BUS DISCIPLINE Sample Clauses

BUS DISCIPLINE. The District will provide training to bus drivers/attendants in methods of maintaining student discipline. The district will work to resolve student discipline problems in transportation in the following manner. a. When a driver has followed the initial district bus discipline procedures and a student still requires the attention of the principal, other school, or district staff, the bus driver/attendant shall so inform the principal or designee, on the approved disciplinary referral form (Appendix K). b. When a bus driver/attendant aide submits a disciplinary referral (Appendix K) to the principal or designee they shall write the action taken on the form and return a copy to the Route Manager and bus driver/attendant within a reasonable period of time. c. If a problem continues, the Route Manager will notify his/her immediate supervisor. Nothing contained in this provision is intended to prevent a bus operator from exercising his rights under Florida State Statute 1006.10 nor to deny them protection under 1006.11(2). d. The principal or designee shall meet with Employees assigned to buses serving their school not later than six (6) weeks after the start of each school year to review the school’s discipline procedures pertaining to transportation of students. These meetings shall be coordinated through the Transportation Department.
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BUS DISCIPLINE. Bus drivers shall bring to the attention of the building principal or Superintendent any situation involving students whose conduct or situation is dangerous to the student, other persons, or property. The employee shall write his/her observations on the form provided. The Administration shall address the issue of bus aides to be discussed at IEP meetings where bus drivers have made a report hereunder.
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BUS DISCIPLINE. 1. Drivers shall maintain reasonable and orderly discipline on their buses. 2. Minor misbehavior problems shall be handled by the Bus driver. Warning slips will be issued to students when necessary. The parent or guardian of the student must sign the slip for the student to board the bus the next day. If parent refuses to sign the slip the matter should be turned over to the building principal. 3. Persistent misbehavior or problems that may require a student to be denied bus riding privileges shall be discussed with the building principal. 4. In the case of a student being denied riding privileges, it shall be the responsibility of the building principal to inform the child and to contact the child's parent or guardian. 5. Corporal punishment of children by the drivers shall not be permitted.
Sample 1
BUS DISCIPLINE. School bus drivers are responsible for rider discipline on their buses in accordance with CCR, Title 5, Section 14103 and the SMCOE's Administrative Regulations. Said Administrative Regulations set forth the procedure to be followed in the event of incidents of misconduct on the part of a student. The SMCOE's Director, Maintenance, Operations and Transportation or designee will provide the CONTRACTOR with the forms and procedures for the driver's use in implementing the Administrative Regulations. However, no student transported under this Agreement is to be suspended from transportation services except by the SMCOE's Director, Maintenance, Operations and Transportation or designee according to ED CODE 48911(a)(h). The procedure to be used with any student transported under this Agreement for any disruptive occurrence while in transit is for the driver to radio for special instructions from the SMCOE's Director, Maintenance, Operations and Transportation or designee. Upon the occurrence of a student seizure, the driver is to immediately notify the SMCOE'S Director, Maintenance, Operations and Transportation or designee and wait for instructions. Upon completion of a route when such instruction has been required, the driver must complete an incident report that must be delivered to the SMCOE’s Transportation Office within twenty-four (24) hours. Incident reports must also be completed by any driver who experiences a problem and cannot identify an individual for citation on the day of the incident or, if not possible, by 12:00 p.m. the following day. The CONTRACTOR will report serious or persistent student misconduct to the SMCOE's Director, Maintenance, Operations and Transportation or designee. The SMCOE's Director, Maintenance, Operations and Transportation or authorized District personnel, as appropriate, shall then impose reasonable disciplinary measures upon the students as referenced above.
Sample 1
BUS DISCIPLINE. Drivers are required to provide discipline on the bus in accordance with Board Policy. A written report of all incidents will be given to the Transportation Supervisor and building Principal. The driver must accomplish completion of preliminary action prior to the supervisor or principal action. Emergency removal will be permitted with transportation supervisor or designee approval. Suspension or removal from any bus will be the responsibility of the building administrator of where that student attends. Notification to driver must be accomplished in a timely manner.
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Related to BUS DISCIPLINE

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • Student Discipline 1. The parties recognize that part of the teacher's responsibility is to maintain control and discipline of students. The Board further recognizes its responsibility to give support and assistance to the teacher with respect to the maintenance of control and discipline in the classroom and school in accordance with established Board policies, administrative regulations, building procedures and state statutes; however, the Board shall not be obligated when any disciplinary actions employed by any teacher is contrary to law, Board policy, or administrative regulations. 2. The Board shall set all policies on matters of discipline. A team, minimally consisting of building administrators and teachers, shall develop disciplinary procedures for their respective buildings that are consistent with state statutes, Board policies, and administrative regulations. These disciplinary procedures shall be completed or updated and reviewed by each faculty prior to a date established by the principal. These shall be distributed to students, teachers, and parents no later than October 1 of each year, and it shall be the responsibility of the administration and teachers to enforce these policies, regulations, and procedures. 3. The District and Association shall work together to promote a safe work environment including the right to be free from violent behavior or threatening violent behavior. (2019) When an offense, persistent misbehavior, or the disruptive effect of misbehavior makes the continued presence of a student in the classroom intolerable, the student may be referred by the teacher to the principal or his/her designee for disciplinary action. In such case, an account of the problem or incident will be communicated as soon as feasibly possible, given instructional and safety responsibilities, by the teacher to the principal or his/her designee. The communication should include what previous corrective action, and/or parent communication if any, has been taken by the teacher. The principal or his/her designee shall communicate the disposition of the referral as soon as feasibly possible given administrative and safety responsibilities. In cases when the disruptive effect of the student’s behavior is so extreme as to preclude the instructional process, the teacher shall immediately communicate the need to remove the child temporarily from the classroom until such time as the student, teacher, and principal or other appropriate authority, resolves the situation. (2009)

