Disciplinary Responses. No teacher shall be disciplined without just cause. Disciplinary responses shall be commensurate with the teacher’s offense, and progressive discipline will be followed. However, the parties fully recognize that more serious offenses may be dealt with by appropriate disciplinary action up to and including termination depending upon the nature and severity of the misconduct. Disciplinary responses available to the Board include verbal or written reprimands, suspensions with or without pay and termination under Ohio Revised Code. Suspensions without pay are intended to be used for more serious disciplinary infractions. Disciplinary measures may be repeated depending on the circumstances of the infraction.
Disciplinary Responses. No employee shall be disciplined without good cause. Disciplinary responses shall be commensurate with the employee’s offense, and progressive discipline will be followed. However, parties fully recognize that more serious offenses may be dealt with by appropriate disciplinary action up to and including termination depending upon the nature and severity of the misconduct. Disciplinary responses available to the Board include verbal or written reprimands, demotion, suspensions and termination. Terminations will be in accordance with Ohio Revised Code Section 3319.081. Disciplinary measures may be repeated depending on the circumstances of the infraction.
Disciplinary Responses. If harassment has been identified, any one (1) or more of the following responses may be deemed to be appropriate in the circumstance:
Disciplinary Responses. If harassment has been identified, any one of the following responses may be deemed to be appropriate in the circumstance. • require a verbal or written apology by the harasser • issue a written warning to the harasser • reassign (transfer) the harasser to another area • terminate the harasser • require the harasser to undergo mandatory counselling NOTE: If, in the course of the investigation or appeal process the harassment charge is determined to be without merit the Complaint Officer or DRO will make such known, in writing, to all concerned parties.
Disciplinary Responses. If harassment has been identified, any one of the following responses may be deemed to be appropriate in the circumstance. • require a verbal or written apology by the harasser • issue a written warning to the harasser • reassign (transfer) the harasser to another area • terminate the harassee's employment • require the harasser to undergo mandatory counseling NOTE: If, in the course of the investigation or appeal process the harassment charge is determined to be without merit the Complaint Officer or DRO will make such known, in writing, to all concerned parties. Repeated, unfounded claims by an individual may result in harassment proceedings or disciplinary action. APPENDIX A – GENERAL LAWS OF UNIFOR LOCAL 2000 Effective April 1, 1994 As used in the General Laws, the masculine, feminine or neuter gender, and the singular or plural number shall each be deemed to include the others whenever the context so includes.
Disciplinary Responses. Situations which include breaking the school rules on drugs will result in a sanction. The type of sanction will depend on the exact nature and degree of the offence. The school employs a variety of sanctions related to the offence, e.g. community service, educational material to watch or read as well as to copy out specific facts about drugs and its consequences Internal Exclusion, “confinement”, fixed term and permanent exclusions as well as the withdrawal of boarding places. Permanent exclusion will be considered and used only in exceptional circumstances, such as selling and dealing in drugs. Parents and all appropriate staff will be kept informed of any investigation. The following procedures should be taken for any instance involving smoking, drinking or drugs:
Disciplinary Responses. If harassment has been identified, any one of the following responses may be deemed to be appropriate in the circumstance. require a verbal or written apology by the harasser issue a written warning to the harasser reassign (transfer) the harasser to another area terminate the harassee's employment require the harasser to undergo mandatory counseling NOTE: If, in the course of the investigation or appeal process the harassment charge is determined to be without merit the Complaint Officer or DRO will make such known, in writing, to all concerned parties. Repeated, unfounded claims by an individual may result in harassment proceedings or disciplinary action. APPENDIX A General Laws of the Communications, Energy and Paperworkers Union of Canada, Local 2000 Effective April 1, 1994 As used in the General Laws, the masculine, feminine or neuter gender, and the singular or plural number shall each be deemed to include the others whenever the context so includes.
Disciplinary Responses. If harassment has been identified, any one of the following responses may be deemed to be appropriate in the circumstance. ! require a verbal or written apology by the harasser ! issue a written warning to the harasser ! reassign (transfer) the harasser to another area ! terminate the harasser ! require the harasser to undergo mandatory counseling NOTE: If, in the course of the investigation or appeal process the harassment charge is determined to be without merit the Complaint Officer or DRO will make such known, in writing, to all concerned parties. Repeated, unfounded claims by an individual may result in harassment proceedings or disciplinary action. APPENDIX B Commission Structure for Classified Both parties agree that all Classified/Telemarketers will be treated fairly and equitably. Here is the current commission structure for classifieds. – $0-$10,000=2% on whole amount of sales on a monthly basis. – $10,001-$20,000=4% on whole amount of sales on a monthly basis. – $20,001-$25,000=5% on whole amount of sales on a monthly basis. – $25,001 to $30,000 = 6% on the portion that is over $25,000 and up to $30,001. – $30,001 and up = 7.8% on the portion that is over $30,001.
