Personnel Section 1 Employee Rights Sample Clauses

Personnel Section 1 Employee Rights. A. Employees shall be entitled to full rights of citizenship. The District shall provide equal employment opportunity and nondiscriminatory treatment for all staff in recruitment, hiring, retention, assignment, transfer, promotion, and training. Such equal employment opportunity will be provided without discrimination with respect to all protected groups as set forth in the Washington State laws against discrimination in hiring or employment as now or hereafter enacted, except insofar as such factors are valid occupational qualifications.
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Personnel Section 1 Employee Rights. There shall be no unlawful discrimination by either the Association or the District with respect to any employee because of such employee’s age, gender, sexual orientation, marital status, race, religion, ethnicity, or national origin. Employees shall have the right to self-organization, to form, join or assist employee organizations to bargain collectively through representatives of their own choosing. Employees shall be formally reprimanded or disciplined in accordance with procedures set forth in this agreement and in accordance to State law. A certificated employee shall be entitled to have a representative from the Association and/or counsel present when formally being reprimanded, warned or disciplined. When a request for such representation is made, no action shall be taken with respect to the employee until such representative of the Association is present. However, no meeting shall be delayed for more than two days. All information forming the basis of any reprimand, warning, or discipline shall be in writing and made available to the employee. The District agrees to follow a policy of progressive discipline which normally should include: written warning, written reprimand, suspension without pay, and discharge. Discipline should be consistent with the seriousness of the offense. Individual steps of progressive discipline may be bypassed when the seriousness of the misconduct warrants. The Parties recognize there may be instances when a supervisor wishes to inform an employee of a concern that may not, at the time, rise to a level requiring formal discipline. In such cases, the District may issue to employees Letters of Direction, which give specific directives or reiterate the District’s rules or policies. Since the intent is only to inform the employee of specific concerns, such letters will not contain threats of future discipline as this can be construed as a formal disciplinary warning. Letters of Direction shall not be considered a disciplinary action and are not a required step in progressive discipline. Letters of Direction written in compliance with this agreement are not subject to the grievance process. Letters of Direction will be maintained in the supervisors working file for not more than two (2) years if no similar or related incidents have occurred. Any complaint made against an employee will be promptly called to the attention of the employee. Complaints not called to the attention of the employee within 30 calendar days of their ...
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Personnel Section 1 Employee Rights 
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Related to Personnel Section 1 Employee Rights

  • EMPLOYEE RIGHTS The County shall not hinder or discipline an employee for exercising any rights or benefits provided in the Memorandum of Understanding.

  • Employee Who Acts as Representative Where an employee wishes to represent at a meeting with the Employer, an employee who has presented a grievance, the Employer will, where operational requirements permit, grant leave with pay to the representative when the meeting is held in the headquarters area of such employee and leave without pay when the meeting is held outside the headquarters area of such employee.

  • EMPLOYEE RELATIONS Neither the Company nor any of its subsidiaries is involved in any labor dispute nor, to the knowledge of the Company or any of its subsidiaries, is any such dispute threatened. None of the Company's or its subsidiaries' employees is a member of a union and the Company and its subsidiaries believe that their relations with their employees are good.

  • Refresh Provision for Permanent Employees Permanent Employees returning from LTD or workplace insurance leave to resume their regular working hours must complete eleven (11) consecutive working days at their regular working hours to receive a new allocation of sick/short-term disability leave. If the Employee has a recurrence of the same illness or injury, s/he is required to apply to reopen the previous LTD or WSIB claim, as applicable. The Local union and Local school board agree to continue to cooperate in the implementation and administration of early intervention and safe return to work processes as a component of the Short-Term Leave and Long-Term Disability Plans. In the event the Employee exhausts his/her sick/short-term disability leave allocation from the previous year and continues to work part-time, their salary will be reduced accordingly and a pro-rated sick/short-term allocation for the employee’s working portion of the current year will be provided. The new pro-rated sick/short-term leave allocation may not be used to top-up from part-time to full-time hours. Any changes to hours of work during a fiscal year shall result in an adjustment to the allocation.

  • Employee's Personnel File A copy of formal discipline report to be entered on an employee's file will be given to the employee. The employee will be required to sign management's copy. Such signature will indicate receipt of formal reprimand only. Subject to giving the Employer advance notice, employees shall have access to their personnel file.

  • Non-Bargaining Unit Employees Employees outside the bargaining unit will not perform work that is normally done by employees in the bargaining unit. However, nothing in this Agreement shall be construed as prohibiting foremen from doing work for purposes of employee instruction and evaluation, and equipment assessment, provided in so doing a lay-off of bargaining unit employees does not result, or in the case of an emergency when regular employees are not available, provided that every reasonable effort is made to find a replacement.

  • Non-Bargaining Unit Personnel It is understood and agreed that there are times when non-bargaining unit employees may be required to perform work customarily performed by bargaining unit employees. It is also understood that Supervisors and others will be required to work with tools only to meet requirements under the conditions listed below. Therefore, the Company shall have the right to utilize non-bargaining unit employees under one or more of the following conditions:

  • Employee Response The employee upon whom a Notice of Proposed Action has been served shall have seven (7) calendar days to respond to the appointing authority either orally or in writing before the proposed action may be taken. Upon request of the employee and for good cause, the appointing authority may extend in writing the period to respond. If the employee's response is not filed within seven (7) days or during an extension, the right to respond is lost.

  • Shift Employees Employees who work rotating shift patterns or those who work qualifying shifts shall be entitled, on completion of 12 months employment on shift work, to up to an additional 5 days annual leave, based on the number of qualifying shifts worked. The entitlement will be calculated on the annual leave anniversary date. Qualifying shifts are defined as a shift which involves at least 2 hours work performed outside the hours of 8.00am to 5.00pm, excluding overtime. Number of qualifying shifts per annum Number of days additional leave per annum 121 or more 5 days 96 – 120 4 days 71 – 95 3 days 46 – 70 2 days 21 – 45 1 day

  • All Employees The Company shall not include the shift differential in any employee’s wage rate for the calculation of overtime.

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