Common use of Professional Conduct and Disciplinary Procedures Clause in Contracts

Professional Conduct and Disciplinary Procedures. A. The Board may adopt rules and regulations not in conflict with the terms of this Agreement governing the professional conduct of employees. A current copy of these rules and regulations shall be available in each building. B. The Board and the LSEA recognize a mutual responsibility for promoting professional conduct that encourages quality in the educational process and reflects favorably upon the teaching profession and the Lansing School District. Breaches of professional conduct are subject to disciplinary procedures. Such breaches include but are not limited to: abuses of sick leave and other leaves, tardiness, willful deficiencies in professional performance, violation of Board policies, regulations, and administrative directions not inconsistent with the terms of this Agreement, and violation of the terms of this Agreement. Alleged breaches of professional conduct shall be reported promptly to the offending employee. C. Before any meeting is called from which disciplinary action may result, the employee shall be notified and shall be entitled to have present an Association Representative(s). If an Association Representative is requested to be present, no longer than two (2) days may lapse before such meeting is held. D. The administration may convene counseling meetings with employees concerning work issues. Informal counseling meetings may be held between the administrator and the employee to discuss issues of concern. At the discretion of the administrator, Association representation at informal counseling sessions may be allowed. Informal counseling meetings shall not be documented except for the purpose of personal notes that are for the authoring administrator’s reference only. Formal counseling meetings held between the administrator and the employee will be documented in writing by the administrator with a copy provided to the employee only. Such documentation may include a reference that future consequences were discussed; however, it shall not be placed in the employee’s personnel file but shall be maintained by the authoring administrator. Employee requests for Association representation at formal counseling meetings shall be honored. If an Association Representative is requested to be present, no longer than two (2) days may lapse before such meeting is held. Counseling shall not be considered disciplinary and shall not be subject to the grievance procedure. E. No ancillary employee shall be disciplined without just cause. Disciplinary action shall be defined as any written warning, reprimand, suspension, or discharge. F. The Board may place an employee on a non-disciplinary administrative leave with pay pending an investigation of a complaint of a serious nature. 1. Such leave shall not exceed ten (10) days without a meeting being held with the Association to discuss the reason for exceeding ten (10) days unless the Association consents to extending this time without a meeting. 2. In consultation with the Association, the Board may reassign the employee to the LSEA Office or a different district location during the investigation. 3. The LSEA President or UniServ Director shall be contacted before placing an employee on administrative leave. G. Whenever disciplinary action is reduced to writing, the administrator may file a copy in the ancillary staff’s personnel file. The ancillary employee shall acknowledge receipt of his/her copy by signing the file copy. H. After a period of five (5) years from the date of occurrence, if there has been no recurrence of conduct similar to that which caused the discipline, an ancillary staff member may have the original discipline notice removed from the personnel file. I. Non-renewal of a non-tenure track ancillary employee during the first four years of employment shall not be subject to the grievance procedure, nor shall such action be considered discipline. Discharge of a non-tenure track ancillary staff during the first four (4) years of employment may be subject to the grievance procedure.

