Common use of Complaints Against Employee Clause in Contracts

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. (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 ArticleArticle IX; (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. (a) If an employee shall become the subject of a complaint: (1) Any discussion between the Administration and the employee regarding regard ing 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 ArticleArticle IX; (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. (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 ArticleArticle IX; (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.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. (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 ArticleArticle IX; (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 e xpiration 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.