Common use of Process for Submitting Documents of Criticism into Files Clause in Contracts

Process for Submitting Documents of Criticism into Files. a. Any materials of a critical or derogatory nature that affects an SSP employee’s standing in the District shall be contained in the employee’s official District personnel file/record. Documentation of such materials shall not become part of an SSP employee’s official District personnel file/record unless the following conditions are met: i. When an administrator receives information, which in the administrator’s judgment could become part of the process as outlined above, the administrator, prior to the utilization of said material in any formal process, has the obligation to inform the SSP employee of that material in a timely manner, subject to section (5)(I) above. ii. If the supervising administrator intends to place any document(s) in the SSP employee’s personnel file that is critical, derogatory in nature, or may adversely affect the SSP employee’s employment status, the administrator shall hold an in-person meeting, unless mutually agreed to be held on a virtual platform, with the SSP employee and present them with at least one (1) copy of the document signed by the supervising administrator. The supervising administrator shall keep an additional signed original copy of the document for use, if needed. iii. The SSP employee will sign the document within seven (7) workdays and return one (1) copy of it with their signature to the supervising administrator. The SSP employee’s signature will acknowledge having received the document but will not indicate agreement with the content of the disciplinary document(s). The SSP employee will retain an original of the signed document(s). b. If after seven (7) workdays the SSP employee has not returned a signed copy of the disciplinary document, the supervising administrator will: i. Make a notation (date and signature) on the supervising administrator’s signed copy of the disciplinary document that the SSP employee failed to sign the disciplinary document, ii. Communicate to the SSP employee that the disciplinary document will be placed in the official District file/record, and iii. Place the disciplinary document in the SSP employee’s District personnel file.

Process for Submitting Documents of Criticism into Files. a. Any Documentation of materials of a critical or derogatory nature that affects an SSP employee’s standing in the District shall be contained in the employee’s official District personnel file/record. Documentation of such materials shall not become part of an SSP employeea teacher’s official District personnel file/record including the disciplinary sub-file unless the following conditions are met: i. When an administrator receives information, which which, in the administrator’s judgment judgment, could become part of the process as outlined in (E)(I)(1) above, the administrator, administrator prior to the utilization of said material in any formal process, has the obligation to inform the SSP employee teacher of that material in a timely manner, subject to section (5)(IE)(I)(2) above. ii. If the supervising administrator intends to place any document(s) in the SSP employeeteacher’s personnel file that is critical, derogatory in nature, nature or may adversely affect the SSP employeeteacher’s employment status, the administrator shall hold an in-person meeting, unless mutually agreed to be held on a virtual platform, meeting with the SSP employee teacher and present them him/her with at least one two (12) copy copies of the document signed by the supervising administrator. The supervising administrator shall keep an additional signed original copy of the document for use, if needed. iii. i. The SSP employee teacher will sign the document within seven (7) workdays and return one one (1) copy of it with their her/his signature to the supervising administrator. ii. The SSP employeeteacher’s signature will acknowledge having received the document but will not indicate agreement with the content of the disciplinary document(s). iii. The SSP employee teacher will retain an original of the signed document(s). b. If after seven (7) workdays the SSP employee teacher has not returned a signed copy of the disciplinary document, the supervising administrator will: i. Make make a notation (date and signature) on the supervising administrator’s signed copy of the disciplinary document that the SSP employee teacher failed to sign the disciplinary document, ii. Communicate communicate to the SSP employee teacher that the disciplinary document will be placed in the official District file/record, and iii. Place place the disciplinary document in the SSP employeeteacher’s disciplinary sub-file of the District personnel file. c. Only a document, which has a signature from the supervising administrator and otherwise meets the requirements of (E)(II) may be placed in the official District file/record. d. No anonymous materials shall be placed into the teacher’s District personnel file/record.

