relief work for which the Superintendent’s additional compensation distinguishes such employee from other classes of workers on the premises, subject to the grievance and arbitration procedures provided herein.
5. The Arbitrator may consider exceptional cases in which the Union claims that excessive work or the utilization of unique skills or painting is required of the Superintendent and may relieve the Superintendent of, or require additional compensation for, such excessive work.
6. No Superintendents leaving their positions of their own accord shall be transmitted no later than 6:00 a.m. entitled to accrued vacation allowance unless they have given the Employer at least thirty (30) days written termination notice.
7. The Union may question the propriety of the termination of the Superintendent’s services and demand such employee’s reinstatement or severance pay, if any, as the case may be, by filing a grievance under Article VII of this Agreement. The Arbitrator shall give due consideration to the Superintendent’s management responsibilities and to the need for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In cooperation between the event of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the reasons for the delay Superintendent and the distance traveled. In the event that the employee work day is canceled, such canceled days will not be charged to an employee's vacation or sick leaveEmployer.
6:7 Any secretarial/clerical employee temporarily transferred 8. No provision of this Agreement shall be so construed as to a higher rated classification will receive reduce the higher wages or lower the rate of pay of the Superintendent or to lower or worsen the terms or conditions of the Superintendent’s employment. This provision shall not be construed as to in said classification for any way prevent the exercise by the Employer of its normal management prerogatives to make changes in equipment, schedules, shifts, number of days actually worked in such classificationemployees and duties necessary and incident to the operation, maintenance and servicing of the building not inconsistent with the letter or the spirit of any other specific provision of this Agreement.
6:8 The administration will provide secretaries with 9. Wherever a safe conflict may exist between the 2016 Commercial Building Agreement and secure place for counting terms of school monies such as the school principal's officethis article, the nurse's office, or other locked facility. No secretary will be required to transport school monies outside the building without an escortterms of this article shall prevail.
6:8.1 The District will make a reasonable effort to provide a safe storage space for employees to store their personal articles.
Appears in 3 contracts
Sources: Commercial Building Agreement, Commercial Building Agreement, Commercial Building Agreement
WORKING CONDITIONS. 6:1 A. Under normal circumstances, employees shall perform those duties as defined in the appropriate job description with the following exceptions:
1. In the absence of the building principal or their designee, it is clearly understood that clerical staff shall not be held accountable for the administration of the building. The personal life of District will avoid having secretarial/clerical employees alone in the building. Should such an employee occasion arise, the affected employee(s) will be permitted to be transferred to another work location for that day or may choose to take a non-pay day if she is not eligible for vacation time.
2. Employees shall assist in first aid functions. It is not acceptable on anyone's part to abandon an injured or seriously sick person. The employee shall notify the administrator in charge immediately, for these kinds of no concern cases require immediate notice to parents, police and/or other emergency procedures available for such purposes.
3. It is the Board duty of a teacher aide to perform her normal duties, which is to assist the teacher, and shall not instruct a class nor be left in charge of a classroom to supervise, except in cases of emergency. In this case, they shall be instructed to do so by their administrator or District unless it directly impacts teacher. Aides shall not cover a classroom or a combination of classrooms for more than 30 minutes at one time or cumulatively through a single day without the work performance approval of the employeeSuperintendent or designee.
6:2 Employees 4. Administration will move sequentially on the salary schedule in annual increments. Employees must meet with union annually to review and update procedures for distribution of medication.
B. The normal work more than day for 8 hour a day employees shall include a one-half (1/2) of their hour duty free lunch period, and should include two (2) fifteen (15) minute daily relief periods. A normal work year to receive the annual increments.
6:3 If day for a secretary works before or after normal working hours to chaperone, collect tickets, or supervise 6 but less than eight (8) hour a student activity other than those covered by extra-pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hours, then the employee will be compensated at time and day aide shall include a one-half in accordance (1/2) hour duty free lunch period. In buildings where more than one 8 hour or one 6 hour a day employee is housed, relief and lunch periods must be scheduled so that the building operation is not hindered. Any employee working more than four (4) hours but less than six (6) hours shall be provided a fifteen (15) minute break.
C. Employees have a right to use rest areas, lounges and restrooms. They shall not be deprived of this freedom. The intent here is to guarantee rights of employees to use all open facilities afforded to other employee groups.
D. The employee shall have the option to leave the building, with the Fair Labor Standards Actbuilding administrator’s knowledge, during their lunch period as long as it does not extend beyond that period.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will have the right to be represented by the Association at any or all such meetings. Any such actions will be with due regard to privacy.
6:5 An employee will not be required to administer medical treatment or perform nursing duties; however, in an emergency situation which requires immediate action, an employee is expected to act in a reasonable and prudent manner and will be held harmless from any liability, damages or other monetary expense such as legal costs to defend an action against the employee arising from such conduct. A qualified medical person will be brought on the scene as soon as possible.
6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In the event of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the reasons for the delay and the distance traveled. In the event that the employee work day is canceled, such canceled days will not be charged to an employee's vacation or sick leave.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive the higher rate of pay in said classification for the number of days actually worked in such classification.
6:8 The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facility. No secretary will be required to transport school monies outside the building without an escort.
6:8.1 The District will make a reasonable effort to provide a safe storage space for employees to store their personal articles.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
WORKING CONDITIONS. 6:1 The personal life of an employee will Section 1 Employees shall be of no concern to paid their regular hourly rate for hours worked during the Board or District unless it directly impacts the work performance of the employee.
6:2 Employees will move sequentially on the salary schedule in annual increments. Employees must work more than one-student day and at time and one half (1/21 ½) of their normal work year to receive the annual increments.
6:3 If a secretary works before or after normal working hours to chaperone, collect tickets, or supervise a student activity other than those covered by extra-regular straight time pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds all hours over forty (40) hours, then the employee will be compensated at time and one-half hours worked in accordance with the Fair Labor Standards Act.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust causeany week. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will have the right to be represented by the Association at any or all such meetings. Any such actions will be with due regard to privacy.
6:5 An employee will Employees shall not be required to administer medical treatment or perform nursing duties; however, take compensatory time off in an emergency situation which requires immediate action, an employee is expected to act lieu of overtime pay.
A. Employees will work the student day in a reasonable and prudent manner the morning and will be held harmless from any liability, damages remain at the close of the student day for ten minutes. Employees will have a duty-free lunch break the same length as the students. Unit members who are required by their supervisors to arrive early or other monetary expense such as legal costs to defend an action against remain beyond the employee arising from such conduct. A qualified medical person required ten (10) minutes will be brought reimbursed at their regular hourly rate
B. On early release days with the exception of the day before Thanksgiving, education support professionals will work a full day in order to receive a full day’s pay. Education support professionals will notify their immediate supervisor whether or not he/she intends to work on the scene as soon as possiblehalf days. Those who choose not to work the full day will only be paid for the hours worked. Unit members will confirm by sign off, on a form provided by the administration, that they worked the early release afternoons.
6:6 Whenever possible all notices to delay or cancel Section 3 These employees will work the instructional year as established by the Winchester School Committee with one (1) extra day added at the beginning of the school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger year as well as State and District website postingstwo (2) extra days added for professional development during or at the end of the school year.
Section 4 All Unit members shall be allowed only one fifteen (15) minute work break during their scheduled morning work hours. Scheduling of this work break shall be at the reasonable discretion of the unit member’s supervisor.
Section 5 Any complaint regarding an employee reported by a parent, student, or other person requiring administrative action shall be promptly called to the attention of the employee before any administrative action is taken. This section will not be construed to prevent the administration from conducting an investigation before the complaint is brought to the attention of the employee. In the event course of delayed openingsreprimand or discipline by a member of the administration, employees are expected the employee may request that a representative of the Association be present. No education support professional shall be disciplined, suspended, reprimanded, reduced-in-rank or compensation without just cause.
Section 6 Every reasonable effort will be made to arrive at work as early as possible, taking into consideration the reasons notify each education support professional by June 15 of his/her assignment for the delay and the distance traveled. In the event that the employee work day is canceled, such canceled days will not be charged to an employee's vacation or sick leavesubsequent school year.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive the higher rate of pay in said classification for the number of days actually worked in such classification.
6:8 The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facility. No secretary will be required to transport school monies outside the building without an escort.
6:8.1 The District will make a reasonable effort to provide a safe storage space for employees to store their personal articles.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
WORKING CONDITIONS. 6:1 A. The personal life Board and the Association agree that all employees have a primary responsibility, and all energies should be utilized to this end. Therefore, the Board agrees to provide all necessary supplies, materials, and equipment to be utilized in the discharge of an employee's responsibilities.
B. The Board agrees to a policy of non-discrimination against any employee covered by this Agreement in regard to race, age, sex, religion, national origin, handicap, marital status, or participation in labor organizations or participation in a grievance.
C. Supervisors will take every reasonable precaution to protect the life, health and safety of each employee at their work site. Under those conditions, employees shall not be of no concern required to perform their duties under conditions which may be unsafe, or which are dangerous or hazardous to an employee's health and welfare. All school and work site environments shall be safely maintained. The Board shall provide safety equipment for all employees assigned responsibilities when required.
D. The Board shall arrange for substitutes for absent employees, at the Board or District unless it directly impacts the work performance sole discretion of the management representative/supervisor. If no substitute can be secured for an absent employee, then no employee shall be required to perform the duties of the absent employee in addition to their normally assigned duties. If an employee of the same job description needs to have a re-distribution of workload, as determined by management, due to an absent employee, a proportional reduction of the normal workload within the normal workday shall be made.
6:2 Employees will move sequentially on the salary schedule in annual increments1. Employees must who are requested to work more than one-half (1/2) of their normal work year overtime and volunteer to receive the annual increments.
6:3 If a secretary works before or after normal working hours to chaperonedo so, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she will shall be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly a rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hours, then the employee will be compensated at of pay equal to time and one-half in accordance with for any of the Fair Labor Standards Acttime/hours exceeding the forty hours of that week.
6:4 No secretary except probationary will E. The solicitation by sales personnel in the school/work sites shall not be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning permitted during the above, the secretary will have the right to be represented by the Association at any or all such meetings. Any such actions will be with due regard to privacy.
6:5 An employee normal student day and employees will not be required to administer medical treatment attend meetings for commercial demonstrations which are devoted to personal sales.
F. All newly hired or perform nursing reassigned employees shall be provided a period of orientation by their immediate supervisor and a copy of their job description and responsibilities shall be made available prior to the assumption of their employment duties; however, .
G. A duty-free period of thirty (30) consecutive minutes shall be scheduled for all employees if their employment is for four (4) consecutive hours or more.
1. Maintenance personnel and mechanics that are placed in an emergency situation assignment requiring a minimum of eight hours per day shall have a duty-free meal period of not less than sixty (60) consecutive minutes.
H. All employees shall be scheduled for one fifteen (15) minute break during each three (3) to four (4) hour period of employment during each workday.
I. When school is not in session, employees may be given access to the buildings by arranging such access in advance with their immediate supervisor.
J. An employee may leave their assigned duty station upon approval of their immediate supervisor, with such approval based on personal needs which requires immediate action, an employee is expected to act in cannot be met at other times.
K. Attendance at staff development activities shall be voluntary except as provided below:
1. Those activities which are required by federal or state law or regulations.
2. Those programs for employees who have demonstrated a reasonable and prudent manner and will be held harmless from any liability, damages or other monetary expense such need for specific assistance as legal costs to defend an action against the employee arising from such conducta result of their performance evaluation.
3. A qualified medical person will four (4) hour maximum paid activity scheduled within the regular working day may be brought on the scene as soon as possiblerequired once a year.
6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In the event of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the reasons for the delay and the distance traveled. In the event that the employee work day is canceled, such canceled days will L. Employees shall not be charged to an employee's vacation or sick leave.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive the higher rate of pay in said classification for the number of days actually worked in such classification.
6:8 The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facility. No secretary will be required to transport school monies outside the building without an escort.
