DISCIPLINE, DEMOTION AND DISCHARGE.
A. No employee shall be disciplined without just cause. For the purpose of this Article, discipline shall include written warnings and reprimands (excluding evaluations) placed in the employee’s personnel file, suspension or discharge. The just cause standard does not apply to employees during the probationary period.
B. If a complaint, that is, an allegation brought by a citizen or non-supervisory third party is used to support disciplinary action, the supervisor shall cause the complaint to be reduced to writing and placed in the personnel file subject to state and federal laws. The name of the complainant shall be disclosed if the employee so requests.
C. An employee who is disciplined or discharged has the right to use the grievance procedure.
D. An employee shall have the right to request and have a representative present at any meeting, called by the supervisor, which the employee reasonably believes the information they give may result in them being disciplined. Prior to such a meeting, the employee will be notified of its purpose. The right of representation will not exist when the meeting relates solely to evaluation of the employee’s work performance.
E. The probationary period for newly hired drivers is six (6) working months. Summer months are only included if the driver is assigned to a route during the summer. Termination of probationary employees shall not be subject to appeal through the grievance procedure.
F. Prior to discipline, discharge or demotion as a result of unsatisfactory performance, an employee shall be given the reason, in writing, such action is to be taken. Prior to discharge or suspension, the Union shall be provided notice by email or US Mail.
G. Where the District determines that the nature of the offense is such that the unsatisfactory behavior or performance of the employee can be corrected and warrants continuance of employment, it shall so inform the employee, in writing, and provide the employee with an opportunity to correct the unsatisfactory performance.
H. Where the District determines that the nature of the offense is such that immediate suspension is necessary, the employee may be suspended immediately from employment with the District until such charges are investigated by the Human Resources Department and a decision is made to continue or to discontinue that employee’s employment. If the employee is cleared of the charges, said employee shall be reinstated without loss of pay or accrued benefits.
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DISCIPLINE, DEMOTION AND DISCHARGE. Section 1 No employee shall be disciplined (including warnings, reprimands, suspensions, reduction in rank or occupational advantage, discharges or other actions of a disciplinary nature) without just cause. The specific grounds forming the basis for disciplinary action will be made available to the employee and the Association in writing. Progressive discipline will be practiced, commencing with verbal or written warnings for minor offenses, with written reprimands or suspensions for serious offenses, and with immediate termination of employment for major offenses.
DISCIPLINE, DEMOTION AND DISCHARGE. The discipline, demotion or discharge of a full-time employee shall only be for just and sufficient cause. An employee discharged for just and sufficient cause, other than gross misconduct, shall be entitled to two (2) weeks’ notice or pay in lieu thereof.
a) A probationary employee may be released during the probationary period for reasonable cause. A claim by an employee that they have been, disciplined, demoted, or discharged without just and sufficient cause, or a probationary employee for reasonable cause, may be the subject of a grievance pursuant to Article 7.
DISCIPLINE, DEMOTION AND DISCHARGE. No employee shall be disciplined (including warnings, reprimands, suspensions, or discharges) for reasons which are arbitrary or capricious. The specific grounds forming the basis for disciplinary action will be made available to the employee and the Association in writing.
Section 19.2 Progressive discipline will be practiced, commencing with verbal or written warnings for minor offenses, with written warnings or suspensions for serious offenses, and with immediate termination of employment for major offenses. Where appropriate the Employer shall notify the employee in writing of alleged delinquencies, indicate expected correction, and indicate a reasonable period of correction.
Section 19.3 An employee may request presence of an Association representative as a condition for participation in an interview with the Employer where the employee reasonably believes the investigation will result in disciplinary action against them. Following such request, the Employer may either proceed with interview of the employee in the presence of an Association representative or, in its sole discretion, carry on its inquiry without such employee interview. It is up to the employee whether to proceed with the interview unaccompanied by the employee's representative or to have no interview and forego any benefits that might be derived from the interview. It is understood the Employer has no duty to bargain with the Union representative at an investigatory interview; the representative is present to assist the employee and may attempt to clarify the facts or suggest other employees who may have knowledge of them, but the Employer is free to insist that it is only interested, at that time, in hearing the employee's own account of the matter under investigation. Final disciplinary action will not be taken prior to notification of the Association.
DISCIPLINE, DEMOTION AND DISCHARGE. A. No employee shall be disciplined without cause. Discipline shall include written reprimands (excluding evaluations) placed in the employee’s personnel file, suspension without pay, demotion or discharge. A written reprimand shall be stated as such and becomes part of the employee’s personnel file. An evaluation or matters related thereto involving comments regarding the employee’s performance do not constitute a reprimand.
B. The District agrees to follow progressive discipline and any disciplinary action taken against an employee shall be appropriate to the behavior that precipitates said action. The nature of the offense shall determine where progressive discipline is initiated.
C. The specific grounds forming the basis for disciplinary action will be made available to the employee in writing. The District will make a good faith effort to apprise employees of their rights of appeal under their contract. Failure to include this notice will not void the disciplinary action.
D. If a complaint based on an allegation brought by a citizen or non- supervisory third-party is used to support disciplinary action, the supervisor shall cause the complaint to be reduced to writing and placed in the personnel file. The names of the complainant shall be disclosed if the employee so requests.
