Common use of DISCIPLINE OF EMPLOYEES Clause in Contracts

DISCIPLINE OF EMPLOYEES. A. When the Employer feels disciplinary action is warranted, such action must be taken within five (5) business days of the date the Employer became aware of the conditions giving rise to the discipline. B. The responsibility of discipline and/or discharge of Employees is vested in the Board or its designated representatives. C. The Board shall submit written notification of any discipline or discharge of an employee to the Employee and the Association within five (5) business days of the discipline being enacted. D. In any case of discipline or discharge, the Employee shall have the right to Association representation at any meeting or hearing scheduled for the purpose of discipline or discharge. E. Before any reference to or the actual complaint from a student, parent, or any person is entered into an employee's personnel file, it must be brought to the attention of the Employee within ten (10) business days of the complaint. The Employee shall be permitted to attach a written response to any complaint placed in the personnel file. The Employee shall have the right to challenge the validity of any complaint and the placement of said complaint into his/her personnel file within thirty (30) business days. F. After one year an Employee may request a hearing for the removal of a written reprimand placed in his/her file. G. Employees shall be subject todisciplinary action for reasons such as, but not limited to, insubordination or violation of Employer's rules and regulations. H. Employee(s) that exhausted their sick bank due to required quarantine from COVID- 19 exposure or illness during the 2020-2021 school year, will not receive discipline for lack of sick days for the 2021-2022 school year. I. Administrative action which results in a discharge of an Employee shall be immediately subject to the Board of Education level of the Grievance Procedure at the discretion of the Association. J. No Employee shall be disciplined without just cause. Due process shall be followed in all discipline cases.

DISCIPLINE OF EMPLOYEES. A. When Section 1: All charges preferred by the Employer feels disciplinary action is warranted, such action against its employees for violation of its rules or other offenses must be taken preferred within five (5) business days after any such alleged violation or offense has been made known to the official or officials of the date Employer or their designees. If the Employer became aware charges are not preferred within the time limits set forth herein, such alleged violation or offense shall be forever barred and extinguished, provided, however, that any violation of the conditions giving rise rules pertaining to the discipline. B. The responsibility mishandling of discipline and/or discharge fares or mis- appropriation of Employees is vested in the Board Employer's funds or its designated representatives. C. The Board property shall submit written notification not come within the scope of the foregoing provisions of this Section. Additionally, any discipline or discharge of an employee to the Employee and the Association meted out in other than fare violations must be begun within five (5) business days of notification to the discipline being enactedemployee. D. In Section 2: If any employee is charged with an offense involving the mishandling of fares, drunkenness, possession or use of an illegal substance or the misappropriation of the Employer's funds or property, neither such charges nor discipline meted out in connection therewith shall be subject to the grievance and arbitration procedures provided for in this Agreement unless and until the grievance and/or demands for arbitration in such cases be accompanied by a signed authorization from the employee involved releasing the Employer and the Union to submit any and all information and facts pertaining to the case to whomever they may concern. Section 3: When the Employer disciplines an employee and/or places a written entry of discipline or dischargethe incident in the employee's file, the Employee employee and Union involved shall be furnished a copy of the entry. An employee may examine and copy from his/her own employee file Section 4: If, as a result of investigation or upon appeal, the discipline, suspension or dismissal of an employee is found to have been without just cause, his/her record of the right to Association representation at any meeting or hearing scheduled alleged offense will be cleared, and if time has been lost, the employee will be paid for such loss of time by the purpose of discipline or dischargeEmployer in accordance with the amount s/he would have received had s/he not been held from service. E. Before Section 5: Employees' personnel records are available for review during regular business hours consistent with the provisions of chapter 119, Florida Public Records Law. X. Xxxxx to any reference to or disciplinary hearing, all documentation, in the actual complaint from a studentpossession of management, parent, or any person is entered into an employee's personnel file, it must be brought relating to the