Disciplinary Conferences. Any Teacher has the right, upon request, to be represented at any disciplinary conference. The Teacher shall be notified in advance of said administrative conference. A WTU representative may accompany the Teacher to said conference and may speak on behalf of the Teacher upon the Teacher’s request.
Disciplinary Conferences. When an administrator calls a conference with an employee which might lead directly to dismissal or possible disciplinary action against the employee, the following provisions shall be applicable:
1. The employee shall be informed in advance and in writing as to the purpose of the conference.
2. The employee has the right to be accompanied by someone, who may be a member of the MCU, at the conference.
3. Except circumstances warranting immediate action, the administrator will not take disciplinary action against the employee without first affording the employee an opportunity to respond to the matter being discussed.
4. If, after a disciplinary conference, an administrator takes disciplinary action against the employee, the administration shall provide the employee with written notification of the reason for the action.
5. Any disciplinary action taken against an employee shall be subject to the grievance procedure of this Agreement.
Disciplinary Conferences. A principal shall advise an employee prior to any disciplinary conference so that the employee may arrange for an Association representative to be present. It shall be the responsibility of the principal to arrange if necessary to cover classes for the Association representative and the employee if the conference is conducted during the regular school day. If an Association representative is not available, the conference shall not be held, unless the employee has waived such representation.
Disciplinary Conferences. Employees shall be entitled to have a Union representative at any meeting or hearing where discipline of the employee may take place, provided that the unavailability of the representative shall not be cause to delay any meeting or hearing if the employee has been given, if possible, at least 48 hours’ notice of the meeting or hearing. At the discretion of the Superintendent, the employee may be reassigned and/or suspended with or without pay pending the meeting or hearing. An employee shall not be entitled to pay for appearance at the disciplinary meeting or hearing held on non-working time. The rights afforded by this section shall be in addition to any rights in disciplinary conferences which the employee may have under the Illinois Educational Labor Relations Act. However, such IELRA right shall be enforceable only through the Illinois Educational Labor Relations Board and not though the grievance procedure in this Agreement.
Disciplinary Conferences. A teacher and the PLEA President shall be notified in writing of any disciplinary conference and the nature of the topic to be discussed, no later than 1:00 p.m. on the day before such conference is scheduled. Administrative conferences on discipline may be held during the workday, unless the teacher elects otherwise.
Disciplinary Conferences. A. When an Employer representative desires to meet with any employee for disciplinary purposes, he/she shall notify the employee in writing at least forty- eight (48) hours in advance of the time, place and purpose of the meeting (conferences which involve health and safety issues are exempt from the notice requirement). Conferences for disciplinary purposes or reprimands shall be in private. An employee may request a Union official to attend the meeting if he/she so desires. When such a request is made, the meeting shall not proceed until the representative is present. All such meetings shall be conducted during the employee’s work shift. If an employee is called in for such a meeting at a time other than during his/her work shift, he/she shall be paid for such time, or such time shall be counted toward the total hours he/she is scheduled to work that day. Conferences between an employee and his/her first or second rater to discuss an evaluation are not disciplinary conferences.
B. An employee may also request the presence of a representative at any meeting (or portion thereof) he/she is required to attend with an Employer representative which the employee has some reason to believe may lead to disciplinary action against him/her or if a summary of the meeting will be written and filed in any file.
C. No letter of complaint, reprimand or commendation shall be incorporated into a disciplinary hearing unless there is evidence that the employee received or was offered a copy of same when it was inserted in the file. At the time of notice of a disciplinary conference, the employee shall be provided with copies of any documents which will be used at the conference.
D. If an employee, during a conference, refuses to sign for the receipt of letter or document, the signature of a second witness to that refusal shall be obtained. Suspensions Over Holidays
Disciplinary Conferences. Conferences for disciplinary purposes or reprimands shall be in private with a twenty-four (24) hour written notice to the employee. The notice shall state the day, date, time and reason for the conference. An employee may request a union official to attend the meeting if he/she so desires. When such a request is made, the meeting shall not proceed until the representative is present. Such meetings shall be conducted during the employee’s work shift. If an employee is called in for such a meeting at a time other than during his/her work shift, he/she shall be paid for such time, or such time shall be counted toward the total hours he/she is scheduled to work that day.
Disciplinary Conferences. Prior to taking any disciplinary action against an Employee: a.) the specific grounds forming the basis for disciplinary action will be presented to the Employee in writing at least twenty-four (24) hours prior to the conference and b.) The administrator will discuss the problem with the Employee’s conduct in a conference taking place no more than seven (7) working days after the date of administrative notification of the alleged Employee misconduct. Should the Employee’s illness or absence cause a delay in the conference, the time periods under this provision shall be extended until the Employee returns to work. If disciplinary action is to be taken against the Employee, the administrator shall notify the Employee within seven (7) working days after the conference. Prior to or during the conference, the administrator shall present the Employee with the specific grounds forming the basis for the disciplinary action to be taken against the Employee. The Employee shall be given at least forty-eight (48) hours advance written notice if the Employee is required to appear before the Board of Education in relation to a disciplinary matter. Said notice to the Employee shall also contain the reasons for the requested meeting. No unsubstantiated or anonymous complaint(s) shall be used against an Employee.
Disciplinary Conferences. A. Teachers shall have the right to have a representative of their own choosing present whenever attending a conference with an administrator and/or the Board during which they are receiving a written reprimand or other documentation of a formal disciplinary action.
B. If at all possible, teachers shall not be verbally reprimanded in the presence of others, and disciplinary actions shall remain confidential.
C. If possible, teachers will be informed of the nature of the subject to be discussed in the event a conference is requested by their building principal. Teachers shall have the right to stop a conference in progress and secure EEA representation
Disciplinary Conferences. A. When an Employer representative desires to meet with any employee for disciplinary purposes, he/she shall notify the employee in writing at least forty- eight (48) hours in advance of the time, place and purpose of the meeting (conferences which involve health and safety issues are exempt from the notice requirement). Conferences for disciplinary purposes or reprimands shall be in private. An employee may request a Union official to attend the meeting if he/she so desires. When such a request is made, the meeting shall not proceed until the representative is present. All such meetings shall be conducted during the employee’s work shift. If an employee is called in for such a meeting at a time other than during his/her work shift, he/she shall be paid for such time, or such time shall be counted toward the total hours he/she is scheduled to work that day.
B. An employee may also request the presence of a representative at any meeting (or portion thereof) he/she is required to attend with an Employer representative which the employee has some reason to believe may lead to disciplinary action against him/her or if a summary of the meeting will be written and filed in any file.
C. No letter of complaint, reprimand or commendation shall be incorporated into a disciplinary hearing unless there is evidence that the employee received or was offered a copy of same when it was inserted in the file. At the time of notice of a disciplinary conference, the employee shall be provided with copies of any documents which will be used at the conference.
