Common use of DISCIPLINE AND DISCHARGE OF PERMANENT EMPLOYEES Clause in Contracts

DISCIPLINE AND DISCHARGE OF PERMANENT EMPLOYEES. A. The District agrees to discharge or discipline permanent Employees only for just cause. B. The District recognizes the concept of progressive discipline. C. A representative of the Association shall be present at the Employee’s request, when an Employee is being reprimanded or disciplined. The discharged or suspended permanent Employee will be allowed to discuss his/her dis- charge or suspension with the Association President, and/or his/her designee. D. No Employee shall be subjected to an administrative reprimand and/or disciplinary action while in the presence of students and/or non-supervisory District personnel unless neces- sary. If possible the Employee will be removed from the room and spoken to in private. An administrator will not indiscriminately discuss any alleged deficiency in conduct. E. Upon the discharge, discipline, and/or reprimand of a permanent Employee, the District will promptly notify the Association in writing of the action taken, unless the Employee no- tifies the association they decline to have the Association involved. F. Upon request, the Superintendent, or his/her designee, will discuss the discharge or sus- pension with the Employee and the President of the Association, and/or his/her designee, unless the Employee notifies the Association they decline to have the Association involved. G. Within five (5) workdays of the discharge or suspension, the Employee and/or the Associa- tion may appeal the action in writing to the Superintendent. The Superintendent will re- view the discharge or suspension and give his/her answer in writing within three (3) regu- larly scheduled workdays after receiving the appeal. This shall be an exception to the nor- mal grievance timelines. If the response is not satisfactory to the Association, the matter may be processed through the Grievance Procedure (Article 4), Level Four.

DISCIPLINE AND DISCHARGE OF PERMANENT EMPLOYEES. A. The District agrees to discharge or discipline permanent Employees only for just cause. B. The District recognizes the concept of progressive discipline. C. A representative of the Association shall be present at the Employee’s Employee‟s request, when an Employee is being reprimanded or disciplined. The discharged or suspended permanent Employee will be allowed to discuss his/her dis- charge or suspension with the Association President, and/or his/her designee. D. No Employee shall be subjected to an administrative reprimand and/or disciplinary action while in the presence of students parents, students, and/or non-supervisory District personnel unless neces- sary. If possible the Employee will be removed from the room and spoken to in privatepersonnel. An administrator will not indiscriminately discuss any alleged deficiency in conduct. E. Upon the discharge, discipline, and/or reprimand of a permanent Employee, the District will promptly notify the Association in writing of the action taken, unless the Employee no- tifies the association they decline to have the Association involved. F. Upon request, the The Superintendent, or his/her designee, will discuss the discharge or sus- pension suspension with the Employee and the President of the Association, and/or his/her designee, unless the Employee notifies the Association they decline to have the Association involved. G. Within five (5) workdays of the discharge or suspension, the Employee and/or the Associa- tion Associ- ation may appeal the action in writing to the Superintendent. The Superintendent will re- view the discharge or suspension and give his/her answer in writing within three (3) regu- larly scheduled workdays after receiving the appeal. This shall be an exception to the nor- mal grievance timelines. If the response is not satisfactory to the Association, the matter may be processed through the Grievance Procedure (Article 4V), Level Four.

DISCIPLINE AND DISCHARGE OF PERMANENT EMPLOYEES. A. The District agrees to discharge or discipline permanent Employees only for just cause. B. The District recognizes the concept of progressive discipline. C. A representative of the Association shall be present at the Employee’s request, when an Employee is being reprimanded or disciplined. The discharged or suspended permanent Employee will be allowed to discuss his/her dis- charge discharge or suspension with the Association President, and/or his/her designee. D. No Employee shall be subjected to an administrative reprimand and/or disciplinary action ac- tion while in the presence of students and/or non-supervisory District personnel unless neces- sary. If possible the Employee will be removed from the room and spoken to in privatepersonnel. An administrator will not indiscriminately discuss any alleged deficiency in conduct. E. Upon the discharge, discipline, and/or reprimand of a permanent Employee, the District Dis- trict will promptly notify the Association in writing of the action taken, unless the Employee no- tifies the association they decline to have the Association involved. F. Upon request, the Superintendent, or his/her designee, will discuss the discharge or sus- pension suspension with the Employee and the President of the Association, and/or his/her designee, unless the Employee notifies the Association they decline to have the Association involvedde- signee. G. Within five (5) workdays of the discharge or suspension, the Employee and/or the Associa- tion As- sociation may appeal the action in writing to the Superintendent. The Superintendent will re- view review the discharge or suspension and give his/her answer in writing within three (3) regu- larly scheduled workdays after receiving the appeal. This shall be an exception to the nor- mal grievance timelines. If the response is not satisfactory to the Association, the matter may be processed through the Grievance Procedure (Article 4), Level Four.three

