Common use of Positive Work Environment Clause in Contracts

Positive Work Environment. 1. It is critical to establish a positive work environment in each building. 2. Administrative abuse of power and related behaviors such as bullying or intimidation will not be tolerated by the Association, the Board, or the administration. 3. Each administrator and/or the Board will take appropriate steps to ensure that all employees are educated about bullying and abuse of social and/or administrative power in the workplace. All employees shall be informed of remedies. 4. Optimally, both the Association and the Board wish to resolve conflicts without a formal written grievance, if at all possible, and use problem solving procedures to find resolutions. This requires mutual understanding and cooperation. The Board and the Association recognize the importance of collaboration in resolving problems and/or challenges that the District may encounter. 5. If an employee believes he/she has been subjected to bullying or intimidation, he/she shall first attempt to resolve the issue directly with the individual in question. If the issue remains unresolved, the next step shall be to contact the appropriate supervisor or administrator. The employee may at any time request Association representation. The employee making the complaint will be informed of any ensuing investigation and/or course of action. 6. If the individual filing the complaint disagrees with the course of action, he or she may utilize the grievance procedure referenced in the Master Contract, with the timeline beginning with the issuance of the written recommendation. 7. In order to maximize teaching and study time during class, interruptions, other than emergencies, shall be limited. This includes but is not limited to PA announcements, phone calls, and discipline issues that are not an immediate threat.

Positive Work Environment. 1. It is critical to establish a positive work environment in each building. 2. Administrative abuse of power and related behaviors such as bullying or intimidation will not be tolerated by the Association, the Board, or the administration. 3. Each administrator and/or the Board will take appropriate steps to ensure that all employees are educated about bullying and abuse of social and/or administrative power in the workplace. All employees shall be informed of remedies. 4. Optimally, both the Association and the Board wish to resolve conflicts without a formal written grievance, if at all possible, and use problem solving procedures to find resolutions. This requires mutual understanding and cooperation. The Board and the Association recognize the importance of collaboration in resolving problems and/or challenges that the District may encounter. 5. If an employee believes he/she has been subjected to bullying or intimidation, he/she shall first attempt to resolve the issue directly with the individual in question. If the issue remains unresolved, the next step shall be to contact the appropriate supervisor or administrator. The employee may at any time request Association representation. The employee making the complaint will be informed of any ensuing investigation and/or course of action. 6. If the individual filing the complaint disagrees with the course of action, he or she may utilize the grievance procedure referenced in the Master Contract, with the timeline timelines beginning with the issuance of the written recommendation. 7. In order to maximize teaching and study time during class, interruptions, other than emergencies, shall be limited. This includes but is not limited to PA announcements, phone calls, and discipline issues that are not an immediate threat.