Professional Accountability. 6.1 Complies with and demonstrates commitment associated legislation such as the Nursing and Midwifery Board of Australia – Code of Conduct; Poisons Act. 2014; and the National Safety and Quality Health Service Standards.
Professional Accountability. 5.1 Complies with legislation affecting nursing and midwifery practice including Nursing and Midwifery Board of Australia – Code of Conduct and Ethics, National Safety and Quality Health Service Standards.
5.2 Participates in own performance development with direct line supervisor and professional lead.
Professional Accountability. 18.1 This article is provided to establish just cause, due process, and progressive discipline for employees for violations of any of the causes for dismissal listed in Education Code Sections 44932 to 44933 when such violation is not considered serious enough to warrant dismissal. It is understood that nothing stated herein shall have any controlling effect in the event a dismissal action is initiated under provisions of the Education Code.
18.2 Employees shall not be disciplined without just cause. All disciplinary action of the District shall be corrective and progressive rather than punitive and be administered in accordance with the following: The following progressive discipline shall be applied, except where an offense of a serious nature may require the District to directly impose a written warning, a written reprimand, or a suspension without pay. Prior to being placed on suspension without pay, a unit member will be placed on paid administrative leave pending the outcome of an investigation by the District. If the unit member grieves a suspension, the suspension will be held in abeyance until completion of the grievance procedure. Administration of disciplinary action shall conform to the following progression: 18.2.1 Counseling 18.2.2 Informal verbal warning 18.2.3 Written warning 18.2.4 Written reprimand to be included in the personnel file 18.2.5 Suspension without pay 18.2.6 Dismissal
18.3 The following may impose personnel disciplinary action with the approval of the Board of Trustees.
Professional Accountability. 20.1 The District may discipline any unit member for cause, including but not limited to: a violation or disregarding of the law, district rules or regulations, board policy or administrative directives; abusive behavior of a physical or verbal nature toward students, fellow employees or the public while performing school-related activities; failure to perform obligations under the agreement; and/or negligence.
20.2 If a unit member commits an unsatisfactory action(s) as described in 20.1, the progressive actions that may be taken by the District shall be as follows:
20.2.1 A written warning, with suggestions for correction or avoidance of the problem.
20.2.2 A written notice directing the unit member to correct the problem. The notice may include a one (1) day suspension with pay.
20.2.3 Suspension without pay for a specified period of time, not to exceed ten (10) workdays.
20.2.4 If, within eighteen (18) calendar months of committing such unsatisfactory actions(s), a unit member commits similar unsatisfactory action(s) for which he/she received a written notice as provided in 20.2.1, the District may proceed immediately to Section 20.2.2.
20.2.5 If the District contends that the conduct of a unit member is a hazard or poses a clear possibility of a hazard to the students, employees, or property of the school district, or if the District contends that a unit member has been culpable of gross misconduct or dishonesty while performing tasks required of his/her employment, or if the unit member is charged with a felony, the District may suspend with pay immediately and then proceed directly to Section 20.2.3 and follow the procedures specified in this article.
20.3 Notice of intent to suspend without pay shall be served to the unit member in person or by registered mail to his/her last known address. The notice shall include the following information:
20.3.1 Statement of the nature of the disciplinary action (suspension).
20.3.2 Effective date and term of the suspension.
20.3.3 Citation of the specific section in the article and specific charges that are the basis for the suspension.
20.3.4 In cases where 20.2.4 or 20.2.5 are invoked, a statement shall be included which explains the reason(s) the progressive disciplinary steps were omitted.
20.3.5 Statement advising the unit member of his/her right to be heard at a conference with the Superintendent and of the employee's right to representation by the exclusive representative, or a representative of his/her ...
Professional Accountability. 5.1 Complies with and demonstrates a positive commitment to legislation that impacts on nursing practice.
Professional Accountability. 5.1. Complies with legislation affecting allied health practice including the discipline specific Board of Australia – Code of Conduct and Ethics, National Safety and Quality Health Service Standards.
5.2. In partnership with the SMHS Executive and Professional Heads of Department, develop and xxxxxx a supportive and effective team environment that supports staff in the acquisition and application of new skills in research.
5.3. Participates in own performance development with FSFHG Director of Allied Health and State Rehabilitation Services and Xxxxxx University delegate and undertakes performance development with staff under direct supervision.
5.4. Demonstrates a commitment to lifelong learning and ongoing professional development.
Professional Accountability. 6.1 Complies with and demonstrates a positive commitment to the following legislation: Nursing and Midwifery Board of Australia - Code of Conduct Poisons Act National Safety and Quality Health Service Standards
Professional Accountability. 14.4.1 Responsibility for professional accountability lies with the employing authority.
Professional Accountability. 15.1. Unit members may be disciplined only for just cause.
15.2. The District shall notify the Association concurrently with the notification to the unit member of any disciplinary action involving suspension without pay. Such notice shall include:
15.2.1. A copy of this Article including the provision which provides for a resolution of any dispute through the grievance procedure.
15.2.2. The proposed disciplinary action.
15.2.3. A statement of the act(s) or infraction(s) upon which the disciplinary action is based.
15.2.4. Where applicable, a statement of the rules, regulations or statutes which the bargaining unit member is alleged to have violated. Information or proceedings regarding actual or proposed disciplinary action shall be kept as confidential as possible. No unit member may be suspended without pay within three (3) days of the initial reason for disciplinary action. Any disciplinary suspension taking place prior to the completion of the three- (3) day period shall be with pay. During the three- (3) day period, the unit member shall have the right to present arguments on his behalf to the principal and the Assistant Superintendent Human Resources or his designee. Following the three- (3) day period, the District, if facts warrant, may suspend the unit member without pay. If an offense committed by a unit member is deemed to be so severe as to warrant immediate suspension without pay, the Assistant Superintendent Human Resources or his designee may do so.
15.3. Any dispute concerning the applications of this Article is subject to the provisions of Article 11, Grievance Procedure.
Professional Accountability. 18.1 This article is provided to establish just cause, due process and progressive discipline for employees for violations of any of the causes for dismissal listed in Education Code Sections 44932 to 44933 when such violation is not considered serious enough to warrant dismissal. It is understood that nothing stated herein shall have any controlling effect in the event a dismissal action is initiated under provisions of the Education Code.
18.2 Employees shall not be disciplined without just cause. All disciplinary action of the ACOE shall be corrective and progressive rather than punitive and be administered in accordance with the following: The following progressive discipline shall be applied, except where an offense of a serious nature may require the ACOE to directly impose a written warning, a written reprimand, or a suspension without pay. Prior to being placed on suspension without pay, a unit member will be placed on paid administrative leave pending the outcome of an investigation by the ACOE. If the unit member grieves a suspension, the suspension will be held in abeyance until completion of the grievance procedure. Administration of disciplinary action shall conform to the following progression: Counseling Informal verbal warning Written warning Written reprimand to be included in personnel file Suspension without pay Dismissal
18.3 The following may impose personnel disciplinary action with the approval of the Board of Trustees. Superintendent
