Complaints Against Employee. No action against an employee shall be taken on the basis of an unverified complaint by a parent or student or other individuals, unless the matter is first reported to the employee and the employee has had an opportunity to discuss the matter with his/her administrator. There shall be no corrective action notice placed in an employee’s official personnel file, unless the employee, upon his/her request, has first been given a copy and provided an opportunity to submit a rebuttal statement. The rebuttal statement shall be submitted within thirty (30) working days of the notice, evaluation or reprimand. The rebuttal statement shall remain as part of such statement/material as long as the document remains in the employee’s official file in Personnel Records.
Complaints Against Employee. (a) If an employee shall become the subject of a complaint:
(1) Any discussion between the Administration and the employee regarding the allegation shall be conducted in a private setting;
(2) Prior to any final action of a disciplinary nature being taken, a disciplinary conference shall be conducted between the administrator and the employee in accordance with the provisions of this Article;
(3) The Administration shall, at all times, proceed in a manner which assumes the innocence of the employee until such time as the allegation is supported by evidence to the contrary; and
(4) At any disciplinary conference, the employee may be accompanied by a Federation representative.
(b) The Board shall defend and hold harmless any employee for actions fully within the course and proper scope of employment as is provided in La. R.S. 17.416.3 and 17.416.4.
(c) Complaints involving corporal punishment and/or moral offenses concerning students which become the subject of any disciplinary conference shall be reduced to writing with sufficient specificity to fully apprise the employee of the nature and substance of the allegations along with the identity of the person(s) making the allegations. A period of at least 72 hours will be allowed by the principal or administrator who called the disciplinary conference for the employee to prepare a response to the allegations. No decision regarding discipline will be made prior to expiration of the 72-hour period or prior to receipt of the employee's response, whichever occurs first.
(d) If the accusation(s) is (are) determined to be unfounded, all documents relating thereto shall be expunged from the files of the Board.
Complaints Against Employee. Section 10.3.1 All complaints filed by a citizen against an employee will be submitted by the complainant’s own handwriting and signed, where possible. In those cases where the complainant is unable or unwilling to write out the complaint, the supervisor or person taking the complaint may write the statement for the complainant, electronically record the complaint, or reduce the essence of the citizen’s verbal complaint to a synopsis or summary.
Section 10.3.2 The Department will investigate all anonymous complaints and allegations of misconduct occurring on duty, off duty, or while one is representing themselves as an employee of the Xxxxxx Township Police Department.
Section 10.3.3 When a complaint is filed more than six (6) months after the date of the alleged event, the employer will investigate the complaint; however, the employee will not be subject to disciplinary action.
Section 10.3.4 The complaint time limit does not expire for allegations of gross misconduct or for allegations that could lead to criminal charges within the Statute of Limitations, or within allowances of either Equal Employment Opportunity Commission (E.E.O.C.) or Ohio Civil Rights Commission (O.C.R.C.) complaints. The employer will investigate the complaint, and the employee is subject to disciplinary action if the allegation is founded.
Complaints Against Employee. Any complaint about an employee that may result in the issuance of discipline will be brought to the attention of the employee within a reasonable time period of the completion of the investigation.
Complaints Against Employee. Any complaint deemed by any administrator or Board member to justify investigation and/or disciplinary action shall be brought to the attention of the employee involved within five (5) working days. Except in cases of extreme emotional instability or alleged criminal action, or other situations when the safety or health of the pupils and/or other person(s) appear to be in jeopardy, no action shall be taken until such information has been supplied to the employee.
Complaints Against Employee. No action regarding complaints directed toward an employee shall be taken until the complaint has been called to the employee’s attention.
Complaints Against Employee. (a) If an employee shall become the subject of a complaint:
(1) Any discussion between the Administration and the employee regarding the allegation shall be conducted in a private setting;
(2) Prior to any final action of a disciplinary nature being taken, a disciplinary conference shall be conducted between the administrator and the employee in accordance with the provisions of this Article;
(3) The administrator shall, at all times, proceed in a manner which assumes the innocence of the employee until such time as the allegation is supported by evidence to the contrary; and
(4) At any disciplinary conference, the employee may be accompanied by a Federation representative.
(b) Complaints involving moral offenses concerning students which become the subject of any disciplinary conference shall be reduced to writing with sufficient specificity to fully apprise the employee of the nature and substance of the allegations along with the identity of the person making the allegations. A period of at least 72 hours will be allowed by the principal or administrator who called the disciplinary conference for the employee to prepare a response to the allegations. No decision regarding discipline will be made prior to expiration of the 72-hour period or prior to receipt of the employee’s response, whichever occurs first.
(c) If the accusation is determined to be unfounded, all documents relating thereto shall be expunged from the files of the Board.
(d) The Board shall defend and hold harmless any employee for actions fully within the course and proper scope of employment in any civil suit for damages. This obligation shall not extend to the defense or indemnity of any employee whose actions or omissions, upon which a suit is based, were willful, malicious, intentional or criminal in nature.
Complaints Against Employee. If a complaint is lodged against an employee, the administration will investigate it using a conflict resolution process. If there is substance to the complaint, the issue will be brought to the attention of the employee for explanation and/or correction.
Complaints Against Employee. (a) If an employee shall become the subject of a complaint:
(1) Any discussion between the Administration and the employee regarding the allegation shall be conducted in a private setting;
(2) Prior to any final action of a disciplinary nature being taken, a disciplinary conference shall be conducted between the administrator and the employee in accordance with the provisions of this Article;
(3) The Administration shall, at all times, proceed in a manner which assumes the innocence of the employee until such time as the allegation is supported by evidence to the contrary; and
(4) At any disciplinary conference, the employee may be accompanied by a Federation representative.
(b) The Board shall defend and hold harmless any employee for actions fully within the course and proper scope of employment as is provided in La. R.S. 17.416.3 and 17.416.4.