DISCIPLINE AND DISCHARGE OF PERMANENT EMPLOYEES. A. The District agrees to discharge or discipline permanent Employees only for just cause. B. The District recognizes the concept of progressive discipline. C. A representative of the Association shall be present at the Employee’s request, when an Employee is being reprimanded or disciplined. The discharged or suspended permanent Employee will be allowed to discuss his/her dis- charge discharge or suspension with the Association President, and/or his/her designee. D. No Employee shall be subjected to an administrative reprimand and/or disciplinary action while in the presence of students parents, students, and/or non-supervisory District personnel unless neces- sarynecessary. If possible the Employee will be removed from the room and spoken to in private. An administrator will not indiscriminately discuss any alleged deficiency in conduct. E. Upon the discharge, discipline, and/or reprimand of a permanent Employee, the District will promptly notify the Association in writing of the action taken, taken unless the Employee no- tifies notifies the association Association they decline to have the Association involved. F. Upon request, the The Superintendent, or his/her designee, will discuss the discharge or sus- pension suspension with the Employee and the President of the Association, and/or his/her designee, unless the Employee notifies the Association they decline to have the Association involved. G. Within five (5) workdays of the discharge or suspension, the Employee and/or the Associa- tion Association may appeal the action in writing to the Superintendent. The Superintendent will re- view review the discharge or suspension and give his/her answer in writing within three (3) regu- larly regularly scheduled workdays after receiving the appeal. This shall be an exception to the nor- mal normal grievance timelinesprocedure. If the response is not satisfactory to the Association, the matter may be processed through the Grievance Procedure (Article 4)27, Level Four).

DISCIPLINE AND DISCHARGE OF PERMANENT EMPLOYEES. A. The District agrees to discharge or discipline permanent Employees only for just cause. B. The District recognizes the concept of progressive discipline. C. A representative of the Association shall be present at the Employee’s request, when an Employee is being reprimanded or disciplined. The discharged or suspended permanent Employee will be allowed to discuss his/her dis- charge discharge or suspension with the Association President, and/or his/her designee. D. No Employee shall be subjected to an administrative reprimand and/or disciplinary action ac- tion while in the presence of students and/or non-supervisory District personnel unless neces- sary. If possible the Employee will be removed from the room and spoken to in privatepersonnel. An administrator will not indiscriminately discuss any alleged deficiency in conduct. E. Upon the discharge, discipline, and/or reprimand of a permanent Employee, the District Dis- trict will promptly notify the Association in writing of the action taken, unless the Employee no- tifies the association they decline to have the Association involved. F. Upon request, the Superintendent, or his/her designee, will discuss the discharge or sus- pension suspension with the Employee and the President of the Association, and/or his/her designee, unless the Employee notifies the Association they decline to have the Association involveddes- ignee. G. Within five (5) workdays of the discharge or suspension, the Employee and/or the Associa- tion As- sociation may appeal the action in writing to the Superintendent. The Superintendent will re- view review the discharge or suspension and give his/her answer in writing within three (3) regu- larly scheduled workdays after receiving the appeal. This shall be an exception to the nor- mal grievance timelines. If the response is not satisfactory to the Association, the matter may be processed through the Grievance Procedure (Article 4), Level Four.three

