Discipline or Reprimand Sample Clauses

Discipline or Reprimand. 1. No Bargaining Unit Member shall be disciplined without Just Cause. 2. The Board agrees that, whenever possible, a disciplinary problem shall initially be resolved between the employee and his/her immediate Supervisor. 3. No teacher shall be criticized, reprimanded or disciplined in the presence of anyone except administrative supervisory personnel. 4. Each party shall have the right to a representative of his/her choice at any disciplinary conference. The attendance of the representative shall not cause unnecessary delay in the discipline process. Except for oral reprimands, the Bargaining Unit Member and Association President shall receive a copy of any disciplinary notice and/or action before discipline can be issued.
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Discipline or Reprimand. No faculty member shall be disciplined or reprimanded or deprived of any professional advantage without just cause. Any such unjustified discipline or reprimand including adverse evaluation of teaching performance or violation of professional ethics asserted by the College or any agent or representative thereof shall be subject to the professional grievance procedure as provided in this contract. Probationary faculty see Article IV, Section 4.5(a)(4).
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Discipline or Reprimand. 1. No Bargaining Unit Member shall be disciplined without Just Cause. 2. The Board agrees that, whenever possible, a disciplinary problem shall initially be resolved between the employee and his/her immediate Supervisor. 3. No teacher shall be criticized, reprimanded or disciplined in the presence of anyone except administrative supervisory personnel. 4. Each party shall have the right to a representative of his/her choice at any disciplinary conference. The attendance of the representative shall not cause unnecessary delay in the discipline process. Except for written warnings, the Bargaining Unit Member and Association President shall receive a copy of any disciplinary notice and/or action before discipline can be issued. 5. During any investigation, the Bargaining Unit Member may not be relieved of his/her duty without pay. 6. Before a Bargaining Unit Member is issued any discipline, other than a written warning, the member shall receive a written notice of pre-disciplinary hearing. The notice shall specify that the Bargaining Unit Member is entitled to bring an SSLTA and/or OEA representative to the meeting. If necessary, the hearing will be rescheduled by mutual agreement to accommodate the attendance of a representative(s) in accordance with paragraph 4 above. 7. The Bargaining Unit Member shall be notified either in the written notice or at the beginning of the pre-disciplinary hearing of the allegations against him/her. The Bargaining Unit Member and/or his/her representative(s) have the right to ask clarifying questions at any point and to respond to each allegation. When written evidence exists, the Administration/Board shall provide copies of all written evidence presented at all pre-disciplinary hearings to the Bargaining Unit Member and his/her representative(s).
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Discipline or Reprimand. No teacher shall be disciplined or reprimanded without just cause. Any such action asserted by the Board, or any agent or representative thereof, shall be subject to the grievance procedure herein set forth.
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Discipline or Reprimand. 1. No Bargaining Unit Member shall be disciplined without Just Cause. 2. The Board agrees that, whenever possible, a disciplinary problem shall initially be resolved between the employee and his/her immediate Supervisor. 3. No teacher shall be criticized, reprimanded or disciplined in the presence of anyone except administrative supervisory personnel. 4. Each party shall have the right to a representative of his/her choice at any disciplinary conference. The attendance of the representative shall not cause unnecessary delay in the discipline process. Except for oral reprimands, the Bargaining Unit Member and Association President shall receive a copy of any disciplinary notice and/or action before discipline can be issued. 5. Recommended Progressive Discipline Steps: The following steps of progressive discipline will be used by the Administration. Only the Board of Education is permitted to terminate an employee. In an effort to avoid ambiguity, the administrator shall verbally notify the employee when they are invoking the oral reprimand process below: Step 1: Oral Reprimand; An oral reprimand will be confirmed in writing and kept by the Administrator and a copy given to the employee. The written confirmation shall not be placed in the employee’s personnel file; Step 2: Written Reprimand; Step 3: Written Reprimand or Suspension with or without pay, not to exceed three (3) days as deemed appropriate by the Administration. Only the Superintendent can impose suspension without pay; Step 4: Suspension with or without pay, not to exceed five (5) days; Step 5: Suspension or termination as deemed appropriate under the circumstances. 6. The progressive discipline steps are suggested. The Administration/Board may skip any step for serious offenses. 7. During any investigation, the Bargaining Unit Member may not be relieved of his/her duty without pay. 8. Before a Bargaining Unit Member is issued any discipline, other than an oral reprimand, the member shall receive a written notice of pre-disciplinary hearing. The notice shall specify that the Bargaining Unit Member is entitled to bring an SSLTA and/or OEA representative to the meeting. If necessary, the hearing will be rescheduled by mutual agreement to accommodate the attendance of a representative(s) in accordance with paragraph 4 above. 9. The Administration shall impose discipline no later than fifteen (15) work days after the conclusion of the disciplinary hearing, unless the Superintendent notifies the Asso...
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Related to Discipline or Reprimand

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

  • Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.

