EMPLOYEE DISCIPLINARY PROCEDURE. 10.1 The employee disciplinary procedure is an interactive process to deal with any concerns by the Employer about the behaviour of an employee whose employment is subject to this Agreement.
10.2 The employee disciplinary procedure operates as follows:
(a) Step 1 - In the first instance, the supervisor and the employee concerned shall discuss the issue.
(b) Step 2 - lf the concern continues or another concern arises, the supervisor shall formally counsel the employee.
(c) Step 3 - If concern about the employee continues, a more senior manager of the Employer shall formally counsel the employee.
(d) Step 4 - If that concern continues, the Employer shall formally warn the employee.
(e) Step 5 - If that concern continues, the employee's employment may be terminated.
10.3 At steps 2 to 4, formal counselling(s) and formal warning(s) shall be in writing and shall advise the employee of:
(a) the behaviour deemed to be unsatisfactory;
(b) the action to be taken to correct the situation;
(c) the consequence of continuing the unsatisfactory behaviour;
(d) what assistance the Employer can provide (if any) to help the employee meet the required performance; and
(e) a review date to assess performance improvement progress.
10.4 The employee shall be given the opportunity to record their version of the situation and shall be supplied with a copy of any written material relating to the counselling and/or warning.
10.5 Where the Employer believes it appropriate, the supervisor may formally counsel the employee when the concern first arises.
10.6 At steps 2 to 5 in Clause 10.2, the employee may choose to have a representative (including an accredited delegate of a relevant Union bound by this Agreement) in attendance.
10.7 Nothing in this clause shall affect the right of the Employer to summarily dismiss an employee for conduct which justifies summary dismissal.
EMPLOYEE DISCIPLINARY PROCEDURE. A. No employee shall be disciplined except for just cause.
B. The purpose of this disciplinary procedure is to secure at the lowest possible level, solutions to problems which may arise during the school year affecting employees classroom performance and/or compliance with District rules, regulations, policies, or directives in an effective and confidential manner, and to correct and document employee performance problems and to administer employee discipline in an appropriate manner.
C. An employee may be disciplined for insubordination, neglect of duty, violation of rules, regulations, policies of the Board of Education, violations of leave provisions, or for violation of administrative policies or directives not in conflict with the Negotiated Agreement or Board of Education policies. Normally, discipline shall be imposed in the following progression:
EMPLOYEE DISCIPLINARY PROCEDURE. A. Employees in the bargaining unit shall not receive a written reprimand, suspension, or termination for disciplinary reasons without just cause. Disciplinary actions shall be applied in a progressive and consistent manner to all employees. Discipline shall only be administered pursuant to the procedure listed under this article and such action shall be confined to the infractions listed in the Board Policies.
1. Informal Conference
2. Written Reprimand
3. Suspension Without Pay 4. Termination Pursuant to and Governed by ORC 3319.16 Upon the initiative of the Superintendent, with good cause shown, Steps 1 and 2 above may be omitted and a teacher brought before the Superintendent directly for disciplinary action. Informal conferences shall be documented in a concise format and shall remain in an active file for one (1) year from the date of the incident and shall contain the following information:
1. The date of the conference
2. Conference participants
3. A one-sentence statement of the topic of the conference
4. Signatures of the employee and the administrator involved Informal conferences will be considered as a constructive, corrective action concerning a prevalent problem. Informal conferences shall not be considered as disciplinary actions and shall not be grievable. Unrelated violations shall begin a new and separate application of the disciplinary action. Any discipline against an employee must be initiated within ten (10) workdays after the employer has knowledge of the event or should reasonably have known of the event necessitating the discipline.
1. Informal Conference documentation shall remain in an active file for one
(1) year from the date of the incident.
2. Disciplinary actions shall be removed from an employee’s personnel file upon mutual agreement between the superintendent and the employee at the beginning of their new contract year. In the case of a Continuing Contract, disciplinary actions shall be expunged from an employee’s personnel file upon mutual agreement between the Superintendent and employee after 5years.
3. All disciplinary actions are provided in writing to employees, signed as having been received and after such actions, to be forwarded to the Central Office to be filed in the employee’s personnel file disciplinary file which shall be the sole depository for same.
4. Employee access to personnel file shall be governed by Article 51 D.
EMPLOYEE DISCIPLINARY PROCEDURE. A. No disciplinary action will be taken against any teacher except for good and just cause.