6:8.1 work activities beyond forty (40) hours per week or eight (8) hours per day. The District will make a reasonable effort to provide a safe storage space daily working hours for employees to store their personal articles.shall be as follows:
1. Aides 6 - 7.5 consecutive hours
2. Bookkeepers 7.5 - 8 consecutive hours
3. Bus Drivers and Bus Aides 4 hours minimum (as scheduled) 4. Custodians 4 - 7.5 consecutive hours 5. Clerical Personnel 7.5 consecutive hours 6. Food Service Personnel 3.5 - 7.5 consecutive hours 7. Maintenance Personnel - District 8 consecutive hours 8. Maintenance – School Level 7.5 consecutive hours 9. Mechanics 8 hours (as scheduled by Supervisor) 10. Secretaries 7.5 consecutive hours
Appears in 2 contracts
Sources: Education Staff Professionals Contract, Education Staff Professionals Contract
WORKING CONDITIONS. 6:1 The personal life of an employee will A. In the event any error in any accounting, including but not limited to wages, paid leave time, deductions, is made that adversely affects any bargaining unit member, said error shall be of no concern brought to the Board or District unless it directly impacts the work performance attention of the employee.
6:2 Employees member and the Association during that business quarter. The bargaining unit member will move sequentially on not be obligated to repay the salary schedule in annual incrementsdistrict if the District fails to notify the affected member and Association within this time period. Employees must work more than one-half (1/2) When the proper timeline is followed, the bargaining unit member shall have the option of their normal work year to receive the annual increments.
6:3 If a secretary works before or after normal working hours to chaperone, collect tickets, or supervise a student activity other than those covered by extra-repayment being spread out over future pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSDperiods. If the error is in a member’s paid leave time, those days shall not be deducted from the affected member’s paid leave time accrued by participating if the District fails to notify the member and Association within that business quarter. When the proper time line is followed the paid leave time shall be deducted from the member as it would normally have been.
B. Employees shall report unsafe or hazardous conditions, which endanger their health, safety or wellbeing to their immediate supervisor in these activities exceeds forty (40) hourswriting. The Board shall respond in an expeditious manner.
C. Employees are not expected to utilize any personal property while in the course of their employment. Employees using their own vehicles at the request of the District will receive the established IRS rate per mile.
D. The Board shall provide rest areas and rest rooms for employee use.
E. The Board shall support and assist employees with respect to the maintenance of control and discipline of students, then or other employees in the employee’s assigned work area. The Board or its designated representative shall take reasonable steps to relieve the employee will be compensated at time of responsibilities in respect to students, or other employees, who are disruptive or repeatedly violate rules and one-half in accordance with the Fair Labor Standards Actregulations.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned F. The Michigan Law regarding the use of corporal punishment by an administrator for a conference concerning the above, the secretary will have the right to be represented by the Association at any or all such meetings. Any such actions will be with due regard to privacyschool employees governs use of physical force.
6:5 An G. No employee will not shall normally be required to dispense or administer medical treatment or perform nursing duties; however, in an emergency situation which requires immediate action, an employee medication unless a written consent form is expected to act in a reasonable and prudent manner and will be held harmless from any liability, damages or other monetary expense such as legal costs to defend an action against the employee arising from such conduct. A qualified medical person will be brought on the scene as soon as possiblefile.
6:6 Whenever possible all notices H. No employee, unless it is part of their job description, shall be required to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In supervise students who are being disciplined in the event normal course of delayed openings, employees are expected to arrive at their work as early as possible, taking into consideration the reasons for the delay and the distance traveledassignment. In the event that student behavior in the employee work day main office becomes unmanageable and no administrator is canceledavailable in the building, such canceled days the member may call for administrative assistance from another building or the superintendent’s office. If no assistance is available, the member may call for law enforcement intervention.
I. The Board will provide an annual clothing allowance of $350.00 to maintenance, mechanics, and mechanic’s helper, $160.00 for cooks, $135.00 for playground assistants, and $250.00 for nurses. Playground assistants shall be defined as an assistant who is outside on a regular daily basis. Assistants who are not required to be outside on a regular daily basis will not be charged provided with a clothing allowance. All employees will receive their clothing allowance the first full pay period in September. Employees hired after the beginning of the school year shall receive a uniform allowance on a prorated basis. Proration year for the twelve (12) month employees shall be July 1 to an employee's vacation June 30. Proration shall be calculated by the month or sick leavemajor fraction thereof.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive the higher rate of pay in said classification J. The Board shall reimburse mechanics for their CDL license. Other employees shall be reimbursed for relicensing, but not for initial licensing, when such is required for the number of days actually worked in such classificationjob.
6:8 K. The administration Board will provide secretaries with a safe monthly cellular telephone allowance of $30 to all maintenance employees.
L. Bargaining unit members who are assigned to students who have IEP’s and/or Behavior Plans in place shall be invited to attend any meetings in regards to applying the provisions set forth in the student’s plan. The bargaining unit member shall have the right, upon request, to review a copy of the student’s multi-disciplinary evaluation team report, IEP, Individual Family Service Plan (IFSP), and secure place for counting any other information in the student’s education records relating in any way to the student’s school services being provided to the student. The Employer shall at that time advise the bargaining unit member that he/she is subject to confidentiality provisions of school monies such as the school principal's officeFamily Educational Rights and Privacy Act and the regulations promulgated pursuant to the Act.
M. In the event any error in any accounting is made that adversely affects any bargaining unit member, said error shall be brought to the attention of the member and the Association during that business quarter. The bargaining unit member will not be obligated to repay the district if the District fails to notify the affected member and Association within this time period. When the proper timeline is followed, the nurse's office, or other locked facility. No secretary will be required to transport school monies outside bargaining unit member shall have the building without an escortoption of the repayment being spread out over future pay periods.
6:8.1 The District will make a reasonable effort to provide a safe storage space for employees to store their personal articles.
Appears in 2 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement
WORKING CONDITIONS. 6:1 Section 1 Teachers are expected to work an eight hour day. The personal life of an employee will selected hours may be of no concern altered with previous approval from the building principals or superintendent. Exceptions to the Board regular work day may be granted by the Building Principals or District unless it directly impacts by the work performance Superintendent, in their absence. Extra duty that occurs during the school day such as noon duty, hall duty, athletics, etc., shall be under the supervision of the employeeadministration. The building principal shall grant 45 minutes of prep time per day. Instructional day is defined as the hours in which instruction is occurring. Duties and responsibilities for after school activities not specified under Article 6, Section 10 (a) are to be assigned to staff personnel on a rotating basis by the school administration. Contracts may include: General high school subject areas to be taught, elementary grade level, and/or middle school. The Board shall strive to maintain a student-teacher ratio no larger than 30 to 1.
6:2 Employees will move sequentially on Section 3 A set salary increase of $2,000.00 shall be paid for an over-load situation within the salary schedule in annual incrementshigh school. Employees must work more than oneAn over-half (1/2) of their normal work year to receive load shall exist when a licensed teacher does not have a scheduled prep period throughout the annual increments.
6:3 If a secretary works before or after normal working hours to chaperone, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she school year. Elementary teachers teaching combination classes will be compensated at $2,000.00.
Section 4 Those licensed teachers who are employed beyond the established Extra Pay school term shall receive an additional amount of compensation as determined by the Superintendent and approved by the Board.
Section 5 When a licensed teacher salary is provided by a title program, that salary shall not exceed the salary schedule and shall be determined by the amount of program funds available.
Section 6 The meeting agenda for Extra Responsibilities staff meetings will be determined by the administrators and licensed teachers may submit topics of discussion. Attendance will be required of all licensed teachers. Administrators will attempt to hold meetings to one hour in length.
A. The district shall make a good faith effort to provide a place of employment which is as safe as the nature of the employment and duties reasonably permit. Teachers shall comply with district rules and regulations and state law to protect safety and health of students and themselves.
B. Once a teacher reports a dangerous, unsafe, unhealthy and/or unsanitary condition to her/his immediate supervisor, the district shall begin investigation within five (EPER5) hourly rate as established in the collective bargaining agreement between RCEA and RCCSDdays. If the time accrued by participating in these activities exceeds forty district finds a dangerous, unsafe, unhealthy and/or unsanitary condition, the district shall begin to take steps to correct the conditions within ten (4010) hours, then the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Actdays.
6:4 No secretary except probationary will C. All teachers impacted by a dangerous, unsafe, unhealthy and/or unsanitary condition shall be discharged, reprimanded provided written notification as to the resolution of the problem by the appropriate district and/or school administration.
D. If a teacher is in any way assaulted or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning threatened while in the aboveperformance of duties pursuant to his/her job description and/or other assigned duties, the secretary will teacher shall have the right to immediately report such assault or threat to the local police department. No reporting teacher or witnessing teacher shall be represented by subject to retaliation, threat or reprisal, discipline or penalizing of the Association at teacher regarding the teacher’s compensation, conditions, location and privileges or employment from any administrator as a result of contacting or all such meetings. Any such actions will be cooperating with due regard to privacythe police department or other law enforcement agency.
6:5 An employee will not E. A teacher may request in writing that a conference be required to administer medical treatment or perform nursing duties; howeverheld concerning any student who, in an emergency situation which requires the opinion of the teacher, presents a potential, actual or immediate actiondanger to the safety of the teacher. The school administrator, an employee is expected to act in if needed, shall promptly schedule such a reasonable and prudent manner and will be held harmless from any liabilityconference with the teacher and, damages or if practicable, shall include other monetary expense such as legal costs to defend an action against the employee arising from such conduct. A qualified medical person will be brought on the scene as soon as possible.
6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In the event of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the reasons for the delay appropriate personnel and the distance traveledstudent’s parent or guardian. In The school administrator shall consider recommendations resulting from the event that conference and shall implement any actions necessary to protect the employee work day is canceled, such canceled days will not be charged to an employee's vacation or sick leavesafety of the teacher.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive the higher rate of pay in said classification for the number of days actually worked in such classification.
6:8 The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facility. No secretary will be required to transport school monies outside the building without an escort.
6:8.1 The District will make a reasonable effort to provide a safe storage space for employees to store their personal articles.
Appears in 1 contract
Sources: Negotiated Professional Agreement
WORKING CONDITIONS. 6:1 The personal life of an employee will shall be of no concern to the Board or District unless it directly impacts the work performance of the employeeexcept as covered in Delaware Code, Chapter 14, Title 14.
6:2 Employees will shall move sequentially on the salary schedule in annual increments. Employees must work more than one-half (1/2) of their normal work year to receive the annual increments.
6:3 If a secretary works before or after normal working hours Secretaries shall be classified as twelve-month employees.
6:4 Employees shall not be required to perform extra-curricular activities (i.e., chaperone, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hours, then the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Act).
6:4 6:5 No secretary except probationary will employee shall be dischargedreprimanded, reprimanded reduced in pay, or disciplined except forjust have disciplinary action taken against them without just cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will have the right to be represented by the Association at any or all such meetings. Any such actions action will be conducted with due regard to privacy.
6:5 6:6 An employee will employee, other than those employees permitted by law, shall not be required to administer give medication nor medical treatment or perform nursing dutiestreatment; however, in an emergency situation which requires immediate action, an employee is expected to act in a reasonable and prudent manner and will shall be held harmless from any liability, damages liability by the Board unless the employee's acts or other monetary expense such as legal costs omissions amount to defend an action against the employee arising from such conduct. A qualified medical person will be brought on the scene as soon as possiblegross negligence or willful and wanton misconduct.
6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. 6:7 In the event of delayed openingsinclement weather, or similar circumstances, causing school openings to be delayed, secretarial employees are shall be expected to arrive at work as early as possible, taking into consideration the reasons reason for the delay delay, the distance traveled and the distance traveledhazards involved. In the event that the employee work day workday is canceledcancelled employees shall be notified in a timely manner. If offices are closed, such canceled days time will not be charged to deducted from an employee's ’s annual leave. When a state of emergency and/or city emergency is declared while school is in session, secretarial staff shall follow district direction. When reporting to work is required, those that do not report to work will be charged appropriate time using, vacation day, personal day, or sick leavededuction in pay.
