EMPLOYEE HANDBOOK

a. Name of school district, county office of education, or private school. b. Name and location of school. c. Date of instruction.

d. Name of supervising adults. e. Number of pupils participating. f. Grade levels of pupils. g. Subjects covered in instruction. h. Amount of time taken for instruction. i. Bus driver's name. j. Bus number. k. Additional remarks.

This information recorded pursuant to this subdivision shall remain on file at the district or county office, or at the school, for one year from the date of the instruction, and shall be subject to inspection by the Department of the California Highway Patrol.

SECTION 9

EMPLOYEE MANAGEMENT POLICIES AND PROCEDURES (This section is compliant with the current collective bargaining agreement.)

I. GENERAL INFORMATION AVSTA Employees are expected to follow all laws and Agency policies as well as promote a positive image to the students, parents, school personnel, and the general public that the Agency serves. Because the Agency is committed to a safe, on time, and efficient operation, an employee who fails to meet his/her professional obligations and responsibilities may expect employee disciplinary action. Below is a list of some of the reasons why disciplinary action toward a driver may be required. This list is not intended to be all-inclusive, but is given as a guideline. A. REASONS FOR EMPLOYEE DISCIPLINARY ACTION All employees shall be subject to disciplinary action for cause. The term “cause” shall include, but shall not be limited to, the following: 1. Conviction of a serious or violent crime by a court of law; failure to disclose material facts regarding criminal records, and other false or misleading information on application forms or examination and employment records concerning material matters. 2. Immoral conduct. 3. Incompetency, inefficiency, neglect, inattention, or dereliction in the performance of the duties of the position held. 4. Insubordination (including, but not limited to, refusal to do assigned work), or disrespect toward authority. 5. Negligent or willful failure of good conduct tending to injure public service, or any The policies and procedures regarding the discipline process for employees are contained on Article XIX of the current collective bargaining agreement.

Page | 50

Revised 8/9/2023