DUE PROCESS/JUST CAUSE. (A) No employee shall be disciplined (including warnings, reprimands, suspensions, reduction in rank or professional advantage, or other actions that would adversely affect the teacher) without just cause. Any such discipline shall be subject to the grievance procedure hereinafter set forth. The specific grounds forming the basis for disciplinary action or reprimand will be made available to the employee and to the Association.
(B) An employee shall be entitled to have a representative of the Association present during disciplinary action subject to the following conditions:
1. In emergency situations in which delay of disciplinary action could result in danger to persons and/or when legal requirements are involved, immediate disciplinary action excluding unpaid suspension or termination may occur to the extent required to protect persons and/or to satisfy legal requirements.
2. In non-emergency situations the employee’s notification of representation shall be in writing and shall be transmitted to the district in a manner that does not result in delay of any scheduled meeting about which the employee has at least twenty-four (24) hours advance notice. The employee’s request to the Association for such representation need not be in writing.
(C) An employee shall be advised by the district of his/her right to Association representation as provided by the terms stated in Section 1-B of Article III of this Agreement.
(D) An employee shall be notified in writing of any formal complaint lodged against him/her by any employee of the district, student, parent or member of the community. Any formal complaint not called to the attention of the employee within ten (10) days of its receipt by the person’s supervisor or other district administrator who received the complaint against the employee cannot be used against the employee except in extenuating circumstances where informing the employee would be out of compliance with the law.
(E) The district will follow a process of progressive discipline in the following order: written warning, written reprimand, suspension without pay, discharge. It is understood and agreed that the process may bypass one or more steps when, after investigation, one or more serious infractions are involved as the cause of the disciplinary action.
(F) All complaints, warnings, reprimands and disciplinary procedures and actions will be kept confidential to the extent allowable by the Washington State Public Disclosure Law (RCW 42.56).
DUE PROCESS/JUST CAUSE. 6.3.2.1 No employee shall be disciplined (including warnings, reprimands, suspensions, discharges, layoff, terminations or other actions that would adversely affect the employee without just and sufficient cause.
6.3.2.2 An employee shall be advised of the right to have a representative of the Association present during any meeting or investigation which could result in disciplinary action. When a request for such representation is made by the employee, the employee shall have a reasonable time, normally not to exceed three (3) days, in which to obtain a representative of the Association.
6.3.2.3 Prior to imposing discipline, the employee’s immediate supervisor will meet with the employee to determine if the problem can be solved. If the problem has not been solved, a written notice of the discipline shall be made to the employee, with a copy to the Association President, within five (5) days of the meeting. This notice shall specify the grounds which form the basis for disciplinary action.
6.3.2.4 Discipline, as used in this Agreement, shall mean verbal reprimand, written reprimand, suspension with pay, suspension without pay, demotion, or discharge. The District agrees to follow a course of progressive discipline in order to give the employee an opportunity to correct actions which the Employer deems to be inappropriate. Any disciplinary action taken against an employee shall be appropriate to the behavior which precipitates said action. A copy of such written warning notice shall be sent to the Association at the time it is given to the employee.
6.3.2.5 Some charges of a serious nature may require omitting some progressive disciplinary steps.
6.3.2.6 Any complaint made against an employee by any parent, student or other person, that is not provided to the employee by mail within ten (10) days after the District has knowledge of the complaint, may not be used as a basis for any disciplinary action against the employee. This section shall not apply where the matter is under criminal investigation or investigation by the Department of Social and Health Services and such notice would impede that investigation.
DUE PROCESS/JUST CAUSE. A. No employee will be disciplined without just and sufficient cause. Just cause may include the seven tests of just cause or any other commonly accepted standard of just cause. The basic elements of just cause shall be defined as follows:
DUE PROCESS/JUST CAUSE. A. No employee shall be disciplined without just and sufficient cause (See Appendix E). The specific grounds forming the basis for disciplinary action will be made available to the teacher and the Association in writing.
B. No employee will be reprimanded publicly, or in the presence of students, or in a manner which is humiliating to the employee.
C. The Board agrees to follow a policy of progressive discipline. Both parties agree that there are exceptional cases where progressive discipline may not apply.
D. An employee shall be entitled to have a representative from the Association present when being formally reprimanded or disciplined. A “formal reprimand” shall be when an incident is reduced to writing and placed in the employee’s personnel file. When a request for such representation is made, no action shall be taken with respect to the employee until such representation is present. A request for an Association representative shall not be made to delay any disciplinary proceedings and shall not be used as such. Further, in the event a disciplinary action is to be taken, the employee shall be advised of the right to representation under this provision of the agreement prior to the action being taken. An employee has the right to have an individual representative from the Association and/or legal counsel present when formally being reprimanded, warned, disciplined or adversely affected or during the evaluation conference. All information forming the basis of any reprimand, warning, discipline or adverse effect shall be made available to the employee prior to any action being taken.
