Common use of EMPLOYEE DISCIPLINARY PROCEDURE Clause in Contracts

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. 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 incidentfile. 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 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. 43. Employee access to personnel file shall be governed by Article 51 48 D.