Conduct and Discipline. The administration of Canton Academy operates on the theory that the students have had sufficient training in the home, church, and school to conduct themselves in accordance with accepted standards of behavior. Teachers are encouraged to handle disciplinary problems when at all possible. The teacher will contact parents if their child is developing a habit of misbehavior. Working together usually brings about desired results. However, if a child continues to misbehave and the teacher has tried all he/she knows to do, the teacher will refer the child to the Administration. When a problem becomes serious enough to warrant the Administration’s attention, various routes of correcting the problem will be explored. • The student may be talked to by the teacher and/or administration to try to solve the problem. Parents will be notified. • Corporal punishment may be administered and the parents may be called in for a conference to discuss the problem. • The student may receive detention based on Administrative recommendation • The student may be suspended from school. • The student may be expelled from Canton Academy. The above list represents examples of disciplinary actions and not the only disciplinary actions. The administration has the final authority to render a disciplinary decision on each individual matter. Some actions may cause immediate expulsion without going through levels 1, 2, 3, or 4, while other disciplinary actions may not qualify for severe actions. Corporal punishment is a viable disciplinary option used at Canton Academy. Corporate punishment will be used upon consent by the parent and will be administered only by the Head of Schools or Elementary Principal or designee with a witness present. An alternative to corporal punishment may be suspension. 6th Grade Discipline Policy Work Crew Assignment Work crew assignments are the results of not following Canton Academy’s rules and policies. Work Crew assignments do not carry the weight of detention but can result in a detention when two (2) Work Crew assignments are skipped. The assignments are given for lesser infractions at the discretion of the administration and teachers. Work Crew assignments are assigned to a once a week time (Wednesday) at 7:15 am. at the High School Student Services or at the discretion of the administration. A task will be given for the student to do until the bell rings to go to class. Detention is the result of inappropriate behavior or not following Canton Academy’s ...
Conduct and Discipline. The School shall implement student disciplinary policies and procedures, including policies and procedures for the suspension and expulsion of students and the discipline and placement of students with disabilities, in accordance with state and federal laws and regulations, Institute policies, and the School’s Student Discipline Policy. The Institute reserves the right to audit and/or request submission of the School’s discipline policies and procedures at any time, with or without cause. The authority to hold expulsion hearings, wherein a student may be expelled from the School, shall remain with the School Board or a designee of the School Board.
Conduct and Discipline. 14.01 An employee may be disciplined or dismissed for just and reasonable cause, or as provided in the article dealing with probation. An employee disciplined or dismissed by the Employer may grieve such action.
14.02 The parties recognize the principles of progressive discipline.
14.03 If the Employer intends to meet with an employee for disciplinary or dismissal purposes, the employee and the Union shall be so advised in advance, with a written notice to be placed in the Union mailbox. A shop xxxxxxx shall attend all meetings with employees under this section provided this does not unduly delay the action being taken. This provision does not apply to meetings related to performance evaluation unless disciplinary steps are contemplated.
14.04 In the case of an alleged breach of conduct on the part of an employee covered under this agreement, the designated person shall notify the employee within twenty-four (24) hours (exclusive of Saturdays, Sundays, or holidays) of the Employer having become aware of the incident, of the particulars, with a copy of the same to be forwarded to the Union.
14.05 In matters of discipline and in the event of arbitration, the arbitrator may sustain, revoke, or alter a penalty. In the event a grievance has been sustained where an employee has been suspended, demoted, or dismissed, he/she shall be reinstated with full compensation for time lost, or by any other arrangements which in the opinion of the parties or of the arbitrator is just and equitable.
14.06 In the case of a reinstated employee, the parties to this agreement agree that the arbitrator shall have jurisdiction to rule on the disposition of any monies the employee may have earned during his period of suspension, demotion, or dismissal.
14.07 Disciplinary action taken against an employee will not be used against that employee after twenty-four (24) months following such action.
Conduct and Discipline. 1. Conduct of an Instructor which is unbefitting the status of a member of the teaching community of an academic institution, including persistent neglect of the duties and obligations set forth in Article 17 (Duties and Obligations), may, following a disciplinary inquiry, be subject to disciplinary measures. Disciplinary measures should be appropriate to their cause and to the principles of progressive discipline.
2. Disciplinary authority (that is, the authority to institute a disciplinary inquiry and, where warranted, to apply disciplinary measures) normally shall rest with the Chair/Director; but the Xxxx or the Vice-Xxxxxxx, may by derogation and substitution assume the disciplinary authority where the gravity of the case warrants, or where the Chair/Director or the Xxxx refuses to institute a disciplinary inquiry in a matter which, in the opinion of the higher official, requires such action.
3. Where the Instructor's alleged misconduct affects another Instructor, a Faculty member, any other employee of or persons rendering services to the Board, or a student, any such person shall have the right to request in writing to any of the officials referred to in clause 2. above, that a disciplinary inquiry be instituted.
4. All disciplinary proceedings shall be confidential.
5. An Instructor shall, prior to the imposition of discipline be provided with the allegation against them in writing, with a copy to the union, and, be notified at a meeting with the person exercising disciplinary authority of the reasons for considering such action, unless the Instructor is a danger to themselves or others. The Instructor may be accompanied by a representative of the Union, which shall be advised, in advance, of the time and place of the meeting.
6. Should a letter of discipline result pursuant to this Article, said letter shall be placed on the Instructor’s Service Record File and shall be removed from the Instructor’s Service Record File after a period of two (2) years, provided there is no repetition of the same or similar conduct during this two (2) year period.