Process for Submitting Documents of Criticism into Files. a. Any Documentation of materials of a critical or derogatory nature that affects an SSP employee’s standing in the District shall be contained in the employee’s official District personnel file/record. Documentation of such materials shall not become part of an SSP a mental health employee’s official District personnel file/record including the disciplinary sub-file unless the following conditions are met: i. When an administrator receives information, which which, in the administrator’s judgment judgment, could become part of the process as outlined above, the administrator, administrator prior to the utilization of said material in any formal process, has the obligation to inform the SSP mental health employee of that material in a timely manner, subject to section (5)(I) above. ii. If the supervising administrator intends to place any document(s) in the SSP mental health employee’s personnel file that is a critical, derogatory in nature, nature or may adversely affect the SSP mental health employee’s employment status, the administrator shall hold an in-person meeting, unless mutually agreed to be held on a virtual platform, meeting with the SSP mental health employee and present them him/her with at least one two (12) copy copies of the document signed by the supervising administrator. The supervising administrator shall keep an additional signed original copy of the document for use, if needed. iii. The SSP mental health employee will sign the document within seven (7) ]workdays and return one (1) copy of it with their her/his signature to the supervising administrator. 1. The SSP mental health employee’s signature will acknowledge having received the document but will not indicate agreement with the content of the disciplinary document(s). 2. The SSP mental health employee will retain an original of the signed document(s). b. If after seven (7) workdays the SSP mental health employee has not returned a signed copy of the disciplinary document, the supervising administrator will: i. Make a notation (date and signature) on the supervising administrator’s signed singed copy of the disciplinary document that the SSP mental health employee failed to sign the disciplinary document, ii. Communicate communicate to the SSP mental health employee that the disciplinary document will be placed in the official District file/record, and iii. Place the disciplinary document in the SSP mental health employee’s disciplinary sub-file of the District personnel file.

Process for Submitting Documents of Criticism into Files. a. Any Documentation of materials of a critical or derogatory nature that affects an SSP employee’s standing in the District shall be contained in the employee’s official District personnel file/record. Documentation of such materials shall not become part of an SSP employeea teacher’s official District personnel file/record including the disciplinary sub-file unless the following conditions are met: i. When an administrator receives information, which which, in the administrator’s judgment judgment, could become part of the process as outlined in (E)(I)(1) above, the administrator, administrator prior to the utilization of said material in any formal process, has the obligation to inform the SSP employee teacher of that material in a timely manner, subject to section (5)(IE)(I)(2) above. ii. If the supervising administrator intends to place any document(s) in the SSP employeeteacher’s personnel file that is critical, derogatory in nature, nature or may adversely affect the SSP employeeteacher’s employment status, the administrator shall hold an in-person meeting, unless mutually agreed to be held on a virtual platform, meeting with the SSP employee teacher and present them him/her with at least one two (12) copy copies of the document signed by the supervising administrator. The supervising administrator shall keep an additional signed original copy of the document for use, if needed. iii. i. The SSP employee teacher will sign the document within seven (7) workdays and return one (1) copy of it with their her/his signature to the supervising administrator. ii. The SSP employeeteacher’s signature will acknowledge having received the document but will not indicate agreement with the content of the disciplinary document(s). iii. The SSP employee teacher will retain an original of the signed document(s). b. If after seven (7) workdays the SSP employee teacher has not returned a signed copy of the disciplinary document, the supervising administrator will: i. Make make a notation (date and signature) on the supervising administrator’s signed copy of the disciplinary document that the SSP employee teacher failed to sign the disciplinary document, ii. Communicate , communicate to the SSP employee teacher that the disciplinary document will be placed in the official District file/record, and iiiii. Place place the disciplinary document in the SSP employeeteacher’s disciplinary sub-file of the District personnel file. c. Only a document, which has a signature from the supervising administrator and otherwise meets the requirements of (E)(II) may be placed in the official District file/record. d. No anonymous materials shall be placed into the teacher’s District personnel file/record.

