COMPLAINTS AGAINST PERSONNEL Sample Clauses

COMPLAINTS AGAINST PERSONNEL. When a complaint is made to the Board or any of its members or school administrators by a party concerning a teacher's conduct or other activities that relate to the teacher's employment duties, the teacher shall be informed of the stated concern by the appropriate administrator. The appropriate administrator and teacher shall attempt to resolve the concern with the complainant. No complaint shall be investigated unless the identity of the complaining party is provided to the teacher, as well as the nature of the complaint. Should the person still not be satisfied and bring the concern to the Board, after hearing the complaint the Board shall refer the complaint to the Superintendent or appropriate administrator for investigation. The teacher shall be so informed and have the right to provide information concerning the issue to the appropriate administrator with rights of representation and due process. Should the issue come again before the Board, the teacher shall be so informed and have the right to provide the Board information concerning the issue, in executive session and with rights of representation. Any meeting with the Board pursuant to this procedure shall be in executive session. If there are any questions concerning the procedure, the teacher has due process rights under the grievance procedure. If the Board or a member of the Board is contacted by a person with a complaint, the Board will advise the person to follow the provisions. However, complaints of suspected child abuse shall be reported as required by Ohio law.
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COMPLAINTS AGAINST PERSONNEL. When a complaint is made to the Board or any of its members or administrators concerning a teacher's conduct or to other activities that relate to the teacher's employment duties, and the complaint is considered serious enough to warrant an investigation, the teacher shall be informed as follows: During the time school is in session: within forty-eight (48) hours, excluding days not in session. During the summer break: within seventy-two (72) hours, excluding weekends and days the Board office is closed. Initial summer notification shall be attempted by phone with written notification to the member's last known address. The Board shall not be required to abide by the above timelines if prohibited to do so by a legal authority having jurisdiction over the complaint. Initially, the teacher will be informed of the nature of the complaint and the identity of the complainant before the administration talks with a student or staff member other than the person(s) submitting the complaint. Such disclosure shall not be required if students or staff members other than the complainant are not interviewed by the administration. If, after investigation, the administration determines that action may be taken on the complaint, a meeting shall be held between the teacher and his/her administrator. At the meeting between the teacher and his/her administrator, the teacher shall have the alleged misconduct/complaint explained in full detail. The appropriate administrator and teacher shall attempt to resolve the party's complaint. Following the disclosure meeting, the teacher will have the right to a follow-up meeting with his/her administrator, at which time the teacher shall be afforded the right to submit names of witnesses for the administration to interview. The investigating administrator shall inform the teacher of the status of the investigation no longer than five (5) teacher work days after the first notice to the teacher and no more than every five (5) teacher work days after the first status report, until the investigation is terminated. Should the investigation of the complaint prove the complaint to be unjustified, the teacher shall be so notified within two (2) teacher workdays of the termination of the investigation and no record of said complaint shall be placed in the teacher's personnel file. The administration shall have five (5) teacher workdays from receipt of a complaint to determine if the complaint is considered serious enough to warrant an investigat...
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COMPLAINTS AGAINST PERSONNEL. 1. The administration may commence an investigation as to the authenticity of any information related to a complaint. No complaint will be placed in any personnel file of a certified member unless:
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COMPLAINTS AGAINST PERSONNEL. 1. In the event a complaint is determined to fall under Title IX, the District will follow current federal regulations.
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COMPLAINTS AGAINST PERSONNEL. When a complaint is made to the Board or any of its members or school administrators by a person concerning a member’s conduct or other activities that relate to the member’s employment duties, the member shall be informed of the stated concern by the appropriate administrator prior to the imposition of discipline. The appropriate administrator shall attempt to resolve the concern with the complainant. This could include the involvement of the member if deemed appropriate by the administrator. Should the complainant still not be satisfied and bring the concern to the Superintendent and/or Board, the member shall be so informed and have the right to provide the Board with information concerning the issue, in Executive Session, and with rights of representation and due process. In no case shall such a complaint be grounds for action or reprimand or discipline against a member without the member having prior notice that would allow a reasonable period of time for the member to attempt to resolve the concern or be provided a hearing with representation, if requested, or provide information on the issue to the administration.
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COMPLAINTS AGAINST PERSONNEL. When a complaint is made to the Board or any of its members or school administrators by a person concerning a member’s conduct or other activities that relate to the member’s employment duties, the member shall be informed of the stated concern by the appropriate administrator. The appropriate administrator and member shall attempt to resolve the concern with the parent. Should the person still not be satisfied and bring the concern to the Superintendent and/or Board, the member shall be so informed and have the right to provide the Board with information concerning the issue, in Executive Session, and with rights of representation and due process. In no case shall such a complaint be grounds for action or reprimand or discipline against a member without the member having prior notice that would allow a reasonable period of time for the member to attempt to resolve the concern or be provided a hearing with representation, if requested, or provide information on the issue to the administration.
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Related to COMPLAINTS AGAINST PERSONNEL