DUE PROCESS/JUST CAUSE. A. No employee shall be disciplined (including warnings, reprimands, suspensions, discharges, layoff, terminations or other actions that would adversely affect the employee) without just and sufficient cause. For information regarding the meaning of just cause, see Appendix D.
B. Notice of such discipline shall be given to the employee with a copy to the Association President by the employer. Every effort shall be made to solve the problem with the employee's immediate supervisor. The President shall be informed of any changes in employment status affecting employees and shall also be notified of any grievances and disciplinary meetings, as required under Article II, Section 2.2
DUE PROCESS/JUST CAUSE. A. No employee shall be disciplined (including warnings, reprimands, suspensions, reduction in rank, discharges, layoff, termination or other actions that would adversely affect the employee) without just and sufficient cause.
B. Any complaint made against an employee or derogatory material about an employee that is not called to the attention of the employee within ten (10) days may not be used as the basis for any disciplinary action nor shall it be used as evidence in any grievance. If the complaint or derogatory material warrants further investigation, within the same ten (10) day timeframe, the district will notify the employee and the association that an investigation is being conducted and the approximate time needed for that investigation.
C. Notice of such discipline shall be given the employee with a copy to the Association by the employer. Every effort shall be made to solve the problem with the employee's immediate supervisor within ten (10) working days unless an investigation is needed.
D. If an employee is to be called into a meeting regarding actions that could potentially lead to discipline the administrator will notify the employee of the purpose of the meeting and their right to representation prior to the actual meeting. When a request for representation is made, no action shall be taken with respect to the employee until such representative of the Association is present, normally not to exceed three (3) days.
E. If the problem has not been solved, as stated in Section B above, a written notice of the discipline shall be made to the employee within five (5) working days after the completion of the investigation. This notice shall specify the grounds which form the basis for disciplinary action.
F. A policy of progressive discipline shall be employed. It shall include, but not be limited to, verbal warning, written reprimand, suspension with pay, suspension without pay and discharge as a final and last step. Some charges of a serious nature may require omitting some of these steps. Any disciplinary action taken against an employee shall be appropriate to the behavior which precipitates said action. The Association must be notified any time an employee is disciplined in writing with a copy of such discipline sent to the President no later than five (5) days after occurrence.
G. Employees who are terminated shall be given all accrued benefits to the date of termination.
DUE PROCESS/JUST CAUSE. A. No employee shall be disciplined without just and sufficient cause (see Appendix F, Just Cause/Seven Key Tests). Discipline action shall be delivered in a private setting. In addition, the District agrees to follow, when appropriate, a policy of progressive discipline. A disciplinary action taken against an employee shall be appropriate for the behavior which precipitates said action.
B. When an employee is formally questioned by a supervisor for the purpose of seeking information which may be used as the basis for a written reprimand, suspension, discharge or non-renewal, the employee shall be advised that he/she is entitled to request and to have a representative present at any meeting relating to such discipline. Additionally, if requested, the employee and their Association representative shall be afforded an opportunity to meet and confer prior to the commencement of such meeting, provided that the length of such conference shall not unduly delay the scheduled conference meeting time.
C. All rules and regulations governing employee activities and conduct shall be interpreted and applied uniformly throughout the District. All information forming the basis of any reprimand, warning, discipline or adverse effect shall be made available to the employee, prior to any action taken.
DUE PROCESS/JUST CAUSE. A. No employee shall be disciplined without just and sufficient cause (see Appendix F, Just Cause/Seven Key Tests). Discipline action shall be delivered in a private setting. In addition, the District agrees to follow, when appropriate, a policy of progressive discipline. A disciplinary action taken against an employee shall be appropriate for the behavior which precipitates said action. RCW28A.400.300 (1), RCW28A.405.310 (8)
B. When an employee is formally questioned by a supervisor for the purpose of seeking information which may be used as the basis for discipline, the employee shall be advised that he/she is entitled to request and to have a representative present at any investigatory meeting relating to discipline. Additionally, if requested, the employee and their Association representative shall be afforded an opportunity to meet and confer prior to the commencement of such meeting, provided that the length of such conference shall not unduly delay the scheduled conference meeting time.
DUE PROCESS/JUST CAUSE. A. No employee shall be subject to discipline without just and sufficient cause. All charges against an employee will be made in writing and all evidence supporting such charge(s) will be provided to the employee. The employee will be provided the opportunity to face his/her accuser as due process requires and to examine witnesses in a timely fashion and with appropriate District/parental supervision. The employee shall be notified within ten
DUE PROCESS/JUST CAUSE. A. No employee shall be subject to discipline without just and sufficient cause. All charges against an employee will be made in writing and all evidence supporting such charge(s) will be provided to the employee. The employee will be provided the opportunity to face his/her accuser as due process requires and to examine witnesses in a timely fashion and with appropriate District/parental supervision. The employee shall be notified within ten (10) days of any charges made against him/her. (See Article III, Section 10)
B. The District shall inform the employee of his/her right to representation in situations which involve discipline. The District shall normally follow a policy of progressive discipline, that is, i.e., verbal warning, written reprimand, suspension with pay, suspension without pay and/or discharge.
