Church Teaching Grievance Sample Clauses

Church Teaching Grievance. A Church Teaching Grievance is a claim that arises out of discipline or termination of employment related to an alleged violation of Catholic Church teaching as set forth in Office of Catholic Schools Policy 4116.1 ("Catholic Church Teaching"). Anonymous allegations shall not be used to initiate disciplinary or termination action against a teacher for an alleged violation of Catholic Church teaching; provided that anonymous allegations may be accepted and acted upon in the event that (a) a criminal act or violation of law is alleged, and/or (b) the anonymous allegation contains or presents a public affirmation or independent evidence of violation of Church teaching. It is not the intent of a school to discipline or terminate a teacher’s employment for violation of Catholic Church teaching without first engaging in a pastoral approach to the teacher's circumstances. The school shall meet with the teacher and advise the teacher of the allegations which, if true, may constitute such a violation; if requested, show the teacher the Catechism or source of the Church teaching; and provide the teacher the opportunity, where practicable, to bring his or her circumstances into compliance with Catholic Church teaching. A COACE representative may attend this meeting, upon request of the teacher. Any written communications or documentation relative to a teacher's alleged violation of Catholic Church teaching shall not be placed in the teacher's school personnel file at any time. Such communications or documentation shall only be retained by the Diocesan School Office and may only be viewed by Diocesan or school officials, COACE, and the individual teacher. These communications or documents may be used in grievance and arbitration proceedings. Unless they involve alleged or actual criminal or illegal conduct, such communications or documentation shall not be released to any parent or otherwise subject to public release, including release to the media. When the teacher receives written notice from the Principal that he or she is being disciplined or that his or her employment is being terminated, the Principal shall specify if the discipline or termination arises out of an alleged violation of Section 6.2(A). If there is any question whether the disciplinary action or termination arose out of a violation of Catholic doctrine/morals or Catholic Church teachings the question shall be submitted to the Vicar General of the Diocese, whose decision shall be determinative of wh...
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Church Teaching Grievance. If the decision of the Superintendent concerning a Church Teaching grievance is not satisfactory, the Association, within one (1) calendar week of receipt of such decision, may notify the Superintendent in writing of its desire to proceed to advisory arbitration for ultimate submittal to the Xxxxxx of the Diocese of Columbus. Upon receipt of such notice, the Superintendent and the COACE President, or their designees, will make arrangements to implement the advisory arbitration procedure. In the case of a Church Teaching grievance, the arbitrator will conduct a hearing and will issue a written advisory decision addressing the facts as established at hearing, and whether those facts support a conclusion that the grievant's acts violated the Catholic Church teaching cited by the Principal. The arbitrator shall have no authority to determine the validity, parameters, or propriety of Catholic Church teachings. The disciplinary action or employment termination shall be considered proper if the evidence demonstrates a violation by the individual teacher grievant. In a Church Teaching grievance, the arbitrator may not consider evidence that other teachers have engaged in the same or similar alleged conduct unless the same or similar conduct was known and addressed by a school and the alleged conduct was determined by the Diocese or the school to either be, or not be, a violation of Catholic Church teaching. The arbitrator's findings shall be submitted to the Xxxxxx who shall then decide, in his sole discretion, whether to accept or reject the arbitrator's findings, and whether disciplinary action or termination imposed by the Principal was appropriate.
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Related to Church Teaching Grievance

  • Employee Grievance If an employee considers there has been a significant change to the job content of the position held, the employee may initiate a grievance by using Step 1 of the Grievance Procedure. If the issue is not resolved at this step, the Job Classification Review Procedure of Article 22.02(B) above shall be utilized.

  • Policy Grievance – Employer Grievance The Employer may institute a grievance alleging a general misinterpretation or violation by the Union or any employee by filing a written grievance with the Bargaining Unit President, with a copy to the Labour Relations Officer within twenty (20) days after the circumstances have occurred. A meeting will be held between the parties within ten (10) days. The Union shall reply within ten (10) days after the meeting, and failing settlement, the matter may be referred to arbitration. (a) Where a difference arises between the parties relating to the interpretation, application or administration of this Agreement, including any questions as to whether a matter is arbitrable, or where an allegation is made that this Agreement has been violated, either of the parties may, after exhausting the grievance procedure established by this Agreement, notify the other party in writing of its decision to submit the difference or allegation to arbitration, and the notice shall contain the name of the first party's appointee to an Arbitration Board. The recipient of the notice shall, within ten (10) days, inform the other party of the name of its appointee to the Arbitration Board. The two appointees so selected shall within ten (10) days of the appointment of the second of them, appoint a third person who shall be the Chairperson. If the recipient of the notice fails to appoint a nominee, or if the two nominees fail to agree upon a Chairperson within the time limit, the appointment shall be made by the Minister of Labour for Ontario upon the request of either party. (b) Within thirty (30) calendar days of the receipt of notice referred to in Article 8.12(a) above, either party may require a process for a sole arbitrator where the grievance concerns: i) a job posting ii) a short term layoff