  • Complaints Against Employees All complaints to be included in the employee’s disciplinary file must be in writing. In the event a complaint or charge is made by the person or group, against any employee, the employee shall be given a copy of what is to be included in the employee’s file.

  • Investigation of Grievances The investigation of grievances shall not interfere with the orderly process of education in District 281.

  • Covenant Against Discrimination Consultant covenants that, by and for itself, its heirs, executors, assigns, and all persons claiming under or through them, that there shall be no discrimination against or segregation of, any person or group of persons on account of race, color, creed, religion, sex, gender, sexual orientation, marital status, national origin, ancestry or other protected class in the performance of this Agreement. Consultant shall take affirmative action to insure that applicants are employed and that employees are treated during employment without regard to their race, color, creed, religion, sex, gender, sexual orientation, marital status, national origin, ancestry or other protected class.

  • Violence Against Women The parties hereby recognize and share the concern that women uniquely face situations of violence or abuse in their personal lives that may affect their attendance or performance at work. A woman who is in an abusive or violent personal or domestic situation will not be subjected to discipline without giving full consideration to the facts in the case of each individual and the circumstances surrounding the incident otherwise supportive of discipline. This statement of intent is subject to a standard of good faith on the part of the Employer, the Union and the affected employees and will not be utilized by the Union or the employees to subvert the application of otherwise appropriate disciplinary measures.

  • Covenant Against Gratuities The Contractor warrants that no gratuities (in the form of entertainment, gifts, or otherwise) were offered or given by the Contractor, or any agent or representative of the Contractor, to any officer or employee of the State with a view toward securing the Contract or securing favorable treatment with respect to any determinations concerning the performance of the Contract. For breach or violation of this warranty, the State shall have the right to terminate the Contract, either in whole or in part, and any loss or damage sustained by the State in procuring on the open market any items which Contractor agreed to supply shall be borne and paid for by the Contractor. The rights and remedies of the State provided in this clause shall not be exclusive and are in addition to any other rights and remedies provided by law or in equity.

  • Claims Against the School District It is understood that the School District's only obligation is to purchase an insurance policy and pay such amounts as agreed to herein and no claim shall be made against the School District as a result of a denial of insurance benefits by an insurance carrier.

  • Prohibition Against Discrimination It is the policy of the State to prohibit discrimination in employment against any employee or applicant for employment because of race, age, color, religion, creed, sex (including pregnancy), sexual orientation, political affiliation, country of national origin, ancestry, genetic information, gender identity or expression, mental or physical disability, marital status, or labor organization affiliations, and to promote and implement a positive and continuing program of equal employment opportunity. It is the policy of the Union that it shall not discriminate against any employee or cause or attempt to cause the State to discriminate against any employee because of race, age, color, religion, creed, sex, sexual orientation, political affiliation, country of national origin, ancestry, genetic information, gender identity or expression, mental or physical disability, marital status or labor or organization affiliation.

  • Complaints Investigation An employee who complains of harassment under the provisions of the Human Rights Code of British Columbia may refer the complaint to either one or other of the following processes:

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