Process for Submitting Documents of Criticism into Files. a. Any materials of a critical or derogatory nature that affects an SSP employeea teacher’s standing in the District shall be contained in the employee’s official District personnel file/record. Documentation of such materials shall not become part of an SSP employeea teacher’s official District personnel file/record unless the following conditions are met: i. When an administrator receives information, which which, in the administrator’s judgment judgment, could become part of the process for addressing criticism as outlined above, the administrator, administrator prior to the utilization of said material in any formal process, has the obligation to inform the SSP employee teacher of that material in a timely manner, subject to the section (5)(I) above. ii. b. If the supervising administrator intends to place any document(s) in the SSP employeeteacher’s personnel file that is critical, derogatory in nature, nature or may adversely affect the SSP employeeteacher’s employment status, the administrator shall hold an in-person meeting, unless mutually agreed to be held on a virtual platform, with the SSP employee teacher and present them him/her with at least one (1) copy of the document signed by the supervising administrator. The supervising administrator shall keep an additional signed original copy of the document for use, if needed. iii. i. The SSP employee teacher will sign the document within seven (7) workdays and return one (1) copy of it with their her/his signature to the supervising administrator. ii. The SSP employeeteacher’s signature will acknowledge having received the document but will not indicate agreement with the content of the disciplinary document(s). iii. The SSP employee teacher will retain an original of the signed document(s). b. c. If after seven (7) workdays the SSP employee teacher has not returned a signed copy of the disciplinary document, the supervising administrator will: i. Make make a notation (date and signature) on the supervising administrator’s signed copy of the disciplinary document that the SSP employee teacher failed to sign the disciplinary document, ii. Communicate , communicate to the SSP employee teacher that the disciplinary document will be placed in the official District file/record d. Only a document, and iii. Place which has a signature from the disciplinary document supervising administrator and otherwise meets the requirements of (E,2) may be placed in the SSP employeeofficial District file/record. e. No anonymous materials shall be placed into the teacher’s District personnel file/record.

Process for Submitting Documents of Criticism into Files. a. Any 1. Documentation of materials of a critical or derogatory nature that affects an SSP employee’s standing in the District shall be contained in the employee’s official District personnel file/record. Documentation of such materials shall not become part of an SSP employeea nurse’s official District personnel file/record including the disciplinary sub-file unless the following conditions are met: i. a. When an administrator receives information, which which, in the administrator’s judgment judgment, could become part of the process as outlined above, the administrator, administrator prior to the utilization of said material in any formal process, has the obligation to inform the SSP employee nurse of that material in a timely manner, subject to section (5)(ID)(I)(2) above. ii. b. If the supervising administrator intends to place any document(s) in the SSP employeenurse’s personnel file that is critical, derogatory in nature, nature or may adversely affect the SSP employeenurse’s employment status, the administrator shall hold an in-person meeting, unless mutually agreed to be held on a virtual platform, meeting with the SSP employee nurse and present them him/her with at least one two (12) copy copies of the document signed by the supervising administrator. The supervising administrator shall keep an additional addition signed original copy of the document for use, if needed. iii. i. The SSP employee nurse will sign the document within seven (7) workdays and return one (1) copy of it with their her/his signature to the supervising administrator. ii. The SSP employeenurse’s signature will acknowledge having received the document but will not indicate agreement with the content of the disciplinary document(s). iii. The SSP employee nurse will retain an original of the signed document(s). b. 2. If after seven (7) workdays the SSP employee nurse has not returned a signed copy of the disciplinary document, the supervising administrator will: i. Make a. make a notation (date and signature) on the supervising administrator’s signed copy of the disciplinary document that the SSP employee nurse failed to sign the disciplinary document, ii. Communicate b. communicate to the SSP employee nurse that the disciplinary document will be placed in the official District file/record, and iii. Place c. place the disciplinary document in the SSP employeenurse’s disciplinary sub-file of the District personnel file. 3. Only a document, which has a signature from the supervising administrator and meets the requirements of section (D) (II) may be placed in the official District file/record. 4. No anonymous materials shall be placed into the nurse’s District personnel file/record.

