Discipline Issues Sample Clauses

Discipline Issues. The Board recognizes that drivers need the support and assistance of school staff relating to student discipline issues in order to maintain a safe and secure bus. The parties agree that the Drivers are entitled to a safe work environment. Drivers will promptly report student discipline issues that they believe are not being resolved at the school level. The driver will notify the lead transportation administrator. A meeting will be scheduled with the driver, other drivers for the building (if appropriate), transportation department staff and school staff to resolve the issues. A committee consisting of central administration staff, school staff, transportation staff and bargaining team members will meet at least three times each year, more if determined necessary by the committee, to address the following: 1. To revise procedures and appropriate training for drivers for managing behaviors on the bus and reporting chronic or dangerous behaviors to school staff. 2. To ensure that there is procedures that will be followed by school staff to respond to reports of chronic or dangerous behaviors in an appropriate and timely manner. 3. To ensure there is a communication process between the drivers and school staff that is followed at each school so that drivers know who to communicate with at the school and that school staff know who their drivers are and how to communicate with them. 4. To ensure that all procedures include fair, consistent and understandable standards for all students, drivers and school staff. At least three times a year a meeting will be held with bargaining team members and the liaisons for the schools and the transportation supervisor to review the number of referrals and the responses received by buildings.
Sample 1Sample 2Sample 3See All (4)
AutoNDA by SimpleDocs
Discipline Issues. The Board recognizes that drivers need the support and assistance of school staff relating to student discipline issues in order to maintain a safe and secure bus. Drivers will promptly report student discipline issues that they believe are not being resolved at the school level. The driver will notify the lead transportation administrator. A meeting will be scheduled with the driver, other drivers for the building (if appropriate), transportation department staff and school staff to resolve the issues.
Sample 1Sample 2Sample 3
Discipline Issues. All Orange Township policies that include discipline issues and/or relate to discipline/corrective action continue to apply to all participants in the Return to Work Program. If a participant is not working in their primary job or department, he or she must continue to comply with the township policies as well as the specific policies and procedures of the work unit within the area they are working. If any team or committee member believes the employee is not compliant with any rules or policies, they are to communicate this to management. The appropriate managing authority, and/or the Administrator, will decide what, if any, corrective action will be taken. The Board of Trustees will be consulted as necessary.
Sample 1Sample 2
Discipline Issues. Dear Xx. Xxxxx: This letter confirms the understanding reached by the parties during negotiations of the 2016 - 2021 State/CSEA Agreements regarding disciplinary matters. • During the term of this Agreement, the State and CSEA agree to review the Panel Administration Guidelines to determine if it needs to be updated. • The parties agree, to the extent practicable, that in cases where an employee is suspended without pay a hearing should be held in 90 days. If the delay in scheduling is caused by the lack of availability of the arbitrator, the Panel Administrator is authorized to go to the next arbitrator on the disciplinary panel list until an appropriate date can be obtained. After ratification, the parties will discuss the rate of pay for disciplinary arbitrator’s services. Sincerely, Xxxxxxx X. Xxxxxxxx, Director Governor’s Office of Employee Relations Xxxx X. Xxxxx, Chief Negotiator Civil Service Employees Association, Inc Xx. Xxxx X. Xxxxx Chief Negotiator The Civil Service Employees Association, Inc. 000 Xxxxxxxxxx Xxxxxx Xxxxxx, Xxx Xxxx 00000
Sample 1

Related to Discipline Issues

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • Discipline Policy A Discipline Policy Committee will be formed upon the request of the Association or the Board of Education. The committee will be comprised of members appointed by the Board and the Association. By the appropriate means determined by the Board, families will be informed of the District's policies regarding student behavior and discipline procedures. The foregoing committees, study groups, or faculty councils shall serve as advisory, consultative and fact-finding bodies only, and the Board shall not be required to adopt any of the recommendations submitted. The Board agrees, however, that the Association and the teachers shall have the right to submit recommendations and views on these subjects.

  • Discipline Procedure 1. Disciplinary action may be imposed for violation of written rules and regulations as set forth by the Board, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, misfeasance, malfeasance, nonfeasance, any other failure of good behavior, or conviction of a felony. 2. No employee shall be disciplined without first having had the opportunity for a hearing, if the employee so requests, with an OAPSE representative of his/her choice present. The employee shall be given a written statement containing the charges and the time and place of the hearing. The written statement shall notify the employee of his/her rights to OAPSE representation. The employee must be given the opportunity to sign the statement acknowledging receipt of the statement and date received. Under emergency conditions as determined by the supervisor (including, but not limited to, health and/or safety of the employee or other employees; blatant insubordination; or refusal to work), the supervisor may immediately suspend an employee without pay for a period of up to three (3) work days without the formal hearing described above. An opportunity for a formal hearing with the supervisor must be provided within the suspension period. Failure to provide an opportunity for a hearing during the suspension period shall preclude the right of further discipline for the offense causing the initial suspension. Emergency suspensions will not be subject to Section 6 of this Article. 3. Disciplinary action of less than discharge should generally be progressive and corrective in nature. A. Disciplinary actions shall be grievable. This Section shall supersede existing state law governing termination of employment (O.R.C. 3319.081). B. In determining progressive and corrective action, just cause shall be construed and limited to the nature and seriousness of the offense, the effect the alleged conduct has on the Board’s operation, the discipline or lack thereof used in other similar situations known to the Board, and the appropriateness of the proposed penalty in view of the record and length of service of the charged employee. The enumeration of these factors is not intended to preclude either the exercise of good and sound business judgment or to minimize the importance of an employee’s property interest in his job.

  • DISCIPLINE PROCEDURES The Employer agrees to provide the employee with written notification of a disciplinary document that is to be made a part of the employee’s personnel file. In instances where the Employer desires to conduct an investigatory interview with an employee, the employee shall be entitled upon request to have an Association representative present at the interview. A copy of all disciplinary actions involving suspension or discharge will also be provided to the Association, unless the employee requests that the matter be kept confidential.

  • STANDARDS OF DISCIPLINE 18.1 In order of severity, the usual types of disciplinary action are as follows: - oral reprimand, - written reprimand - suspension - demotion - termination of employment 18.2 When an employee is required to attend a meeting, the purpose of which is to investigate a disciplinary matter concerning the employee or to render a disciplinary decision concerning the employee, the employee is entitled to have, upon request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of two (2) day’s notice of such a meeting and shall be informed of the reason for it. 18.3 When an employee is suspended from duty, demoted or terminated due to a disciplinary infraction, the Council shall notify the employee, in writing, of the reason(s) for the suspension, demotion or termination. The Council shall endeavour to provide this written notification at the time of the suspension, demotion or termination. 18.4 When an employee feels aggrieved by the application of any disciplinary action which was applied, or in the employee’s opinion was applied, to the employee by the Council, the employee may present a grievance in accordance with the Grievance Procedure Article of this Agreement. 18.5 Except in the case of an oral reprimand, the Council shall provide an employee with a written record of any disciplinary action taken by the Council against the employee after the date of signing of this Agreement, and such written record shall include the reason for the disciplinary action. 18.6 The Council agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee, the existence of which the employee was not aware at the time of filing or within a reasonable period thereafter. 18.7 The Council agrees not to introduce as evidence in an adjudication hearing any document from the file of an employee where the employee was not aware of its existence: 18.7.1 at the time of requesting the services of an adjudicator or 18.7.2 within a period of five (5) consecutive working days after the Council has been informed that the employee has requested the services of an adjudicator, whichever occurs later. 18.8 Notice of disciplinary action which may have been placed on the Council staff file of an employee following the date of signing of this Agreement shall be removed from the Council staff file of the employee after two (2) years have elapsed since the disciplinary action was taken provided that no further disciplinary action has been recorded during the two (2) year period. This two (2) year period will automatically be extended by the length of any period of leave without pay in excess of three (3) months.

  • Student Discipline 1. The parties recognize that part of the teacher's responsibility is to maintain control and discipline of students. The Board further recognizes its responsibility to give support and assistance to the teacher with respect to the maintenance of control and discipline in the classroom and school in accordance with established Board policies, administrative regulations, building procedures and state statutes; however, the Board shall not be obligated when any disciplinary actions employed by any teacher is contrary to law, Board policy, or administrative regulations. 2. The Board shall set all policies on matters of discipline. A team, minimally consisting of building administrators and teachers, shall develop disciplinary procedures for their respective buildings that are consistent with state statutes, Board policies, and administrative regulations. These disciplinary procedures shall be completed or updated and reviewed by each faculty prior to a date established by the principal. These shall be distributed to students, teachers, and parents no later than October 1 of each year, and it shall be the responsibility of the administration and teachers to enforce these policies, regulations, and procedures. 3. The District and Association shall work together to promote a safe work environment including the right to be free from violent behavior or threatening violent behavior. (2019) When an offense, persistent misbehavior, or the disruptive effect of misbehavior makes the continued presence of a student in the classroom intolerable, the student may be referred by the teacher to the principal or his/her designee for disciplinary action. In such case, an account of the problem or incident will be communicated as soon as feasibly possible, given instructional and safety responsibilities, by the teacher to the principal or his/her designee. The communication should include what previous corrective action, and/or parent communication if any, has been taken by the teacher. The principal or his/her designee shall communicate the disposition of the referral as soon as feasibly possible given administrative and safety responsibilities. In cases when the disruptive effect of the student’s behavior is so extreme as to preclude the instructional process, the teacher shall immediately communicate the need to remove the child temporarily from the classroom until such time as the student, teacher, and principal or other appropriate authority, resolves the situation. (2009)

  • Disciplinary Grievances If the grievance is not resolved at Step 2, the Union may file a request for mediation with the Public Employment Relations Commission (PERC) in accordance with WAC 000-00-000, with a copy to the Office of Financial Management/SHR/Labor Relations Section (OFM/SHR/LRS) and the Human Resources Office within fifteen (15) days of receipt of the Step 2 decision. In addition to all other filing requirements, the request must include a copy of the grievance and all previous responses.

  • Disciplinary Sanctions Sanctions shall be limited to written reprimand, suspension with pay, suspension without pay, denial of salary increase, temporary reduction of salary and discharge.

  • Training Programs All employees shall successfully complete all necessary training prior to being assigned work (e.g., all employees will complete health and safety training prior to being assigned to task). Nothing in this Article or provision shall constitute a waiver of either party’s bargaining obligations or defenses. The Employer still has an obligation to notify and bargain changes in terms and conditions of employment with the exclusive representative.

  • Policy Grievances ‌ Where either party to this agreement disputes the general application, interpretation or alleged violation of an article of this agreement, the dispute shall be discussed initially with the Executive Director or designate or the President of the Union within 14 calendar days of the occurrence. Where no satisfactory agreement is reached, either party, within a further 14 calendar days, may submit the dispute to arbitration.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!