6:7 6:7.1 When schools dismiss early due to inclement weather or other emergency conditions secretaries will leave one hour after students are dismissed. Non-school secretaries will leave one hour after the early dismissal time for secondary schools. Should students remain after one hour, it is not the secretary’s responsibility to stay with the student(s).
6:8 Any secretarial/clerical secretarial employee temporarily transferred by administrative action to a higher rated classification will shall receive the higher rate of pay in said classification for the number of days actually worked in such classification. This section does not apply to the employees in the "support pool."
6:8.1 A floater secretary shall not be assigned to a vacancy for longer than a six-month period without discussion and with agreement of the Association. The Association’s agreement will not be unreasonably withheld.
6:8 6:9 The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facility. No secretary will shall be required to transport school monies outside the building without an escort.
6:8.1 The District will make 6:9.1 When a reasonable effort secretary, including a floater, is required to provide drive to a safe storage space for employees different location, within their normal 7.5 work day, after initially reporting to store their personal articleswork, the employee shall be reimbursed at the current state mileage rate.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 6:1 The personal life employer shall establish hours of an employee will work for paraprofessional employees based upon the need for such services. The normal work year for full time Instructional and Monitoring paraprofessionals shall be according to State Code unless the State, the Department of no concern to the Board or District unless it directly impacts the work performance Education and/or Federal project regulations require a different schedule. The workday for all full-time Instructional and Monitoring Paraprofessionals shall be as specified in Title XIV, Chapter 13, Section 1324 of the Delaware Code, as that section may from time to time be amended.
6:1.1 An employee's hours that are in place on the first duty day of each school year will not be reduced during the remainder of that school year This does not preclude the layoff of employees in accordance with the provisions of Article 8.
6:2 Employees will shall move sequentially on the salary schedule in annual increments. Employees must work more than one-half (1/2) of their normal work year to receive the annual increments.
6:3 If a secretary works paraprofessional is assigned before or after normal working hours to chaperone, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she will shall be compensated at the established Extra Pay for Extra Responsibilities (EPER) his/her hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hoursrate, then the employee will be compensated at with time and one-a half in accordance with the Fair Labor Standards Actpaid after a 40 hour week.
6:4 No secretary except non-probationary employee shall be dismissed, reprimanded orally or in writing, reduced in pay, or disciplined without just cause. Any disciplinary action will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will have the right to be represented by the Association at any or all such meetings. Any such actions will be with due regard to privacyconducted in private.
6:5 An employee will not be required to administer medical treatment or perform nursing duties; however, in an emergency situation which requires immediate action, an employee is expected to act in a reasonable and prudent manner and will be held harmless from any liability, damages or other monetary expense such as legal costs to defend an action against the employee arising from such conduct. A qualified medical person will be brought on the scene as soon as possible.
6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In the event of delayed openingsinclement weather or similar circumstances cause school openings to be delayed, paraprofessional employees are shall be expected to arrive at work as early as possible, possible taking into consideration the reasons for the delay and delay, the distance traveled, and the hazards involved. In the event that the employee work day is canceled, such canceled days will not cancelled employees shall be charged so notified according to an employee's vacation or sick leaveDistrict procedure. Employee shall suffer no loss in pay if arrival is before students.
6:7 Any secretarial/clerical employee temporarily transferred 6:5.1 When schools dismiss early due to a higher rated classification inclement weather or other emergency conditions employees may leave following the departure of the last student bus.
6:5.2 If the buses are delayed getting to school at the end of the day, administrators and/or an administrative designee will receive remain with the higher rate of pay in said classification students while waiting for the number busses, thus, releasing the paraprofessional at the end of days actually worked in such classificationthe contracted work hours.
6:8 The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facility. No secretary will be required to transport school monies outside the building without an escort.
6:8.1 The District will make a reasonable effort to provide a safe storage space for employees to store their personal articles.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 6:1 The personal life of an employee will be of no concern to the Board or District unless it directly impacts the work performance of the employee.
6:2 Employees will move sequentially on the salary schedule in annual increments. Employees must work more than one-half (1/2) of their normal work year to receive the annual increments.
6:3 If a secretary works before or after normal working hours to chaperone, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hours, then the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Act.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will have the right to be represented by the Association at any or all such meetings. Any such actions will be with due regard to privacy.
6:5 An employee will A. Bargaining unit members shall not be required to administer medical treatment work under unsafe or hazardous conditions, or to perform nursing duties; howevertasks, in an emergency situation which requires immediate action, an employee is expected endanger their health or safety. No bargaining unit member shall be required to act enter a building alone or to be left alone in a building. The Employer shall provide adequate lounges and restrooms for bargaining unit members’ use.
B. The Employer shall support and assist bargaining unit members with respect to the maintenance of control and the discipline of students in the bargaining unit member’s assigned work area. The employer, or its designed representative, shall take reasonable steps to relieve the bargaining unit member of responsibilities in respect to students who repeatedly violate rules and prudent manner regulations. No bargaining unit member shall be required to dispense or administer medication.
C. Those employees not required to work on scheduled days of student instruction which are not held because of conditions not within the control of school authorities, such as fire, epidemics, mechanical breakdowns or health conditions as defined by the city, county or state health authorities, will not be paid for such days. Such employees may be required to work on any rescheduled days of student instruction, which are established by the Board and will be held harmless from any liability, damages or other monetary expense such as legal costs paid at their regular rate of pay. Employees required to defend an action against the employee arising from such conduct. A qualified medical person will work on days when school is not in session shall be brought on the scene as soon as possible.
6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In the event of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the reasons for the delay and the distance traveled. In the event that the employee work day is canceled, such canceled days will not be charged to an employee's vacation or sick leave.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive the higher paid their regular rate of pay in said classification for the number of days actually worked in such classificationdays.
6:8 The administration will provide secretaries with a safe and secure place for counting D. Employees who have part of their work schedule canceled because of school monies such as closing during the day will be paid for their full work schedule, provided they have already reported to work at their assigned work site. Employees, at the discretion of the building principal, may be required to work beyond the time that the school principal's officeday has been canceled, but no longer than their regular daily assignment.
E. If the state legislature and/or courts amend or modify the current snow-day legislation, the nurse's officeparities shall then meet to review the changes in the legislation and provide needed adjustments.
F. The Board recognizes that paraprofessionals need to receive current information on students who have “special needs” in a timely manner as determined by the administration, particularly if the administration determines that paraprofessionals may have some responsibility in administering additional assistance to these students. This assistance could take the form of assisting the teacher, or other locked facilityparaprofessional who may be assigned to the student. No secretary In accordance with this, the Board will provide necessary training as determined by the administration to acquaint paraprofessionals with various management procedures, which may include but not be required limited to transport school monies outside the building without an escortmedical procedures, etc.
6:8.1 The District will make a reasonable effort to provide a safe storage space for employees to store their personal articles.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 6:1 The personal life ▇. ▇▇▇▇▇ to the end of each school year, each employee shall indicate to her/his immediate supervisor the number of hours she/he wishes to be assigned for the following year. Whenever possible, the SSP shall be assigned hours as requested. If additional hours are available in a building, an employee employee's request for additional hours will be honored on a seniority basis, providing the SSP is qualified for the duties to be assigned. Notification of no concern to the Board or District unless it directly impacts the work performance of the employee.
6:2 Employees will move sequentially on the salary schedule changes in annual increments. Employees must work more than one-half (1/2) of their normal work year to receive the annual increments.
6:3 If a secretary works before or after normal working hours to chaperone, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she assignment thereafter will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hours, then the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Act.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will have the right to be represented by the Association at any or all such meetings. Any such actions will be with due regard to privacy.
6:5 An employee will not be required to administer medical treatment or perform nursing duties; however, in an emergency situation which requires immediate action, an employee is expected to act in a reasonable and prudent manner and will be held harmless from any liability, damages or other monetary expense such as legal costs to defend an action against the employee arising from such conduct. A qualified medical person will be brought on the scene made as soon as possible.
6:6 Whenever possible all notices to delay B. When classes are canceled because of weather or cancel school openings other emergency conditions, SSP will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postingstimely notified through regular channels when school is to be closed. In the event an employee reports to their assigned workstation because notification of delayed openingsschool closing was untimely, employees are expected the employee will be reimbursed one (1) hour pay. The same will hold true in regards to arrive at cancellation of a full day of work as early as possible, taking into consideration for field trips and assemblies. SSP will be paid for regular hours scheduled in case their workday is interrupted for a period during the reasons day due to a field trip or assembly.
C. SSP’s will generally not be given full responsibility for students in the delay and the distance traveledclassroom. In the event an SSP is needed for short-term coverage, that the employee work day is canceled, such canceled days will coverage should not be charged to an employee's vacation or sick leave.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive the higher rate of pay in said classification for the number of days actually worked in such classification.
6:8 exceed one hour. The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facility. No secretary will SSP shall not be required to transport perform as a certified substitute teacher unless they hold a teaching degree.
D. No SSP shall be required to perform personal errands and tasks for other members of the staff.
E. The school monies outside year for all SSP’s shall be the same as that for students. By mutual agreement between the employee and the appropriate administrator, the SSP may work additional days beyond her/his normal school year.
F. If temporary hours/new hours become available during a normal school day, the time shall be assigned based on seniority and availability to perform the needed services without undue disruption to the teacher/student schedule of service. Every effort will be made to give temporary hours/new hours to building SSP’s before assignment to substitute personnel. In cases of true emergency, the building without an escortprincipal may reassign or alter duties during regularly scheduled work hours.
6:8.1 The District G. Break Times: 3 hours - 15 Minutes 4 hours - 20 minutes 5 hours - 25 minutes 6 hours and above (2) breaks not to exceed 30 minutes total SSP’s required to work three hours will make a reasonable effort be entitled to provide a safe storage space for employees one (1) paid 15 minute break. Employees working four (4) hours shall be entitled to store their personal articles.20 minutes; Employees working five
Appears in 1 contract
Sources: Master Agreement
WORKING CONDITIONS. 6:1 A. The personal life State Bar shall comply with all applicable local, state and federal laws regarding the health and safety of Employees.
B. The State Bar agrees that work assignments and the distribution of work insofar as practical will not be made in an employee will be inequitable and unreasonable manner. The Union agrees that work assignments and the distribution of no concern work are solely the State Bar’s prerogative and not subject to the Board or District unless it directly impacts the work performance of the employeegrievance procedure.
6:2 Employees will move sequentially on C. In the salary schedule in annual increments. Employees must event that an Employee believes their work more than one-half (1/2assignment(s) of to be inequitable or unreasonable because access to the grievance procedure is not permitted under the MOU, the Employee may discuss the matter with their normal work year to receive the annual increments.
6:3 If a secretary works before immediate supervisor or after normal working hours to chaperone, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSDfirst level manager. If the time accrued by participating concern has not been resolved in these activities exceeds forty (40) hours, then a timely manner and to the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Act.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the aboveEmployee’s satisfaction, the secretary matter may be raised with higher management including their Office Director or the Chief Administrative Officer. The Employee will have the right to Union representation during any of the above discussions. This procedure is intended to be represented by informal. Therefore, there is no requirement to reduce complaints or responses to writing, and the Association at any Employee or all such meetingsthe Employee’s supervisor or first level manager may skip steps in the above procedure.
1. Any such actions The State Bar and the Union shall create a joint Union General Bargaining Unit/State Bar Work Assignment’s Task Force composed of eight (8) members. The State Bar shall appoint four (4) members and the Union shall appoint four (4) members. The goal of this Task Force will be with due regard to privacy.
6:5 An employee establish “yardsticks” to measure workloads/assignments. These yardsticks will not be required to administer medical treatment consider both quantifiable measures such as the number of assigned cases or perform nursing duties; however, in an emergency situation which requires immediate action, an employee is expected to act the number of unfilled positions in a reasonable and prudent manner and will be held harmless from any liabilitywork unit, damages or other monetary expense such as legal costs to defend an action against the employee arising from such conduct. A qualified medical person will be brought on the scene as soon as possible.
6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In the event of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the reasons for the delay and the distance traveled. In the event that the employee work day is canceled, such canceled days will not be charged to an employee's vacation or sick leave.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive the higher rate of pay in said classification for the number of days actually worked in such classification.
