Non-Probationary Employees. (a) Non-probationary EMPLOYEES reduced in rank or compensation, reprimanded, suspended without pay, or terminated shall be given the reason(s) therefore in writing within 45 days exclusive of the summer vacation period, of the DISTRICT becoming aware of the facts reflected in the written document. The grounds for suspension or termination of an EMPLOYEE shall be:
Non-Probationary Employees. The University may discipline or discharge a non-probationary employee only for reasonable cause.
Non-Probationary Employees. Employees who are not on probation shall receive an annual performance appraisal. If an annual performance appraisal is not received within 30 working days of employee's annual appraisal date it shall be deemed completed for that year. The Employer shall keep a record of the appraisal dates of all employees and each employee shall be made aware of their appraisal date. To establish the appraisal date, the Employer shall use the anniversary of the last appraisal completed or the anniversary of the employee's position confirmation date, whichever is mutually agreed upon. The purpose of the appraisal is to provide information to the employee about performance in carrying out job duties, relationships with supervisors and co-workers, and attitude. The appraisal will indicate strengths and will specify any areas which need improvement. Specific performance, behaviour or training objectives for the next evaluation period will be outlined and the extent to which they were met will be assessed in the next performance appraisal. The performance appraisal is not a disciplinary document although it may make reference to disciplinary action taken during the appraisal period. Subsequent disciplinary action may also refer to the performance appraisal when relevant.
Non-Probationary Employees. Employees who have completed their probationary period prior to the posting of the holiday work schedule shall be required to work on the holiday provided: (a) they are qualified to do the required work in the needed area, and (b) their placement on the holiday schedule shall not result in the payment of overtime.
Non-Probationary Employees a. The work performance of an employee shall be evaluated at least biennially, using Secretary and Paraprofessional Performance Appraisal (SPPA) (Appendix F). It is mutually agreed and understood that evaluations may occur as frequently as needed in the judgment of the supervisor, consistent with other contract provisions as applicable.
Non-Probationary Employees. The Board shall grant a non-probationary ESP a leave of absence without pay for illness, maternity, adoption, child care, disability, or such other leaves as may be deemed appropriate by the Superintendent. Family leave, if available, may be used concurrently. The Board may grant leaves for student teaching and other professional purposes with application at least two months in advance.
Non-Probationary Employees. Non-probationary employees may be evaluated at least once annually after completion of their probationary period.
Non-Probationary Employees. Each non-probationary employee shall be evaluated annually. If such an employee is not evaluated during any evaluation year, his/her employment performance shall be considered satisfactory for that evaluation year. The evaluation process will commence with a pre-evaluation meeting with the evaluating supervisor and the employee being evaluated and will include a discussion of the employee’s strengths and weaknesses in his/her job performance, past performance and previous evaluations, goal-setting, professional development, growth, and training needs, and such other matters relevant to the improvement of the employee’s job performance. Information relevant to the evaluation of an employee will be collected through formal observations, informal observations, walk-throughs, a review of the employee’s adherence to workplace rules, information provided by the employee, and other methods of assessment and measurement of the employee’s work performance. After the collection of information relevant to the employee’s performance, the evaluating supervisor will complete the evaluation instrument on a preliminary basis and meet with the employee to discuss the evaluation outcome, Thereafter, the evaluating supervisor will finalize the employee’s evaluation and provide a copy of it to the employee. The final evaluation report shall be completed prior to the end of the evaluation year, signed by both parties, and sent to the Superintendent. If an employee fails or is unable to attend any of the meetings described in this section, the evaluating supervisor will nonetheless complete the employee’s evaluation. The employee shall have the right to make a written response to the evaluation and to have it attached to the evaluation report to be placed in the employee's personnel file. An employee shall be entitled to Association representation at any conference held during this process. The Employer shall endeavor to keep inaccurate information from becoming part of an employee’s performance evaluation.
Non-Probationary Employees. Non-probationary employees will be laid off according to inverse order of seniority, i.e., the employee with the least seniority within the classification being affected. Employees who have been reduced from their classification shall have the right to bump a lesser senior employee within his/her classification group occupying a position within the same benefit level or a lower level.
Non-Probationary Employees. Should a further staff reduction be necessary, layoff shall be determined by the following criteria as determined by the Board.