  • 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 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.

  • 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)

  • 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.

  • STUDENT DISCIPLINE AND TEACHER PROTECTION A. The Board recognizes its responsibility to give all reasonable support and assistance to teachers with respect to the maintenance of control and discipline in the classroom. Whenever it appears that a particular pupil requires the attention of special counselors, social workers, law enforcement personnel, physicians, or other professional persons, the principal shall be notified. The Board feels that the teacher and the specialists indicated above should work together to improve the case. B. It is recognized that discipline problems are less likely to occur in classes where a high level of student interest is maintained. It is likewise recognized that when discipline problems occur, they may most constructively be dealt with by encouragement, praise and emphasis upon a child’s desirable characteristics. A teacher may use such force as is necessary, according to the law, to protect himself/herself from attack or to prevent injury to another student. C. A teacher may ask the principal to exclude a pupil from class when the grossness of the offense, the persistence of the misbehavior, or the disruptive effect of the violation makes the continued presence of the student in the classroom intolerable. In such cases, the teacher will furnish the principal, as promptly as his/her teaching obligations will allow, full particulars of the incident in writing. D. Procedure for suspension of students from school shall be distributed to students and teachers each year. E. Any case of assault upon a teacher while on duty should be promptly reported to the Board or its designated representative. The Board will provide legal counsel to advise the teacher of his/her rights and obligations with respect to such assault and shall promptly render all reasonable assistance to the teacher in connection with handling of the incident by law enforcement and judicial authorities. F. If any teacher is complained against or sued as a result of any action taken by the teacher while in pursuit of his/her employment, the Board may provide legal counsel and render all necessary assistance to the teacher in his/her defense. G. Time lost by a teacher in connection with any incident mentioned in this Article shall not be charged against the teacher. X. The Board will reimburse teachers for any loss, damages or destruction of clothing or personal property of the teacher while on duty in the school or on school premises in those cases where the school could have reasonably prevented the loss. I. No action shall be taken upon any complaint by a parent of the student directed toward the teacher nor shall any notice thereof be included in said teacher’s personnel file unless such matter is promptly reported in writing to the teacher concerned. J. Teachers shall be expected to exercise reasonable care with respect to the safety of pupils and property, but shall not be individually liable, except in the case of gross neglect of duty, for any damage or loss to person or property.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • Employability Executive acknowledges (i) that Executive has sufficient abilities and talents to be able to obtain, upon the termination of Executive’s employment, comparable employment from another business while fully honoring and complying with the above covenants concerning confidential information and contacts with the Company’s or any of its Affiliates’ customers or employees, and (ii) the importance to the Company and its Affiliates of the above covenants. Accordingly, for a period of one (1) year following the termination of Executive’s employment with the Company and upon the Company’s reasonable request of Executive, Executive shall advise the Company of the identity of Executive’s new employer and shall provide a general description, in reasonable detail, of Executive’s new duties and responsibilities sufficient to inform the Company of its need to request a court order to enforce the above covenants.

  • DISCIPLINE OF EMPLOYEES Section 1: All charges preferred by the Employer against its employees for violation of its rules or other offenses must be preferred within five (5) days after any such alleged violation or offense has been made known to the official or officials of the Employer or their designees. If the 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 rules pertaining to the mishandling of fares or mis-appropriation of the Employer's funds or property shall not come within the scope of the foregoing provisions of this Section. Additionally, any discipline meted out in other than fare violations must be begun within five (5) days of notification to the employee. 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 the incident in the employee's file, the employee and Union involved shall be furnished a copy of the entry. An employee may examine and copy from his/her own employee file at any reasonable time. After thirty (30) months all materials pertaining to discipline in an employee's file will not be used for disciplinary purposes. 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 alleged offense will be cleared, and if time has been lost, the employee will be paid for such loss of time by the Employer in accordance with the amount s/he would have received had s/he not been held from service.

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