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Article Seven — Hours
A. Work Year Full-time 12-month Interpreters shall have a 12-month work year (September 1 - August 31) in accordance with the Central Headquarters Calendar, including all Board of Education holidays and all other days on which their work site is...
Article Eight — Seniority
In the computation and determination of eligibility for economic benefits where length of service is a factor "seniority" shall be defined as the length of time an Employee has been continuously employed by the Board of Education and the City of New...
Article Nine — Paid Leaves
A. Annual Leave Part-time Interpreters accrue one hour of annual leave for every eleven hours of service with pay after 5 years of Board and City service. Other part-time Interpreters accrue one hour of annual leave for every fifteen hours of service...
Article Ten — Unpaid Leaves
A leave of absence without pay for study not to exceed one year to upgrade the Employee's professional knowledge and skills may be granted after a minimum of three years of full-time, paid service or the equivalent at the Board of Education provided...
Article Eleven — Safety
A. Assistance in Assault Cases The principal or head of the facility shall report as soon as possible but within 24 hours to the Office of Legal Services, to the Chief Executive of School Safety and Planning and to the Victim Support Program that an...
Article Twelve — Excessing, Layoff, Recall and Transfers
A. Excessing: Full-Time Interpreters If it becomes necessary to excess a full-time Interpreter from a school or organizational unit the junior full-time Interpreter, in the school or organizational unit will be excessed. Unless a principal or head of...
Article Thirteen — Education Reform
A. School-Based Management/Shared Decision-Making (SBM/SDM) The Union and the Board agree that SBM/SDM is a process in which all members of the school community collaborate in identifying issues, defining goals, formulating policy and implementing...
Article Fourteen — Due Process and Review Procedures
A. Employee Files No material derogatory to an Employee's conduct, service, character or personality shall be placed in the employee's file unless the employee has had an opportunity to read the material. The Employee shall acknowledge that he/she...
Article Fifteen — Complaint and Grievance Procedures
A. Policy It is the policy of the Board to encourage discussion on an informal basis between a supervisor and an Employee of any Employee complaint. Such discussion should be held with a view to reaching an understanding which will dispose of the...
Article Sixteen — Discharge Review Procedure
It is the policy of the Board that the discharge of an Employee should be based on good and sufficient reason and that such action should be taken by the supervisor having such authority only after he/she has given due consideration to the matter. If...