7.1 Complaints Regarding an Employee
Any complaint deemed by the building principal or designated supervisor to justify investigation and/or subsequent action of any nature shall be brought to the attention of the Employee involved. The building principal or designated supervisor will schedule a conference to assist such Employee in an attempt to resolve the issue involved in such complaint deemed by such principal or supervisory to justify investigation and/or subsequent action of any nature.
When deemed appropriate by the building principal or designated supervisor, or requested in writing by the Employee, an attempt will be made to schedule a conference between the complaining party and the Employee involved. The Employee may at his option have representation as he desires at any conference held at which the Employee, principal or supervisor, and complaining party are present.
No disciplinary action shall be initiated by the Employer against such Employee based on such complaint until a conference between the complaining party and the Employee has occurred.
7.2 Assault Upon an Employee
The Employer and the Association agree that assaults on Employees are a matter of grave concern.
An Employee shall promptly report to his building principal, or other person designated by the Superintendent, any alleged case of assault on such Employee while performing his assigned duties.
The Employer shall render reasonable assistance, including legal counsel, to such Employee in connection with any prosecution by the State’s attorney or other public prosecutor of the person who allegedly assaulted such Employee. No deduction from such Employee’s salary or leave will be made because of time lost by such Employee at the request of such authorities to assist in any such prosecution. An Employee may at his option have an Association representative present at any meeting held under this paragraph between such Employee and the legal counsel selected by the Employer.
No Employee shall be disciplined without cause. However, in agreeing to this provision the parties recognize that substantial differences exist between educational employees and private sector employees as a result of the uniqueness of the educational work calendar, educational work duties, and the traditional and historical patterns of collective bargaining between educational employers and educational employees. Accordingly, in determining what constitutes just cause in disciplinary cases processed through the grievance and arbitration procedure contained in this Agreement, the arbitrator shall recognize such differences and consider, among other things, the standards contained in Sections 24?12 and 10?22.4 of the Illinois School Code, and the cases decided thereunder.
7.4 Health and Safety
The Employer agrees to provide a safe and healthy working environment in compliance with all applicable local, state, and federal laws and regulations, including the Employer’s Board Policy 7.280 Communicable and Chronic Infectious Diseases and Blood borne Pathogens Exposure Control Plan which shall provide the required inoculations at no cost to an Employee who believes they are at risk and who have submitted a written request for such treatment to the Superintendent or designated representative.
7.5 Sexual Harassment
All claims of sexual harassment will be referred to the Superintendent or the designated representative. The Association will be notified of the nature of the claim and the parties involved. All communications concerning claims of sexual harassment will be handled confidentially. In the event the Superintendent or the designated representative is unable to resolve the claim, it may be submitted for processing through the grievance procedure contained in this Agreement.
Board–BEA Agreement – 15 –
7.6 Copyrights If the Employer notifies an Employee prior to the start of an assignment that the materials produced as a result of that assignment shall be the property of the Employer, the Employee may not claim copyrights as to any of the materials produced. Otherwise, the Employer will not contest an Employee’s copyright as to materials produced by him in the course of an assignment.