FAIR DISMISSAL PROCEDURE AND REPRIMAND PROCEDURE. 1. A full written record of evaluation of a member's professional service shall be maintained prior to any recommendation by the Administration to the Board for any action of dismissal, reprimand or discipline. 2. The Board further agrees that no bargaining unit member will be reprimanded in the presence of any other bargaining unit member, student, parent, member of the public, or any non-certified employee. 3. The Board agrees to follow traditional principles of progressive discipline with the usual understanding that some or all preliminary levels may be bypassed case- by-case depending upon the seriousness of the offense and all relevant surrounding circumstances. The level of discipline will be identified in the written documentation. The normal progressive sequence is: a. Documented warning: b. Written reprimand; c. Suspension without pay not to exceed ten (10) workdays (by Superintendent /designee) d. Termination (with or without suspension pending the resolution of termination proceedings) in accordance with R.C. 3319.16 and any related statutes. Starting with the written reprimand level in the above sequence, discipline will be for just cause. Any disciplinary action, except for documented warnings and termination proceedings under R.C. 3319.16, is subject to review under the grievance procedure appearing in Article 2 of this Agreement. A member’s signature on a disciplinary notice shall only indicate acknowledgement and not necessarily agreement. 4. This policy shall not be construed to limit any professional or legal rights of the Board or member involved in obtaining due process. 5. The member will have the right of representation at any of the above proceedings in Article 3 which become a written record in the personnel file.
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Samples: Negotiated Agreement, Negotiated Agreement, Negotiated Agreement