  • Group Grievance Where a number of employees have identical grievances and each employee would be entitled to grieve separately they may present a group grievance in writing signed by each employee who is grieving to the Administrator or her designate within ten (10) days after the circumstances giving rise to the grievance have occurred or ought reasonably to have come to the attention of the employee(s). The grievance shall then be treated as being initiated at Step No. 1 and the applicable provisions of this Article shall then apply with respect to the processing of such grievance.

  • Formal Grievance Step 1 6

  • Policy Grievance – Union Grievance The Union may institute a grievance alleging a general misinterpretation or violation of this Agreement by the Employer by submitting a written grievance at Step No. 1 within twenty (20) days after the circumstances have occurred. This section shall not apply to disciplinary grievances or application of competitive clauses under this Agreement.

  • Grievance Mediation Nothing in this Article precludes the Parties from mutually agreeing to grievance mediation during any stage of the grievance procedure. The agreement shall be made in writing and stipulate the name of the person and the time line for grievance mediation to occur.

  • Employer Grievance The Employer may institute a grievance by delivering the same in writing to the President of the Local Union and the President shall answer such grievance in writing within five working (5) days. If the answer is not acceptable to the Employer, the Employer may, within ten (10) working days from the day the President gives her answer, give ten (10) working days notice to the President of the Local Union of its intention to refer the dispute to arbitration.

  • Union Grievance The Union may initiate a grievance if the grievance involves a group of employees and if the grievance is submitted in writing within fourteen (14) calendar days from the date the employees were or should have been aware that the grievance existed.

  • Teaching Load 11-1 The parties recognize that the number of students, the number of preparations, and the amount of planning time are related to student performance. 11-2 CLASS SIZE 11-2-1 The parties recognize that class size is related to economics and that reduction of class size is faced with fiscal constraints. The parties further recognize that it is not feasible at this time to set general numerical limitations upon class size because of physical space available, special programs, special student needs, attendance area variances, differences in scheduling systems, busing, and because of other variable causes affecting class size. Nevertheless, the parties shall make reasonable effort to maintain class size at reasonable, workable, and educationally effective levels in all situations. 11-3 TEACHER LOAD 11-3-1 Teaching load shall be defined as the number of separate class preparations that a teacher has per school day as delineated in the course description guide.

  • TEACHING HOURS AND TEACHING LOAD Section 1 Work Day For the applicable agreement period, the normal work day will be seven and one-quarter (7 ¼) hours including arrival time fifteen (15) minutes before and departure time (15) minutes after the students’ school day. The normal work day will include uninterrupted prep time. The Building Principal, as authorized by the Superintendent, upon request of a teacher or group of teachers, may waive the requirement to remain fifteen (15) minutes after the school day for a specific day or days. It is recognized; however, that the proper performance of their duties may, on occasion, require these persons to work longer than the normal work day, i.e. for conferences, faculty meetings, department meetings, etc. Therefore, “mandatory meetings will occur two times per month and be no longer than 90 minutes in length, inclusive of the additional 15 minutes beyond the scheduled student school day. A schedule of the meetings will be distributed by June 30th of the previous school year, but may be changed at the discretion of the Principal with 48 hours’ notice.” Teachers will also remain at school after the fifteen (15) minutes described above, during one (1) day each calendar week for such periods of time as is necessary to provide students extra help, and/or to meet with parents or guardians, concerning the progress of their children or wards. No teacher shall be required to work more than a normal seven and one- quarter (7 ¼) hour day, including fifteen (15) minutes before and (15) minutes after the students’ school day, which will include uninterrupted prep time; this provision does not apply to other contractually agreed upon time and meetings. Should state law require a longer instructional day, or more days, the teachers shall work the added time and the parties shall immediately commence impact bargaining on the issue. This article does not purport to cover the arrival and departure time of teachers involved in special assignments. Section 2 Other Personnel Personnel other than classroom teachers will work at their assigned tasks for the length of the regular teachers' work day. The exact daily schedule will be worked out on an individual basis between the Administration and the employee with notification to the Association. Instructional Coaches are required to work an additional five (5) days at their per diem rate, beyond the work year for a total of 189 days. These days will be determined prior to the start of the new school year and at the discretion of the Superintendent and the Chief Academic Officer.

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