Common use of FALSELY ACCUSED EMPLOYEE ASSISTANCE Clause in Contracts

FALSELY ACCUSED EMPLOYEE ASSISTANCE. 1. When a member remains on the support staff of the district after having been accused of child abuse or sexual misconduct in the course of performing his/her duties with 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 on probabilities; and, should criminal charges result, the member is acquitted of criminal charges in relation to the accusation, or c. An arbitrator considering discipline or dismissal of the member finds the accusation to be false, and no criminal charges are laid, or d. An arbitrator considering the discipline or dismissal of the member finds the accusation to be false; and, should the criminal charges result, the member is acquitted of criminal charges in relation to the accusation, then the member shall be entitled to assistance in addition to that provided by the Employee and Family Assistance Plan. 2. The Director of Human Resources (or designate) and the President of the Union shall consult with the member concerned to ascertain his/her needs for assistance and then jointly develop and approve a plan of assistance to facilitate the member's successful return to support staff duties. Such a plan will consider the leave provisions of the applicable collective agreement, the financial ability to provide additional counseling from the Employee and Family Assistance Plan, consideration of options to transfer to another work location in the district with the provisions of the applicable collective agreement, and, at the request of the member, the provision of factual information to parents and students within reasonable and mandatory confidential protocols.

FALSELY ACCUSED EMPLOYEE ASSISTANCE. 1. When a member remains on the support staff of the district after having been accused of child abuse or sexual misconduct in the course of performing his/her their duties with 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 on probabilities; and, should criminal charges result, the member is acquitted of criminal charges in relation to the accusation, or c. An arbitrator considering discipline or dismissal of the member finds the accusation to be false, and no criminal charges are laid, or d. An arbitrator considering the discipline or dismissal of the member finds the accusation to be false; and, should the criminal charges result, the member is acquitted of criminal charges in relation to the accusation, then the member shall be entitled to assistance in addition to that provided by the Employee and Family Assistance Plan. 2. The Director of Human Resources (or designate) and the President of the Union shall consult with the member concerned to ascertain his/her their needs for assistance and then jointly develop and approve a plan of assistance to facilitate the member's successful return to support staff duties. Such a plan will consider the leave provisions of the applicable collective agreement, the financial ability to provide additional counseling from the Employee and Family Assistance Plan, consideration of options to transfer to another work location in the district with the provisions of the applicable collective agreement, and, at the request of the member, the provision of factual information to parents and students within reasonable and mandatory confidential protocols.

FALSELY ACCUSED EMPLOYEE ASSISTANCE. 1. 26.1 When a member teacher remains on the support teaching staff of the district after having been accused of child abuse or sexual misconduct in the course of performing his/her duties with the Board, and if: a. An 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 an investigation by the Board has concluded that the accusation is not true on a balance on probabilities; and, should criminal charges result, the member teacher is acquitted of criminal charges in relation to the accusation, or c. An an arbitrator considering discipline or dismissal of the member teacher finds the accusation to be false, and no criminal charges are laid, or d. An x. xx arbitrator considering the discipline or dismissal of the member teacher finds the accusation to be false; and, should the criminal charges result, the member teacher is acquitted of criminal charges in relation to the accusation, then the member teacher shall be entitled to assistance in addition to that provided by the Employee and Family Assistance Plan. 2. 26.2 The Director Superintendent of Human Resources (or designate) Schools and the President of the Union Association shall consult with the member teacher concerned to ascertain his/her needs for assistance and then jointly develop and approve a plan of assistance to facilitate the memberteacher's successful return to support staff teaching duties. Such a plan will consider the leave provisions policies of the applicable collective agreement, district; the financial ability to provide additional counseling counselling from the Employee and Family Assistance Plan, consideration ; the designation of options to the teacher for priority transfer to another work location position in the district with the provisions of the applicable collective agreement, district; and, at the request of the memberteacher, the provision of factual information to parents and students within reasonable and mandatory confidential protocolsstudents.