6:8 The administration will provide secretaries with a safe and secure place for counting of school monies less measurable areas such as the school principal's office, difficulty of certain types of cases/assignments. It is the nurse's office, intention to develop a recognized maximum expectation for workloads/assignments to relieve Employees of concerns of unreasonable discipline or other locked facilitydenial of time off. No secretary will Yardsticks are not to be required to transport school monies outside the building without an escortused as productivity measures.
6:8.1 D. The District will make delivery of State Bar services in an efficient, effective and courteous manner is of importance to the State Bar and its Employees. Such achievement is recognized to be a reasonable effort to provide a safe storage space for employees to store mutual obligation of the Union and the State Bar within their personal articlesrespective roles and responsibilities.
Appears in 1 contract
Sources: Tentative Agreement
WORKING CONDITIONS. 6:1 The personal life of an employee Section A— Probationary Period [see Guidelines for Probationary Teachers, Appendix K]
1. All teachers hired by the Board shall serve a three (3) year probationary period.
2. During this period, the probationary teacher will be given guidance, assistance, and recommendations for improvement as provided in the Faculty Evaluation Process Professional Growth Review.
3. Probationary teachers shall not be non-renewed for arbitrary or capricious reasons.
4. (Replacement teachers only) Probation shall commence on the date a replacement teacher acquires seniority.
Section B— Fair Dismissal Policy The District will notify affected employees, as far in advance as possible, in the event of no concern a possible program discontinuance or downsizing due to lack of funding, lack of students, financial circumstances, or other reasons. The District shall make every effort to review options, including special assignments that could potentially keep a displaced (dismissed for lack of work) teacher employed. If a layoff is anticipated, a meeting, initiated by the affected teacher or the District, shall be held as soon as possible. The meeting shall be conducted between the teacher, the appropriate Vice President, the appropriate ▇▇▇▇/supervisor, and a Union representative. The purpose of the meeting is to discuss possible options to keep the employee employed.
1. A teacher shall not be refused employment, dismissed, suspended, disciplined, or discharged except for cause. (The one exception is the nonrenewal of probationary teachers as provided in Section A.) Such action against any teacher shall follow these specific procedures:
a. The teacher and the Union shall receive notification in writing stating cause for such action.
b. The teacher shall have a hearing with full benefit of representation and counsel before the Board within thirty-five (35) days of receipt of the notification.
c. Until such time as the dismissal is found to be justified by the Board, full salary and benefits shall be paid to the Board teacher.
d. Until such time as dismissal is found to be justified, full salary and benefits shall continue to accrue to the teacher.
e. If the teacher and/or the Union are not satisfied that fair and equitable procedures have been followed or District unless it directly impacts that the work performance decision as to the teacher was not entirely an impartial judgment, the teacher and/or the Union shall have the right to appeal the decision to arbitration or other recourse according to Wisconsin law.
(a) If a dismissal occurs for lack of work, the least senior teacher in the program or subject area shall be the first to be dismissed.
(b) Relating to all teachers, such dismissal shall begin at the start of the employeefirst semester of the coming school year, provided that the teacher receives notice of such dismissal on or before May 15 of the current school year.
6:2 Employees will move sequentially (c) Relating solely to a teacher in his/her first three years of employment, such dismissal may begin at the start of the second semester, provided that the teacher receives notice of such dismissal on or before October 15 of the salary schedule in annual increments. Employees must work more than one-half (1/2) of their normal work year to receive the annual incrementscurrent school year.
6:3 (a) If a secretary works before the dismissed teacher is certifiable in any other program or after normal working hours to chaperone, collect tickets, or supervise a student activity other subject area and has greater seniority than those covered by extra-pay for extra-curricular activitiesanother teacher in that area, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hours, then the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Act.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will shall have the right to be represented by the Association at any or all such meetings. Any such actions will be with due regard to privacy.
6:5 An employee will not be required to administer medical treatment or perform nursing duties; howeverright, in an emergency situation which requires immediate action, an employee is expected to act in a reasonable and prudent manner and will be held harmless from any liability, damages or other monetary expense such as legal costs to defend an action against the employee arising from such conduct. A qualified medical person will be brought on the scene as soon as possible.
6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In the event of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the reasons for the delay and the distance traveled. In the event that the employee work day is canceled, such canceled days will not be charged to an employee's vacation or sick leave.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive the higher rate of pay in said classification for the number of days actually worked in such classification.
6:8 The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facility. No secretary will be required to transport school monies outside the building without an escort.
6:8.1 The District will make a reasonable effort to provide a safe storage space for employees to store their personal articles.within forty-five
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 6:1
A. The personal life State Bar shall comply with all applicable local, state and federal laws regarding the health and safety of Employees.
B. The State Bar agrees that work assignments and the distribution of work insofar as practical will not be made in an employee will be inequitable and unreasonable manner. The Union agrees that work assignments and the distribution of no concern work are solely the State Bar’s prerogative and not subject to the Board or District unless it directly impacts the work performance of the employeegrievance procedure.
6:2 Employees will move sequentially on C. In the salary schedule in annual increments. Employees must event that an Employee believes their work more than one-half (1/2assignment(s) of to be inequitable or unreasonable because access to the grievance procedure is not permitted under the MOU, the Employee may discuss the matter with their normal work year to receive the annual increments.
6:3 If a secretary works before immediate supervisor or after normal working hours to chaperone, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSDfirst level manager. If the time accrued by participating concern has not been resolved in these activities exceeds forty (40) hours, then a timely manner and to the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Act.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the aboveEmployee’s satisfaction, the secretary matter may be raised with higher management including their Office Director or the Chief Administrative Officer. The Employee will have the right to Union representation during any of the above discussions. This procedure is intended to be represented by informal. Therefore, there is no requirement to reduce complaints or responses to writing, and the Association at any Employee or all such meetingsthe Employee’s supervisor or first level manager may skip steps in the above procedure.
1. Any such actions The State Bar and the Union shall create a joint Union General Bargaining Unit/State Bar Work Assignment’s Task Force composed of eight (8) members. The State Bar shall appoint four (4) members and the Union shall appoint four (4) members. The goal of this Task Force will be with due regard to privacy.
6:5 An employee establish “yardsticks” to measure workloads/assignments. These yardsticks will not be required to administer medical treatment consider both quantifiable measures such as the number of assigned cases or perform nursing duties; however, in an emergency situation which requires immediate action, an employee is expected to act the number of unfilled positions in a reasonable and prudent manner and will be held harmless from any liabilitywork unit, damages or other monetary expense such as legal costs to defend an action against the employee arising from such conduct. A qualified medical person will be brought on the scene as soon as possible.
6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In the event of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the reasons for the delay and the distance traveled. In the event that the employee work day is canceled, such canceled days will not be charged to an employee's vacation or sick leave.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive the higher rate of pay in said classification for the number of days actually worked in such classification.
6:8 The administration will provide secretaries with a safe and secure place for counting of school monies less measurable areas such as the school principal's office, difficulty of certain types of cases/assignments. It is the nurse's office, intention to develop a recognized maximum expectation for workloads/assignments to relieve Employees of concerns of unreasonable discipline or other locked facilitydenial of time off. No secretary will Yardsticks are not to be required to transport school monies outside the building without an escortused as productivity measures.
6:8.1 D. The District will make delivery of State Bar services in an efficient, effective and courteous manner is of importance to the State Bar and its Employees. Such achievement is recognized to be a reasonable effort to provide a safe storage space for employees to store mutual obligation of the Union and the State Bar within their personal articlesrespective roles and responsibilities.
Appears in 1 contract
WORKING CONDITIONS. 6:1 Hours Teachers are to be at their workstations fifteen (15) minutes before school starts and fifteen (15) minutes after school ends. The personal life length of an employee day, excluding lunch period, shall be equal in all buildings even though starting and ending times may vary. The teaching assignment for teachers in grades seven (7) through twelve (12) will be consist of no concern to the Board or District unless it directly impacts the work performance of the employee.
6:2 Employees six (6) classes and one (1) planning period. Most teachers will move sequentially on the salary schedule in annual increments. Employees must work more than one-half (1/2) of their normal work year to receive the annual increments.
6:3 If also have a secretary works before or after normal working hours to chaperonehomeroom, collect ticketsclub assignment, or supervise a student activity other than those covered by extra-pay for extra-curricular activitiesactivity, he/she as has been the practice in the past. A joint committee will be compensated at established to study alternative scheduling. The parties agree to negotiate a contract addendum upon the established Extra Pay conclusion of this committee's study and recommendations. All teachers shall be entitled to a duty-free, uninterrupted lunch period of thirty (30) minutes. Teachers are free to leave their respective buildings during the designated lunch period providing they inform the building administrator. When special teachers are unable to report to work, the administration will attempt to hire substitute teachers for Extra Responsibilities (EPER) hourly rate the necessary time to insure adequate planning time for elementary teachers. Elementary teachers may use as established in the collective bargaining agreement between RCEA and RCCSDpreparation, all time during which their students are receiving instruction from various teaching specialists. If the time accrued by participating in these activities exceeds forty (40) hoursschedule changes occur, then the employee teachers will be compensated at provided equivalent planning time. The parties agree that staff meetings are a necessary part of efficient operation of the school district. Therefore, to allow teachers adequate time to plan and one-half in accordance with the Fair Labor Standards Act.
6:4 No secretary except probationary perform professional and personal responsibilities without undue conflict, it is agreed that teachers will be discharged, reprimanded or disciplined except forjust cause. Inthe event that notified forty-eight (48) hours in advance of a secretary is summoned by an administrator for a conference concerning the above, the secretary will have the right to be represented meeting called by the Association at any or all such meetings. Any such actions will be with due regard to privacy.
6:5 An employee will not be required to administer medical treatment or perform nursing duties; however, in an emergency situation which requires immediate action, an employee is expected to act in a reasonable and prudent manner and will be held harmless from any liability, damages or other monetary expense such as legal costs to defend an action against the employee arising from such conduct. A qualified medical person will be brought on the scene as soon as possible.
6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postingsadministration. In the event of delayed openingsemergency circumstances, employees teachers will be notified of said meeting twenty-four (24) hours in advance. Emergency absences from such meetings may be cleared by the administrator calling the meeting. Teachers shall be informed of a telephone number that they may call to report unavailability for work. Once a teacher has reported unavailability, it shall be the responsibility of the administration to arrange for a substitute teacher. Class Size The parties recognize that optimum school facilities for both student and teacher are expected desirable to arrive at work as early as possible, taking into consideration insure the reasons for high quality of education that is the delay goal of both Association and the distance traveledBoard. In the event It is acknowledged that the employee work primary duty and responsibility of the teacher is to teach and that the organization of the school and the school day should be directed toward insuring that the energy of the teacher is canceledprimarily utilized to this end. Therefore, such canceled days will not be charged to an employee's vacation or sick leave.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification the class load of teachers in grades kindergarten through fifth will receive one-hundred dollars ($100.00) per semester for over twenty-five (25) students that are present in their classroom and receiving instruction from said teacher as assigned by the higher rate of pay in said classification Administration. Determination for the number of days actually worked students in such classificationeach classroom is based on the fall student count day and again adjusted at the second semester student count day.
6:8 The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facility. No secretary will be required to transport school monies outside the building without an escort.
6:8.1 The District will make a reasonable effort to provide a safe storage space for employees to store their personal articles.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 6:1 The personal life of an employee will shall be of no concern to the Board or District unless it directly impacts the work performance of the employeeexcept as covered in Delaware Code, Chapter 14, Title 14.
6:2 Employees will shall move sequentially on the salary schedule in annual increments. Employees must work more than one-half (1/2) of their normal work year to receive the annual increments.
6:3 If a secretary works before or after normal working hours Secretaries shall be classified as twelve-month employees.
6:4 Employees shall not be required to perform extra-curricular activities (i.e., chaperone, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hours, then the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Act).
