Dismissal Suspension Disciplinary Action Sample Clauses

Dismissal Suspension Disciplinary Action. An employee shall not be disciplined without just cause. A supervisor shall not discipline an employee in the presence of students unless an immediate and compelling situation threatens the welfare or safety of students or staff. An employee shall be entitled, except in the case of evaluation conferences, to have a witness present during any disciplinary interview which is likely to result in a written reprimand, loss of pay, or dismissal. The employee shall be notified of his/her right to have a witness present. It shall be the responsibility of the employee to arrange for the presence of the witness at such reasonable time and place for the interview as the supervisor shall determine. Except in extraordinary situations, the employee shall be afforded not less than four (4) hours prior notice of the interview. However, the employee may agree to have the interview take place at an earlier time. Dismissal actions shall be approved by the Superintendent or his/her designee. Prior to any such approval, the Superintendent or his/her designee shall meet with the employee. At the meeting, the Superintendent or his/her designee shall give the employee written notice of the charges against him/her and an explanation of the evidence in support of those charges. The employee shall then be provided a reasonable opportunity to tell his/her side of the story and respond to the charges. If an employee is permitted to resign in lieu of dismissal, the supervisor shall notify the Superintendent in writing and shall set forth the reasons why the employee would have been dismissed had he/she not resigned. A resignation in lieu of dismissal shall be considered a resignation not in good standing. An employee appointed to fill a temporary position may be terminated at any time at the discretion of the Superintendent or his/her designee without any hearing or review rights under the grievance procedure.
Sample 1Sample 2Sample 3See All (8)
AutoNDA by SimpleDocs
Dismissal Suspension Disciplinary Action a. Progressive Discipline: Progressive discipline is the systematic approach to the improvement of job performance beginning with the least severe response and gradually moving to more serious action.
Sample 1Sample 2Sample 3See All (4)
Dismissal Suspension Disciplinary Action. 25.1 Permanent unit members shall be subject to dismissal or involuntary suspension without pay for cause in accordance with Board Administrative Regulation 4218, attached hereto as Appendix C. 25.2 Where determined appropriate by the District, interventions by the District may be initiated to correct deficient behavior/performance short of dismissal or involuntary suspension without pay. These corrective interventions may include verbal counseling, verbal warnings, written warnings, and/or written reprimands. These interventions may be skipped or repeated at the discretion of the District. APPENDIX A El Segundo Unified School District Bargaining Unit Classified Positions Salary Schedule Fiscal Year 2020-21 19 22.12 23.22 24.38 25.61 26.89 21 23.23 24.40 25.62 26.90 28.25 21 23.23 24.40 25.62 26.90 28.25 20 22.67 23.81 24.99 26.24 27.55 16 20.54 21.57 22.65 23.78 24.97 24 25.02 26.27 27.58 28.96 30.40 13 19.07 20.03 21.03 22.08 23.18 16 20.54 21.57 22.65 23.78 24.97 Administrative Assistant - Elementary Administrative Assistant -Ed. Services Administrative Assistant - High School Administrative Assistant -Middle School Secretary - Athletics / Activities Senior Administrative Assistant Senior Office Assistant Senior Office Assistant - Middle School 33 31.23 32.80 34.44 36.17 37.98 22 23.81 24.99 26.24 27.55 28.93 21 23.23 24.40 25.62 26.90 28.25 33 31.23 32.80 34.44 36.17 37.98 22 23.81 24.99 26.24 27.55 28.93 Accountant Accounting Technician Administrative Assistant - Business Services Bond Accountant / Contract Specialist Payroll / Employee Benefits Technician 1 14.42 14.90 15.65 16.43 17.25 15 20.04 21.04 22.10 23.20 24.36 17 21.06 22.11 23.21 24.37 25.59 Cafeteria Worker Senior Cafeteria Worker I Senior Cafeteria Worker II 42 39.00 40.95 42.99 45.15 47.41 6 16.05 16.86 17.70 18.58 19.51 9 17.29 18.16 19.06 20.02 21.02 8 16.87 17.72 18.60 19.53 20.50 6 16.05 16.86 17.70 18.58 19.51 7 16.46 17.28 18.14 19.05 20.00 48 45.24 47.51 49.88 52.38 54.99 Athletic Trainer Instructional Assistant I Instructional Assistant - ASD* Instructional Assistant - Bilingual Instructional Assistant Intervention Instructional Assistant Special Education Occupational Therapist 12 18.61 19.54 20.52 21.54 22.62 13 19.07 20.03 21.03 22.08 23.18 17 21.06 22.11 23.21 24.37 25.59 21 23.23 24.40 25.62 26.90 28.25 Computer Lab / Tech Aide Media Center Specialist School Technology Specialist School Technology Specialist II 27 26.94 28.29 29.71 31.19 32.74 23 24.41 25.63 26.92 28.26 29.6...
Sample 1
Dismissal Suspension Disciplinary Action. 25.1 Permanent unit members shall be subject to dismissal or involuntary suspension without pay for cause in accordance with Board Administrative Regulation 4218, attached hereto as Appendix C. 25.2 Where determined appropriate by the District, interventions by the District may be initiated to correct deficient behavior/performance short of dismissal or involuntary suspension without pay. These corrective interventions may include verbal counseling, verbal warnings, written warnings, and/or written reprimands. These interventions may be skipped or repeated at the discretion of the District. Classified Personnel DISMISSAL/SUSPENSION/DISCIPLINARY ACTION Termination of Probationary Employment At any time prior to the expiration of the probationary period, the Superintendent or designee may, at his/her discretion, dismiss a probationary classified employee from district employment. A probationary employee shall not be entitled to a hearing. Involuntary Suspension Without Pay, Demotion, Reduction of Pay Step in Class, or Dismissal of Permanent Classified Employees Permanent classified employees shall be subject to personnel action (suspension without pay, demotion, reduction of pay step in class, dismissal) only for cause. The Board's determination of the sufficiency of the cause for disciplinary action shall be conclusive.
Sample 1
Dismissal Suspension Disciplinary Action 
Sample 1Sample 2Sample 3See All (11)

