DISCIPLINE POLICIES AND PROCEDURES Sample Clauses

DISCIPLINE POLICIES AND PROCEDURES. The School shall adhere to a policy regarding suspension, expulsion, removal, and permanent exclusion of students that is compliant with this Contract and the Ohio Revised Code 3313.66, 3313.661, and 3313.662.
Sample 1Sample 2Sample 3See All (6)
DISCIPLINE POLICIES AND PROCEDURES. The School’s policy regarding suspension, expulsion, removal and permanent exclusion of students compliant with this Contract and the Ohio Revised Code is as follows: Student Removal from School If, despite the all-school behavior plan, a student’s behavior causes a disruption of teaching and learning (and does not fall under the category for immediate suspension), the student will be removed from the classroom temporarily (called Disciplinary Removal). This removal will be of the shortest duration possible, and only until a positive behavior choice is made. If this step does not quickly bring about a change in behavior, the child’s parent or guardian will be contacted so that the child may be removed from the school (called Emergency Removal) until the following day. If a child is able to reset and return to his/her classroom after a Disciplinary Removal, any further behaviors that disrupt the learning of others during that day will result in Emergency Removal from school for the remainder of the day. This constitutes a dismissal from school and the usual late pick up fees apply beginning 30 minutes after the staff initiates contacting the parent. If a parent cannot be reached, the school staff will proceed to call those listed as emergency contacts for the child. Near West Intergenerational School is committed to providing individualized support to meet the needs of each student, academically and behaviorally. A variety of programmatic resources may be utilized to enable a student to learn to comply with the discipline code. Since effective discipline is most effective when the teacher, parent, and student all work together, each of those participants will be actively involved in the development of intervention strategies. Near West Intergenerational School will comply with all aspects of the Individuals with Disabilities Education Act to ensure that disciplinary procedures are appropriately followed with respect to disciplining disabled students enrolled in the school. The following procedures have been adopted in accordance with the Ohio Revised Code.
Sample 1
DISCIPLINE POLICIES AND PROCEDURES. The School’s policy regarding suspension, expulsion, removal and permanent exclusion of students compliant with this Contract and the Ohio Revised Code 3313.66 is as follows: Out-of-School Suspension Infractions which may warrant an Out-of-School Suspension (OSS) include, but are not limited to: • Improper Physical Behavior (includes, but not limited to, hitting, kicking, punching, or pushing another student) • Severe Insubordination • Harassment (includes, but not limited to, bullying, threats, and teasing) • Use of Profanity or Other Inappropriate Language • Unauthorized Touching (Sexual or Other) • Racial Offense (Use of Racial Slurs) • Lying, Stealing, or Cheating • Vandalism • Possession of Imitation Firearm • Possession of Illegal Substances and/or Weapons After being made aware of an incident that could merit a suspension, the Assistant Principal/Principal, when appropriate, will ask students in grades 2-5 to write their personal accounts of the problematic incident before being questioned regarding the event. Students in grades K and 1, when appropriate, will recall the facts of the incident to the Assistant Principal/Principal, and the students’ accounts will be written verbatim by an adult. The Assistant Principal/Principal will review the students’ accounts and compare them with the teacher’s referral. The Assistant Principal/Principal will investigate the incident and determine next steps. The Principal/Assistant Principal may suspend a student if the following procedure is met: 1. Prior to the imposition of the suspension, a written Notice of Intent to suspend will be given to the student, which contains the following: a. The reasons for the intended suspension; and b. If the suspension is based on one of the serious criminal offenses for which permanent exclusion is allowed, and if the student is age 16 or older, the notice must also indicate the possibility that the Principal/Assistant Principal may seek permanent exclusion. 2. The student must be allowed an informal hearing before the Principal/Assistant Principal to challenge the reasons for the intended suspension or otherwise explain his actions. The student is not entitled to call witnesses at this informal hearing. 3. Within one school day after the suspension is imposed, the Principal/ Assistant Principal shall provide written notification to the parent, guardian, or custodian of the student and the treasurer of the Board of Education of the suspension. The notice must contain the fol...
Sample 1
DISCIPLINE POLICIES AND PROCEDURES. The St. Xxxxxx School discipline policies are designed to foster a Christian attitude of Respect, Effort and Love.Our discipline policies are also intended to create a healthy and safe environment that will xxxxxx moral development and education. At St. Xxxxxx School we strive to help our students grow in Christian values, in particular in peace, justice, and self-control. Love of God and love of neighbor are stressed. All students are expected to follow the rules of St. Xxxxxx School.
Sample 1
DISCIPLINE POLICIES AND PROCEDURES. Xxxxxxx xx Xxxx school shall maintain a discipline procedure that shall reflect Catholic virtues and support the School’s mission. St. Xxxxxxx xx Xxxx School uses a team approach to address discipline and behaviors that affect the school community. Most commonly, this team includes at least two members of the administrative team, along with the classroom teacher or paraprofessional if they were directly involved in a particular occurrence. In terms of specific disciplinary responses, St. Xxxxxxx xx Xxxx School fully complies with Diocesan disciplinary policies. These policies, following further below in our handbook, articulate particular responses in moments of more severe safety concerns and outline suspension and expulsion protocols. These include periods of probation and policies for extreme cases when a student may need to be asked to be removed from St. Xxxxxxx xx Xxxx. The vast majority of disciplinary needs fall significantly below these extremes and deal more directly with the virtuous and just ordering of community life. A summary of these disciplinary responses appear below, with more information about each response just below that. Disciplinary policies and procedures at St. Xxxxxxx xx Xxxx School: - begin with teacher supports to correct behaviors within a classroom. - as a next step, ask staff to make phone calls home, after which a data report is sent, which itself is not a further consequence. - next utilize GIV (Growing in Virtue) time instead of traditional detention, in which students complete a GIV sheet to help reflect and restore any relationship(s) that have been damaged. - track data internally only for the purpose of determining further interventions and supports. - based on data, enact further supports for students when needed that may include Panther Support Team (PST) meetings, Panther Praise, or eventually a behavior improvement plan (BIP). - utilize a behavioral probation (contract) if these are not working or if circumstances are significant enough to require it. The following section provides more details and information for families on disciplinary procedures at St. Xxxxxxx xx Xxxx School. counselor, etc.
Sample 1
DISCIPLINE POLICIES AND PROCEDURES. The School shall adhere to a policy regarding suspension, expulsion, removal, and permanent exclusion of students that complies with this Contract and Sections 3313.66, 3313.661, and 3313.662 of the Revised Code.
Sample 1