attention case will be given to a union official for review. Section 6: Any employee who is absent without leave for a period of three (3) consecutive workdays will be considered terminated. However, the Employee within Employer will hold the position for a period of ten (10) business working days of thereafter to permit the complaint. The Employee employee to register an excuse to be considered by the Employer and, if no excuse is authorized or accepted within the said ten (10) working days, the employee will be terminated. Section 7: Employees shall not be permitted to attach a written response to any complaint placed formally reprimanded or disciplined in public or in the personnel filepresence of other non-supervisory employees. Effective discipline or reprimand will be administered only by the Employer's supervisory personnel. Section 8: No employee will be formally reprimanded without the presence of a Union representative if the employee to be reprimanded requested the presence of such Union representative. Section 9: Official written communications between the Employer and the Union will be answered promptly by the party receiving them. Section 10: The Employee shall have employer reserves the right to challenge suspend employees without pay when the validity conduct of the employee constitutes insubordination, a violation of the County's Workplace Violence policy and drunkenness. Section 11: The time limits set forth in this Article shall exclude Saturdays, Sundays, and holidays. Section 12: Conferences with employees by management involving disciplinary issues shall be conducted at the employee’s work location during the employee’s scheduled work shift or before or after and contiguous with the employee’s scheduled work shift. Employees attending such conferences shall be compensated at the employee’s applicable rate of pay pursuant to Article 22. Section 13: Within fifteen (15) working days after the conclusion of an Administrative Review, the employer will notify the employee and the union of any complaint and the placement of said complaint into his/her personnel file within thirty (30) business daysdisciplinary action to be taken. F. After one year an Employee may request a hearing for the removal of a written reprimand placed in his/her file. G. Employees shall be subject todisciplinary action for reasons such as, but not limited to, insubordination or violation of Employer's rules and regulations. H. Employee(s) that exhausted their sick bank due to required quarantine from COVID- 19 exposure or illness during the 2020-2021 school year, will not receive discipline for lack of sick days for the 2021-2022 school year. I. Administrative action which results in a discharge of an Employee shall be immediately subject to the Board of Education level of the Grievance Procedure at the discretion of the Association. J. No Employee shall be disciplined without just cause. Due process shall be followed in all discipline cases.

DISCIPLINE OF EMPLOYEES. A. When the Employer feels disciplinary action is warranted, such action must be taken within five (5) business days of the date the Employer became aware of the conditions giving rise to the discipline, unless exigent circumstances exist which requires additional time to investigate the matter. B. The responsibility of discipline and/or discharge of Employees is vested in the Board or its designated representatives. C. The Board shall submit written notification of any discipline or discharge of an employee to the Employee and the Association within five (5) business days of the discipline being enacted. D. In any case of discipline or discharge, the Employee shall have the right to Association representation at any meeting or hearing scheduled for the purpose of discipline or discharge. E. Before any reference to or the actual complaint from a student, parent, or any person is entered into an employee's personnel file, it must be brought to the attention of the Employee within ten (10) business days of the complaint. The Employee shall be permitted to attach a written response to any complaint placed in the personnel file. The Employee shall have the right to challenge the validity of any complaint and the placement of said complaint into his/her personnel file within thirty (30) business days. F. After one year an Employee may request a hearing for the removal of a written reprimand placed in his/her file. G. Employees shall be subject todisciplinary to disciplinary action for reasons such as, but not limited to, insubordination insubordination, excessive absenteeism, or violation of Employer's rules and regulations. H. Employee(s) that exhausted their sick bank due to required quarantine from COVID- 19 exposure or illness during the 2020-2021 school year, will not receive discipline for lack of sick days for the 2021-2022 school year. I. Administrative action which results in a discharge of an Employee shall be immediately subject to the Board of Education level of the Grievance Procedure at the discretion of the Association. J. I. No Employee shall be disciplined without just cause. Due process shall be followed in all discipline cases.