Professional Conduct and Disciplinary Procedures. A. The Board may adopt rules and regulations not in conflict with the terms of this Agreement governing the professional conduct of employees. A current copy of these rules and regulations shall be available in each building. B. The Board and the LSEA recognize a mutual responsibility for promoting professional conduct that encourages quality in the educational process and reflects favorably upon the teaching profession and the Lansing School District. Breaches of professional conduct are subject to disciplinary procedures. Such breaches include include, but are not limited to: abuses of sick leave and other leaves, tardiness, willful deficiencies in professional performance, violation of Board policies, regulations, and administrative directions not inconsistent with the terms of this Agreement, and violation of the terms of this Agreement. Alleged breaches of professional conduct shall be reported promptly to the offending employee. C. Before any meeting is called from which disciplinary action may result, the employee shall be notified and shall be entitled to have present an Association Representative(s). If an Association Representative is requested to be present, no longer than two (2) days may lapse before such meeting is held. D. The administration may convene counseling meetings with employees concerning work issues. Informal counseling meetings may be held between the administrator and the employee to discuss issues of concern. At the discretion of the administrator, Association representation at informal counseling sessions may be allowed. Informal counseling meetings shall not be documented except for the purpose of personal notes that are for the authoring administrator’s reference only. Formal counseling meetings held between the administrator and the employee will be documented in writing by the administrator with a copy provided to the employee only. Such documentation may include a reference that future consequences were discussed; however, it shall not be placed in the employee’s personnel file but shall be maintained by the authoring administrator. Employee requests for Association representation at formal counseling meetings shall be honored. If an Association Representative is requested to be present, no longer than two (2) days may lapse before such meeting is held. Counseling shall not be considered disciplinary and shall not be subject to the grievance procedure. E. No ancillary staff member employee shall be disciplined without just cause. Disciplinary action shall be defined as any written warning, reprimand, suspension, or discharge. F. The Board may place an employee on a non-disciplinary administrative leave with pay pending an investigation of a complaint of a serious nature. 1. Such leave shall not exceed ten (10) days without a meeting being held with the Association to discuss the reason for exceeding ten (10) days unless the Association consents to extending this time without a meeting. 2. In consultation with the Association, the Board may reassign the employee to the LSEA Office or a different district location during the investigation. 3. The LSEA President or UniServ Director shall be contacted before placing an employee on administrative leave. G. Whenever disciplinary action is reduced to writing, the administrator may file a copy in the ancillary staff’s personnel file. The ancillary staff employee shall acknowledge receipt of his/her copy by signing the file copy. H. After a period of five (5) years from the date of occurrence, if there has been no recurrence of conduct similar to that which caused the discipline, an ancillary staff member may have the original discipline notice removed from the personnel file. I. Non-renewal of a non-tenure track ancillary staff employee during the first four years of employment shall not be subject to the grievance procedure, nor shall such action be considered discipline. Discharge of a non-tenure track ancillary staff during the first four (4) years of employment may be subject to the grievance procedure.

Professional Conduct and Disciplinary Procedures. A. The Board may adopt rules and regulations not in conflict with the terms of this Agreement governing the professional conduct of employees. A current copy of these rules and regulations shall be available in each building. B. The Board and the LSEA recognize a mutual responsibility for promoting professional conduct that encourages quality in the educational process and reflects favorably upon the teaching profession and the Lansing School District. Breaches of professional conduct are subject to disciplinary procedures. Such breaches include include, but are not limited to: abuses of sick leave and other leaves, tardiness, willful deficiencies in professional performance, violation of Board policies, regulations, and administrative directions not inconsistent with the terms of this Agreement, and violation of the terms of this Agreement. Alleged breaches of professional conduct shall be reported promptly to the offending employee. C. Before any meeting is called from which disciplinary action may result, the employee shall be notified and shall be entitled to have present an Association Representative(s). If an Association Representative is requested to be present, no longer than two (2) days may lapse before such meeting is held. D. The administration may convene counseling meetings with employees concerning work issues. Informal counseling meetings may be held between the administrator and the employee to discuss issues of concern. At the discretion of the administrator, Association representation at informal counseling sessions may be allowed. Informal counseling meetings shall not be documented except for the purpose of personal notes that are for the authoring administrator’s reference only. Formal counseling meetings held between the administrator and the employee will be documented in writing by the administrator with a copy provided to the employee only. Such documentation may include a reference that future consequences were discussed; however, it shall not be placed in the employee’s personnel file but shall be maintained by the authoring administrator. Employee requests for Association representation at formal counseling meetings shall be honored. If an Association Representative is requested to be present, no longer than two (2) days may lapse before such meeting is held. Counseling shall not be considered disciplinary and shall not be subject to the grievance procedure. E. No ancillary employee staff member shall be disciplined without just cause. Disciplinary action shall be defined as any written warning, reprimand, suspension, or discharge. F. The Board may place an employee on a non-disciplinary administrative leave with pay pending an investigation of a complaint of a serious nature. 1. Such leave shall not exceed ten (10) days without a meeting being held with the Association to discuss the reason for exceeding ten (10) days unless the Association consents to extending this time without a meeting. 2. In consultation with the Association, the Board may reassign the employee to the LSEA Office or a different district location during the investigation. 3. The LSEA President or UniServ Director shall be contacted before placing an employee on administrative leave. G. Whenever disciplinary action is reduced to writing, the administrator may file a copy in the ancillary staff’s personnel file. The ancillary employee staff shall acknowledge receipt of his/her copy by signing the file copy. H. After a period of five (5) years from the date of occurrence, if there has been no recurrence of conduct similar to that which caused the discipline, an ancillary staff member may have the original discipline notice removed from the personnel file. I. Non-renewal of a non-tenure track ancillary employee staff during the first four years of employment shall not be subject to the grievance procedure, nor shall such action be considered discipline. Discharge of a non-tenure track ancillary staff during the first four (4) years of employment may be subject to the grievance procedure.

