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.
Appears in 7 contracts
Samples: Negotiated Agreement, Negotiated Agreement, Negotiated Agreement
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 an Association representative 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 an Association representative present. It shall be the responsibility of the employee to arrange for the presence of the witness Association representative 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 The employee may agree to have the interview take place at an earlier time. The employee and the Association representative shall be afforded administrative leave to attend the interview if the interview occurs during their normal work day. However, administrative leave will not be afforded to the employee if the employee is precluded from working by reason of a court order, bail condition, or a welfare/safety-related suspension as determined by the Superintendent. The Association representative’s role in the investigatory interview is limited and shall not interfere with, delay, or otherwise impede the interview. The Association representative is not entitled to speak for the employee nor deny the supervisor’s right to hear the employee’s own account of the matter under investigation. 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 48 hours to tell his/her side of the story and respond to the charges, either in writing or in person. If in person, an Association representative and the employee will be afforded administrative leave to attend the meeting if the meeting occurs during their normal work day. However, administrative leave will not be afforded to the employee if the employee is precluded from working by reason of a court order, bail condition, or a welfare/safety-related suspension as determined by the Superintendent. Revisions to this Article commence in FY 23. 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.
Appears in 1 contract
Samples: Negotiated Agreement
