5.1 Types of Employees
5.1.1 Substitute Employee
Any person hired to fill any regularly established position during the absence of the employee regularly hired to fill that position.
5.1.2 Short-term Employee
Any person who is employed, or a regular employee who is also assigned, to perform a service upon the completion of which the service may not be extended or needed on a continuing basis. (See section 1.1.3.)
5.1.3 Probationary Employee
An employee will serve in a probationary status for a period of six (6) months from date of hire or change of class.
5.1.4 Permanent Employee
An employee who has completed the probationary period of six (6) months and has received a satisfactory final evaluation.
5.1.5 Full-Time Employee
A full-time employee works eight (8) hours per day for twelve (12) months a year.
5.1.6 Part-Time Employee
All employees who are not full time are part time.
5.2 Employment Responsibilities
5.2.1 General Responsibilities and Duties
Employees shall be responsible to the administrator or supervisor to whom they are assigned.
a. They shall make their requests to their supervisor.
b. They shall perform such duties and responsibilities as assigns to them by their supervisor in accordance with the job description.
c. They shall keep records and make reports as requested by their supervisor.
d. They shall maintain such standards of service as are required of them in their respective positions.
e. They shall be responsible for the proper care and use of the equipment assigned to them.
5.2.2 Personal Characteristics
Employees of the District are expected to maintain certain standards of personal conduct with their co-workers and the public. Any employee must at all times use tact, discretion, and good judgment when dealing with the public. Acceptable standards of dress and cleanliness, a cooperative attitude, and a pleasant disposition are necessary in fulfilling District duties.
5.3 Verification of Absence
5.3.1 Absence Report
The District shall adopt a notification of absence policy and shall provide each affected employee with a copy of the current policy and the procedure for turning in absence reports.
5.4 Evaluation
5.4.1 Evaluation Periods
Probationary employees will be evaluated twice during their probationary period. The final evaluation will include a recommendation regarding permanent status. Permanent employees will be evaluated every other year. Additional performance evaluations may be made whenever requested by the District Superintendent. The performance evaluation form is included in Appendix “A.”
5.4.2 Filing of Evaluations
No evaluation shall be placed in a personnel file without an opportunity for discussion between the employee and the evaluator. Evaluations shall be based upon the direct observation and/or verified knowledge of the evaluator. Any negative evaluation shall include specific recommendations for improvements and provisions for assisting the employee in implementing any recommendations made. The employee shall have the right to review and respond to any derogatory evaluation in accordance with Section 5.13.
5.5 Personnel Files
5.5.1 Location of Personnel File
The official personnel file of each employee shall be maintained at the District’s central administration office.
5.5.2 Copies of Derogatory Written Material
Employees shall be provided with copies of any derogatory written material prior to it being placed in the employee’s personnel file. The employee shall be given an opportunity during normal working hours and without loss of pay to initial and date the material and to prepare a written response to such material. The written response shall be attached to the material.
5.5.3 Time to Review Material
An employee shall have the right at any reasonable time to examine and/or obtain copies of any material from the employee’s personnel file.
5.5.4 Confidentiality of Records
All personnel files shall be kept in confidence and shall be available for inspection to the Board or other employees of the District only when actually necessary in the proper administration of the District’s affairs or the supervision of the employee. The employee’s personnel file shall be available for examination by the employee or their CSEA representative if authorized by the employee.
5.5.5 Placement of Material
Any person who placed written material or drafts written material for placement in an employee’s file shall sign the material and signify the date on which such material was drafted. Any written materials placed in a personnel file shall indicate the date of such placement.
5.5.6 Board Action
The Board shall not base any disciplinary action against a classified employee solely upon materials which are not contained in the employee’s personnel file.
5.5.7 Records Prior to Employment
Unless otherwise agreed to by the involved classified employee, an employee’s personnel file shall not include ratings, reports or records which were obtained prior to the employment of the employee.
5.6 Resignations
5.6.1 Notice of Resignation
An employee may resign from employment in the District by giving a minimum of two (2) week’s written notice to their supervisor. Written notice of resignation shall be addressed to the Board and presented to the Superintendent. The Superintendent may accept any resignation on behalf of the Board.
5.6.2 Abandonment Of Position
Any employee who does not report to work for two (2) consecutive work days, and who fails to contact the District either personally or through a family member/designated party, may be considered to have abandoned the position and may be subject to dismissal pursuant to disciplinary procedures unless the failure to contact is caused by medical incapacitation or an extenuating circumstance. Any employee who, upon written notice from the District, fails to respond or who indicates no intention to continue employment but who refuses to submit a resignation shall be dismissed by the Board for abandonment of position.
5.7 No Discrimination
5.7.1 Discrimination Prohibited
No employee in the bargaining unit shall in any way be favored or discriminated against in wages, hours or other terms and conditions of employment because of their political opinions or affiliations, or because of race, national origin, religion or marital status and, to the extent prohibited by law, no person shall be discriminated against because of age, sex or physical handicap.