A. Recognizing the value of continuity of programs, when an employee notifies the District of an intended short-term absence the District shall make a good faith effort to contact the requested substitute teacher and offer them the first right of refusal for that position. B. Annually, the district will create a pool of substitutes and provide orientation or training in district expectations and procedures for good substitutes. Employees may suggest substitutes whom they feel have performed satisfactorily for inclusion in the pool. The District will make a good faith attempt to procure these suggested substitutes. C. A substitute replacing an employee on District approved leave of absence anticipated to be in excess of 20 school days shall be appropriately offered a leave replacement contract from the date of hire and placed on the certificated salary schedule. He/she will receive pro rata leave, and insurance benefits as provided in this Agreement. (2008) Substitute Pay 1. Substitute pay will be consistent with board policy and state law. 2. The District will not change substitutes for the sole purpose of avoiding long-term substitute status Section 16 - Sexual Harassment Complaints Sexual Harassment A. Employees shall be protected against sexual harassment. B. The District will follow Federal Law and State Law in the investigation of sexual harassment complaints and take appropriate disciplinary action when an employee complains that he/she has been sexually harassed on the job. C. The District shall treat all such complaints or allegations with respect and confidentiality, to the extent allowed by law, regarding the personal privacy of all concerned parties. There shall be no retaliatory action against anyone filing a good faith complaint of any type of discrimination, including sexual harassment. For details on definitions and procedure, see District Policy 6590. Section 17 - Complaints Against Employees A. It is the intent of all parties to place a high priority on resolving complaints against employees. It is expected that all parties will refer complainants to the effected employee since most concerns and complaints can be resolved by informal discussions between the complainant and the employee. All complaints made against an employee will be handled according to Policy 4312. Any complaint not called to the attention of the employee within ten (10) working days may not be used as the basis for or in support of any disciplinary action against the employee.
A. Recognizing the value of continuity of programs, when an employee notifies the District of an intended short-term absence the District shall make a good faith effort to contact the requested substitute teacher and offer them the first right of refusal for that position. B. Annually, the district will create a pool of substitutes and provide orientation or training in district expectations and procedures for good substitutes. Employees may suggest substitutes whom they feel have performed satisfactorily for inclusion in the pool. The District will make a good faith attempt to procure these suggested substitutes. C. A substitute replacing an employee on District approved leave of absence anticipated to be in excess of 20 school days shall be appropriately offered a leave replacement contract from the date of hire and placed on the certificated salary schedule. He/she will receive pro rata leave, and insurance benefits as provided in this Agreement. (2008) Substitute Pay 1. Substitute pay will be consistent with board policy and state law. 2. The District will not change substitutes for the sole purpose of avoiding long-term substitute status Section 16 - Sexual Harassment Complaints Sexual Harassment A. Employees shall be protected against sexual harassment. B. The District will follow Federal Law and State Law in the investigation of sexual harassment complaints and take appropriate disciplinary action when an employee complains that he/she has been sexually harassed on the job. C. The District shall treat all such complaints or allegations with respect and confidentiality, to the extent allowed by law, regarding the personal privacy of all concerned parties. There shall be no retaliatory action against anyone filing a good faith complaint of any type of discrimination, including sexual harassment. For details on definitions and procedure, see District Policy 6590. Section 17 - Complaints Against Employees A. It is the intent of all parties to place a high priority on resolving complaints against employees. It is expected that all parties will refer complainants to the effected employee since most concerns and complaints can be resolved by informal discussions between the complainant and the employee. All complaints made against an employee will be handled according to Policy 4312. Any complaint not called to the attention of the employee within ten (10) working days may not be used as the basis for or in support of any disciplinary action against the employee.
NMEA%202014-2017%20w%202016%20adden%20Final%202.docx