B. The purpose of this disciplinary procedure is to secure, at the lowest possible level, solutions to problems which may arise during the school year affecting employees’ classroom performance and/or compliance with District rules, regulations, policies, or directives in an effective and confidential manner.
C. An employee may be disciplined for willful insubordination, neglect of duty, violation of rules and regulations, or for violation of administrative policies or directives adopted by the Board in accordance with the following procedures: An employee may be disciplined for improper conduct including but not limited to neglect of duty, insubordination, violation of rules, regulations and policies of the Board of Education, violation of Ohio law, safety and administration policies or directives adopted by the Board of Education. The following procedures shall apply to employee discipline:
1. Verbal Warning – Verbal warnings should be discussed in private between the parties involved. Whenever an administrator intends to issue a verbal warning, he/she will inform the employee that the first step of the disciplinary procedure is being initiated.
2. Written Reprimand (within one (1) calendar year of verbal warning) – Within three (3) workdays of the event, the administrator shall meet with the employee to discuss the reprimand. At this meeting, the teacher may be represented by a member of the Association or the agent of record. If the teacher is absent, the three (3) day notification may be extended per day absent.
3. Suspension (within one (1) calendar year of written reprimand) –
a. The Superintendent may suspend an employee without pay for up to three (3) workdays.
b. Depending upon the severity of the offense, the Superintendent may increase the number of suspension days.
D. In the case of suspension without pay for three (3) days or less, the Superintendent will explain the reason(s) for the discipline to the employee prior to suspension. If the Superintendent determines suspension of three (3) days or less is appropriate, the Superintendent shall provide a written notice including the reason(s) and effective date(s) of suspension. If requested in writing within five (5) contract days of receipt of the notification, the employee will be granted a hearing before the Board in executive session no later than the next regularly scheduled meeting. The employee may...
EMPLOYEE DISCIPLINARY PROCEDURE. 13.1 This Article shall apply to employee discipline in the form of written reprimands and disciplinary suspensions without pay up to five (5) contract days.
13.2 All teachers have the right to include representation in any meeting that may lead to disciplinary action.
EMPLOYEE DISCIPLINARY PROCEDURE. The parties agree that the Employee Disciplinary Policy and Procedures as detailed in Appendix B of this Agreement shall continue to apply. Clause 2.3 - Enterprise Bargaining Consultative Committee 2.
EMPLOYEE DISCIPLINARY PROCEDURE. The employee shall be given a verbal warning on the first offense and a written reprimand on the second offense; however, the Superintendent may immediately give a written reprimand or suspend without pay an employee in the case of serious infractions. A verbal warning or a written reprimand may be issued at the building level by either the principal or the Superintendent.
EMPLOYEE DISCIPLINARY PROCEDURE. A. Employees in the bargaining unit shall not receive a written reprimand, suspension, or termination for disciplinary reasons without just cause. Disciplinary actions shall be applied in a progressive and consistent manner to all employees. Discipline shall only be administered pursuant to the procedure listed under this article and such action shall be confined to the infractions listed in the Board Policies.
1. Informal Conference
2. Written Reprimand
3. Suspension Without Pay 4. Termination Pursuant to and Governed by ORC 3319.16 Upon the initiative of the Superintendent, with good cause shown, Steps 1 and 2 above may be omitted and a teacher brought before the Superintendent directly for disciplinary action. Informal conferences shall be documented in a concise format and shall contain the following information:
1. The date of the conference
2. Conference participants
3. A one-sentence statement of the topic of the conference
4. Signatures of the employee and the administrator involved Informal conferences will be considered as a constructive, corrective action concerning a prevalent problem. Informal conferences shall not be considered as disciplinary actions and shall not be grievable. Unrelated violations shall begin a new and separate application of the disciplinary action. Any discipline against an employee must be initiated within ten (10) workdays after the employer has knowledge of the event or should reasonably have known of the event necessitating the discipline.
1. Informal Conference documentation shall remain in an active file.
2. All disciplinary actions are provided in writing or sent as registered mail to employees, signed as having been received and after such actions, to be forwarded to the Central Office to be filed in the employee’s personnel file disciplinary file which shall be the sole depository for same.
3. Employee access to personnel file shall be governed by Article 48 D.
EMPLOYEE DISCIPLINARY PROCEDURE. Appendix 2 provides a guide to the management of issues of unsatisfactory performance and/or behaviour in the workplace.
EMPLOYEE DISCIPLINARY PROCEDURE. The following procedure is intended as a guide to managing issues of unsatisfactory performance and/or behaviour in the workplace:
