Discipline Issues Clause Samples

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.
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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.
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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.
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Discipline Issues. Dear ▇▇. ▇▇▇▇▇: 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, ▇▇▇▇▇▇▇ ▇. ▇▇▇▇▇▇▇▇, Director Governor’s Office of Employee Relations ▇▇▇▇ ▇. ▇▇▇▇▇, Chief Negotiator Civil Service Employees Association, Inc ▇▇. ▇▇▇▇ ▇. ▇▇▇▇▇ Chief Negotiator The Civil Service Employees Association, Inc. ▇▇▇ ▇▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇▇ ▇▇▇▇▇▇, ▇▇▇ ▇▇▇▇ ▇▇▇▇▇
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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.