Related to DISCIPLINE POLICIES AND PROCEDURES

  • Policies and Procedures i) The policies and procedures of the designated employer apply to the employee while working at both sites. ii) Only the designated employer shall have exclusive authority over the employee in regard to discipline, reporting to the College of Nurses of Ontario and/or investigations of family/resident complaints. iii) The designated employer will ensure that the employee is covered by WSIB at all times, regardless of worksite, while in the employ of either home. iv) The designated employer will ensure that the employee is covered by liability insurance at all times, regardless of worksite, while in the employ of either home. v) The designated employer shall have exclusive authority over the employee’s personnel files and health records. These files will be maintained on the site of the designated employer.

  • Violence Policies and Procedures The Employer agrees to have in place explicit policies and procedures to deal with violence. The policy will address the prevention of violence, the management of violent situations, provision of legal counsel and support to employees who have faced violence. The policies and procedures shall be part of the employee's health and safety policy and written copies shall be provided to each employee. Prior to implementing any changes to these policies, the employer agrees to consult with the Association.

  • Company Policies and Procedures 7.1.1 The Company will ensure that Employees are able to readily access Company policies and procedures that apply to the Employees. 7.1.2 The Employees will observe and act in accordance with Company policies and procedures that apply to the Employees, as implemented and amended from time to time.

  • Compliance Policies and Procedures To assist the Fund in complying with Rule 38a-1 of the 1940 Act, BBH&Co. represents that it has adopted written policies and procedures reasonably designed to prevent violation of the federal securities laws in fulfilling its obligations under the Agreement and that it has in place a compliance program to monitor its compliance with those policies and procedures. BBH&Co will upon request provide the Fund with information about our compliance program as mutually agreed.