6:4 6:5 No secretary except probationary will employee shall be dischargedreprimanded, reprimanded reduced in pay, or disciplined except forjust have disciplinary action taken against them without just cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will have the right to be represented by the Association at any or all such meetings. Any such actions action will be conducted with due regard to privacy.
6:5 6:6 An employee will employee, other than those employees permitted by law, shall not be required to administer give medication nor medical treatment or perform nursing dutiestreatment; however, in an emergency situation which requires immediate action, an employee is expected to act in a reasonable and prudent manner and will shall be held harmless from any liability, damages liability by the Board unless the employee's acts or other monetary expense such as legal costs omissions amount to defend an action against the employee arising from such conduct. A qualified medical person will be brought on the scene as soon as possiblegross negligence or willful and wanton misconduct.
6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. 6:7 In the event of delayed openingsinclement weather, or similar circumstances, causing school openings to be delayed, secretarial employees are shall be expected to arrive at work as early as possible, taking into consideration the reasons reason for the delay delay, the distance traveled and the distance traveledhazards involved. In If schools close for 10 month staff due to inclement weather, secretaries have the event that ability to work remotely. Secretaries shall be required to establish an account with a district approved online telephone service for the employee purpose of receiving work day related calls. When a state of emergency and/or city emergency is canceleddeclared while school is in session, such canceled days will not be charged to an employee's vacation or sick leavesecretarial staff shall follow district directions.
6:7 6:7.1 When schools dismiss early due to inclement weather or other emergency conditions secretaries will leave one hour after students are dismissed. Non-school secretaries will leave one hour after the early dismissal time for secondary schools. Should students remain after one hour, it is not the secretary’s responsibility to stay with the student(s).
6:8 Any secretarial/clerical secretarial employee temporarily transferred by administrative action to a higher rated classification will shall receive the higher rate of pay in said classification for the number of days actually worked in such classification. This section does not apply to the employees in the "support pool.
6:8 The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facility. No secretary will be required to transport school monies outside the building without an escort."
6:8.1 The District will make seek outside agency support when a secretary is on leave for five or more consecutive days. If an outside agency is not available at a reasonable effort cost as determined by the district or the leave is less than five days, the district will assign a floater secretary to provide cover the leave. If a safe storage space for employees floater secretary is not available, the administration will attempt to store their personal articlesfind coverage within. The support pool will only be used in the event administration is not able to find adequate coverage within the building.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 6:1 The personal life of an employee will 1. No truant officer or registered nurse shall be of no concern to the Board or District unless it directly impacts the work performance of the employee.
6:2 Employees will move sequentially on the salary schedule in annual increments. Employees must work more than one-half (1/2) of their normal work year to receive the annual increments.
6:3 If a secretary works before or after normal working hours to chaperone, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hours, then the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Act.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust without just cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will have the right to be represented by the Association at any or all such meetings. Any such actions asserted by the Board shall not be made public and shall be subject to the grievance procedure herein set forth. No truant officer or registered nurse who has completed a probationary period of three (3) years of employment shall be terminated without just cause. However, no imposed discipline shall be reversed, expunged or mitigated as a result of a finding that a Supervisor may have made public comments during the emergent situation which prompted the disciplinary action.
2. By June 30 of each year every effort will be with due regard made to privacynotify each truant officer and registered nurse of reemployment status for the following academic year.
6:5 An employee will not 3. Registered nurses shall indicate their presence for and absence after duty each day by placing their initials in the appropriate column of the faculty “sign in” roster upon arrival and departure respectively.
4. No registered nurse, unless on special assignment, shall be required to administer medical treatment report for duty earlier than twenty (20) minutes prior to the time designated as the start of the school day (late ▇▇▇▇) for pupils. All registered nurses shall be permitted to leave the building ten (10) minutes after the close of the school day except when on special assignment or perform nursing duties; however, in an emergency situation when required to attend a professional meeting. Special assignment shall be defined as any assignment which requires immediate action, an employee is expected to act in a reasonable and prudent manner and will be held harmless from any liability, damages exists by reason of uncontrolled or other monetary expense such as legal costs to defend an action against the employee arising from such conduct. A qualified medical person will be brought on the scene as soon as possibleabnormal circumstances.
6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings5. In the event of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the reasons for the delay and the distance traveled. In the event that the employee work day is canceled, such canceled days will not be charged to an employee's vacation or sick leave.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive the higher rate of pay in said classification for the number of days actually worked in such classification.
6:8 The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facility. No secretary will Registered nurses may be required to transport school monies outside remain after the building without end of the regular workday for the purpose of attending up to four (4) meetings per month. The notice of an escortagenda of any faculty meeting may be given to registered nurses involved at least two (2) days prior to the meeting, except in an emergency. Registered nurses shall have the opportunity to suggest items for the agenda.
6:8.1 6. The District will make a reasonable effort total in-school work year for registered nurses shall not exceed one hundred eighty six (186) scheduled work days which shall be reduced by emergency closing except that registered nurses may be required to report for work during unscheduled emergency closing resulting from student disruptions or situations which require the participation of registered nurses in the solution, problems or the planning of procedures dealing with the emergency.
7. The work day for the truant officer shall be maintained pursuant to the existing practice. The work year for the truant officer shall be twelve months.
a. Whenever the Board acts, by reason of reduction-in-force, to terminate the employment of any employee covered herein, the following procedures shall be followed:
(1) The Board shall provide a safe storage space written notice of lay off at least two (2) weeks prior to the effective date
(2) Employees shall be selected for employees lay off in inverse order of seniority
b. When a vacancy occurs, a laid off employee shall be entitled to store their personal articlesrecall thereto in order of seniority on the appropriate list (i.e. truant officer and registered nurse).
c. Notice of recall to work shall be sent to the employee’s last known address. Within seven (7) days of the receipt of such notice, the employee shall notify the Board of acceptance or rejection of this recall.
d. Any employee who fails to reply or who indicates a rejection of this recall, shall forfeit all seniority and all rights to further recall. Any employee who indicates an acceptance of the recall shall arrange to report for work within twenty-one (21) days after receipt of the recall or within such period of time as may be set forth in written extension of time granted by the Board or designee. Any employee who fails to report to work as described herein shall forfeit all seniority and all rights to recall.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 6:1 The personal life Employer and the Union agree there are some days in which the temperature and humidity in the plants rise to a level that is quite high and causes considerable discomfort. The combination of temperature and humidity will initiate an action by the Employer as follows:
1. Humidex reading 30 or higher, initiates free vending of water* during break period.
2. Humidex reading 34 or higher, initiates an extra break with vending of water during break period.
3. At the discretion of the Employer, curtail the plant operations, in part or complete, this action will be discussed fully with the Bargaining Committee. All readings will be based on information received from the ▇▇▇.▇▇▇▇▇▇▇.▇▇▇▇▇▇▇▇▇.▇▇ website. Humidex readings will be monitored during the shift and may have the effect of an employee extra break and/or free vend on one shift and not the other or vice versa. In any event, such readings will not result in any more than one (1) extra break during the first half and second half of the shift based on the humidex readings obtained, except when the humidex reaches extremes as defined by the Ministry of Labour Guidelines. The Employer will request that an extra break (if initiated) will be of no concern to taken by employees in an air-conditioned environment *Bottled Water in dispensers will be provided by the Board or District unless it directly impacts Company. LETTER # 2 New and Revised Work Classifications & Assigned Wage Rates When the work performance of the employee.
6:2 Employees will move sequentially on the salary schedule in annual increments. Employees must work more than one-half (1/2) of their normal work year to receive the annual increments.
6:3 If Employer establishes a secretary works before or after normal working hours to chaperone, collect ticketsnew, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she revised work classification the Employer will discuss the basis upon which such changes have to be compensated at established with the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSDBargaining Committee. If the time accrued by participating in these activities exceeds forty (40) hoursthere is no agreement with respect to such new, then the employee will split or revised work classification and or rate of pay a Union policy grievance may be compensated at time and one-half filed in accordance with Articles 2.01 and 7.00 of the Fair Labor Standards ActCollective Agreement. LETTER #3 Policy to Cover Urgent Call Back During Short Term Layoff This policy must be followed 100%, so we can handle all situations in a uniform manner.
6:4 No secretary except probationary a. Phone calls as laid down in our contract in Article 10.05 (c) will be dischargedour basis of communication.
b. This will be as laid down for seniority call back (to obtain number required for start up).
c. Any person who is not contacted the initial day of the phone calls will be contacted after hours or the next day.
d. Times of all calls will be recorded.
e. Upon contact, reprimanded or disciplined except forjust causeparty must give firm answer as to their return as requested.
f. At this point, if these employees would mean an overstaffing situation, then in accordance of seniority, staff will be reduced from this group.
g. All other situations will be handled as laid down in article 10.05 (c) with registered letters if contact is not made by telephone. Inthe event If at any time a situation arises that a secretary is summoned not covered by an administrator for a conference concerning the above, the secretary Human Resources Office will be contacted for further direction. LETTER #4 Role of Local Union President This letter of understanding will confirm our agreement in regard to the role of the Local Union President in the administration of our Collective Agreement. The parties agree that the Local President serve as an alternate to the National Representative whenever the latter is unavoidably unavailable and the National Representative, upon reviewing a prevailing problem and upon determining it to be of such a nature it cannot await their “on the scene” attention, then notifies the Employer Official or a designated representative that they authorize the Local President to serve as their alternate. Again we take this opportunity to express our mutual desire and intent to ▇▇▇▇▇▇ and develop a harmonious and favourable working relationship to assure continuing success that we may continue to share the benefits of our mutual opportunities. LETTER #5 Hours of Work and Overtime This is to confirm the agreement between the parties that the Employer will discuss with the Bargaining Committee possible alternatives with respect to overtime schedules, including starting time of shifts. It is understood that the final decision rests with the Employer; however, the Employer will in good faith consider and fairly weigh alternatives posed by the Committee. LETTER #6 New Technology Technological change means the introduction by the Employer of equipment, work methods, organization, processes or operations significantly different in nature, type, or quantity from that previously utilized by the Employer which the Employer anticipates will require an employee to acquire new occupational skills or render obsolete their present occupations skills or cause removal from employee’s present classification. The Employer will notify the Union of any technological change prior to the implementation of such changes. Should the issue of technological change arise, the Employer agrees to meet with the Union to have informative and meaningful discussions relative to the impact of these changes to the plant and employees. LETTER #7 Ergonomics/Job Rotation The Company and the Union recognize the need to address potential work related injuries resulting from workstation set-up and/or layout or improper work habits and will set in place a process to review workstations based on our WSIB statistics and/or issues raised by employees. If an ergonomic discussion is required of a workstation, it will be at the mutual call of the JHSC Chairpersons. LETTER #8 Health and Safety The functions of the Safety Committee representatives will be as follows: Meet every sixty (60) calendar days, to review health and safety conditions within the plant and to make recommendations as are deemed necessary or desirable. Make monthly inspections of the facility with the Employer’s Health & Safety representatives to ensure there is a safe, healthful and sanitary working environment. It is further agreed that the Unit Chairperson may attend the meeting at his/her discretion. For purposes of making safety and health inspections, the National Union Safety and Health staff representatives will, with advance notice, have access to the Company locations where members of the Union are employed. Receive prompt notification of any fatalities or serious injuries resulting from work related accidents and in addition to be informed of major accidents that did not result in serious injury but indicate a high potential for such. Receive all Accident reports covered in above. Review, recommend and participate in the development of plant safety education and information programs and employee job related safety training programs. The Employer will continue to monitor and measure noise, carbon monoxide and airflow and the results of such measurements will be posted and reviewed at the applicable safety meeting. When the conditions in the plant indicate it is necessary to conduct various tests, the results of such tests will be made known as per the previous paragraph. Accompany Government Health and Safety Inspectors as requested by the Union and receive a copy of any orders issued by the Government Inspectors as a result of such inspection. In addition to the Joint Health and Safety Meetings referred to above, at the request of either party, the joint committee will conduct special meetings at a mutually agreeable time to review other safety matters such as:
1. Material Safety Data sheets and any problems that may arise in the use of chemicals.
2. Accident Investigation Reports for the purpose of developing recommendations to prevent similar accidents from occurring. Safety Committee members will receive a status report on all outstanding safety related suggestions, directives, and maintenance work orders at each monthly meeting. The Employer will continue as in the past to provide at no cost to the employees necessary protective equipment and/or devices. The Employer agrees to provide adequate first aid facilities. The Employer will provide to employees who are exposed to potentially harmful agents or toxic materials, at no cost to them, those medical services that are required by law and are necessary. Health and Safety will be applied as per Ontario Occupational Health and Safety Act R.S.O. 1990, c. O.1, s.9 and the applicable Industrial Regulations. The Employer shall ensure that all employees are informed that they have the right to refuse work which may harm them or any person and that signs are posted in the workplace advising of this right. If an employee exercises his/her right to refuse he/she shall notify his/her supervisor, who then will notify a Union member of the Health and Safety Committee. He/she shall stand by in a safe place and participate fully in the investigation of the hazard. The Health and Safety Union Chairperson or his/her designate shall fully participate in the investigation at every stage and may recommend a solution to the problem. The Employer shall repair, or cause to be represented by repaired without cost to the Association at any or employee approved prescription safety glasses that are accidentally damaged during the course of their employment. In accordance with the Occupational Health and Safety Act an effective lockout/tagout program must exist and all such meetings. Any such actions will be with due regard to privacy.
