False Accusations Sample Clauses

False Accusations. Students who intentionally falsely accuse an employee of misconduct shall be disciplined according to District policy. The employee may request that the student be reassigned.

False Accusations. Any employee who makes a claim of harassment that is unfounded or proven to be untrue shall be subject to discipline up to and including discharge.

False Accusations. 1. When a teacher has been accused of child abuse or sexual misconduct in the course of exercising their duties as an employee of the Board, and if: a. an investigation by the Board has concluded that the accusation is not true on a balance of probabilities, and no criminal charges are laid, or b. an investigation by the Board has concluded that the accusation is not true on a balance of probabilities; and, should criminal charges result, the teacher is acquitted of criminal charges in relation to the accusation, or c. an arbitrator considering discipline or dismissal of the teacher finds the accusation to be false, and no criminal charges are laid, or d. an arbitrator considering discipline or dismissal of the teacher finds the accusation to be false; and, should criminal charges result, the teacher is acquitted of criminal charges in relation to the accusation, then 2. The teacher shall be entitled to assistance in addition to that provided through the Employee & Family Assistance Program. The teacher, together with the Superintendent of Schools and the President of the PRDTU shall jointly establish a plan of assistance to facilitate the teacher's successful return to teaching duties. 3. Such assistance, pursuant to Article C.25.2, may include special counselling for the teacher and family members; short-term paid leave of absence for the teacher; position transfer; and, upon request by the teacher, provision of factual information to parents and students. 4. Where a teacher has been suspended pursuant to section 15(4) of the School Act, the employee shall be reinstated with full pay providing the teacher is acquitted of the charges and any additional investigation by the Board concludes that, on a balance of probabilities, the teacher has not been guilty of any wrongdoing.

False Accusations. When it has been shown that a Surrey Teachers’ Association member has been falsely accused, the Board will consider consequential discipline of the accuser where there exists just cause.

False Accusations. The Employer will take appropriate steps to deal with an employee, whether inside or outside the bargaining unit, who is alleged to have made a false accusation of harassment or abuse against another employee.

False Accusations. If an investigation results in a finding that the complainant knowingly made a false complaint, the complainant will receive appropriate corrective action, up to and including termination.

False Accusations. A. In the event of a false or malicious accusation of impairment, GME will work with the individual HSO and their program to take appropriate restorative measures.

False Accusations. ‌ (a) All complaints against staff, including complaints by students, will be in writing and provided to the staff immediately upon employer notification. The complaint shall be investigated by the Employer. Any actions taken by the Employer shall be subject to the grievance procedure. Staff accused of misconduct and subsequently found to be not guilty shall be assisted to the fullest possible extent by the Employer in assuring the staff's successful return to work. (b) The parties agree that in certain situations it may be in the best interest of both students and employees that employees be reassigned or removed from the worksite during an investigation of conduct. In cases where an employee cannot be reassigned, then the employee shall be considered to be on leave of absence without loss of pay until the Employer has determined that is a prima facie case for imposing discipline. (c) The Employer will make every effort to complete its investigation within fourteen (14) days. The Employer will provide the Union with a summary of the investigation report. This summary sheet is on a "without prejudice" basis and shall not be referred to by either party in any third party proceedings. (d) The Employer agrees to, upon request, provide a clear written statement exonerating staff found to be falsely accused.

False Accusations. Knowingly false accusations of misconduct against supervisors will not be tolerated. If an accusation of sexual misconduct or physical abuse against a supervisor is found by the DOE or Special Commissioner of Investigation to have been knowingly false when made, the DOE will take the following actions to restore the falsely accused supervisor’s reputation: removing all references to the charges from the supervisor’s personnel file(s) and adding evidence of the unfounded nature of the charge to any department files that may have to be maintained to satisfy other legal requirements, if any; and restoring any back pay owed with interest and, at the supervisor’s request, confirming to any regulatory agency the finding that the supervisor was falsely accused. The DOE will notify the subject within twenty (20) days of the issuance of an investigative report by the Special Commissioner of Investigation or the Office of Special Investigations. A rating of “Not Applicable (NA)” is to be used in situations where a supervisor is reassigned out of his/her regular assignment during an investigation. Once the investigation is completed, the NA rating will be changed to reflect the evaluation of the supervisor’s performance.

False Accusations. The following language will be added to Article 21 and will follow Article 21G: Knowingly false accusations of misconduct against employees will not be tolerated. If an accusation of sexual misconduct or physical abuse against an employee is found by the DOE or Special Commissioner of Investigation to have been knowingly false when made, the DOE will take the following actions to restore the falsely accused employee’s reputation: removing all references to the charges from the employee’s personnel file(s)and adding evidence of the unfounded nature of the charge to any departmental files that may have to be maintained to satisfy other legal requirements, if any; and restoring any back pay owed with interest and, at the employee’s request, confirming to any regulatory agency the finding that the employee was falsely accused. In addition, where the knowingly false accusation was made by a student of the employee, absent compelling and extraordinary circumstances the student will be permanently reassigned from the employee’s class.