  • STANDARDS OF DISCIPLINE 18.1 In order of severity, the usual types of disciplinary action are as follows: - oral reprimand, - written reprimand - suspension - demotion - termination of employment 18.2 When an employee is required to attend a meeting, the purpose of which is to investigate a disciplinary matter concerning the employee or to render a disciplinary decision concerning the employee, the employee is entitled to have, upon request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of two (2) day’s notice of such a meeting and shall be informed of the reason for it. 18.3 When an employee is suspended from duty, demoted or terminated due to a disciplinary infraction, the Council shall notify the employee, in writing, of the reason(s) for the suspension, demotion or termination. The Council shall endeavour to provide this written notification at the time of the suspension, demotion or termination. 18.4 When an employee feels aggrieved by the application of any disciplinary action which was applied, or in the employee’s opinion was applied, to the employee by the Council, the employee may present a grievance in accordance with the Grievance Procedure Article of this Agreement. 18.5 Except in the case of an oral reprimand, the Council shall provide an employee with a written record of any disciplinary action taken by the Council against the employee after the date of signing of this Agreement, and such written record shall include the reason for the disciplinary action. 18.6 The Council agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee, the existence of which the employee was not aware at the time of filing or within a reasonable period thereafter. 18.7 The Council agrees not to introduce as evidence in an adjudication hearing any document from the file of an employee where the employee was not aware of its existence: 18.7.1 at the time of requesting the services of an adjudicator or 18.7.2 within a period of five (5) consecutive working days after the Council has been informed that the employee has requested the services of an adjudicator, whichever occurs later. 18.8 Notice of disciplinary action which may have been placed on the Council staff file of an employee following the date of signing of this Agreement shall be removed from the Council staff file of the employee after two (2) years have elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during the two (2) year period. This two (2) year period will automatically be extended by the length of any period of leave without pay in excess of three (3) months.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • DISCIPLINE PROCEDURES The Employer agrees to provide the employee with written notification of a disciplinary document that is to be made a part of the employee’s personnel file. In instances where the Employer desires to conduct an investigatory interview with an employee, the employee shall be entitled upon request to have an Association representative present at the interview. A copy of all disciplinary actions involving suspension or discharge will also be provided to the Association, unless the employee requests that the matter be kept confidential.

  • Discipline Policy A Discipline Policy Committee will be formed upon the request of the Association or the Board of Education. The committee will be comprised of members appointed by the Board and the Association. By the appropriate means determined by the Board, families will be informed of the District's policies regarding student behavior and discipline procedures. The foregoing committees, study groups, or faculty councils shall serve as advisory, consultative and fact-finding bodies only, and the Board shall not be required to adopt any of the recommendations submitted. The Board agrees, however, that the Association and the teachers shall have the right to submit recommendations and views on these subjects.

  • of the Discipline The Local Church acknowledges that the Annual Conference has no control over the voting approval of the voting delegates and the voting approval is subject to the will and voting of the body. Should either of the above conditions not occur, this Disaffiliation Agreement shall immediately become null and void.

  • Disciplinary Measures ‌ 21.01 Any disciplinary measure must be the subject of a written notice addressed to the employee concerned and stating the reasons for the measure. Such notice must be sent simultaneously to the Union. Only those disciplinary measures of which the employee and the Union have been informed in writing can be used as evidence in arbitration and can appear in the employee's personal file. 21.02 The Union may, in the case of any employee who is dismissed, suspended, demoted or given a written warning, file a grievance and, if necessary, submit the case to arbitration, except however in the case of an employee who is dismissed during his/her probation period. 21.03 In all cases of disciplinary measures, the University has the burden of proving that the disciplinary measure was imposed for just and sufficient cause. The arbitrator may confirm or reject the disciplinary measure, or render any other decision that he/she judges equitable under the circumstances. 21.04 In the event that a university representative finds it necessary to summon an employee for disciplinary reasons (written warning, demotion, suspension, or dismissal), the employee has the right to be accompanied by a union representative. The University will inform the employee of his/her right. 21.05 A suspension does not interrupt the continuous service of an employee. 21.06 No disciplinary measure may be imposed later than twenty (20) working days after the date of the incident which gave rise to it or of the date the immediate supervisor became aware of said incident. 21.07 No confession signed by an employee can be used as evidence against her/him in an arbitration, unless it is:

  • Removal of Discipline Any reprimand notices or disciplinary measures will remain on the employee or owner operator's file for one year from the date of notice or reprimand unless there is a re- occurrence of the same or similar infraction. At the completion of the one year period, the reprimand or disciplinary notice will be removed from the file. Said files to be removed shall not be considered to be removed but shall be physically removed and destroyed. If a repeat infraction occurs within the one year period, the original and subsequent notices or reprimands will remain on the file for a further year from the date of the most recent notice or reprimand. Reprimand notices and disciplinary measures resulting from violations of a criminal or civil nature, including driving record, will remain part of the employee or owner operator's file indefinitely. Whenever an employee or owner operator signs a document pertaining to discipline, he/she does so only to acknowledge that he/she has been notified accordingly.

  • Types of Discipline The types of discipline recognized for purposes of applying one of the appeal procedures under this Article are:

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