EMPLOYEE AUTHORITY AND PROTECTION. SECTION 1 Employee Authority and Protection (cont’d) discipline.
EMPLOYEE AUTHORITY AND PROTECTION. 61 SECTION 1 Employee Authority and Protection 61 SECTION 2 Assault 62 SECTION 3 Reimbursement of Personal Belongings 62 ARTICLE 38 ASSIGNMENT TO TEMPORARY DUTY ELSEWHERE 62 ARTICLE 39 SAVINGS CLAUSE 63 ARTICLE 40 ENTIRE AGREEMENT 63 FINGERPRINTING MOU 64 APPENDIX A SALARY SCHEDULES 00 XXXXXXXX X DUES DEDUCTION FORM 66 APPENDIX C GRIEVANCE REPORT 67
EMPLOYEE AUTHORITY AND PROTECTION. 61 SECTION 1 Employee Authority and Protection 61 SECTION 2 Assault 61 SECTION 3 Reimbursement of Personal Belongings 61 ARTICLE 38 ASSIGNMENT TO TEMPORARY DUTY ELSEWHERE 61 ARTICLE 39 SAVINGS CLAUSE 62 ARTICLE 40 ENTIRE AGREEMENT 62 FINGERPRINTING MOU 63 APPENDIX A SALARY SCHEDULES 64 APPENDIX B DUES DEDUCTION FORM 65 APPENDIX C GRIEVANCE REPORT 66 The following list of terms will be used frequently in this agreement, and whenever they are used will refer to the definitions described below unless otherwise stipulated. "BOARD” or “DISTRICT" - The School District of Palm Beach County, Florida, its administrative representatives or agents. "COLLECTIVE BARGAINING" - The mutual obligation of the Board and the bargaining agent SEIU/FPSU to meet at reasonable times, to negotiate in good faith, and execute a written contract with respect to agreements reached.
EMPLOYEE AUTHORITY AND PROTECTION. 1. Discipline is the responsibility of all administrators, employees, and other personnel in the school. The Board recognizes its responsibilities to give support and assistance to employees with respect to the maintenance of control and discipline in the classroom.
EMPLOYEE AUTHORITY AND PROTECTION. A. The Student Code of Conduct and disciplinary procedures shall be made available to all employees.
EMPLOYEE AUTHORITY AND PROTECTION. A. Employees shall be permitted to refer students to the administration when they observe violations of the school rules, regulations, and the Dixie County code of student conduct.
EMPLOYEE AUTHORITY AND PROTECTION. No employee shall be disciplined including reprimand, suspension with or without pay, demotion, or discharge without just cause.
EMPLOYEE AUTHORITY AND PROTECTION. 71 SECTION 1 Employee Authority and Protection 71 SECTION 2 Assault 72 SECTION 3 Reimbursement of Personal Belongings 72 ARTICLE 38 ASSIGNMENT TO TEMPORARY DUTY ELSEWHERE 72 ARTICLE 39 SAVINGS CLAUSE 73 ARTICLE 40 ENTIRE AGREEMENT 73 FINGERPINTING MOU 74 APPENDIX A SALARY SCHEDULES 75 APPENDIX B DUES DEDUCTION FORM 76 APPENDIX C GRIEVANCE REPORT 77 APPENDIX D MOU – HEALTH SERVICES FACILITATOR 78 APPENDIX E MOU – BONUS PAYMENT 80 APPENDIX F MOU – Special Program – Education Interpreters 81 APPENDIX G – EDUCATION INCENTIVE AWARDS 83 This Comprehensive Agreement is entered into by the School District of Palm Beach County, Florida and the SERVICE EMPLOYEES INTERNATIONAL UNION/FLORIDA PUBLIC SERVICES UNION (SEIU/FPSU), and was ratified by SEIU/FPSU (Paraprofessionals II and Early Childhood Professionals) on the 8th day of December, 2023 and adopted by the School Board on the 6th day of December, 2023. The Parties agree that nothing herein prohibits the opening of negotiations by either party in September of 2024 for a successor negotiations, to be effective in 2024, prior to the expiration of the Agreement. The Parties further agree that nothing herein prohibits SEIU/ FPSU from negotiating with the District in 2024 on the additional costs of health premiums for calendar year 2025 and on other mutually agreed upon benefit changes in coalition bargaining with the other employee organizations recognized by the District's School Board as provided herein. Unless otherwise stated herein, this Agreement shall be effective upon ratification by SEIU/FPSU and approval of the District's School Board and shall continue in effect through December 2024. The following list of terms will be used frequently in this agreement, and whenever they are used will refer to the definitions described below unless otherwise stipulated. "BOARD” or “DISTRICT" - The School District of Palm Beach County, Florida, its administrative representatives or agents. "COLLECTIVE BARGAINING" - The mutual obligation of the Board and the bargaining agent SEIU/FPSU to meet at reasonable times, to negotiate in good faith, and execute a written contract with respect to agreements reached.
