FALSE ACCUSATION Sample Clauses

A False Accusation clause defines the consequences and procedures that apply if one party makes an unfounded or baseless allegation against another party within the context of the agreement. Typically, this clause outlines the steps for investigating such claims, potential remedies or penalties for making false accusations, and may require the accusing party to provide evidence supporting their claim. Its core practical function is to deter frivolous or malicious allegations, thereby protecting parties from reputational harm and ensuring that any claims raised are made in good faith.
FALSE ACCUSATION. 1. When a teacher has been accused of physical or sexual misconduct involving a student, in the course of exercising their duties as an employee of the Board, and if a. the Board concludes that the allegations have not been established to be true, and no criminal charges are laid, or b. the Board concludes that the allegations have not been established to be true and, should criminal charges result, the teacher is acquitted of criminal charges in relation to the allegation, or c. an arbitrator considering discipline or dismissal of the teacher finds the allegation to be false, and no criminal charges are laid, or d. an arbitrator considering discipline or dismissal of the teacher finds the allegation to be false; and, should criminal charges result, the teacher is acquitted of criminal charges in relation to the accusation, then 2. The Board and the Union shall assist the teacher and the teacher's family with counselling or appropriate assistance as mutually agreed upon to deal with the negative effects of the false accusation. 3. Should a teacher be suspended for physical or sexual misconduct involving a student, in the course of exercising their duties as an employee of the Board, and, Article E.24.1.a, Article E.24.1.b, Article ▇.24.1.c or Article E.24.1.d apply, then the teacher shall be reinstated and receive retro-active pay for the time they were suspended.
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FALSE ACCUSATION. When an employee has been accused of physical or sexual misconduct involving a student, in the course of exercising his/her duties as an employee of the Board, and if (a) The Board concludes that the allegations have not been established to be true, and no criminal charges are laid, or (b) The Board concludes that the allegations have not been established to be true and, should criminal charges result, the employee is acquitted of criminal charges in relation to the allegation, or (c) An arbitrator considering discipline or dismissal of the employee finds the allegation to be false, and no criminal charges are laid, or (d) An arbitrator considering discipline or dismissal of the employee finds the allegation to be false; and, should criminal charges result, the employee is acquitted of criminal charges in relations to the accusation, then The Board and Union shall assist the employee and the employee's family with counselling or appropriate assistance as mutually agreed upon to deal with the negative effects of the false allegations. Should an employee be suspended pursuant to this Article and, a), or b), or c), or d) apply, then the employee shall be reinstated and received retro-active pay for the time he/she was suspended.
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FALSE ACCUSATION. When an employee has been accused of physical or sexual misconduct involving a student, in the course of exercising their duties as an employee of the Board, and if:
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Related to FALSE ACCUSATION

  • No Felony Criminal Convictions Contractor represents that neither Contractor nor any of its employees, agents, or representatives, including any subcontractors and employees, agents, or representative of such subcontractors, have been convicted of a felony criminal offense or that if such a conviction has occurred Contractor has fully advised System Agency in writing of the facts and circumstances surrounding the convictions.

  • Discrimination and Harassment ‌ All employees have the right to work in an environment free from all forms of harassment, including sexual harassment. Discrimination is perceived or actual behaviour and includes sexual harassment as a type of discrimination which, generally, is: a) Discriminatory in nature based on race, colour, age, ancestry, place of origin, political belief, religion, marital status, family status, physical or mental disability, gender, sexual orientation, Union or association membership, or because that person has been charged or convicted of a criminal offence that is unrelated to the position; and/or, b) Objectionable because the person committing such behaviour knows or ought to reasonably know that the behaviour creates an environment which is not conducive to work. For the purposes of paragraph 2.09 (b), objectionable behaviour includes, but is not limited to: i) Verbal abuse or threats; ii) Offensive remarks, jokes, innuendoes, or taunting; iii) Display of pornographic, racist, or other offensive or derogatory material; iv) Persistent unwelcome invitations or requests whether direct or indirect; v) Unwelcome physical contact such as touching, patting, pinching or punching; and, vi) Leering, badgering, or intimidating actions. Sexual Harassment is defined as unwelcome sexual advances, request for sexual favours, and other verbal, written, or physical conduct of a sexual nature when: vii) Submission to such conduct is made either explicitly or implicitly a term or condition of an individual’s employment; viii) Submission to or rejection of such conduct by an individual is used as the basis for employment decisions affecting such individual; ix) Such conduct interferes with an individual’s work performance or creates an intimidating, hostile or offensive work environment.

  • Complaints Against Teachers Communication between the Community and the School ideally should be such that most complaints may be resolved through personal conferences at the School level. Various avenues of contact between teacher, pupil, parent, principal and other appropriate staff personnel should be pursued before using the formal procedures outlined below. The following process shall not be used when allegations involve legal or criminal violations or allegations of misconduct towards a student, such as abuse or discrimination. Such allegations shall be investigated in accordance with board policy and in conjunction with the authorities, consistent with principles of due process. 1. The Complainant shall be given a copy of this Part II, Section J and be told that there are contractual requirements for the District to follow. 2. If such conferences do not lead to understanding and resolution of problems involved, a parent may pursue further action by submitting a complaint against a teacher, which must be submitted in writing to the principal of the school. The principal shall give a copy to the teacher. Likewise, the teacher may request in writing to the principal that such a written complaint must be filed or the matter shall be considered closed. The principal shall give a copy to the parent. 3. After a written complaint is filed, if requested by the complainant or the teacher, a meeting involving the teacher, the principal, and the complainant will be arranged as soon as possible to discuss the complaint. 4. If it is not resolved at that level to the satisfaction of the Complainant, the Complainant may appeal to the Superintendent. 5. If it is still unresolved to the satisfaction of the Complainant, the Complainant may appeal to the Board of Education.

  • Injury Pay Provision An employee who is injured on the job during working hours and is required to leave for treatment or is sent home for such injury shall receive payment for the remainder of her shift without deduction from sick leave.

  • No Harassment Contractor does not engage in unlawful harassment, including sexual harassment, with respect to any persons with whom Contractor may interact in the performance of this Agreement, and Contractor takes all reasonable steps to prevent harassment from occurring.