Educator Rights Related to Disciplinary Action Sample Clauses

Educator Rights Related to Disciplinary Action. When any educator is required to appear before the Board or any Board committee or Board member concerning any matter which could adversely affect the continuation of that educator in their office, position of employment, or the salary or any increments pertaining thereto, the educator shall be given reasonable prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative of the Council or IEA representative present to advise them and represent them during such meeting or interview. Also, before the Board of Education votes on formal disciplinary action against any educator, the educator shall be given reasonable written notice of the reasons for such action and shall have the opportunity to meet with the Board and to be accompanied by a representative of their choosing or a Council representative to advise them and to represent them.
Sample 1
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Related to Educator Rights Related to Disciplinary Action

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Right to Grieve Other Disciplinary Action (a) Disciplinary action grievable by the employee shall include:

  • Grounds for Disciplinary Action The imposition of an oral reprimand shall not be subject to the grievance procedure. An employee may challenge the contents of any written materials pursuant to the provisions of Article 5.5

  • 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 18.1. The following sets out the action which may be taken when a worker returns a confirmed positive result to an alcohol or drug test.

  • Disciplinary Matters (a) The employer acknowledges the principles of procedural fairness and the right to a support person.

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

  • Causes for Disciplinary Action The following causes shall be grounds for disciplinary action:

  • Record of Disciplinary Action (a) The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an employee, the existence of which the employee was not aware at the time of filing.

  • CAUSE FOR DISCIPLINARY ACTION No disciplinary action shall be taken against a permanent employee without good cause. "

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