DISCIPLINE OF EMPLOYEES. A. When Section 1: All charges preferred by the Employer feels disciplinary action is warranted, such action against its employees for violation of its rules or other offenses must be taken preferred within five (5) business days after any such alleged violation or offense has been made known to the official or officials of the date Employer or their designees. If the Employer became aware charges are not preferred within the time limits set forth herein, such alleged violation or offense shall be forever barred and extinguished, provided, however, that any violation of the conditions giving rise rules pertaining to the discipline. B. The responsibility mishandling of discipline and/or discharge fares or mis- appropriation of Employees is vested in the Board Employer's funds or its designated representatives. C. The Board property shall submit written notification not come within the scope of the foregoing provisions of this Section. Additionally, any discipline or discharge of an employee to the Employee and the Association meted out in other than fare violations must be begun within five (5) business days of notification to the discipline being enactedemployee. D. In Section 2: If any employee is charged with an offense involving the mishandling of fares, drunkenness, possession or use of an illegal substance or the misappropriation of the Employer's funds or property, neither such charges nor discipline meted out in connection therewith shall be subject to the grievance and arbitration procedures provided for in this Agreement unless and until the grievance and/or demands for arbitration in such cases be accompanied by a signed authorization from the employee involved releasing the Employer and the Union to submit any and all information and facts pertaining to the case to whomever they may concern. Section 3: When the Employer disciplines an employee and/or places a written entry of discipline or dischargethe incident in the employee's file, the Employee employee and Union involved shall have be furnished a copy of the right to Association representation entry. An employee may examine and copy from his/her own employee file at any meeting reasonable time. After twenty-four (24) months all materials pertaining to Section 4: If, as a result of investigation or hearing scheduled upon appeal, the discipline, suspension or dismissal of an employee is found to have been without just cause, his/her record of the alleged offense will be cleared, and if time has been lost, the employee will be paid for such loss of time by the purpose of discipline or dischargeEmployer in accordance with the amount s/he would have received had s/he not been held from service. E. Before Section 5: Employees' personnel records are available for review during regular business hours consistent with the provisions of chapter 119, Florida Public Records Law. X. Xxxxx to any reference to or disciplinary hearing, all documentation, in the actual complaint from a studentpossession of management, parent, or any person is entered into an employee's personnel file, it must be brought relating to the attention case will be given to a union official for review. Section 6: Any employee who is absent without leave for a period of three (3) consecutive workdays will be considered terminated. However, the Employee within Employer will hold the position for a period of ten (10) business working days of thereafter to permit the complaint. The Employee employee to register an excuse to be considered by the Employer and, if no excuse is authorized or accepted within the said ten (10) working days, the employee will be terminated. Section 7: Employees shall not be permitted to attach a written response to any complaint placed formally reprimanded or disciplined in public or in the personnel filepresence of other non-supervisory employees. Effective discipline or reprimand will be administered only by the Employer's supervisory personnel. Section 8: No employee will be formally reprimanded without the presence of a Union representative if the employee to be reprimanded requested the presence of such Union representative. Section 9: Official written communications between the Employer and the Union will be Section 10: The Employee shall have employer reserves the right to challenge suspend employees without pay when the validity conduct of the employee constitutes insubordination, a violation of the County's Workplace Violence policy and drunkenness. Section 11: The time limits set forth in this Article shall exclude Saturdays, Sundays, and holidays. Section 12: Conferences with employees by management involving disciplinary issues shall be conducted at the employees work location during the employee’s scheduled work shift or before or after and contiguous with the employee’s scheduled work shift. Employees attending such conferences shall be compensated at the employee’s applicable rate of pay pursuant to Article 22. Section 13: Within fifteen (15) working days after the conclusion of an Administrative Review, the employer will notify the employee and the union of any complaint and the placement of said complaint into his/her personnel file within thirty (30) business daysdisciplinary action to be taken. F. After one year an Employee may request a hearing for the removal of a written reprimand placed in his/her file. G. Employees shall be subject todisciplinary action for reasons such as, but not limited to, insubordination or violation of Employer's rules and regulations. H. Employee(s) that exhausted their sick bank due to required quarantine from COVID- 19 exposure or illness during the 2020-2021 school year, will not receive discipline for lack of sick days for the 2021-2022 school year. I. Administrative action which results in a discharge of an Employee shall be immediately subject to the Board of Education level of the Grievance Procedure at the discretion of the Association. J. No Employee shall be disciplined without just cause. Due process shall be followed in all discipline cases.

