Educator Discipline Clause Samples
Educator Discipline. Discharge, demotion, or other involuntary change in the employment status of a tenure educator shall be for just cause or for reasons as stated in the School Code; provided that, nothing in this Agreement shall be construed to modify the right of the District to refuse to renew the contract of a non-tenure educator. A copy of any record of disciplinary action against an educator shall be placed in the educator’s official personnel file. At the educator’s request, a rebuttal to the reasons for such action shall be included as part of the aforementioned record. The discipline of educators shall ordinarily be governed by the philosophy of progressive discipline. The usual steps of the progressive discipline process are written warning, written reprimand, suspension without pay, and termination. Administration reserves the right to discipline an educator at any step of the process based on the circumstances and severity of a particular offense.
Educator Discipline. A. Unlike performance improvement efforts, discipline is punitive and may be grieved beyond the Superintendent to the Board if necessary.
B. An educator subject to disciplinary action may have representation in any meeting or conference to which they are invited or required to attend with respect to the disciplinary action.
C. An educator may not avoid or postpone a meeting or a conversation with a supervisor based on his or her inability to arrange for representation, but they may continue a discussion when representation is available.
D. USDB may initiate educator discipline for any of the following causes:
1. Unsatisfactory or insufficient work performance, consistent with this Agreement.
2. Unprofessional conduct in violation of the basic expectations for all employees and does not require remediation (UCA §53G-11-501). Examples include, but are not limited to the following:
a) Noncompliance with the items outlined in Board rules, USDB Policies, R277-515 Professional Educator Standards, the USDB Employee Code of Conduct, or this Agreement;
b) Failure to maintain skills and adequate performance levels
c) Expired license or lack of proper credentials
d) Insubordination to the direct instructions of a superior;
e) Theft or misuse of school property;
f) Any incident involving intimidation, physical harm, or threats of physical harm against others;
g) Conduct, on or off duty, which creates a conflict of interest with the public responsibilities of an employee or which impacts the ability of an employee to perform job assignments;
Educator Discipline. When the discipline, discharge or suspension of an educator is to be discussed with a member of the District’s administration, the educator shall have the right to be accompanied by a representative of the Association. Not less than five (5) work days prior to scheduling any such meeting or hearing, the educator will be given notice of the nature of the charge and informed of his/her right to be represented at such a meeting. In these situations which may result in an educator receiving discipline, the District may take the following steps: ● Suspension with Pay The Superintendent may immediately suspend an educator with pay when the Superintendent determines that the best interests of the District will be served by an immediate suspension. ● Suspension without Pay Prior to suspending an educator without pay, the Superintendent shall provide the educator with five (5) working days’ notice of the date and time of the hearing and the nature of the charges. The Superintendent shall also inform the educator of his/her right to be represented at such a meeting. ● Termination Educator terminations shall be in accordance with the Illinois School Code.
Educator Discipline. A. Unlike performance improvement efforts, discipline is punitive and may be grieved beyond the Superintendent to the Board if necessary.
B. An educator subject to disciplinary action may have representation in any meeting or conference to which they are invited or required to attend with respect to the disciplinary action.
C. USDB may initiate educator discipline for any of the following causes:
1. Unsatisfactory or insufficient work performance, consistent with this Agreement.
2. Unprofessional conduct in violation of the basic expectations for all employees and does not require remediation (UCA §53A-8a-102(10)(b). Examples include, but are not limited to the following:
a) Noncompliance with the items outlined in Board rules, USDB Policies, Professional Standards, the USDB Employee Code of Conduct, or this Agreement;
b) Failure to maintain skills and adequate performance levels
c) Expired license or lack of proper credentials
d) Insubordination to the direct instructions of a superior;
e) Theft or misuse of school property;
f) Any incident involving intimidation, physical harm, or threats of physical harm against others;
g) Conduct, on or off duty, which creates a conflict of interest with the public responsibilities of an employee or which impacts the ability of an employee to perform job assignments;