Discipline Less Than Discharge. 1. Any employee who is not covered by the Teachers’ Tenure Act shall be disciplined, reduced in rank or compensation, or deprived of any professional advantage without just cause. Any such discipline, reprimand, or reduction in rank, compensation or advantage, including adverse performance evaluation asserted by the Board or its or representative may be subject to the Agreement’s Grievance Procedure.
Discipline Less Than Discharge. Disciplinary action less than discharge may consist of actions such as a written reprimand or suspension from a portion of, or all, duties with or without pay. The above listing is not meant to exclude other forms of discipline less than discharge. Prior to any disciplinary action being taken, a hearing will be held by the College except as provided below. OCCFA and the affected faculty member shall be notified in writing of the date, time and purpose of the hearing at least seventy-two (72) hours prior to the hearing. At the hearing, OCCFA shall be present and the faculty member may also choose to have an attorney present. The purpose of the hearing is to inform the faculty member of the nature of the complaint and afford the faculty member the opportunity to respond. If agreed, a hearing may consist of more than one (1) meeting in order to permit adequate opportunity for investigation and response. After the conclusion of the hearing, the Chancellor’s designee shall determine what action, if any, will be taken. The above requirement for a hearing prior to imposition of discipline shall not prevent the College from suspending a faculty member with pay from a portion of, or all, duties prior to the hearing. Refusal or failure by the faculty member or representative to participate in the required hearing shall not prevent the College from imposing disciplinary action. All disciplinary actions less than discharge shall be issued in writing with a copy to OCCFA and made a part of the personnel file. A reprimand for which there is no repeat offense shall not be used as a basis for further disciplinary action after it is five (5) years old. Any disciplinary action less than discharge may be appealed through this Agreement's grievance procedure.
Discipline Less Than Discharge. 1. Any employee who is not covered by the Teachers’ Tenure Act shall be disciplined, reduced in rank or compensation, or deprived of any professional advantage without just cause. Any such discipline, reprimand, or reduction in rank, compensation or advantage, including adverse performance evaluation asserted by the Board or its representative may be subject to the Agreement’s Grievance Procedure. Any employee who is not covered by the Teachers’ Tenure Act shall be not disciplined, reduced in rank or compensation, or deprived of any professional advantage without just cause. Any such discipline, reprimand, or reduction in rank, compensation or advantage, including adverse performance evaluation asserted by the Board or its representative may be subject to the Agreement’s Grievance Procedure.
Discipline Less Than Discharge. 1. Any employee who is not covered by the Teachers’ Tenure Act shall be disciplined, reduced in rank or compensation, or deprived of any professional advantage without just cause. Any such discipline, reprimand, or reduction in rank, compensation or advantage, including adverse performance evaluation asserted by the Board or its representative may be subject to the Agreement’s Grievance Procedure. Any employee who is not covered by the Teachers’ Tenure Act shall be not disciplined, reduced in rank or compensation, or deprived of any professional advantage without just cause. Any such discipline, reprimand, or reduction in rank, compensation or advantage, including adverse performance evaluation asserted by the Board or its representative may be subject to the Agreement’s Grievance Procedure.
2. The Teacher may submit written comments regarding any material in the Teacher’s personnel file, and the same shall be attached to the file copy of the material in question.
3. If a Teacher is asked to sign any material to be placed in his/her file, such signature shall be understood to indicate his/her awareness of the material; but in no instance shall said signature be interpreted to mean agreement with the material and content.
4. A Teacher may have placed in his/her personnel file any reports, documents, or data deemed pertinent by the Teacher.
5. A Teacher has the right to review his/her personnel file. An Association representative of the Teacher’s choosing may accompany the Teacher in such review, which shall be made in the presence of the Superintendent or designee; and such reviews shall be by appointment only.
