Just Cause/Due Process Sample Clauses

Just Cause/Due Process. “Just Cause/Due Process” - Except for probationary employees, no employee shall be dismissed, suspended, reprimanded, reduced in rank or compensation, adversely or unsatisfactorily evaluated, transferred, reassigned, or otherwise disciplined without just cause. Any such action, including adverse evaluation of employee performance asserted by the Board or representative thereof, shall be subject to the Grievance Procedure set forth herein. All information bearing on any disciplinary action will be made available to the employee and the Association.

Just Cause/Due Process. 20.2.1 The District may discipline a unit member only for just cause. Discipline shall conform to the principles and procedures of progressive discipline. 20.2.2 Unit members shall be entitled to exercise their legal right to Association representation throughout the progressive discipline process. 20.2.3 Except for the provisions of Education Code 44939 (Immediate suspension; hearing upon certain charges), 44940 (Leave of absence; certificated employee charged with mandatory or optional leave of absence offense; suspension of credentials; definitions), and 44942 (Suspension or transfer of certificated employee on ground of mental illness; examination; mandatory sick leave), discipline under this Article shall not include dismissal or suspensions for more than fifteen (15) working days.

Just Cause/Due Process. 22.1.1 The District may discipline a unit member only for just cause. Discipline shall conform to the principles and procedures of progressive discipline. 22.1.2 This Article is intended, for the purpose of suspension, to replace the provisions of Education Code Section 44944, but shall not apply to suspensions pursuant to Education Code Sections 44939, 44940 or 44942. Discipline under this Article shall not include dismissal or suspensions for more than fifteen (15) working days.

Just Cause/Due Process. 15.6.1 The District may discipline a teacher only for just cause. Discipline shall conform to the principles and procedures of progressive discipline. 15.6.2 Teachers shall be entitled to exercise their legal right to Association representation throughout the progressive discipline process. 15.6.3 The provisions of this Article do not apply, however, with respect to the provisions of Education Code 44939 (Immediate suspension; hearing upon certain charges), 44940 (Leave of absence; certificated employee charged with mandatory or optional leave of absence offense; suspension of credentials; definitions), and 44942 (Suspension or transfer of certificated employee on ground of mental illness; examination; mandatory sick leave) or any similar state or federal law.

Just Cause/Due Process. 19.1.1 The County Office may discipline a unit member only for just cause. Unit members shall not be disciplined as a result of participation in association activities. Discipline shall include warnings, reprimands, or suspensions without pay for less than five (5) working days. Discipline shall not include dismissal or suspensions for more than five (5) working days. Nothing in this Article shall apply to procedures set forth in the Education Code, including but not limited to Education Code Sections 44938, 44939, and/or the non-reelection of temporary or probationary unit members. 19.1.2 The following just cause guidelines shall be recognized: a. The employee should be informed of the consequences of his/her conduct. b. Contract stipulations, county office regulations and policies, Education Code, and state law shall be the basis for disciplinary action. c. An investigation should reveal the necessity for disciplinary action. d. Rules, orders, and penalties should be applied fairly and equitably. e. Disciplinary action should be appropriate and reasonably related to the nature of the offense.

Just Cause/Due Process. This Article is intended for the purpose of suspension to replace the provision of Education Code Section 44944 pursuant to California Government Section 3543.2(b).

Just Cause/Due Process. 19.1.1 The District may discipline a unit member only for just cause. Discipline shall include warnings, reprimands, or suspensions without pay for less than ten

Just Cause/Due Process. No continuing contract employee shall be disciplined (including warnings, reprimands, suspensions, discharges, non-renewals, terminations or other action that would adversely affect the employee) without just and sufficient cause. The specific grounds forming the basis for disciplinary action will be made available to the employee and the Association in writing upon request, within seven (7) school days. An employee shall be entitled to have present a representative of the Association during any disciplinary action excluding informal warnings, criticism or suggestions for improvement, which independently do not form basis for formal action. In accordance with the law, all employees have the right to Association representation at any meeting they believe could lead to disciplinary action. When a request for such representation is made, no further discussion or action shall be taken with respect to the employee until such representative of the Association is present or until up to two (2) days have passed after such request. Refusal to answer questions at the time the employee has requested representation will not be deemed insubordination. In cases where the health, safety and well-being of students, other employees or District patrons necessitates immediate action, the District will notify the Association as soon as reasonably possible that action has been taken. In the event that an allegation of misconduct is investigated and not supported by the available evidence, such records shall be retained in the District to substantiate that a thorough investigation was conducted and concluded. For professional errors and/or admissions, the supervisor agrees to follow a policy of progressive discipline which minimally includes verbal warning, reprimand, suspension with pay, with non-renewal or discharge as a final and last resort. Disciplinary action taken against an employee shall be appropriate to the behavior that precipitated the disciplinary action. The following shall be the standard for determining just cause in discipline matters.

Just Cause/Due Process. A. An employee shall not be formally disciplined except for just cause. The extent of any disciplinary action shall be in keeping with the seriousness of the infraction. B. A process of progressive discipline shall be followed which normally includes documented verbal warning, written reprimand, and suspension; with non-renewal or discharge as a final resort unless the allegations involve illegal behavior, at which time the District may choose to bypass the warning and reprimand steps. C. All information forming the basis of any disciplinary action shall be made available to the affected employee upon request. Any complaint made against an employee by any parent, student, or other person not called promptly to the attention of the employee, shall not be used as the basis for disciplinary action. D. Any employee shall be entitled to have present a representative of the Association during any disciplinary proceedings. When a request for such representation is made, no action shall be taken with respect to the employee until such representative of the Association is present. In no case shall this request for representation delay the meeting more than forty-eight (48) hours. E. Both the District and the Association agree that situations arising out of this section shall be handled in a confidential manner.