Process for Submitting Documents of Criticism into Files. a. Any materials of a critical or derogatory nature that affects an SSP employeea teacher’s standing in the District shall be contained in the employee’s official District personnel file/record. Documentation of such materials shall not become part of an SSP employeea teacher’s official District personnel file/record unless the following conditions are met: i. When an administrator receives information, which which, in the administrator’s judgment judgment, could become part of the process as outlined in (E)(I)(1) above, the administrator, administrator prior to the utilization of said material in any formal process, has the obligation to inform the SSP employee teacher of that material in a timely manner, subject to section (5)(IE)(I)(2) above. ii. b. If the supervising administrator intends to place any document(s) in the SSP employeeteacher’s personnel file that is critical, derogatory in nature, nature or may adversely affect the SSP employeeteacher’s employment status, the administrator shall hold an in-person meeting, unless mutually agreed to be held on a virtual platform, with the SSP employee teacher and present them him/her with at least one (1) copy of the document signed by the supervising administrator. The supervising administrator shall keep an additional signed original copy of the document for use, if needed. iii. i. The SSP employee teacher will sign the document within seven (7) workdays and return one (1) copy of it with their her/his signature to the supervising administrator. ii. The SSP employeeteacher’s signature will acknowledge having received the document but will not indicate agreement with the content of the disciplinary document(s). iii. The SSP employee teacher will retain an original of the signed document(s). b. c. If after seven (7) workdays the SSP employee teacher has not returned a signed copy of the disciplinary document, the supervising administrator will: i. Make make a notation (date and signature) on the supervising administrator’s signed copy of the disciplinary document that the SSP employee teacher failed to sign the disciplinary document, ii. Communicate , communicate to the SSP employee teacher that the disciplinary document will be placed in the official District file/record d. Only a document, and iii. Place which has a signature from the disciplinary document supervising administrator and otherwise meets the requirements of (E)(II) may be placed in the SSP employeeofficial District file/record. e. No anonymous materials shall be placed into the teacher’s District personnel file/record.

Process for Submitting Documents of Criticism into Files. a. Any Documentation of materials of a critical or derogatory nature that affects an SSP employee’s standing in the District shall be contained in the employee’s official District personnel file/record. Documentation of such materials shall not become part of an SSP employeea teacher’s official District personnel file/record including the disciplinary sub-file unless the following conditions are met: i. When an administrator receives information, which which, in the administrator’s judgment judgment, could become part of the process as outlined in (E)(I)(1) above, the administrator, administrator prior to the utilization of said material in any formal process, has the obligation to inform the SSP employee teacher of that material in a timely manner, subject to section (5)(IE)(I)(2) above. ii. If the supervising administrator intends to place any document(s) in the SSP employeeteacher’s personnel file that is critical, derogatory in nature, nature or may adversely affect the SSP employeeteacher’s employment status, the administrator shall hold an in-person meeting, unless mutually agreed to be held on a virtual platform, meeting with the SSP employee teacher and present them him/her with at least one two (12) copy copies of the document signed by the supervising administrator. The supervising administrator shall keep an additional signed original copy of the document for use, if needed. iii. i. The SSP employee teacher will sign the document within seven (7) workdays and return one (1) copy of it with their her/his signature to the supervising administrator. ii. The SSP employeeteacher’s signature will acknowledge having received the document but will not indicate agreement with the content of the disciplinary document(s). iii. The SSP employee teacher will retain an original of the signed document(s). b. If after seven (7) workdays the SSP employee teacher has not returned a signed copy of the disciplinary document, the supervising administrator will: i. Make make a notation (date and signature) on the supervising administrator’s signed copy of the disciplinary document that the SSP employee teacher failed to sign the disciplinary document, ii. Communicate , communicate to the SSP employee teacher that the disciplinary document will be placed in the official District file/record, and iiiii. Place place the disciplinary document in the SSP employeeteacher’s disciplinary sub-file of the District personnel file. c. Only a document, which has a signature from the supervising administrator and otherwise meets the requirements of (E)(II) may be placed in the official District file/record. d. No anonymous materials shall be placed into the teacher’s District personnel file/record.

