Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.
Student Discipline A. The Board of Education and the Association agree that effective pupil control and discipline is prerequisite to effective teaching and learning. The staff and administration shall be responsible to handle and correct the behavior of any student who disregards school rules and regulations.
B. Any pupil who is dismissed for disciplinary reasons from a classroom or teaching station shall be directed immediately to the appropriate school administrator.
C. Any unit member who refers a pupil to a school administrator for disciplinary action shall, that same day, submit a discipline referral report to the school administrator in charge of discipline. One of the copies shall be placed in the pupil’s file and one copy shall remain in the principal’s office. This report shall include a statement of facts, a summary of the historical conditions preceding the event which resulted in disciplinary action, the steps taken by the unit member to remediate the perceived problem and to motivate the student involved, and a statement describing the disciplinary steps taken by the unit member before referral to the school administrator.
D. Administrators and unit members shall assume responsibility for the education and control of the student body, both in and out of the classroom. It shall be the responsibility of administrators and the unit member to see that all school rules and regulations are adhered to during the school day and/or when officially associated with an authorized school function.
E. The Board, through the chief administrator, shall instruct the building principals and all other personnel to offer full support and cooperation in an effort to ensure compliance to all school regulations.
F. In the event the regulations are being ignored by any party, such regulations shall be evaluated. If found to be sound, immediate compliance shall be stressed to all parties. However, if found to be obsolete or otherwise unsound, it shall be immediately withdrawn from operation.
G. Building level discipline committees will be established in each of the District’s schools. Said committees shall consist of an administrator and one teacher from each house/team, two special teachers, and one special education teacher in grades K-8 and each department in grades 9-12 as selected by the building teaching staff. Other members may be added as deemed necessary by the Committee. The committee shall review/revise the building’s discipline plan. The committee’s responsibilities shall also include: review of the building administrator’s discipline logs, review of classroom management concerns, discussion of problem areas, and recommendations for building level professional development activities related to improvement in classroom management/student discipline. The committee shall meet at least monthly unless the parties mutually agree to cancel a meeting. Any recommendations developed by the committee(s) may be presented to the Superintendent and the Board of Education.
Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.
Discipline Procedure 1. Disciplinary action may be imposed for violation of written rules and regulations as set forth by the Board, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, misfeasance, malfeasance, nonfeasance, any other failure of good behavior, or conviction of a felony.
2. No employee shall be disciplined without first having had the opportunity for a hearing, if the employee so requests, with an OAPSE representative of his/her choice present. The employee shall be given a written statement containing the charges and the time and place of the hearing. The written statement shall notify the employee of his/her rights to OAPSE representation. The employee must be given the opportunity to sign the statement acknowledging receipt of the statement and date received. Under emergency conditions as determined by the supervisor (including, but not limited to, health and/or safety of the employee or other employees; blatant insubordination; or refusal to work), the supervisor may immediately suspend an employee without pay for a period of up to three (3) work days without the formal hearing described above. An opportunity for a formal hearing with the supervisor must be provided within the suspension period. Failure to provide an opportunity for a hearing during the suspension period shall preclude the right of further discipline for the offense causing the initial suspension. Emergency suspensions will not be subject to Section 6 of this Article.
3. Disciplinary action of less than discharge should generally be progressive and corrective in nature.
A. Disciplinary actions shall be grievable. This Section shall supersede existing state law governing termination of employment (O.R.C. 3319.081).
B. In determining progressive and corrective action, just cause shall be construed and limited to the nature and seriousness of the offense, the effect the alleged conduct has on the Board’s operation, the discipline or lack thereof used in other similar situations known to the Board, and the appropriateness of the proposed penalty in view of the record and length of service of the charged employee. The enumeration of these factors is not intended to preclude either the exercise of good and sound business judgment or to minimize the importance of an employee’s property interest in his job.
Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.