6:5 An employee will not be employees required to administer medical treatment lockout/tagout machinery, equipment or perform nursing duties; however, in an emergency situation which requires immediate action, an employee is expected systems shall receive appropriate training. A lockout/tagout program will continue to act in a reasonable and prudent manner exist and will be held harmless from any liability, damages or other monetary expense such reviewed by the Joint Health and Safety Committee as legal costs to defend an action against required. All members of the employee arising from such conduct. A qualified medical person Joint Health and Safety Committee will be brought trained in order that they can hold “certified worker” status. Any employee required to operate motorized material handling equipment as a part of their normal job requirement will receive appropriate training on the scene as soon as possiblesafe operation of such equipment. LETTER #9 Pay Continuation While on Approved Union Leave of Absence The following procedure will be applied for the payment and reimbursement of employees on authorized Union leaves of absence.
6:6 Whenever possible 1. The President of Local 1524 or the Unit Chairperson MTD Unit Local 1524 or his/her designated representative will authorize Union Leaves of Absence to be paid by the Employer on behalf of the Local Union on a form supplied by the Employer.
2. The Employer will invoice Unifor Local 1524 on a monthly basis for the reimbursement of all notices monies paid to delay or cancel school openings employees authorized for such leaves. Vacation pay and any contributions i.e. CPP, EI, etc will be transmitted no later than 6:00 a.m. paid by the Employer and not included in the monthly billing to Unifor Local 1524.
3. All ▇▇▇▇▇▇▇▇ are payable by Unifor Local 1524 to MTD Products Limited upon receipt.
4. Any employee on leave of absence authorized as above will be paid for announcement over radio stations WILMtheir lost time at their regular hourly rate of pay.
5. Should Unifor Local 1524 be unable to comply with the terms of this pay continuation agreement as regards reimbursement for monies owing, WDEL/WSTW the Employer shall reserve the right to terminate this agreement. The Employer and W JBRthe Union recognize the Duty to Accommodate as per the Ontario Human Rights Code and the Workplace Safety and Insurance Act. Where it becomes necessary to accommodate an employee with restrictions, email a job will be identified by the Employer and via School Messenger will be modified if possible, to suit the restrictions. The Chairperson will be advised of bargaining unit employees who are accommodated in accordance with this provision. If issues or disputes arise regarding suitable job placement, the Unit Chairperson will be advised of the accommodation and be involved if required in discussions involving the Workplace Safety and Insurance Board personnel and/or ergonomic specialist to resolve the issue. LETTER #11 Subcontracting The Company recognizes the Union’s concern with respect to subcontracting work normally performed by hourly represented employees. The Company and the Union agree that there will be meaningful discussion between the parties prior to the outsourcing of such work. The Company will give the Union advance notice of its intent to subcontract such work and discuss the reason, the nature, the scope as well as State the approximate dates for the work to be outsourced. In these discussions, the Company will afford the union the opportunity to provide input and District website postingsconsider a request by the Union to conduct such work within the bargaining unit. In the case of skilled trade work performed in-house by an outside contractor, the Company and Union agree it would be beneficial to have a bargaining unit employee from the relevant skilled trade job classification work with the contractor, if possible and as determined by the Company, for the purpose of efficiency and training. LETTER #12 Moment of Silence The Employer agrees that each year on April 28th at 11:00 a.m. one (1) minute of silence will be observed in memory of those workers who have died or been injured in work related injuries. The Company and the Union agree a job posting may require an applicant to write a test in-order to qualify for the posted job classification. Such tests will initially be reviewed in a meeting with the Unit Chairperson and a HR Representative (or their designates), to ensure it is relevant to the essential duties and responsibilities of the job classification. The Company agrees to have meaningful discussions and fully co-operate with the Unit Chairperson to resolve any concerns with respect to the test content. The discussion will include an employee(s) having expert knowledge of the work to be performed, if requested by either party. All applicants who apply to the same job posting will be given the same test. The Company in consideration of the employee’s availability will schedule the testing. Failure of an applicant to write the test at the scheduled time and place will disqualify the applicant unless the applicant can provide a valid reason. Seniority will be the determining factor in awarding an applicant, provided the applicant attains a passing grade on the test, as determined by the Company. The Company maintains the right to change or alter a test subject to the above review process. The Company agrees to provide all grievance settlements involving monetary resolutions greater than two hundred dollars ($200) will be paid on a separate cheque. LETTER #15 Payroll Errors In the event of delayed openingsan error in payroll attributed to the Company, employees are expected resulting in a pay cheque differential to arrive at work as early as possiblean employee of $100.00 or more, taking into consideration the reasons for Company will rectify such payroll error by the delay end of the next day. The Company and the distance traveled. In Union have jointly agreed to apply Article 10:04 (b); Temporary Lay-off of 5 days or less and Article 10:02; Retention of Union Representation (Super Seniority) as follows: When the event that Company implements a lay-off of five (5) days or less in accordance with Article 10:04 (b), the employee work day is canceled, such canceled days provisions of Article 10:02 will not be charged to an employee's vacation or sick leave.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive implemented. For the higher rate purpose of pay clarification, all Union Representatives as stated in said classification for the number of days actually worked in such classification.
6:8 The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's officeArticle 10:02, the nurse's office, or other locked facility. No secretary will be required to transport school monies outside the building without an escort.
6:8.1 The District will make affected by a reasonable effort to provide a safe storage space for employees to store their personal articles.temporary lay-off based on his/her natural seniority and not super seniority as specified in Article 10:02. Therefore lay-offs as per Article 10:04
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 6:1 A. Under normal circumstances, employees shall perform those duties as defined in the appropriate job description with the following exceptions:
1. In the absence of the building principal or their designee, it is clearly understood that clerical staff shall not be held accountable for the administration of the building. The personal life of District will avoid having secretarial/clerical employees alone in the building. Should such an employee occasion arise, the affected employee(s) will be permitted to be transferred to another work location for that day or may choose to take a non-pay day if she is not eligible for vacation time.
2. Employees shall assist in first aid functions. It is not acceptable on anyone's part to abandon an injured or seriously sick person. The employee shall notify the administrator in charge immediately, for these kinds of no concern cases require immediate notice to parents, police and/or other emergency procedures available for such purposes.
3. It is the Board duty of a teacher aide to perform their normal duties, which is to assist the teacher, and shall not instruct a class nor be left in charge of a classroom to supervise, except in cases of emergency. In this case, they shall be instructed to do so by their administrator or District unless it directly impacts teacher. Aides shall not cover a classroom or a combination of classrooms for more than 30 minutes at one time or cumulatively through a single day without the work performance approval of the employeeSuperintendent or designee.
6:2 Employees 4. Administration will move sequentially on the salary schedule in annual increments. Employees must meet with union annually to review and update procedures for distribution of medication.
B. The normal work more than day for 8 hour a day employees shall include a one-half (1/2) of their hour duty free lunch period and should include two (2) fifteen (15) minute daily relief periods. A normal work year to receive the annual increments.
6:3 If day for a secretary works before or after normal working hours to chaperone, collect tickets, or supervise 6 but less than eight (8) hour a student activity other than those covered by extra-pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hours, then the employee will be compensated at time and day aide shall include a one-half in accordance (1/2) hour duty free lunch period. In buildings where more than one 8 hour or one 6 hour a day employee is housed; relief and lunch periods must be scheduled so that the building operation is not hindered. Any employee working more than four (4) hours but less than six (6) hours shall be provided a fifteen (15) minute break.
C. Employees have a right to use rest areas, lounges and restrooms. They shall not be deprived of this freedom. The intent here is to guarantee rights of employees to use all open facilities afforded to other employee groups.
D. The employee shall have the option to leave the building, with the Fair Labor Standards Actbuilding administrator’s knowledge, during their lunch period as long as it does not extend beyond that period.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will have the right to be represented by the Association at any or all such meetings. Any such actions will be with due regard to privacy.
6:5 An employee will not be required to administer medical treatment or perform nursing duties; however, in an emergency situation which requires immediate action, an employee is expected to act in a reasonable and prudent manner and will be held harmless from any liability, damages or other monetary expense such as legal costs to defend an action against the employee arising from such conduct. A qualified medical person will be brought on the scene as soon as possible.
6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In the event of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the reasons for the delay and the distance traveled. In the event that the employee work day is canceled, such canceled days will not be charged to an employee's vacation or sick leave.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive the higher rate of pay in said classification for the number of days actually worked in such classification.
6:8 The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facility. No secretary will be required to transport school monies outside the building without an escort.
6:8.1 The District will make a reasonable effort to provide a safe storage space for employees to store their personal articles.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 6:1
A. The personal life Board recognizes that the proper performance of an employee will employee's duties requires that adequate time be of no concern to allowed for their completion. Therefore, the Board or District unless it directly impacts will endeavor to structure work assignments so that adequate time is available for their completion.
B. The Board recognizes that the work safe and effective performance of an employee's duties requires that appropriate tools, materials, and supplies be available. Therefore, the employeeBoard will provide such tools, materials, and supplies as may be necessary for the performance of assigned duties.
6:2 C. Employees will move sequentially on the salary schedule in annual increments. Employees must work more than one-half (1/2) of their normal work year to receive the annual increments.
6:3 If a secretary works before or after normal working hours to chaperone, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hours, then the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Act.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will have the right to be represented by the Association at any or all such meetings. Any such actions will be with due regard to privacy.
6:5 An employee will shall not be required to administer medical treatment work under unsafe or hazardous conditions or to perform nursing tasks which endanger their health, safety, or well-being. Any employee aware of such a situation shall immediately report it to his immediate supervisor.
D. The Employer shall support and assist bargaining unit members with respect to the maintenance of control and discipline of students in the bargaining unit members’ assigned work areas. The Employer shall take reasonable steps to relieve the bargaining unit member of responsibilities with respect to students who are disruptive or who repeatedly violate rules and regulations.
E. Employees may be provided with in-service training opportunities and professional development in order to perform their duties.
F. No non-probationary employee shall be disciplined without just cause. The term discipline as used in this Agreement includes warnings; however, in an emergency situation which requires immediate action, an employee is expected to act in a reasonable and prudent manner and reprimands; suspensions with or without pay. Written warnings or reprimands will be held harmless from any liability, damages or other monetary expense such as legal costs to defend an given in the form of a formal letter with the full signature of the administrator taking the action against including the employee arising from such conductspecific grounds for the disciplinary action. A qualified medical person will copy of a written warning or reprimand shall be brought on given to the scene as soon as possiblebargaining unit member prior to placement in the personnel file. Any employee who wishes to take exception to a written disciplinary action shall be allowed to respond in writing to the appropriate administrator and such response shall be placed in the employee’s personnel file.
