Departmental Positions of Responsibility Within Schools Clause Samples

Departmental Positions of Responsibility Within Schools a) The organization of a secondary school shall be by department in accordance with L8. b) The Employer shall appoint for each department of a secondary school a member to direct and supervise, subject to the authority of the Principal, such department. c) A member appointed under L8.06.b) shall not be appointed to be in charge of more than one department. d) A member appointed under L8.06.b) shall be appointed for a term of four (4) years. It is understood that a member may reapply for the position.
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Departmental Positions of Responsibility Within Schools a) The organization of a secondary school shall be by department in accordance with L8. b) The Employer shall appoint for each department of a secondary school a member to direct and supervise, subject to the authority of the Principal, such department. c) A member appointed under L8.06.b) shall not be appointed to be in charge of more than one department. d) A member appointed under L8.06.b) shall be appointed for a term of four (4) years. It is understood that a member may reapply for the position. e) A member appointed under L8.06.b) shall be paid an annual allowance, in accordance with the chart below. The allowance shall be paid based upon the number of sections in the department, as referenced in L8.08, on May 31 of the previous year. The allowance shall be paid in addition to grid salary. Sections Effective Sept. 1/14 Effective Sept. 1/16 Effective 98th day of the 2016/2017 school year Level 1 1 – 12 $1,408 $1,422 $1,429 Level 2 13 – 24 $1,970 $1,990 $2,000 Level 3 25 – 36 $3,096 $3,127 $3,143 ▇▇▇▇▇ ▇ 37+ $4,840 $4,888 $4,913 Special Education N/A $4,840 $4,888 $4,913 School Improvement N/A $1,126 $1,137 $1,143 f) Departments with forty-nine (49) or more sections will be eligible for an Assistant Department Head, and the annual responsibility allowance will be $1,126 effective September 1, 2014, $1,137 effective September 1, 2016, and $1,143 effective the 98th day of the 2016/2017 school year. g) Where a member appointed under L8.06 b) is absent for ten (10) or more consecutive work days, an Acting Department Head or Acting Assistant Department Head shall be appointed from within that secondary school within the next five (5) work days. The member shall continue to fill the Acting Department Head or Acting Assistant Department Head position until the Department Head returns or until the end of the school year, whichever comes first. Should the absence extend beyond the end of the school year, a Board-wide competition for the Acting Department Head or Acting Assistant Department Head position shall be held. The allowance shall commence on the effective date of the appointment and shall be pro-rated based on the number of work days the member is an Acting Department Head or Acting Assistant Department Head. h) Where a member appointed under L8.06 b) will be on leave for a semester or a school year, there shall be a Board-wide posting to fill the Acting Department Head or Acting Assistant Department Head position until the Department Head returns or th...
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Departmental Positions of Responsibility Within Schools. L8.08.1 The organization of a secondary school shall be by department in accordance with L8.10
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Related to Departmental Positions of Responsibility Within Schools

  • Department Responsibilities The use of sick leave may properly be denied if these procedures are not followed. Abuse of sick leave on the part of the employee is cause for disciplinary action. Departmental approval of sick leave is a certification of the legitimacy of the sick leave claim. The department head or designee may make reasonable inquiries about employee absences. The department may require medical verification for an absence of three (3) or more working days. The department may also require medical verification for absences of less than three (3) working days for probable cause if the employee had been notified in advance in writing that such verification was necessary. Inquiries may be made in the following ways: 1. Calling the employee's residence telephone number or other contact telephone number provided by the employee if telephone notification was not made in accordance with departmental sick leave call-in guidelines. These inquiries shall be subject to any restrictions imposed by the employee. 2. Obtaining the employee's signature on the Absence/Overtime Record, or on another form established for that purpose, as employee certification of the legitimacy of the claim. 3. Obtaining the employee's written statement of explanation regarding the sick leave claim. 4. Requiring the employee to obtain a physician's certificate or verification of the employee's illness, date(s) the employee was incapacitated, and the employee's ability to return to work, as specified above. 5. In absences of an extended nature, requiring the employee to obtain from their physician a statement of progress and anticipated date on which the employee will be able to return to work, as specified above. Department heads are responsible for establishing timekeeping procedures which will insure the submission of a time card covering each employee absence and for operating their respective offices in accordance with these policies and with clarifying regulations issued by the Office of the County Administrator. To help assure uniform policy application, the Human Resources Director or designated management staff of the County Human Resources Department should be contacted with respect to sick leave determinations about which the department is in doubt.

  • Areas of Responsibility The lateral and vertical limits of the respective areas of responsibility are as follows:

  • District Responsibilities With respect to all sums deducted by the District pursuant to authorization of the employee, whether for membership dues or equivalent fees, the District agrees promptly to remit such monies to the Association together with an alphabetical list of unit members for who such deductions have been made, categorizing them as to membership or non-membership in the Association, and indicating any changes in personnel from the list previously furnished.

  • Health and Safety Committees In order to provide a safe and healthful workplace, local unit level LMCs shall establish Health and Safety Committees. Each committee will be composed of an equal number of representatives appointed by the Union and the Employer and will be co-chaired by a Union and Employer representative. A Union representative must be a member of the unit but either party may be accompanied by staff and/or other subject matter experts who may participate, but not vote, at meetings. Each party shall prepare and submit an agenda to the other party one week prior to any scheduled meeting. If neither party submits an agenda, the meeting shall be canceled. Each committee’s general responsibility will be to provide a safe and healthful workplace by recognizing hazards and recommending the abatement of hazards and educational programs. Each committee will: 1. meet on an established schedule; 2. arrange periodic inspections to detect, evaluate and offer recommendations for control of potential health and safety hazards; 3. appoint members of the committee to participate in inspections, investigations, or other established health and safety functions to the extent necessary; 4. receive and review a quarterly summary of job-related health and safety reports including accident reports and make appropriate recommendations; 5. investigate all types of employee job-related accidents and all types of occupational illnesses and make recommendations; 6. promote health and safety education; 7. study the use of VDTs and make appropriate recommendations to ensure the health and safety of employees regarding such use; 8. maintain and review minutes of all committee meetings; and 9. review the availability and adequacy of first aid supplies and equipment and address any inadequacies. In cases where summary reports are provided, a committee member may request and receive an individual case file or report. In no case will an employee’s records be provided when the law forbids disclosure. In addition, employees’ names will normally be deleted but may be provided to all committee members in instances where committee members need to know the name(s) of employee(s) to effectively represent the bargaining unit(s) and disclosure of name(s) is not prohibited by law. The Employer may require committee members and Union representatives to sign confidentiality statements. Members of each Health and Safety Committee will be paid by the Employer while performing committee duties, including travel time, and will also be paid for any time spent in committee approved training related to health and safety. The Committee will develop an annual training program for its members. Each Health and Safety Committee will establish rules consistent with the above principles. A mechanism to coordinate the efforts of individual Health and Safety Committees will be established at each agency.

  • Function of Joint Health and Safety Committee All incidents involving aggression or violence shall be brought to the attention of the Joint Health and Safety Committee. The Employer agrees that the Joint Health and Safety Committee shall concern itself with all matters relating to violence to staff.