Professional Discipline Sample Clauses

Professional Discipline a) Pursuant to PHL Section 4405-b, the Contractor shall have in place policies and procedures to report to the appropriate professional disciplinary agency within thirty (30) days of occurrence, any of the following: i) the termination of a health care provider contract pursuant to Section 4406-d of the Public Health Law for reasons relating to alleged mental and physical impairment, misconduct or impairment of patient safety or welfare; ii) the voluntary or involuntary termination of a contract or employment or other affiliation with such Contractor to avoid the imposition of disciplinary measures; or iii) the termination of a health care provider contract in the case of a determination of fraud or in a case of imminent harm to patient health. b) The Contractor shall make a report to the appropriate professional disciplinary agency within thirty (30) days of obtaining knowledge of any information that reasonably appears to show that a health professional is guilty of professional misconduct as defined in Articles 130 and 131(a) of the State Education Law.
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Professional Discipline. Employees may be disciplined for violations of this Agreement and Board policies, rules and regulations. Administrators shall investigate alleged violations immediately and shall use a progressive discipline procedure for all offenses. This will include a verbal warning for a first offense, a written reprimand for a second offense of the same provision of the contract or policy or rules and regulations, subsequent written warnings or a suspension without pay for subsequent offenses of the same provision of the contract or policy or rule or regulation, followed by a possible non-renewal or termination. The Administration may deviate from this progression for serious offenses or where the facts and circumstances indicate that another form of discipline is more appropriate. In no case, however, shall discipline be administered in an arbitrary or capricious manner. All discipline shall be appropriate to the offense, and discipline shall be administered consistently within the District. Termination of an employee’s contract shall be for good and just cause according to Ohio Revised Code Sections 3319.16 and 3319.161, and, if challenged, shall be processed in accordance with the procedures that appear in those statutes. Termination, therefore, shall not be grievable or arbitral under Article II of this Agreement. If the allegation of a violation of the Agreement or board policy, rule, or regulation comes from a person or persons other than the employee’s evaluating supervisor, after a joint meeting by administration and the union, on a case­by­case basis, the member may have the right to face his/her accuser(s). In the event that the allegation is brought forth by a minor, the parent(s)/guardian(s) may be included in the meeting with the member. The evaluating supervisor will inform the member who the accuser(s) is/are. Unidentified accusers or allegations will not be used for any disciplinary action. An employee shall have the right to have a representative of his/her choice present at any meeting which may lead to discipline of the employee. No provision of this Section or any other part of this Agreement shall apply to the release of an employee pursuant to Ohio Revised Code Section 3319.39, it being mutually understood that any such release is governed exclusively by the provisions of that statute.
Sample 1
Professional Discipline a) Pursuant to PHL Section 4405-b, the Contractor shall have in place policies and procedures to report to the appropriate professional disciplinary agency within thirty (30) days of occurrence, ANY OF THE FOLLOWING: i) the termination of a health carer provider contract pursuant to Section 4406-d of the Public Health Law-for, reasons relating to alleged mental and physical impairment, misconduct or impairment of patient safety or welfare; ii) the voluntary or involuntary termination of a contract or employment or other affiliation with such Contractor to avoid the imposition of disciplinary measures or iii) the termination of a health care provider contract in the case of a determination of fraud or in a case of imminent harm to patient health.
Sample 1
Professional Discipline. A. A tenured teacher will have the option of electing the 3020a procedure or Binding Arbitration if 3020a charges are instituted against the teacher. B. If a tenured teacher is served by the District with a written statement specifying charges pursuant to Section 3020a of the Education Law, he/she shall, within ten (10) calendar days of receipt of the statement, notify the Clerk of the Board in writing whether he/she desires: 1. A hearing pursuant to the Education Law (section 3020a); or 2. A hearing by an Arbitrator under the rules of the American Arbitration Association; or 3. Waives his/her rights to both a hearing pursuant to the Education Law and a hearing by an Arbitrator in which case, the Board of Education shall determine the charges and the penalty without a hearing. C. Failure to notify the Clerk of the Board in writing shall constitute a waiver of any and all rights to any hearing in which case the Board of Education shall determine the charges and the penalty. D. If the notice states the teacher’s desire for a hearing pursuant to the Education Law, such notice shall constitute a waiver of his right to a hearing by an Arbitrator. E. If the notice states the teacher’s desire for a hearing by an Arbitrator, such notice shall constitute a waiver of his right to any further proceedings pursuant to the Education Law. The Association shall send a letter to the American Arbitration Association requesting arbitration under its rules within five (5) working days of the (B) notification above. The letter will identify the name of the teacher and a copy of the written statement specifying charges. F. Suspension shall be with pay and benefits for 10 months, excluding July and August, if the arbitration option is selected. Suspension shall be without pay and benefits if the 3020a option is selected. There shall be no pay or benefits for the lack of certification. G. The standard of proof for Binding Arbitration shall be the same as the standard of proof for the 3020a procedure. H. If the charges are determined by means of a hearing pursuant to the Education Law, that decision may be appealed only in the manner provided by law for the appeal of such decisions. If the charges are determined by means of a hearing before an arbitrator, that decision may be reviewed only in the manner provided by law for the review of arbitration decisions.
Sample 1
Professional Discipline 
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Related to Professional Discipline

  • Professional Dues The school district will pay the annual dues for the Superintendent’s membership in the American Association of School Administrators, Association for Supervision and Curriculum Development, and Nebraska Council of School Administrators. The Superintendent’s membership in other professional organizations will be considered annually and may be approved at the discretion of the school board.