Professional Conduct and Disciplinary Procedures. A. The Board may adopt rules and regulations not in conflict with the terms of this Agreement governing the professional conduct of employeesteachers. A current copy of these rules and regulations shall be available in each building. B. The Board and the LSEA recognize a mutual responsibility for promoting professional conduct that encourages quality in the educational process and reflects favorably upon the teaching profession and the Lansing School District. Breaches of professional conduct are subject to disciplinary procedures. Such breaches include include, but are not limited to: abuses of sick leave and other leaves, tardiness, willful deficiencies in professional performance, violation of Board policies, regulations, and administrative directions not inconsistent with the terms of this Agreement, and violation of the terms of this Agreement. Alleged breaches of professional conduct shall be reported promptly to the offending employeeteacher. C. Before any meeting is called from which disciplinary action may result, the employee teacher shall be notified and shall be entitled to have present an Association Representative(s). If an Association Representative is requested to be present, no longer than two (2) days may lapse before such meeting is held. D. The administration may convene counseling meetings with employees concerning work issues. Informal counseling meetings may be held between the administrator and the employee to discuss issues of concern. At the discretion of the administrator, Association representation at informal counseling sessions may be allowed. Informal counseling meetings shall not be documented except for the purpose of personal notes that are for the authoring administrator’s reference only. Formal counseling meetings held between the administrator and the employee will be documented in writing by the administrator with a copy provided to the employee only. Such documentation may include a reference that future consequences were discussed; however, it shall not be placed in the employee’s employees personnel file but shall be maintained by the authoring administrator. Employee requests for Association representation at formal counseling meetings shall be honored. If an Association Representative is requested to be present, no longer than two (2) days may lapse before such meeting is held. Counseling shall not be considered disciplinary and shall not be subject to the grievance procedure. E. No ancillary employee teacher shall be disciplined without just cause. Disciplinary action shall be defined as any written warning, reprimand, suspension, or discharge. F. 1. The Board may place an employee a teacher on a non-disciplinary administrative leave with pay pending an investigation of a complaint of a serious nature. 12. Such leave shall not exceed ten (10) days without a meeting being held with the Association to discuss the reason for exceeding ten (10) days unless the Association consents to extending this time without a meeting. 23. In consultation with the Association, the Board may reassign the employee teacher to the LSEA Office or a different district location during the investigation. 34. The LSEA President or UniServ Uniserv Director shall be contacted before placing an employee a teacher on administrative leave. G. F. Whenever disciplinary action is reduced to writing, the administrator may file a copy in the ancillary staff’s teacher's personnel file. The ancillary employee teacher shall acknowledge receipt of his/her copy by signing the file copy. H. G. After a period of five (5) years from the date of occurrence, if there has been no recurrence of conduct similar to that which caused the discipline, an ancillary staff member a teacher may have the original discipline notice removed from the personnel file. I. NonX. Xxx-renewal xxxxxxx of a probationary tenure track teacher or of a non-tenure track ancillary employee teacher during the first four years of employment shall not be subject to the grievance procedure, nor shall such action be considered discipline. Discharge of a probationary tenure track teacher or of a non-tenure track ancillary staff teacher during the first four (4) years of employment may be subject to the grievance procedure.