Process for Submitting Documents of Criticism into Files. a. Any Documentation of materials of a critical or derogatory nature that affects an SSP employee’s standing in the District shall be contained in the employee’s official District personnel file/record. Documentation of such materials shall not become part of an SSP a mental health employee’s official District personnel file/record including the disciplinary sub-file unless the following conditions are met: i. When an administrator receives information, which which, in the administrator’s judgment judgment, could become part of the process as outlined above, the administrator, administrator prior to the utilization of said material in any formal process, has the obligation to inform the SSP mental health employee of that material in a timely manner, subject to section (5)(I) above. ii. If the supervising administrator intends to place any document(s) in the SSP mental health employee’s personnel file that is a critical, derogatory in nature, nature or may adversely affect the SSP mental health employee’s employment status, the administrator shall hold an in-person meeting, unless mutually agreed to be held on a virtual platform, meeting with the SSP mental health employee and present them him/her with at least one two (12) copy copies of the document signed by the supervising administrator. The supervising administrator shall keep an additional signed original copy of the document for use, if needed. iii. The SSP mental health employee will sign the document within seven (7) workdays and return one (1) copy of it with their her/his signature to the supervising administrator. 1. The SSP mental health employee’s signature will acknowledge having received the document but will not indicate agreement with the content of the disciplinary document(s). 2. The SSP mental health employee will retain an original of the signed document(s). b. If after seven (7) workdays the SSP mental health employee has not returned a signed copy of the disciplinary document, the supervising administrator will: i. Make a notation (date and signature) on the supervising administrator’s signed singed copy of the disciplinary document that the SSP mental health employee failed to sign the disciplinary document, ii. Communicate communicate to the SSP mental health employee that the disciplinary document will be placed in the official District file/record, and iii. Place the disciplinary document in the SSP mental health employee’s disciplinary sub-file of the District personnel file.

Process for Submitting Documents of Criticism into Files. a. Any 1. Documentation of materials of a critical or derogatory nature that affects an SSP employee’s standing in the District shall be contained in the employee’s official District personnel file/record. Documentation of such materials shall not become part of an SSP employeea nurse’s official District personnel file/record including the disciplinary sub-file unless the following conditions are met: i. a. When an administrator receives information, which which, in the administrator’s judgment judgment, could become part of the process as outlined above, the administrator, administrator prior to the utilization of said material in any formal process, has the obligation to inform the SSP employee nurse of that material in a timely manner, subject to section (5)(ID)(I)(2) above. ii. b. If the supervising administrator intends to place any document(s) in the SSP employeenurse’s personnel file that is critical, derogatory in nature, nature or may adversely affect the SSP employeenurse’s employment status, the administrator shall hold an in-in- person meeting, unless mutually agreed to be held on a virtual platform, meeting with the SSP employee nurse and present them him/her with at least one two (12) copy copies of the document signed by the supervising administrator. The supervising administrator shall keep an additional addition signed original copy of the document for use, if needed. iii. i. The SSP employee nurse will sign the document within seven (7) workdays and return one (1) copy of it with their her/his signature to the supervising administrator. ii. The SSP employeenurse’s signature will acknowledge having received the document but will not indicate agreement with the content of the disciplinary document(s). iii. The SSP employee nurse will retain an original of the signed document(s). b. 2. If after seven (7) workdays the SSP employee nurse has not returned a signed copy of the disciplinary document, the supervising administrator will: i. Make a. make a notation (date and signature) on the supervising administrator’s signed copy of the disciplinary document that the SSP employee nurse failed to sign the disciplinary document, ii. Communicate b. communicate to the SSP employee nurse that the disciplinary document will be placed in the official District file/record, and iii. Place c. place the disciplinary document in the SSP employeenurse’s disciplinary sub-file of the District personnel file. 3. Only a document, which has a signature from the supervising administrator and meets the requirements of section (D) (II) may be placed in the official District file/record. 4. No anonymous materials shall be placed into the nurse’s District personnel file/record.