  • Professional Day The period set forth in the Professional Day Article.

  • Professional Development 9.01 Continuous professional development is a hallmark of professional nursing practice. As a self-regulating profession, nursing recognizes the importance of maintaining a dynamic practice environment which includes ongoing learning, the maintenance of competence, career development, career counselling and succession planning. The parties agree that professional development includes a diverse range of activities, including but not limited to formal academic programs; short-term continuing education activities; certification programs; independent learning committee participation. The parties recognize their joint responsibility in and commitment to active participation in the area of professional development.

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • Student Discipline 1. The parties recognize that part of the teacher's responsibility is to maintain control and discipline of students. The Board further recognizes its responsibility to give support and assistance to the teacher with respect to the maintenance of control and discipline in the classroom and school in accordance with established Board policies, administrative regulations, building procedures and state statutes; however, the Board shall not be obligated when any disciplinary actions employed by any teacher is contrary to law, Board policy, or administrative regulations. 2. The Board shall set all policies on matters of discipline. A team, minimally consisting of building administrators and teachers, shall develop disciplinary procedures for their respective buildings that are consistent with state statutes, Board policies, and administrative regulations. These disciplinary procedures shall be completed or updated and reviewed by each faculty prior to a date established by the principal. These shall be distributed to students, teachers, and parents no later than October 1 of each year, and it shall be the responsibility of the administration and teachers to enforce these policies, regulations, and procedures. 3. The District and Association shall work together to promote a safe work environment including the right to be free from violent behavior or threatening violent behavior. (2019) When an offense, persistent misbehavior, or the disruptive effect of misbehavior makes the continued presence of a student in the classroom intolerable, the student may be referred by the teacher to the principal or his/her designee for disciplinary action. In such case, an account of the problem or incident will be communicated as soon as feasibly possible, given instructional and safety responsibilities, by the teacher to the principal or his/her designee. The communication should include what previous corrective action, and/or parent communication if any, has been taken by the teacher. The principal or his/her designee shall communicate the disposition of the referral as soon as feasibly possible given administrative and safety responsibilities. In cases when the disruptive effect of the student’s behavior is so extreme as to preclude the instructional process, the teacher shall immediately communicate the need to remove the child temporarily from the classroom until such time as the student, teacher, and principal or other appropriate authority, resolves the situation. (2009)

  • Professional Days The President of the College or the President’s designee may assign any faculty member up to seven (7) days during the academic year for scheduled orientation and registration programs, commencement and convocation activities and such other College sponsored activities the Present deems appropriate. Professional days shall be assigned no earlier than three (3) days prior to the first (1st) day of classes in the fall semester and no earlier than four (4) days prior to the first (1st) day of classes in the spring semester. Such duties and responsibilities may be assigned to individual faculty members in blocks in one-half (1/2) day or more; and provided further that a faculty member shall not be required to discharge these responsibilities over more than fourteen (14) days during the academic year.

  • Professional Development Leave A. Policy. Professional development leave shall be made available to employees who meet the requirements set forth below. Such leaves are granted to increase an employee's value to the University through enhanced opportunities for professional renewal, educational travel, study, formal education, research, writing, or other experience of professional value, not as a reward for service.

  • PROFESSIONAL BEHAVIOR Teachers are expected to comply with reasonable rules, regulations, and directions adopted by the Board, or its representatives, which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well being or is professionally demeaning.

  • Professional Development Program (a) The parties agree to continue a Professional Development Program for the maintenance and development of the faculty members' professional competence and effectiveness. It is agreed that maintenance of currency of subject knowledge, the improvement of performance of faculty duties, and the maintenance and improvement of professional competence, including instructional skills, are the primary professional development activities of faculty members. (b) Information collected as part of this program shall be the sole property of the faculty member. This information or any judgments arising from this program shall not be used to determine non-renewal or termination of a faculty member's contract, suspension or dismissal of a faculty member, denial of advancement on the salary scale, nor affect any other administrative decisions pertaining to the promotion or employment status of the faculty member. (c) A joint advisory committee consisting of three regular faculty members who shall be elected by and are P.D. Committee Chairpersons and three administrators shall make recommendations for the operation, financing and management of the Professional Development Program.

  • Professional Service Consultant agrees that all services and work performed under this agreement will be accomplished in a professional manner, in accordance with the accepted standards of Contractor’s profession.

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