Conduct and Discipline. The primary purpose of Xxxxxx the Xxxx Catholic School is to prepare students to live effectively in the present as Xxxxxxxxx xxxxx people and in the future as Christian adults. Consequently, the academic and spiritual development of students requires that self- control is essential to good classroom order and to effective education. Xxxxxx the Xxxx Catholic School expects from students a sense of responsibility for their own behavior and provides a supportive process for helping the students achieve self-discipline. Discipline policies set consistent, firm, and reasonable limits for behavior. To assist students in the process of achieving self-discipline, the faculty emphasizes our mission and the principles of conduct: respect, reverence, and responsibility The following five standards of conduct are offered as guidelines to the development of responsible, civic-minded, Christian students.
Conduct and Discipline. Note: Refer to 3.5 of this agreement for additional guidance on the application of these provisions.
3.4.1 Where a breach of discipline appears to have occurred, the employer shall determine whether disciplinary procedures should be initiated. Where the employer considers it appropriate it shall make initial enquiries to establish whether the disciplinary procedures should be initiated. In some cases, where the facts are clear and acknowledged, resolution may be achieved informally by discussion between the parties without the need for initiating the disciplinary procedures. Questions of conduct or discipline should be handled in a manner which as far as possible protects the mana and dignity of the teacher concerned. Teachers may seek whanau, family, professional and/or Association support in relation to such matters.
3.4.2 The teacher shall be informed of any allegation of breach of discipline and of her/his right to consult the Association and of the right to be represented by it at any stage.
3.4.3 Where an employer decides to initiate formal disciplinary procedures against a teacher, the following principles are to be observed:
(a) The employer or its agent shall advise the teacher in writing of the reason for the disciplinary procedures being initiated, invite the teacher to respond in writing, and advise the teacher of her/his right to request Association assistance and/or representation at any stage.
(b) Before any substantive disciplinary action is taken, an investigation must be undertaken by the employer. The teacher shall be invited to attend any such investigation and to make a statement concerning the matter either personally or through a representative.
(c) Notwithstanding 3.4.3(b) above if the employer is satisfied that the welfare and interests of any student attending the school or of any teacher at the school so requires the employer may at any time before the matter has finally been disposed of either:
(i) Suspend the teacher (Note: suspension would normally be on pay except in exceptional circumstances); or
(ii) Transfer the teacher to other duties.
(d) Where a breach of discipline is held to have occurred, the employer shall not impose any penalty on the teacher without first:
(i) Giving the teacher the opportunity to make representations to it; and
(ii) Taking into account any period of suspension already imposed.
(e) In the case of a finding of serious misconduct the employer may dismiss the teacher without notice.
3.4.4 Where a tea...
Conduct and Discipline. When in the course of your duty, you are required to conduct yourself professionally at all times. In the event of a misconduct committed by you, whether such misconduct by you causes embarrassment to the Company, the Company may take disciplinary or legal action against you, which may result in subsequent dismissal from employment.
Conduct and Discipline. 5.1 Employees shall conduct themselves in a respectable manner, be courteous
5.2 Supervisory staff conversing with employees covered by this collective agreement for any reason shall use proper care not to embarrass or humiliate the employee in front of the public or other employees. The parties recognize the right of refusal under the Canada Labour Code Part II.
5.3 Bulletins, notices, orders and special instructions, issued from time to time will be posted on bulletin boards, accessible to employees at all locations. A copy
5.4 The Employer, through its proper officers, will deal with employees through the accredited representatives appointed by the Union or with the designated Union Committee in respect of all differences, which may arise between the parties
5.5 The Employer shall immediately notify in writing the Union President or their designate whenever an employee is dismissed or suspended or otherwise
5.6 If an incident is so serious that it warrants an immediate suspension, the employee is to be suspended with pay, pending the outcome of a meeting. The meeting regarding the suspension is to be held within three (3) calendar days of
5.7 Employees shall have the right to have their Union representative present at any discussion with Supervisory personnel, which the employee believes might be
Conduct and Discipline. Employees shall conduct themselves in a respectable manner, be courteous to the passengers and traveling public, and work at all times in the best interest of the Transit System. They shall strictly comply with all rules and regulations of the Employer and follow all orders of respective supervisory personnel. Deliberate theft or sabotage of the Employer’s equipment and property or property under the care and control of the Employer, by employees will not be tolerated by either union or management. Supervisory staff conversing with employees covered by this collective agreement for any reason shall use proper care not to embarrass or humiliate the employee in front of the public or other employees. The parties recognize the right of refusal under the Canada Labour Code Part II. Bulletins, notices, orders and special instructions, issued from time to time will be posted on bulletin boards, accessible to employees at all locations. A copy of all bulletins will be furnished to the Financial Secretary-Treasurer of the Union. It is the responsibility of all employees to make themselves aware, on a daily basis, of all bulletins, notices, orders and special instructions, such that the applicable instructions, notices, orders and regulations will be complied with by all employees. It is the responsibility of management personnel to post all such notices, bulletins, orders and special instructions at the locations mentioned. The Employer, through its proper officers, will deal with employees through the accredited representativesappointed by the Union or with the designated Union Committee in respect of all differences, which may arise between the parties by reason of and during the term of this agreement. The Employer shall immediately notify in writing the Union President or his designate whenever an employee is dismissed or suspended or otherwise penalized. A suspension of more than one day shall be consecutive working days,
Conduct and Discipline. Participant agrees to properly conduct himself or herself at all times during the course of the Program. Any violation of University standards of conduct could lead to sanctions being imposed consistent with CSU Student Discipline Policies and Procedures, including, but not limited to suspension or expulsion from the program.