E. An employee shall have the right to request and have a Union representative present at any meeting that the employee reasonably believes may result in his/her discipline. Prior to such a meeting, the employee will be notified of its purpose and afforded an opportunity to consult with his/her representative. The right of representation will not exist when the meeting relates solely to evaluation of the employee’s work performance.
F. In the event that an employee is scheduled for a disciplinary conference, the District shall give a minimum of twenty-four (24) hours’ notice to the employee of such conference, unless the matter is one of unusual urgency.
G. The probationary period for newly hired employees will be one (1) calendar year. Periodic written evaluations will be done on each probationary employee. Termination of probationary employees shall not be subject to appeal except as provided by statute.
DISCIPLINE, DEMOTION AND DISCHARGE. A. The District retains the right to discipline, demote, and discharge a secretary for just and reasonable cause and in accordance with the policies and provisions of this Agreement.
B. The Association shall be notified in writing of any discipline, demotion or discharge action filed with the Human Resources Department within three (3) working days of date of such filing.
C. Constructive criticism shall be utilized to attempt to correct any deficiency before disciplinary action is required. The bargaining unit member shall be entitled to have present a representative of the Association during any meeting which will or may lead to a disciplinary action by the District. When a request for such representation is made, no action shall be taken with respect to the bargaining unit member until a representative of the Association is present. Should disciplinary action be likely to occur at a given meeting, the bargaining unit member shall be advised immediately of said possibility and shall be advised by the District of the employee's right to representation. In cases of disciplinary action, the following progressive discipline procedure shall be followed:
DISCIPLINE, DEMOTION AND DISCHARGE. A. No employee shall be disciplined without cause. Discipline shall include written reprimands (excluding evaluations) placed in the employee’s personnel file, suspension without pay, demotion or discharge. A written reprimand shall be stated as such and becomes part of the employee’s
DISCIPLINE, DEMOTION AND DISCHARGE. A. The Board retains the right to discipline, demote, and/or discharge an employee for just and reasonable cause and with due process for violation of the terms of this Agreement. Such Board rights shall include but not be limited to dishonesty, drunkenness, conviction of a felony, repeated absence without cause, or repeated violation of established rules and regulations or policies. Prior to a recommendation to the Board of Education for dismissal of an employee, said employee shall be provided an administrative hearing. Such hearing shall be conducted so as to provide the employees the right of representation, knowledge of charges, opportunity to present witnesses and opportunity to cross-examine witnesses against the employee.
B. The Association shall be notified, in writing, of any written disciplinary, demotion or discharge action of any employee unless the employee signs a waiver of such notification with a copy to the Association.
C. An employee shall at all times, upon his/her request, be entitled to the presence of a representative of the Association when he/she is being reprimanded or disciplined for any delinquency in his/her performance. When a request for the presence of an Association representative is made by the employee or administrator, no action shall be taken with respect to the employee until such representative of the Association is present. The Association shall provide such representation within two
DISCIPLINE, DEMOTION AND DISCHARGE. A. The Board retains the right to discipline and/or discharge an employee for just and reasonable cause and/or for violation of the terms of this Agreement. When discipline is needed, due process shall always be provided prior to implementation of such discipline, including the right of representation.
B. Whenever a bargaining unit member is called to a meeting with a supervisor and the meeting may result in disciplinary action being taken, the supervisor will, prior to beginning the meeting, notify the employee of the purpose of the meeting, and of the employee's right to representation under this Article. If the employee wishes representation, no further action will be taken in such meeting until a representative of the Association is present which shall be within one (1) workday.
C. Pending an investigation, if a secretary is relieved of work responsibilities, he or she shall be placed on unpaid administrative leave for the first five (5) workdays of the investigation. If the investigation exceeds five (5) workdays, the secretary shall be paid beginning the sixth (6th) workday. Final disposition shall be as follows:
1. If the investigation results in no findings warranting discipline or an oral or verbal warning, the secretary shall be restored all unpaid days.
2. If the investigation results in suspension of the secretary, the number of days allotted in the suspension will be first deducted from the total days of unpaid administrative leave. Any days of unpaid administrative leave exceeding the suspension will be restored to the secretary.
3. If the investigation results in the termination of the secretary, there shall be no restoration of days to the secretary.
D. The Association shall be notified, of any written disciplinary action, demotion, or discharge prior to such action being taken.
DISCIPLINE, DEMOTION AND DISCHARGE. A. After satisfactory completion of the sixty [60] day probationary period, no bargaining unit member shall be disciplined [including warnings, reprimands, suspensions, reductions in rank, discharged, or other actions of a disciplinary nature] for any reason without just cause. Discipline of personnel under the provisions of this Agreement will be conducted in accordance with the basic concepts of due process. A copy of the written disciplinary action given the bargaining unit members will be given to the Association President. Any complaint made against a bargaining unit member shall be promptly called to the attention of the bargaining unit member. If substantiated, a corrective procedure will be given except where there is just cause for discharge. This would also include allegations of wrongdoing regarding the employee’s private and personal life.
B. In the event a bargaining unit member shall be suspended or discharged from employment and believes she/he has been unjustly dealt with, such suspension or discharge shall be a case to be handled in accordance with the Grievance Procedure.
C. All bargaining unit members may be evaluated a minimum of once (1×) every three (3) years by her/his immediate Supervisor or Building Principal. The parties will mutually develop the evaluation instrument and rating system. If any category of the evaluation contains areas of concern an Individual Development Plan (IDP) will be developed.