6:6 Whenever possible all notices to delay G. It is agreed and understood that the following progressive system of discipline shall be followed in disciplining non-probationary bargaining unit members:
1. Verbal warning by Supervisor/Administrator
2. Written reprimand
3. Suspension with or cancel school openings will be transmitted no later than 6:00 a.m. without pay
4. Dismissal for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In just cause The parties recognize that the event severity of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the reasons an offense may provide just cause for the delay and acceleration of the distance traveled. In the event that the employee work day is canceled, such canceled days will not be charged to an employee's vacation or sick leaveabove progression of discipline.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive H. The Board acknowledges that it is in the higher rate of pay in said classification for the number of days actually worked in such classification.
6:8 The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facility. No secretary will be required to transport school monies outside the building without an escort.
6:8.1 The District will make a reasonable effort best interest to provide a safe storage space and healthy working environment for employees to store their personal articlesthe District’s support staff.
Appears in 1 contract
Sources: Basic Agreement
WORKING CONDITIONS. 6:1 A. The administration shall ensure that safe and adequate facilities are provided for ISD Employees. BAISD will follow all board policies as they relate to threatening behavior toward staff.
B. The ISD will reimburse an Employee up to $250 for personal life items such as eyeglasses, clothing, or other personal property lost or damaged on the job that is not caused by the Employee’s negligence and not covered by the Employee’s insurance. Requests for reimbursement must be submitted within thirty (30) days and a receipt may be required.
C. The ISD will pay up to seven (7) hours to an Employee as a result of an employee will on-the-job injury and shall not be of no concern to deducted from the Board or District unless it directly impacts the work performance of the employeeEmployee’s paid leave allowance.
6:2 Employees D. The Board will move sequentially provide legal counsel if the Employee is complained against, assaulted or sued by reasons of their actions while on the salary schedule job or is performing any job related work, provided the Employee is performing in annual incrementsa professional manner as described in the Michigan Department of Education’s Professional Educator’s Code of Ethics.
E. When conditions not within the control of ISD authorities cause constituent districts to close, the respective ISD Employees serving or assigned to a center program housed in a building in those districts shall not report to work unless said day has been scheduled as a non-instructional day. Such Employees must work more than one-half (1/2) of shall receive their regular pay on their normal work year to receive the annual increments.
6:3 If a secretary works before or after normal working hours to chaperone, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hours, then the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Act.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will have the right to be represented by the Association at any or all such meetings. Any such actions will be with due regard to privacy.
6:5 An employee will not be required to administer medical treatment or perform nursing duties; however, in an emergency situation which requires immediate action, an employee is expected to act in a reasonable and prudent manner and will be held harmless from any liability, damages or other monetary expense such as legal costs to defend an action against the employee arising from such conduct. A qualified medical person will be brought on the scene as soon as possible.
6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postingsdates. In the event student instruction day(s) in the constituent districts or in the center programs are required by Michigan State law to be rescheduled because of delayed openingsdistrict closings caused by conditions not within the control of school authorities, employees are expected only those ISD Employees affected by the rescheduling shall report to arrive at work as early as possible, taking into consideration their respective assignments on the reasons rescheduled days but shall not receive additional pay for the delay rescheduled day(s).
F. The administration may call in-service and information meetings to be attended by all Employees. Such meetings will be held to a reasonable time. Prior notice of two (2) calendar days shall be provided whenever possible. Emergency meetings may be called without prior notice.
G. Employees who can demonstrate they have been scheduled for excessive amounts of meetings outside their regularly scheduled work hours will work with administration to review the data. If excessive time has been agreed upon and identified administration will work with local district administration to establish a reasonable amount of time spent on after school meetings.
H. Employees who drive their personal automobiles in the course of their work shall be paid according to mileage rates of the Internal Revenue Service.
I. Both parties recognize the importance of being consistent with non-tenure ancillary Employee’s caseloads to the greatest extent possible. The association and the distance traveled. In the event that the employee work day is canceled, such canceled days will not be charged to an employee's vacation or sick leave.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive the higher rate of pay in said classification for the number of days actually worked in such classification.
6:8 The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facility. No secretary will be required to transport school monies outside the building without an escort.
6:8.1 The District will make follow the process for caseload analysis at the request of a reasonable effort Bargaining Unit Employee in accordance to provide a safe storage space for employees to store their personal articlesthe Letter of Agreement Appendix G between the ISD and the Association.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 6:1 A. The personal life employee shall take reasonable measures in order to prevent and eliminate any present or potential job hazards which they may encounter at their places of work.
B. The employee will also be expected to inform his/her Supervisor in writing of any such job hazard (including threats or violence) as soon as the employee first becomes aware of such unsafe areas, conditions, or equipment. The Supervisor upon notification of an employee will alleged unsafe condition shall investigate such condition and shall be of no concern expected to make adjustments in such condition if, in the Board or District unless it directly impacts Supervisor's investigation, the work performance of alleged unsafe condition is found to be a hazard to the employee.
6:2 C. There shall be no off-setting of overtime with compensatory time beyond the end of the pay period. Employees will move sequentially shall submit timesheets electronically as directed by administration. All overtime must be pre-approved by the employee’s supervisor and the Superintendent. Overtime must be documented on the salary schedule in annual increments. Employees must work more than one-half (1/2) of their normal work year to receive employee’s timesheet for the annual incrementsappropriate pay period.
6:3 If D. Any case of injury to an employee or damage to his/her property, which is required for the work, shall be reported promptly to Administration who will advise of next steps, including employee submission of a secretary works before or after normal working hours Personal Property Claim and/or Worker’s Compensation & Accident Report to chaperone, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) Administration within 24 hours, then the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Act.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will have E. An employee also has the right to be represented by advised and eventually provided a copy of any written complaint to the Association at any or all such meetings. Any such actions will be with due regard to privacyBoard concerning his/her work unless the employee is under criminal investigation.
6:5 An F. Time lost by an employee will in connection with an incident mentioned in this article, non- compensable under ▇▇▇▇▇▇’s Compensation, at superintendent discretion, may not be required to administer medical treatment or perform nursing duties; however, in an emergency situation which requires immediate action, an employee is expected to act in a reasonable and prudent manner and will be held harmless from any liability, damages or other monetary expense such as legal costs to defend an action charged against the employee arising from such conduct. A qualified medical person will be brought on the scene as soon as possibleunless he/she is guilty in a court of law.
6:6 Whenever possible G. The Association agrees that it is the responsibility of all notices employees to delay assist in maintaining order in the building and on school grounds.
H. The Board shall carry Worker’s Compensation so that an Employee disabled from an injury or cancel school openings will disease due to his/her employment may receive medical attention, and weekly benefits. Such insurance shall cover all benefits required by Michigan’s Worker’s Compensation Act. If an employee uses his/her paid leave while on Worker’s Compensation, it shall be transmitted no later than 6:00 a.m. deducted on a proportional basis. When an employee’s sick leave is depleted, the employee shall be paid Worker’s Compensation only. The employee shall pay his/her portion of the premium for announcement over radio stations WILMhealth insurance, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In the event of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the reasons for the delay and the distance traveleddistrict will pay their contractual portion of the premium, if applicable, while receiving Worker’s Compensation benefits. In the event that an employee suffers an injury or illness that is compensable under the Michigan Worker’s Compensation Law, the employee work will be entitled to use his/her sick leave in the same manner as if the injury or illness were not compensable under the Worker’s Compensation Law. An employee receiving Worker’s Compensation and who elects to use sick leave will sign over the Worker’s Compensation check(s) to the District within ten (10) days of receipt. Sick leave will be deducted for any such day is canceledon a prorated basis (e.g., such canceled days two-third pay received from Worker’s Compensation will not be charged to an result in one-third sick day deducted from employee's vacation or ’s sick leave bank). If the employee uses sick leave while on Worker’s Compensation, the employee will pay their portion of their retirement contribution on the sick leave portion used during this time period and the district will make their appropriate contribution. If the employee has exhausted his/her accumulation of paid sick leave.
6:7 Any secretarial/clerical , the employee temporarily transferred will be entitled to a higher rated classification will receive the higher rate of pay in said classification payment only under Worker’s Compensation for the number duration of days actually worked in such classificationthe absence.
6:8 The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facility. No secretary will be required to transport school monies outside the building without an escort.
6:8.1 The District will make a reasonable effort to provide a safe storage space for employees to store their personal articles.
Appears in 1 contract
Sources: Master Contract
WORKING CONDITIONS. 6:1 A. General Conditions Although the principal responsibility of teachers is to teach, guidance counselors to counsel, and all other recognized groups to function within their area of licensure or expertise, all members of the bargaining unit contribute individually and collectively to the successful operation of school buildings, the school District, and the education of the students therein.
1. In assigning students to classes, the administration shall make every effort to work with staff to determine appropriate class sizes relative to educational, safety and financial considerations.
3. The personal life District will determine class assignments in which a member of an employee the bargaining unit will teach within his/her licensure and in conformance with state law or regulation. Every effort will be made to assign staff members to teach in not more than two (2) areas of no concern to licensure. If it is necessary, under extenuating circumstances, the Board or District unless it directly impacts the work performance may assign a member of the employee.
6:2 Employees will move sequentially on the salary schedule bargaining unit to teach in annual increments. Employees must work more than one-half two (1/22) areas of their normal work year to receive which the annual increments.
6:3 If a secretary works before or after normal working hours to chaperone, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she member is licensed. The WREA president will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hours, then the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Act.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will have the right to be represented notified by the Association at any or all such meetings. Any such actions will be with due regard building principal when the District assigns a teacher to privacy.
6:5 An employee will not be required to administer medical treatment or perform nursing duties; however, in an emergency situation which requires immediate action, an employee is expected to act in a reasonable and prudent manner and will be held harmless from any liability, damages or other monetary expense such as legal costs to defend an action against the employee arising from such conduct. A qualified medical person will be brought on the scene more than two areas of licensure as soon as possiblereasonable.
6:6 Whenever possible 4. In all notices matters relating to delay or cancel teacher work load, teacher assignment, distribution and balance of class sizes, non-teaching duties, after school openings meetings, and similar matters, every reasonable administrative effort shall be made to see that fair, impartial, and equitable treatment and consideration is given to each such circumstance.
5. Every effort will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In made to inform teachers of their teaching assignments by the event close of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the reasons current school year for the delay next school year.
6. The parties agree to work together to provide for the orderly and safe operation of school buildings. Teachers shall maintain visibility in corridors and make regular visits to student lavatories to prevent infractions of school rules.
7. Members of the distance traveledbargaining unit accept responsibility for classroom order and management. In the event that individual student behavior becomes disruptive to the employee education of others in the class, bargaining unit members shall receive administrative support.
B. Annual Flexible Work Time Assignments Work time assignment is defined as the daily work day start and end times in conformance with the workday included in this Agreement.
1. This provision is canceledintended for scheduling purposes at the high school. However, such canceled days nothing in this Agreement will prevent the District from implementing a flexible work schedule in any other District school building in emergency situations.
2. Flexible scheduling will be used only when the District does not have sufficient facilities within a building to accommodate the educational program of the students and should be considered as an emergency temporary measure only.
3. The conversion to flexible work times shall not be charged to an employee's vacation or sick leavefor the direct purpose of eliminating existing program offerings. Nothing in this Article limits the rights of the parties as outlined in ARTICLE 9, Reduction in Force.
6:7 Any secretarial4. In schools where there are flexible work times, the principal/clerical employee temporarily transferred designee shall request input from members of the bargaining unit regarding their work time preferences on an annual basis prior to a higher rated classification the commencement of the annual scheduling process. Every effort will receive be made to accommodate the higher rate of pay in said classification for the number of days actually worked in such classificationmember's preference.
6:8 5. The administration will provide secretaries with most senior member of the bargaining unit within licensure and area of concentration shall be given preference, whenever possible, in work time assignment on an annual basis within a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facility. No secretary will be required to transport school monies outside the building without an escortbuilding.
6:8.1 The District will make 6. Members of the bargaining unit, employed as of June 20, 1997, shall work a reasonable effort to provide a safe storage space for employees to store their personal articlescontiguous workday.