Professional Conduct and Disciplinary Procedures. A. The Board may adopt rules and regulations not in conflict with the terms of this Agreement governing the professional conduct of employeesteachers. A current copy of these rules and regulations shall be available in each building. B. The Board and the LSEA recognize a mutual responsibility for promoting professional conduct that encourages quality in the educational process and reflects favorably upon the teaching profession and the Lansing School District. Breaches of professional conduct are subject to disciplinary procedures. Such breaches include include, but are not limited to: abuses of sick leave and other leaves, tardiness, willful deficiencies in professional performance, violation of Board policies, regulations, and administrative directions not inconsistent with the terms of this Agreement, and violation of the terms of this Agreement. Alleged breaches of professional conduct shall be reported promptly to the offending employeeteacher. C. Before any meeting is called from which disciplinary action may result, the employee teacher shall be notified and shall be entitled to have present an Association Representative(s). If an Association Representative is requested to be present, no longer than two (2) days may lapse before such meeting is held. D. The administration may convene counseling meetings with employees concerning work issues. Informal counseling meetings may be held between the administrator and the employee to discuss issues of concern. At the discretion of the administrator, Association representation at informal counseling sessions may be allowed. Informal counseling meetings shall not be documented except for the purpose of personal notes that are for the authoring administrator’s reference only. Formal counseling meetings held between the administrator and the employee will be documented in writing by the administrator with a copy provided to the employee only. Such documentation may include a reference that future consequences were discussed; however, it shall not be placed in the employee’s employees personnel file but shall be maintained by the authoring administrator. Employee requests for Association representation at formal counseling meetings shall be honored. If an Association Representative is requested to be present, no longer than two (2) days may lapse before such meeting is held. Counseling shall not be considered disciplinary and shall not be subject to the grievance procedure. E. No ancillary employee teacher shall be disciplined without just cause. Disciplinary action shall be defined as any written warning, reprimand, suspension, or discharge. F. The Board may place an employee on a non-disciplinary administrative leave with pay pending an investigation of a complaint of a serious nature. 1. Such leave shall not exceed ten (10) days without a meeting being held with the Association to discuss the reason for exceeding ten (10) days unless the Association consents to extending this time without a meeting. 2. In consultation with the Association, the Board may reassign the employee to the LSEA Office or a different district location during the investigation. 3. The LSEA President or UniServ Director shall be contacted before placing an employee on administrative leave. G. Whenever disciplinary action is reduced to writing, the administrator may file a copy in the ancillary staff’s personnel file. The ancillary employee shall acknowledge receipt of his/her copy by signing the file copy. H. After a period of five (5) years from the date of occurrence, if there has been no recurrence of conduct similar to that which caused the discipline, an ancillary staff member may have the original discipline notice removed from the personnel file. I. Non-renewal of a non-tenure track ancillary employee during the first four years of employment shall not be subject to the grievance procedure, nor shall such action be considered discipline. Discharge of a non-tenure track ancillary staff during the first four (4) years of employment may be subject to the grievance procedure.