EMPLOYEE AUTHORITY AND PROTECTION. A bargaining unit member may be assigned temporarily to duties other than the regularly assigned duties and place of employment. Such assignment to temporary duty will ordinarily originate with the Superintendent. All requests for assignment to temporary duty outside the county shall be submitted to the Superintendent at least ten (10) days in advance. The Superintendent may waive the requirement of ten (10) days advance notice. A member shall receive his regular pay and may be allowed expenses as provided by law, regulations of the State Board of Education, and Board Policies. Temporary duty within the district may be approved by the Principal or department director, when no substitute service or other additional cost to the District is involved. The Principal or department director authorizing such temporary duty shall be responsible to ascertain that the temporary duty forms be submitted for this type of assignment. Such temporary duty shall be considered equal to the regular duties of the individual, and an employee performing such temporary duty shall not be considered on leave. It is understood that such leave is provided only when the temporary assignment is necessary to effectively carry out the mission of the district and that such leave is not provided for personal reasons of the member or for Union business. This agreement and all provisions herein are subject to all applicable laws. In the event any provision of this agreement is held to violate such laws, said provision shall not bind either of the Parties, but the remainder of this agreement shall remain in full force and effect as if the invalid provision had not been a part of this agreement. If either Party desires, a meeting shall be held within thirty (30) days of a ruling declaring a provision invalid to consider the development of new language consistent with the applicable law. The District and SEIU/FPSU acknowledge that during the negotiations which resulted in the agreement, each had the unlimited right and opportunity to make demands and proposals with respect to any subject or matter not removed by law from the area of collective bargaining, and that the understanding and agreements arrived at by the Parties after exercise of that right and opportunity are set forth and solely embodied in this agreement. The District and SEIU/FPSU agree that all negotiable items that should or could have been discussed during negotiations leading to this agreement, were discussed, and that this ag...
EMPLOYEE AUTHORITY AND PROTECTION. Corrective Action Plan for Discipline No Employee shall be corrected for discipline including reprimand, suspension pay, demotion, or discharge without just cause. Where a request for LCTA representation is made, correction action for discipline shall be delayed for up to twenty-four (24) hours to allow employees to attain such representation. The correction action for discipline plan anticipates that actions for a first offense will begin at the lowest level most appropriate to the behavior: verbal warning counseling memorandum letter of reprimand suspension without pay dismissal/ termination and proceeding to higher, more intrusive discipline should the desired behavior not be achieved. Corrective action at the lowest level for a first offense is not always appropriate when the severity of the misconduct demonstrates that discipline should begin at a higher threshold. In the event an investigation must take place to determine if corrective action is needed, an employee may be placed on administrative leave with pay to determine the merits of a corrective action or discipline. Both the District and the Association understand that there are violations of conduct where strict adherence to corrective action would be a breach of the District's duty. For the purpose of this process, a verbal warning is not considered part of the disciplinary procedure. If corrective action for discipline in the form of a written reprimand, suspension without pay, or discharge is to be taken against an employee, the site administrator or designee shall give the employee three (3) business days lo provide written or oral information addressing the proposed action. A meeting with the site administrator or designee to review the information on which the corrective action is to be based, will then be scheduled. Corrective action for discipline administered by the District for a written reprimand and above shall be subject to the grievance process. If a grievance decision is rendered against the employee, the employee shall have an opportunity to respond in writing to any record that appears in the personnel file. An employee summoned to the office of a principal or appropriate site administrator, or designated district-level administrator for an investigatory conference (initiation of questioning) or meeting which may lead to disciplinary action or discipline shall be advised that they have the right to Union representation. Employees upon request of the union may have access to re...