FALSELY ACCUSED EMPLOYEE ASSISTANCE. 1. 26.1 When a member teacher remains on the support teaching staff of the district after having been accused of child abuse or sexual misconduct in the course of performing his/her duties with the Board, and if: a. An 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 an investigation by the Board has concluded that the accusation is not true on a balance on probabilities; and, should criminal charges result, the member teacher is acquitted of criminal charges in relation to the accusation, or c. An an arbitrator considering discipline or dismissal of the member teacher finds the accusation to be false, and no criminal charges are laid, or d. An an arbitrator considering the discipline or dismissal of the member teacher finds the accusation to be false; and, should the criminal charges result, the member teacher is acquitted of criminal charges in relation to the accusation, then the member teacher shall be entitled to assistance in addition to that provided by the Employee and Family Assistance Plan. 2. 26.2 The Director Superintendent of Human Resources (or designate) Schools and the President of the Union Association shall consult with the member teacher concerned to ascertain his/her needs for assistance and then jointly develop and approve a plan of assistance to facilitate the memberteacher's successful return to support staff teaching duties. Such a plan will consider the leave provisions policies of the applicable collective agreement, district; the financial ability to provide additional counseling counselling from the Employee and Family Assistance Plan, consideration ; the designation of options to the teacher for priority transfer to another work location position in the district with the provisions of the applicable collective agreement, district; and, at the request of the memberteacher, the provision of factual information to parents and students within reasonable and mandatory confidential protocolsstudents.

FALSELY ACCUSED EMPLOYEE ASSISTANCE. 1. 26.1 When a member teacher remains on the support teaching staff of the district after having been accused of child abuse or sexual misconduct in the course of performing his/her duties with the Board, and if: a. An 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 an investigation by the Board has concluded that the accusation is not true on a balance on of probabilities; and, should criminal charges result, the member teacher is acquitted of criminal charges in relation to the accusation, or c. An an arbitrator considering discipline or dismissal of the member teacher finds the accusation to be false, and no criminal charges are laid, or d. An an arbitrator considering the discipline or dismissal of the member teacher finds the accusation to be false; and, should the criminal charges result, the member teacher is acquitted of criminal charges in relation to the accusation, then the member teacher shall be entitled to assistance in addition to that provided by the Employee and Family Assistance Plan. 2. 26.2 The Director Superintendent of Human Resources (or designate) Schools and the President of the Union Association shall consult with the member teacher concerned to ascertain his/her needs for assistance and then jointly develop and approve a plan of assistance to facilitate the memberteacher's successful return to support staff teaching duties. Such a plan will consider the leave provisions policies of the applicable collective agreement, district; the financial ability to provide additional counseling counselling from the Employee and Family Assistance Plan, consideration ; the designation of options to the teacher for priority transfer to another work location position in the district with the provisions of the applicable collective agreement, district; and, at the request of the memberteacher, the provision of factual information to parents and students within reasonable and mandatory confidential protocolsstudents.

FALSELY ACCUSED EMPLOYEE ASSISTANCE. 1. 26.1 When a member teacher remains on the support teaching staff of the district after having been accused of child abuse or sexual misconduct in the course of performing his/her duties with the Board, and if: a. An 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 an investigation by the Board has concluded that the accusation is not true on a balance on of probabilities; and, should criminal charges result, the member teacher is acquitted of criminal charges in relation to the accusation, or c. An an arbitrator considering discipline or dismissal of the member teacher finds the accusation to be false, and no criminal charges are laid, or d. An x. xx arbitrator considering the discipline or dismissal of the member teacher finds the accusation to be false; and, should the criminal charges result, the member teacher is acquitted of criminal charges in relation to the accusation, then the member teacher shall be entitled to assistance in addition to that provided by the Employee and Family Assistance Plan. 2. 26.2 The Director Superintendent of Human Resources (or designate) Schools and the President of the Union Association shall consult with the member teacher concerned to ascertain his/her needs for assistance and then jointly develop and approve a plan of assistance to facilitate the memberteacher's successful return to support staff teaching duties. Such a plan will consider the leave provisions policies of the applicable collective agreement, district; the financial ability to provide additional counseling counselling from the Employee and Family Assistance Plan, consideration ; the designation of options to the teacher for priority transfer to another work location position in the district with the provisions of the applicable collective agreement, district; and, at the request of the memberteacher, the provision of factual information to parents and students within reasonable and mandatory confidential protocolsstudents.