Professional Conduct and Disciplinary Procedures. A. The Board District may adopt rules and regulations not in conflict with the terms of this Agreement governing the professional conduct of employees. A current copy of these teachers, and agrees to make such rules and regulations available to teachers at least fourteen (14) days before being placed in effect. No Non-Classroom Professionals (NCP) shall be available suspended, discharged, demoted, reprimanded, or reduced in each buildingrank or compensation without reasonable and just cause. This paragraph shall not apply to non-renewal of probationary teacher contracts and shall not be applied or construed in such a manner as to violate PERA section 15(3)(M). B. The Board District and the LSEA Association recognize a mutual responsibility for promoting professional conduct that encourages and encouraging quality in the educational education process and that reflects favorably upon the teaching profession and the Lansing Holland School District. Breaches of professional conduct are subject to disciplinary proceduresprocedure. Such breaches include Breaches include, but are not limited to: abuses , abuse of sick leave and other leaves, tardiness, willful deficiencies in professional performance, violation of Board policiesDistrict rules, regulations, and administrative directions not inconsistent with the terms of this Agreement, and violation of the terms of this Agreement. Alleged breaches of professional conduct shall be reported promptly to the offending employee. C. Before any meeting is called from which disciplinary action may result, the employee shall be notified and shall be entitled to have present an Association Representative(s). If an Association Representative is requested to be present, no longer than two (2) days may lapse before such meeting is held. D. The administration may convene counseling meetings with employees concerning work issues. Informal counseling meetings may be held between the administrator and the employee to discuss issues of concern. At the discretion of the administrator, Association representation at informal counseling sessions may be allowed. Informal counseling meetings shall not be documented except for the purpose of personal notes that are for the authoring administrator’s reference only. Formal counseling meetings held between the administrator and the employee will be documented in writing by the administrator with a copy provided to the employee only. Such documentation may include a reference that future consequences were discussed; however, it shall not be placed in the employee’s personnel file but shall be maintained by the authoring administrator. Employee requests for Association representation at formal counseling meetings shall be honored. If an Association Representative is requested to be present, no longer than two (2) days may lapse before such meeting is held. Counseling shall not be considered disciplinary and shall not be subject to the grievance procedure. E. No ancillary employee shall be disciplined without just cause. Disciplinary action of NCP staff shall be defined as any written warning, written reprimand, suspension, discharge, and/or reduction in compensation. D. Documentation of verbal warnings issued to NCP Staff shall be written on the form provided as Appendix H. These warnings shall be placed in a “Verbal Warning” file within the Human Resources Office. Said file will not be part of the “Personnel File”. Verbal Warnings may be considered by the District in subsequent discipline and may serve as evidence in any related hearing process. Verbal Warnings, even if placed in the District’s Verbal Warning File are subject to the FOIA. E. Written warnings or dischargereprimands of NCP staff will be given in the form of a formal letter with the full signature of the administrator taking the action. The letter must contain clear and unambiguous language, as appropriate, such as “You are hereby warned or reprimanded”. The letter will be delivered only after a meeting has been held at which the NCP staff member had an opportunity to be heard. The NCP staff member is entitled to have his/her Association Representative present to assist him/her at this meeting. A reprimand must indicate that a copy has been forwarded to the Superintendent or Director of Human Resources. A copy of written warning or reprimand shall be given to the NCP. F. The Board may place an employee on a nonComplaints: Teachers And Non-disciplinary administrative leave with pay pending an investigation of a complaint of a serious nature.Classroom Professionals 1. Such leave Any complaint about a teacher or NCP that is to be placed in the Personnel file shall not exceed ten (10) days without a meeting being held be put in writing, with the Association names of the complainant(s), date, and details of the complaint. The teacher/NCP shall be given a copy of any such complaint when it is put in the file. The District shall ask any complainant(s) to discuss meet with the reason for exceeding ten (10) days unless teacher/NCP, to provide the Association consents teacher/NCP and the complainants with the opportunity to extending this time without a meetingtry to resolve the issue. 2. In consultation with The District shall investigate the Associationcomplaint to determine its accuracy before placing it in the teacher’s/NCP’s Personnel file or taking any other action. If the complaint is untrue or inaccurate, it will be expunged from all District files and no further action will be taken by the Board may reassign the employee District. (This paragraph shall not apply to the LSEA Office or a different district location during the investigationcomplaints by District administrators.) 3. The LSEA President or UniServ Director teacher/NCP shall have the right to attach a written response to any complaint, and this written response will be contacted before placing an employee on administrative leaveattached to all copies of the complaint. G. Whenever 4. If the provisions contained in this paragraph are not followed, the complaint may not be used in any disciplinary action is reduced against the NCP, and will not be included in any District files. 5. The District may withhold the name(s) of the complainants from the teacher/NCP in extreme or unusual circumstances, or if compelled otherwise by law. Subject to writing15(3)(M) of XXXX, the administrator Association may file a copy grieve the reasonableness of withholding the complainant’s name in the ancillary staff’s personnel file. The ancillary employee shall acknowledge receipt of his/her copy by signing the file copyany given situation. H. After a period of five (5) years from the date of occurrence, if there has been no recurrence of conduct similar to that which caused the discipline, an ancillary staff member may have the original discipline notice removed from the personnel file. I. Non-renewal of a non-tenure track ancillary employee during the first four years of employment shall not be subject to the grievance procedure, nor shall such action be considered discipline. Discharge of a non-tenure track ancillary staff during the first four (4) years of employment may be subject to the grievance procedure.

