Education Pamphlet Page 19
Points System/ Disciplinary Progression
You receive 5 points for every half day that you miss. 10 points are received for a full day missed. Exceptions to this are Approved Vacation (turned in with a slip and approved by your supervisor, Vacation Conversions (V.C.), Paid Personal Days (PPD), and Family Medical Leave of Absence (FMLA) if you have met the requirements and been approved for it. The system is as follows:
- 20 points- Reprimand
- 30 points- Warning
- 40 points- Suspension
- 50 points- Termination
For every 25 straight shifts with no occurrence an employee works, five (5) accrued points will be removed.
Points accrued will fall off on the one (1) year anniversary date the points were accrued.
Example: You received 10 points on 2/1/2025, those 10 points will fall off your point balance 2/1/2026.
Bereavement
A four (4) day bereavement is paid forty (40) hours on the immediate scheduled working days following the death of an immediate family member.
Immediate Family is considered the employees: Spouse, Parent, Child, Stepchild, Brother or Sister.
A three (3) day bereavement is paid thirty (30) hours on the immediate scheduled working days following the death of an extended family member.
Extended Family is considered the employees: stepparent, parent or stepparent of employees’ current spouse, stepbrother or half-brother, stepsister or half-sister, grandparents of employee or their current spouse, grandchildren, son-in-law, daughter-in-law, great-grandparent, great-grandparent of current spouse and brother-in-law or sister-in-law.
One (1) day unpaid for employee or employee's aunt or uncle
Grievances
The word “grievance” is a formal employee complaint that is an accusation of a violation of workplace contract terms or policies. Individuals and groups can file grievances. They can relate to a contract violation or even violations of the collective bargaining agreement and other policies.
The grievance procedure lays out the rules and methods for documenting, presenting, and settling workplace disputes. The first step of this procedure is to locate where the grievance began and what the violation was. Through the investigation the union representative will discover whether the grievance has merit. In cases where the grievance is not resolved, the case is escalated to the next level.