  • DISCIPLINE PROCEDURES 19.1 The Company shall be free to discharge employees for refusal to obey lawful orders, incompetence, misrepresentation, intoxication, or any just cause. An employee who has not completed his or her probationary period may be disciplined or discharged without just cause and without recourse to the Grievance and Arbitration procedure set forth in Article 20. 19.2 The Company shall be free to discipline any employee who commits an infraction, which, while not being sufficient to constitute just cause for discharge, is sufficient to warrant some lesser disciplinary action. However, no employee who has completed the probationary period will be discharged for offenses, which do not in and of themselves constitute just cause for discharge unless the employee has received two (2) prior written warnings within twelve ( 12) months of the offense. The issuance of two (2) prior warnings within a twelve (12) month period shall constitute just cause. Absent excused or extraordinary circumstances, warning notices shall be issued within ten (10) days after the Company knew or should have known of the offense but not more than thirty (30) days after the event. Each warning notice shall contain a place for the employee to sign to acknowledge receipt without admitting guilt. 19.3 In addition to those circumstances mentioned elsewhere in this Agreement, just cause circumstances for discharge shall include, but not be limited to: insubordination, theft, excessive absenteeism, gross negligence, failure to comply with reasonable rules, policies or directives promulgated by the Company and clearly communicated to the employee, use of unnecessary force or disrespectful treatment of a tenant, visitor or employee and inability or unwillingness to be trained to fulfill existing or modified security needs of the Company, the building owner or its tenants. The Union further understands and agrees that the Company provides an important service to its tenants of a personalized nature to fulfill their security needs, as those needs are perceived by the Company, the building owner and the tenants. Accordingly, the provisions of this Section shall be implemented and interpreted by the parties and by an arbitrator in arbitration proceedings so as to give significant consideration to such needs. 19.4 The Company will discharge any employee who is denied registration or whose registration is canceled by the State of Minnesota Board of Private Detective and Protective Agent Services or any other governmental agency. Discharge under this Article for failure to possess a license shall be without recourse to the Grievance Procedures of Article 20. 19.5 The employee and the Union recognize that the customer is the ultimate consumer and ultimately controls the access of the employee and the business of the Company. When a security-related incident occurs on a job site that is or can reasonably be construed as injurious to that customer, the employee, the Union, and the Company will cooperate in every way in the investigation of the incident until the incident is resolved and/or the customer is satisfied that all reasonable avenues have been pursued to their completion. The Union will not impede any steps which may assist the Company in convincing the customer of the thoroughness and/or reliability of its investigation, consistent with the Union's duty to provide fair and effective representation to its membership.

  • Sub-Advisor Compliance Policies and Procedures The Sub-Advisor shall promptly provide the Trust CCO with copies of: (i) the Sub-Advisor’s policies and procedures for compliance by the Sub-Advisor with the Federal Securities Laws (together, the “Sub-Advisor Compliance Procedures”), and (ii) any material changes to the Sub-Advisor Compliance Procedures. The Sub-Advisor shall cooperate fully with the Trust CCO so as to facilitate the Trust CCO’s performance of the Trust CCO’s responsibilities under Rule 38a-1 to review, evaluate and report to the Trust’s Board of Trustees on the operation of the Sub-Advisor Compliance Procedures, and shall promptly report to the Trust CCO any Material Compliance Matter arising under the Sub-Advisor Compliance Procedures involving the Sub-Advisor Assets. The Sub-Advisor shall provide to the Trust CCO: (i) quarterly reports confirming the Sub-Advisor’s compliance with the Sub-Advisor Compliance Procedures in managing the Sub-Advisor Assets, and (ii) certifications that there were no Material Compliance Matters involving the Sub-Advisor that arose under the Sub-Advisor Compliance Procedures that affected the Sub-Advisor Assets. At least annually, the Sub-Advisor shall provide a certification to the Trust CCO to the effect that the Sub-Advisor has in place and has implemented policies and procedures that are reasonably designed to ensure compliance by the Sub-Advisor with the Federal Securities Laws.

  • COMPLIANCE WITH POLICIES AND PROCEDURES During the period that Executive is employed with the Company hereunder, Executive shall adhere to the policies and standards of professionalism set forth in the policies and procedures of the Company and IAC as they may exist from time to time.

  • 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.

  • Policy and Procedures If the resident leaves the facility due to hospitalization or a therapeutic leave, the facility shall not be obligated to hold the resident’s bed available until his or her return, unless prior arrangements have been made for a bed hold pursuant to the facility’s “Bed Reservation Policy and Procedure” and pursuant to applicable law. In the absence of a bed hold, the resident is not guaranteed readmission unless the resident is eligible for Medicaid and requires the services provided by the facility. However, the resident may be placed in any appropriate bed in a semi-private room in the facility at the time of his or her return from hospitalization or therapeutic leave provided a bed is available and the resident’s admission is appropriate and meets the readmission requirements of the facility.

  • Ordering Guidelines and Processes 1.13.1 For information regarding Ordering Guidelines and Processes for various Network Elements, Combinations and Other Services, Comcast Phone should refer to the “Guides” section of the BellSouth Interconnection Web site, which is incorporated herein by reference, as amended from time to time. The Web site address is: http//xxx.xxxxxxxxxxxxxxx.xxxxxxxxx.xxx/. 1.13.2 Additional information may also be found in the individual CLEC Information Packages, which are incorporated herein by reference, as amended from time to time, located at the “CLEC UNE Products” Web site address: xxxx://xxx.xxxxxxxxxxxxxxx.xxxxxxxxx.xxx/guides/html/unes.html. 1.13.3 The provisioning of Network Elements, Combinations and Other Services to Comcast Phone’s Collocation Space will require cross-connections within the central office to connect the Network Element, Combinations or Other Services to the demarcation point associated with Comcast Phone’s Collocation Space. These cross-connects are separate components that are not considered a part of the Network Element, Combinations or Other Services and, thus, have a separate charge pursuant to Attachment 4.