Due Process. A teacher shall be entitled to Union representation at any conference held during this procedure in which the teacher will be advised of an impending adverse personnel action.
Due Process. 1. No certificated employee shall be disciplined without just cause.
2. The specific grounds forming the basis for official disciplinary action shall be made available to the employee in writing. If an employee is requested to give information which the District understands may lead to disciplinary action against that employee, the District shall advise the employee of the right to representation. If a request for representation is made, the interview shall not take place for a reasonable period of time to allow for the representative’s attendance.
3. Any complaint against an employee by a parent, student, or other person, which if proven true would provide the basis for discipline, shall be called to the attention of the employee within ten (10) days of receipt. Any complaint not called to the attention of the employee within ten (10) days of receipt may not be used as a basis for disciplinary action against the employee.
4. The District agrees to follow a policy of progressive discipline which generally includes verbal warning and written reprimand provided, however, that any disciplinary action taken against an employee shall be appropriate to the behavior which precipitates said action.
(a) A verbal warning is an official verbal notification of employee misconduct. The warning should include the reason(s) for the warning and notice that future misconduct could result in more severe disciplinary action. Documentation of the verbal warning may be noted in the administrator’s working file.
(b) A written reprimand is an official written notification of employee misconduct. A written reprimand should include the reasons for the reprimand and notice that future misconduct could result in more severe disciplinary action.
(c) Any suspension of a teacher pending charges shall be with pay until official action by the Board of Directors.
5. Subject to the other provisions of this Agreement, any non-provisional employee receiving notification of non-renewal of contract, discharge, or adverse effect may elect to have the matter heard by either a hearing officer in accordance with RCW 28A.405.310 or an arbitrator in accordance with the grievance procedure.
Due Process. If an administrator determines there may be cause for disciplinary action and intends to make it a matter of record, the employee shall be informed of the following:
1. Reason for the meeting.
2. Scheduled meeting time(s) and date(s).
Due Process. The parties affirm that faculty members are entitled to procedural due process rights as defined by law when faced with disciplinary action or discharge.
Due Process. 7.3.1 Discipline shall be conducted in accordance with due process, as provided for in this labor contract, and good faith for just cause.
7.3.2 Bargaining unit employees shall be entitled to a fair and impartial investigation when, in the course of the employee’s scope of employment, the employer deems an investigation necessary. Employees will assist and expedite administrative investigations and, when requested by investigative officers, furnish information or give statements as witnesses within the guidelines specified in this Agreement.
7.3.3 An employee’s immediate family shall not be interviewed unless party to the complaint or at the specific request of the bargaining unit employee.
7.3.4 An employee may request an administrative investigation pertaining to any allegations or rumors which may adversely affect his/her credibility, integrity, or reputation. However, nothing shall obligate the Agency to conduct such an investigation. The bargaining unit employee shall be notified as to the status of such request.
7.3.5 There shall be no "off the record" discussions with a bargaining unit employee.
7.3.6 The employee’s supervisor shall not be the hearing officer if he or she is the complaining party, a witness, or will provide any evidence against the employee.
Due Process. A. Unit members are accountable for their individual levels of productivity, implementing the duties of their positions, and rendering efficient, effective delivery of services and support. Whenever an employee renders deficient performance, violates any rule, regulation, or policy, that employee shall be notified by his/her supervisor, as soon as possible, with the employee being informed of the deficiency or rule, regulation, or policy violated. An informal discussion with the employee shall occur prior to the issuance of any written disciplinary action. Progressive discipline steps should be followed, however in administering discipline, the degree of discipline shall be reasonably related to the seriousness of the offense and the employees record. Therefore, disciplinary steps may include:
1. Verbal warning;
2. Written warning (acknowledged);
3. Letter of reprimand;
4. Suspension/demotion; and
Due Process. No teacher shall be disciplined, reprimanded, reduced in rank or compensation, suspended, demoted, terminated, adversely evaluated, or otherwise deprived of any professional advantage without due process as prescribed by Idaho Code 33-515.
Due Process. In the event the Agency believes an employee may be subject to discipline greater than a written reprimand, the following procedural due process shall be followed:
a) The employee shall be notified, in writing, of the charges or allegations that may subject them to discipline.
b) The employee shall be notified, in writing, of the disciplinary sanctions being considered.
c) The employee will be given an opportunity to refute the charges or allegations either in writing or orally in an informal hearing.
d) At their request, the employee will be entitled to Union representation at the informal hearing.
Due Process. Teachers who disagree with the level of student growth, the rating of performance and/or the summative, or overall, evaluation rating shall be allowed to request a different evaluator and such request shall be at the discretion of the Superintendent.
Due Process. Any classified and non-probationary employee who is dismissed from his/her position shall have opportunity to be heard before a public hearing after at least ten (10) days written notice of the charges against him/her and of the time and place of hearing. If, at this hearing before the Board, the charges are not sustained, the employee shall immediately be reinstated, and back salary due shall be paid. No classified employee who has completed the probationary period shall be suspended without pay or dismissed except for just cause.