DISCIPLINE AND DISCHARGE OF PERMANENT EMPLOYEES. A. The District agrees to discharge or discipline permanent Employees only for just cause. B. The District recognizes the concept of progressive discipline. C. A representative of the Association shall be present at the Employee’s request, when an Employee is being reprimanded or disciplined. The discharged or suspended permanent Employee will be allowed to discuss his/her dis- charge discharge or suspension with the Association President, and/or his/her designee. D. No Employee shall be subjected to an administrative reprimand and/or disciplinary action ac- tion while in the presence of students parents, students, and/or non-supervisory District personnel unless neces- sary. If possible the Employee will be removed from the room and spoken to in privateperson- nel. An administrator will not indiscriminately discuss any alleged deficiency in conduct. E. Upon the discharge, discipline, and/or reprimand of a permanent Employee, the District Dis- trict will promptly notify the Association in writing of the action taken, unless the Employee no- tifies the association they decline to have the Association involved. F. Upon request, the The Superintendent, or his/her designee, will discuss the discharge or sus- pension suspension with the Employee and the President of the Association, and/or his/her designee, unless the Employee notifies the Association they decline to have the Association involved. G. Within five (5) workdays of the discharge or suspension, the Employee and/or the Associa- tion As- sociation may appeal the action in writing to the Superintendent. The Superintendent will re- view review the discharge or suspension and give his/her answer in writing within three (3) regu- larly scheduled workdays after receiving the appeal. This shall be an exception to the nor- mal grievance timelines. If the response is not satisfactory to the Association, the matter may be processed through the Grievance Procedure (Article 4), Level Four.three

DISCIPLINE AND DISCHARGE OF PERMANENT EMPLOYEES. A. The District agrees to discharge or discipline permanent Employees only for just cause. B. The District recognizes the concept of progressive discipline. C. A representative of the Association shall be present at the Employee’s Employee‟s request, when an Employee is being reprimanded or disciplined. The discharged or suspended permanent Employee will be allowed to discuss his/her dis- charge or suspension with the Association President, and/or his/her designee. D. No Employee shall be subjected to an administrative reprimand and/or disciplinary action while in the presence of students parents, students, and/or non-supervisory District personnel unless neces- sarynecessary. If possible the Employee will be removed from the room and spoken to in private. pri- vate An administrator will not indiscriminately discuss any alleged deficiency in conduct. E. Upon the discharge, discipline, and/or reprimand of a permanent Employee, the District will promptly notify the Association in writing of the action taken, taken unless the Employee no- tifies noti- fies the association Association they decline to have the Association involved. F. Upon request, the The Superintendent, or his/her designee, will discuss the discharge or sus- pension suspension with the Employee and the President of the Association, and/or his/her designee, unless the Employee Em- ployee notifies the Association they decline to have the Association involved. G. Within five (5) workdays of the discharge or suspension, the Employee and/or the Associa- tion may appeal the action in writing to the Superintendent. The Superintendent will re- view the discharge or suspension and give his/her answer in writing within three (3) regu- larly scheduled workdays after receiving the appeal. This shall be an exception to the nor- mal grievance timelinesprocedure. If the response is not satisfactory to the Association, the matter may be processed through the Grievance Procedure (Article 4), Level Four).

DISCIPLINE AND DISCHARGE OF PERMANENT EMPLOYEES. A. The District agrees to discharge or discipline permanent Employees only for just cause. B. The District recognizes the concept of progressive discipline. C. A representative of the Association shall be present at the Employee’s request, when an Employee Em- ployee is being reprimanded or disciplined. The discharged or suspended permanent Employee will be allowed to discuss his/her dis- charge discharge or suspension with the Association President, and/or his/her designee. D. No Employee shall be subjected to an administrative reprimand and/or disciplinary action while in the presence of students parents, students, and/or non-supervisory District personnel unless neces- sarynecessary. If possible the Employee will be removed from the room and spoken to in private. private An administrator will not indiscriminately discuss any alleged deficiency in conduct. E. Upon the discharge, discipline, and/or reprimand of a permanent Employee, the District will promptly notify the Association in writing of the action taken, taken unless the Employee no- tifies notifies the association Association they decline to have the Association involved. F. Upon request, the The Superintendent, or his/her designee, will discuss the discharge or sus- pension suspension with the Employee Em- ployee and the President of the Association, and/or his/her designee, unless the Employee notifies no- tifies the Association they decline to have the Association involved. G. Within five (5) workdays of the discharge or suspension, the Employee and/or the Associa- tion Association may appeal the action in writing to the Superintendent. The Superintendent will re- view review the discharge or suspension and give his/her answer in writing within three (3) regu- larly regularly scheduled workdays after receiving the appeal. This shall be an exception to the nor- mal normal grievance timelinespro- cedure. If the response is not satisfactory to the Association, the matter may be processed through the Grievance Procedure (Article 4), Level Four).