DISCIPLINE OF EMPLOYEES. A. When Section 1: All charges preferred by the Employer feels disciplinary action is warranted, such action against its employees for violation of its rules or other offenses must be taken preferred within five (5) business days after any such alleged violation or offense has been made known to the official or officials of the date Employer or their designees. If the Employer became aware charges are not preferred within the time limits set forth herein, such alleged violation or offense shall be forever barred and extinguished, provided, however, that any violation of the conditions giving rise rules pertaining to the discipline. B. The responsibility mishandling of discipline and/or discharge fares or mis- appropriation of Employees is vested in the Board Employer's funds or its designated representatives. C. The Board property shall submit written notification not come within the scope of the foregoing provisions of this Section. Additionally, any discipline or discharge of an employee to the Employee and the Association meted out in other than fare violations must be begun within five (5) business days of notification to the discipline being enactedemployee. D. In Section 2: If any employee is charged with an offense involving the mishandling of fares, drunkenness, possession or use of an illegal substance or the misappropriation of the Employer's funds or property, neither such charges nor discipline meted out in connection therewith shall be subject to the grievance and arbitration procedures provided for in this Agreement unless and until the grievance and/or demands for arbitration in such cases be accompanied by a signed authorization from the employee involved releasing the Employer and the Union to submit any and all information and facts pertaining to the case to whomever they may concern. Section 3: When the Employer disciplines an employee and/or places a written entry of discipline or dischargethe incident in the employee's file, the Employee employee and Union involved shall be furnished a copy of the entry. An employee may examine and copy from his/her own employee file Section 4: If, as a result of investigation or upon appeal, the discipline, suspension or dismissal of an employee is found to have been without just cause, his/her record of the right to Association representation at any meeting or hearing scheduled alleged offense will be cleared, and if time has been lost, the employee will be paid for such loss of time by the purpose of discipline or dischargeEmployer in accordance with the amount s/he would have received had s/he not been held from service. E. Before Section 5: Employees' personnel records are available for review during regular business hours consistent with the provisions of chapter 119, Florida Public Records Law. A. Prior to any reference to or disciplinary hearing, all documentation, in the actual complaint from a studentpossession of management, parent, or any person is entered into an employee's personnel file, it must be brought relating to the attention case will be given to a union official for review. Section 6: Any employee who is absent without leave for a period of three (3) consecutive workdays will be considered terminated. However, the Employee within Employer will hold the position for a period of ten (10) business working days of thereafter to permit the complaint. The Employee employee to register an excuse to be considered by the Employer and, if no excuse is authorized or accepted within the said ten (10) working days, the employee will be terminated. Section 7: Employees shall not be permitted to attach a written response to any complaint placed formally reprimanded or disciplined in public or in the personnel filepresence of other non-supervisory employees. Effective discipline or reprimand will be administered only by the Employer's supervisory personnel. Section 8: No employee will be formally reprimanded without the presence of a Union representative if the employee to be reprimanded requested the presence of such Union representative. Section 9: Official written communications between the Employer and the Union will be answered promptly by the party receiving them. Section 10: The Employee shall have employer reserves the right to challenge suspend employees without pay when the validity conduct of the employee constitutes insubordination, a violation of the County's Workplace Violence policy and drunkenness. Section 11: The time limits set forth in this Article shall exclude Saturdays, Sundays, and holidays. Section 12: Conferences with employees by management involving disciplinary issues shall be conducted at the employees work location during the employee’s scheduled work shift or before or after and contiguous with the employee’s scheduled work shift. Employees attending such conferences shall be compensated at the employee’s applicable rate of pay pursuant to Article 22. Section 13: Within fifteen (15) working days after the conclusion of an Administrative Review, the employer will notify the employee and the union of any complaint and the placement of said complaint into his/her personnel file within thirty (30) business daysdisciplinary action to be taken. F. After one year an Employee may request a hearing for the removal of a written reprimand placed in his/her file. G. Employees shall be subject todisciplinary action for reasons such as, but not limited to, insubordination or violation of Employer's rules and regulations. H. Employee(s) that exhausted their sick bank due to required quarantine from COVID- 19 exposure or illness during the 2020-2021 school year, will not receive discipline for lack of sick days for the 2021-2022 school year. I. Administrative action which results in a discharge of an Employee shall be immediately subject to the Board of Education level of the Grievance Procedure at the discretion of the Association. J. No Employee shall be disciplined without just cause. Due process shall be followed in all discipline cases.