Related to Dismissal Suspension Disciplinary Action

  • No Disciplinary Action No Employee shall be discharged, penalized, disciplined or threatened for acting in compliance with the OHSA, its regulations and codes of practice and environmental laws, regulations or codes of practice, nor shall an Employee acting in compliance be intimidated or coerced.

  • Disciplinary Action (A) An employee who has attained permanent status in his current position may be disciplined only for cause. (B) An employee who has not attained permanent status in his current position shall not have access to the grievance procedure in Article 6 when disciplined. (C) Each employee shall be furnished a copy of all disciplinary actions placed in his official personnel file and shall be permitted to respond thereto. (D) An employee may request that a PBA Staff Representative be present during any disciplinary investigation meeting in which the employee is being questioned relative to alleged misconduct of the employee, or during a predetermination conference in which suspension or dismissal of the employee is being considered. (E) Letters of counseling or counseling notices are documentation of minor work deficiencies or conduct concerns that are not discipline and are not grievable; however, such documentation may be used by the parties at an administrative hearing involving an employee’s discipline to demonstrate the employee was on notice of the performance deficiencies or conduct concerns. (F) If filed within 21 calendar days following the date of receipt of notice from the DHSMV, by personal delivery or by certified mail, return receipt requested, an employee with permanent status in his current position may appeal a reduction in base pay, involuntary transfer of over 50 miles by highway, suspension, demotion, or dismissal to the Public Employees Relations Commission under the provisions of section 110.227(5) and (6), F.S. In the alternative, such actions may be grieved at Step 2 and processed through the Arbitration Step without review at Step 3, in accordance with the grievance procedure in Article 6 of this Agreement. The DHSMV may have special compensatory leave equal to the length of a disciplinary suspension deducted from an employee’s leave balance in lieu of serving the suspension. An employee may indicate his preference as to whether to serve the suspension or to have special compensatory leave deducted, which preference shall be taken into consideration by the DHSMV in making its decision. If the employee does not have sufficient special compensatory leave, annual leave may be deducted. If there is not sufficient special compensatory or annual leave, the remainder of the period will be leave without pay. Employees from whom leave is deducted will continue to report for duty. The employee’s personnel file will reflect a disciplinary suspension regardless of whether the employee serves the suspension or has leave deducted. (G) Oral reprimands are not grievable. A written reprimand shall be subject to the grievance procedure in Article 6 if the employee has attained permanent status in his current position; the decision is final and binding at Step 2.

  • Disciplinary Actions Disciplinary Actions and Appeals shall be governed by SP&P, TSHRS regulations and TSHRS Disciplinary Action Policy 7G.l.

Draft better contracts in just 5 minutes Get the weekly Law Insider newsletter packed with expert videos, webinars, ebooks, and more!