Professional Conduct and Disciplinary Procedures. A. The Board may adopt rules and regulations not in conflict with the terms of this Agreement governing the professional conduct of employees. A current copy of these rules and regulations shall be available in each building. B. The Board and the LSEA recognize a mutual responsibility for promoting professional conduct that encourages quality in the educational process and reflects favorably upon the teaching profession and the Lansing School District. Breaches of professional conduct are subject to disciplinary procedures. Such breaches include include, but are not limited to: abuses of sick leave and other leaves, tardiness, willful deficiencies in professional performance, violation of Board policies, regulations, and administrative directions not inconsistent with the terms of this Agreement, and violation of the terms of this Agreement. Alleged breaches of professional conduct shall be reported promptly to the offending employee. C. Before any meeting is called from which disciplinary action may result, the employee shall be notified and shall be entitled to have present an Association Representative(s). If an Association Representative is requested to be present, no longer than two (2) days may lapse before such meeting is held. D. The administration may convene counseling meetings with employees concerning work issues. Informal counseling meetings may be held between the administrator and the employee to discuss issues of concern. At the discretion of the administrator, Association representation at informal counseling sessions may be allowed. Informal counseling meetings shall not be documented except for the purpose of personal notes that are for the authoring administrator’s reference only. Formal counseling meetings held between the administrator and the employee will be documented in writing by the administrator with a copy provided to the employee only. Such documentation may include a reference that future consequences were discussed; however, it shall not be placed in the employee’s personnel file but shall be maintained by the authoring administrator. Employee requests for Association representation at formal counseling meetings shall be honored. If an Association Representative is requested to be present, no longer than two (2) days may lapse before such meeting is held. Counseling shall not be considered disciplinary and shall not be subject to the grievance procedure. E. No ancillary employee shall be disciplined without just cause. Disciplinary action shall be defined as any written warning, reprimand, suspension, or discharge. F. The Board may place an employee on a non-disciplinary administrative leave with pay pending an investigation of a complaint of a serious nature. 1. Such leave shall not exceed ten (10) days without a meeting being held with the Association to discuss the reason for exceeding ten (10) days unless the Association consents to extending this time without a meeting. 2. In consultation with the Association, the Board may reassign the employee to the LSEA Office or a different district location during the investigation. 3. The LSEA President or UniServ Director shall be contacted before placing an employee on administrative leave. G. Whenever disciplinary action is reduced to writing, the administrator may file a copy in the ancillary staff’s personnel file. The ancillary employee shall acknowledge receipt of his/her copy by signing the file copy. H. After a period of five (5) years from the date of occurrence, if there has been no recurrence of conduct similar to that which caused the discipline, an ancillary staff member may have the original discipline notice removed from the personnel file. I. Non-renewal of a non-tenure track ancillary employee during the first four years of employment shall not be subject to the grievance procedure, nor shall such action be considered discipline. Discharge of a non-tenure track ancillary staff during the first four (4) years of employment may be subject to the grievance procedure.