DISCIPLINE FOR STAFF MEMBERS. A. No staff member shall be disciplined without just cause. A staff member will be entitled to have two additional staff members of his or her choice in any meeting that may result in disciplinary action. One staff member will serve as a representative and one will serve as a notetaker. Only trained JMEA members can speak in a disciplinary meeting on behalf of the certified staff member. The administrator will inform the staff member of this right prior to the meeting and the building principal will provide a list, provided by JMEA of trained representatives, when notifying an employee of a disciplinary meeting.
DISCIPLINE FOR STAFF MEMBERS. 1. No staff member shall be disciplined without just cause. A staff member will be entitled to have two additional staff members of his or her choice in any meeting that may result in disciplinary action. One staff member will serve as a representative and one will serve as a notetaker. Only trained JMEA members can speak in a disciplinary meeting on behalf of the certified staff member. The administrator will inform the staff member of this right prior to the meeting. Discipline meetings will occur at the soonest mutually agreed upon time with all parties. Confidentiality is expected from all parties for the privacy of the staff member.
DISCIPLINE FOR STAFF MEMBERS. A. No staff member shall be disciplined without just cause. A staff member will be entitled to have two additional staff members of his or her choice in any meeting that may result in disciplinary action. One staff member will serve as a representative and one will serve as a notetaker. Only trained JMEA members can speak in a disciplinary meeting on behalf of the certified staff member. The administrator will inform the staff member of this right prior to the meeting. Discipline meetings will occur at the soonest mutually agreed upon time with all parties. Confidentiality is expected from all parties for the privacy of the staff member. The District and JMEA Negotiations Team agreed to develop a Joint Committee to discuss staff discipline. Joint Committee Membership: ● Current co-presidents ● UniServ Director ● Superintendent/Asst Superintendent/HR This team will meet starting early in the school year to research, develop, and implement the following items. (This list is not inclusive of what the team can discuss and develop): ● Design and implement joint training for building reps and building administration (in their roles during disciplinary meetings). ● Joint training with JMEA members and administration to set clear expectations for meetings.
DISCIPLINE FOR STAFF MEMBERS. No staff member shall be disciplined without just cause. A staff member will be entitled to have two additional staff members of his or her choice in any meeting that may result in disciplinary action. One staff member will serve as a representative and one will serve as a notetaker. Only trained JMEA members can speak in a disciplinary meeting on behalf of the certified staff member. The administrator will inform the staff member of this right prior to the meeting. Discipline meetings will occur at the soonest mutually agreed upon time with all parties. Confidentiality is expected from all parties for the privacy of the staff member. Disciplinary Action Guidelines In cases where disciplinary action may be necessary, the following steps may be utilized by the supervisor with the employee. In most cases, action will be managed by the building principal/immediate supervisor, although there may be cases whereas the Superintendent or their designee may serve in the supervisory capacity if the immediate supervisor is not available or able to handle a specific incident or case. Depending on the situation, the following incremental disciplinary steps may be taken. An opportunity will be given to the staff member at the time of each step to express their account of the situation. Step One: Verbal Warning/Counseling is provided by the supervisor during the session, and the incident is discussed. A recap of the discussion will be sent to all parties at the meeting via email. Step Two: Letter of concern/written warning. A carbon copy of the warning will be filed in the working file of administration at the building level. Step Three: Letter of reprimand/final warning and a corrective action plan will be filed in the official personnel file at the district office. Step Four: Other disciplinary actions which may include suspension, administrative leave with or without pay, and/or reassignment. Step Five: Dismissal for non-probationary staff per the Teacher Employment, Compensation and Dismissal Act and Evaluation process as outlined in SB-191. The action that is taken depends on the severity of the incident and the judgment of the administrator in determining which action is most appropriate for both the specific situation and the employee. Steps may be skipped depending on the severity of the incident, especially situations involving students and/or staff safety or place the district in a potential position of liability. After 3 years, the employee may submit a reques...