Appears in 1 contract
Sources: Collective Bargaining Agreement
WORKING CONDITIONS. 6:1 A. The personal life Employer agrees that no employee shall be required to work under unsafe or hazardous conditions. Further, the employer agrees to provide, without cost to the employee, necessary safety equipment, not to include ordinary equipment, for their performance of an their regular duties.
B. Coffee Breaks: Employees may take the fifteen minute coffee br~ak in the
a. m. and also a fifteen minute coffee break in the p.m. or the first half of their regular shift, whichever may apply. The Employer agrees to provide adequate rest areas, lounges, and restrooms for employee use. Appropriate time for break will be of no concern to the Board or District unless it directly impacts the work performance of the employeeobserved.
6:2 Employees will move sequentially on the salary schedule in annual increments. Employees must work more than one-half (1/2) of their normal work year to receive the annual increments.
6:3 If a secretary works before or after normal working hours to chaperone, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hours, then the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Act.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will have the right to be represented by the Association at any or all such meetings. Any such actions will be with due regard to privacy.
6:5 C. An employee will not be required to administer medical treatment dispense medication to any other person, including students. The policy of the school district, and published State guidelines, will be followed with regards to this area.
D. No employee of the bargaining uni.t shall be required to act as a supervisor of students or perform nursing duties; however, in an emergency situation which requires immediate action, an employee is expected to act in a disciplinary role, unless such supervisor or disciplinary activities are voluntarily contracted for by the employees as part of their normal job function, or is presented in an emergency situation. The Employer agrees to give all reasonable assistance to employees in relation to requests for maintenance of control and prudent manner discipline in the employee's work area, and the employee agrees to provide all reasonable aid and assistance to the Employer for the maintenance and control of discipline in the school system, on school property, and in the protection of school property.
E. The Union and the Board jointly recognize that alcoholism and drug abuse are illnesses and shall be treated as such. The Board agrees that any bargaining unit member with an alcohol or drug abuse problem who requests diagnosis or treatment will not jeopardize hisfher rights or security and that such problems will be held harmless from any liability, damages or other monetary expense such as legal costs to defend handled in a confidential manner. The employee must participate in an action against the employee arising from such conductapproved program. A qualified medical person will This provision shall not be brought on the scene as soon as possibleutilized more than twice per member.
6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In the event of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the reasons for the delay and the distance traveled. F. In the event that a child with an ongoing or chronic communicable disease is allowed, by policy or law, to attend school, all employees having contact with the employee work day student shall be notified in advance of the child's placement and/or return to school, to the extent such notification is canceled, such canceled days will not be charged to an employee's vacation or sick leave.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive the higher rate of pay in said classification for the number of days actually worked in such classification.
6:8 The administration will provide secretaries with a safe and secure place for counting of school monies such as the school principal's office, the nurse's office, or other locked facilitypermitted under law. No secretary will be required to transport school monies outside the building without an escort.
6:8.1 The District will make a reasonable effort shall provide in-service training in hygienic practices and management to provide a safe storage space for employees to store their personal articlescoming into contact with students having such communicable diseases, if requested by such employee.
Appears in 1 contract
Sources: Master Agreement
WORKING CONDITIONS. 6:1 A. Professional Growth The personal life Board of an employee Education recognizes the importance of professional conferences for the professional growth of the individual administrator and therefore, subject to available resources, shall provide the opportunity for and reimbursement of appropriate expenses for such conferences upon the approval of the Superintendent or his/her designee. Administrator will be compensated for participation in district approved Professional Development during the summer break at a rate of no concern $25.00 per hour. This rate would be in lieu of additional per diem pay or contractual flex days.
B. Transfer Transfer shall mean the movement from one administrative position to another administrative position which has essentially the same job specifications, movement to a position which the administrator meets the qualifications as established by the Board of Education.
1. An Administrator, currently employed by the District, who is eligible for transfer under the terms of the definition above shall be given an opportunity to apply for a transfer to another position within the District before candidates from within or outside the District are considered for that position. An Administrator will not be allowed a transfer unless approval is obtained from the Superintendent.
2. When an administrative opening occurs, it shall be announced in writing to all administrators, and a period of at least one (1) week shall be established for submitting transfer requests to the Superintendent for the open position or any other opening that may occur as a direct result of approving a transfer to the open position.
3. The Board or District unless it directly impacts of Education and the work performance Superintendent after considering said transfer requests reserve the right to post the position both within and/or outside the district and to employ the person they feel to be best qualified for the vacancy.
4. Any two (2) administrators may agree, but subject entirely to the approval of the employee.
6:2 Employees will move sequentially on Superintendent and Board of Education, to exchange their respective positions so that the salary schedule in annual increments. Employees must work more than one-half (1/2) first administrator would assume the former duties of their normal work year to receive the annual increments.
6:3 If a secretary works before or after normal working hours to chaperone, collect tickets, or supervise a student activity other than those covered by extra-pay for extra-curricular activities, second and he/she will would assume the former duties of the first administrator.
5. If for reasons of inadequate performance of duties, the Superintendent believes it would be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hours, then the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Act.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by District’s best interest to transfer an administrator for a conference concerning to another administrative position within the abovedistrict, the secretary will have following shall apply:
a. Before effecting a Superintendent-initiated transfer, the right Superintendent shall offer all appropriate assistance and counsel to be represented by the Association at any or all such meetings. Any such actions will be with due regard administrator to privacy.
6:5 An employee will not be required to administer medical treatment or perform nursing duties; however, in an emergency help correct the situation which requires immediate action, an employee is expected to act in a reasonable and prudent manner and will be held harmless from any liability, damages or other monetary expense such as legal costs to defend an action against giving the employee arising from such conduct. A qualified medical person will be brought on the scene as soon as possible.
6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In the event of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the underlying reasons for the delay contemplated transfer.
b. If the performance problem persists, a formal warning shall be issued to the involved administrator at a conference and the distance traveled. In administrator shall have any observable inadequacies specifically written out for him/her and he/she shall be awarded an opportunity of no less than two (2) months’ time to rectify that which may be inadequate in his/her performance.
c. If the event Superintendent feels that the employee work day problem has not been rectified, a formal review of the involved administrator's activities shall be written out and presented to the involved administrator at a subsequent conference prior to effecting the transfer. If such a conference is canceledheld, such canceled days will not the involved administrator shall be charged entitled to an employee's vacation or sick leavelegal representation.
6:7 Any secretarial/clerical employee temporarily transferred d. If a transfer is exercised under the above listed transfer language, the administrator's salary and benefits will change to a higher rated classification will receive the higher rate new position's amount following the expiration date of pay in said classification for the number administrator's contract. The administrator shall be subject to assignment and transfer at the discretion of days actually worked in such classificationthe Superintendent of Schools.
6:8 The administration will provide secretaries with a safe and secure place for counting C. Evaluation Pursuant to Act 451 of school monies such as the school principal's office1976 Section 380.1249, the nurse's officeSuperintendent of Schools or his/her designee shall evaluate the administrator’s job performance at least annually while providing timely and constructive feedback. Administrators shall have a pre-evaluation and planning meeting to develop goals, or other locked facilitya formal mid-year review process and an end of year evaluation meeting. No secretary will The evaluation of each administrator shall be required discussed with the individual administrator, reduced to transport school monies outside writing, and presented to the building without administrator. The administrator shall receive a copy of each evaluation and a copy shall be placed on file with the Superintendent and shall be handled in an escortethical manner. The original evaluation shall be placed in the administrator’s personnel file.
6:8.1 The District will make a reasonable effort to provide a safe storage space for employees to store their personal articles.
Appears in 1 contract
Sources: Employment Agreement
WORKING CONDITIONS. 6:1 A. The personal life of an employee will be of no concern to the Board or District unless it directly impacts the work performance of the employee.
6:2 Employees will move sequentially on the salary schedule in annual increments. Employees must work more than one-half (1/2) of their normal work year to receive the annual increments.
6:3 If a secretary works before or after normal working hours to chaperone, collect tickets, or supervise a student activity of school nurses (other than those covered by extra-pay for extra-curricular activities, he/she will be compensated at the established Extra Pay for Extra Responsibilities (EPER) hourly rate as established in the collective bargaining agreement between RCEA and RCCSD. If the time accrued by participating in these activities exceeds forty (40) hours, then the employee will be compensated at time and one-half in accordance with the Fair Labor Standards Act.
6:4 No secretary except probationary will be discharged, reprimanded or disciplined except forjust cause. Inthe event that a secretary is summoned by an administrator for a conference concerning the above, the secretary will have the right to be represented by the Association at any or all such meetings. Any such actions will be with due regard to privacy.
6:5 An employee will not new personnel who may be required to administer medical treatment attend additional orientation or perform nursing duties; however, in an emergency situation which requires immediate action, an employee is expected training sessions) will conform to act in a reasonable and prudent manner and will be held harmless from any liability, damages or other monetary expense such as legal costs to defend an action against the employee arising from such conduct. A qualified medical person will be brought on calendar established by joint agreement between the scene as soon as possible.
6:6 Whenever possible all notices to delay or cancel school openings will be transmitted no later than 6:00 a.m. for announcement over radio stations WILM, WDEL/WSTW and W JBR, email and via School Messenger as well as State and District website postings. In the event of delayed openings, employees are expected to arrive at work as early as possible, taking into consideration the reasons for the delay Committee and the distance traveled. In the Falmouth Educators’ Association, but in no event that the employee work day is canceled, such canceled be longer than four (4) days will not be charged to an employee's vacation or sick leave.
6:7 Any secretarial/clerical employee temporarily transferred to a higher rated classification will receive the higher rate of pay in said classification for more than the number of days actually worked when pupils are required to be in such classificationattendance.
6:8 B. The administration will provide secretaries with a safe and secure place for counting work day of school monies nurses shall be seven (7) hours and twenty-five (25) minutes which includes sixty (60) minutes divided between before the student day and after student dismissal time, except in the high school with forty-five (45) minutes divided between before the beginning of the student day and after student dismissal.
C. Each nurse shall have thirty (30) minutes daily, free of any duty, for lunch, and may leave the premises during that period of time after notifying the principal or his/her designee.
D. Provided, however, that individual adjustments in working conditions may be made to provide for particular scheduling difficulties arising in the workday, work week, or work year.
E. Provided, further, that if the School Committee deems that educational circumstances indicate that other changes are warranted, it will notify the Association of the contemplated change and will, upon request of the Association, negotiate with respect to compensation adjustments, if any, which the change might warrant.
F. In no event will the change become effective until the September following the commencement of such negotiations, unless otherwise agreed by the parties.
G. Any grievance alleging a violation of this Article may be commenced at Step Two of the grievance procedure within ten (10) school days of the date on which the nurse and/or the Association has knowledge or reasonably should have had knowledge of the occurrence of the event upon which the grievance is based.
H. Nurses are required to attend In-Service meetings and full faculty meetings without additional compensation at the request of the School Principal or the Director of Student Services. In addition, nurses are required to attend nurses’ department meetings as scheduled by the school principal's officeDirector of Student Services. A Nursing Department Coordinator (K-12), appointed annually, will receive the stipend listed in Appendix C of the Unit A contract.
I. All nurses shall be entitled to participate in training provided by the Falmouth School District.
J. A nurse will attend a Seashore trip if an attending student needs medically related services not able to be provided by a teacher or Seashore personnel. Said nurse shall receive compensation equal to the established compensation for teachers provided the Seashore workday for the nurse is 9am through 5pm. A nurse required to work beyond the Seashore workday (any period of night hours from 5pm through 9am) shall receive an additional amount equal to the established compensation for teachers for each night period or part thereof.
K. Effective July 1, 2017, when a nurse is assigned to cover for an absent nurse, the nurse's office, covering nurse shall be compensated fifty dollars ($50.00) for the day or other locked facilityany portion thereof. No secretary will be required The Superintendent has the prerogative not to transport school monies outside hire a substitute for an absent nurse in the building without an escortsmall schools.
6:8.1 The District will make a reasonable effort to provide a safe storage space for employees to store their personal articles.
Appears in 1 contract
Sources: Collective Bargaining Agreement