Common use of PROFESSIONAL RIGHTS AND RESPONSIBILITIES Clause in Contracts

PROFESSIONAL RIGHTS AND RESPONSIBILITIES. A. The Board agrees that enforcement of certified employee discipline should be reasonable. Discipline shall mean verbal warnings, written reprimands, loss of pay, notice to remedy, suspension with pay, and suspension without pay. Unless non-remedial, discipline shall be progressive in nature. Based upon the severity of the incident, disciplinary action may be initiated at any level of the process. The BEA President will receive a copy of this disciplinary action. B. Documentation of a verbal warning will be removed two (2) years after the date issued if no subsequent disciplinary action is taken on the offense. C. Whenever any disciplinary action reaches the level of a written reprimand or is initiated at that level, the administration shall hold a meeting with the certified employee for the purpose of discussing the action and the reasons for the action. The certified employee shall be notified, in writing, of the meeting twenty- four (24) hours in advance with reasons for the meeting. The certified employee shall be entitled to have a representative of the Association present to advise and to represent him/her during the meeting, or any subsequent meetings relative to the matter that might result in further disciplinary action. D. The Association and Board agree that matters relating to supervisor-certified employee or board-certified employee relationships shall not be discussed in the presence of students or other certified employees. This would not prohibit, in any way, the supervisor or Board or its designee from taking whatever action deemed necessary for the operation of the school. E. The Association and the Board agree to the following with regard to verbal disciplinary warnings: 1. The documentation of verbal warnings will reside with the supervisor who issued such warning and the superintendent. 2. Documentation of that verbal warning will also reside with the Association President. This copy of the warning will serve as the first step in progressive discipline should future action be warranted. 3. All other documentation of employee discipline, other than verbal warnings, will be placed in the employee’s personnel file. F. The certified employee shall have the right to write a rebuttal to verbal warnings and written warnings within fifteen (15) calendar days. This rebuttal shall be attached to the discipline and placed in the employee’s personnel file. G. Each certified employee shall have the right, upon written request twenty-four (24) hours in advance, to review the contents of his/her personnel file with the exception of confidential materials. Certified employees shall have the right to place in their personnel files written reactions to any of the contents contained in their personnel files. Materials related to discipline, to continuation of employment, to evaluation, or to any derogatory material to a certified employee’s conduct, service, character, or personality may not be placed in the personnel files unless (1) the certified employee has first been given a copy of such material, (2) a conference, if requested by the certified employee, has been held with the certified employee, an Association representative, and the appropriate administrator, and (3) the certified employee has been given an opportunity to attach a written response to such material. No one other than the immediate supervisor, the superintendent, or designee shall have access to the file without the prior- written consent of the certified employee. All correspondence placed in a certified employee's personnel file must be signed by the originator of the correspondence.

PROFESSIONAL RIGHTS AND RESPONSIBILITIES. A. The Board agrees that enforcement of certified employee discipline should be reasonable. Discipline shall mean verbal warnings, written reprimands, loss of pay, notice to remedy, suspension with pay, and suspension without pay. Unless non-remedial, discipline shall be progressive in nature. Based upon the severity of the incident, disciplinary action may be initiated at any level of the process. The BEA President will receive a copy of this disciplinary action. B. Documentation of a verbal warning will be removed two (2) years after the date issued if no subsequent disciplinary action is taken on the offense. C. Whenever any disciplinary action reaches the level of a written reprimand or is initiated at that level, the administration shall hold a meeting with the certified employee for the purpose of discussing the action and the reasons for the action. The certified employee shall be notified, in writing, of the meeting twenty- four (24) hours in advance with reasons for the meeting. The certified employee shall be entitled to have a representative of the Association present to advise and to represent him/her during the meeting, or any subsequent meetings relative to the matter that might result in further disciplinary action. D. The Association and Board agree that matters relating to supervisor-certified employee or board-certified employee relationships shall not be discussed in the presence of students or other certified employees. This would not prohibit, in any way, the supervisor or Board or its designee from taking whatever action deemed necessary for the operation of the school. E. The Association and the Board agree to the following with regard to verbal disciplinary warnings: 1. The documentation of verbal warnings will reside with the supervisor who issued such warning and the superintendentSuperintendent. 2. Documentation of that verbal warning will also reside with the Association President. This copy of the warning will serve as the first step in progressive discipline should future action be warranted. 3. All other documentation of employee discipline, other than verbal warnings, will be placed in the employee’s personnel file. F. The certified employee shall have the right to write a rebuttal to verbal warnings and written warnings within fifteen (15) calendar days. This rebuttal shall be attached to the discipline and placed in the employee’s personnel file. G. Each certified employee shall have the right, upon written request twenty-four (24) hours in advance, to review the contents of his/her personnel file with the exception of confidential materials. Certified employees shall have the right to place in their personnel files written reactions to any of the contents contained in their personnel files. Materials related to discipline, to continuation of employment, to evaluation, or to any derogatory material to a certified employee’s conduct, service, character, or personality may not be placed in the personnel files unless (1) the certified employee has first been given a copy of such material, (2) a conference, if requested by the certified employee, has been held with the certified employee, an Association representative, and the appropriate administrator, and (3) the certified employee has been given an opportunity to attach a written response to such material. No one other than the immediate supervisor, the superintendentSuperintendent, or designee shall have access to the file without the prior- written consent of the certified employee, except as required by law. All correspondence placed in a certified employee's personnel file must be signed by the originator of the correspondence.

PROFESSIONAL RIGHTS AND RESPONSIBILITIES. A. The Board agrees that enforcement of certified employee discipline should be reasonable. Discipline shall mean verbal warnings, written reprimands, loss of pay, notice to remedy, suspension with pay, and suspension without pay. Unless non-remedial, discipline shall be progressive in nature. Based upon the severity of the incident, disciplinary action may be initiated at any level of the process. The BEA President will receive a copy of this disciplinary action. B. Documentation of a verbal warning will be removed two (2) years after the date issued if no subsequent disciplinary action is taken on the offense. C. Whenever any disciplinary action reaches the level of a written reprimand or is initiated at that level, the administration shall hold a meeting with the certified employee for the purpose of discussing the action and the reasons for the action. The certified employee shall be notified, in writing, of the meeting twenty- four (24) hours in advance with reasons for the meeting. The certified employee shall be entitled to have a representative of the Association present to advise and to represent him/her during the meeting, or any subsequent meetings relative to the matter that might result in further disciplinary action. D. The Association and Board agree that matters relating to supervisor-certified employee or board-certified employee relationships shall not be discussed in the presence of students or other certified employees. This would not prohibit, in any way, the supervisor or Board or its designee from taking whatever action deemed necessary for the operation of the school. E. The Association and the Board agree to the following with regard to verbal disciplinary warnings: 1. The documentation of verbal warnings will reside with the supervisor who issued such warning and the superintendent. 2. Documentation of that verbal warning will also reside with the Association President. This copy of the warning will serve as the first step in progressive discipline should future action be warranted. 3. All other documentation of employee discipline, other than verbal warnings, will be placed in the employee’s personnel file. F. The certified employee shall have the right to write a rebuttal to verbal warnings and written warnings within fifteen (15) calendar days. This rebuttal shall be attached to the discipline and placed in the employee’s personnel file. G. Each certified employee shall have the right, upon written request twenty-four (24) hours in advance, to review the contents of his/her personnel file with the exception of confidential materials. Certified employees shall have the right to place in their personnel files written reactions to any of the contents contained in their personnel files. Materials related to discipline, to continuation of employment, to evaluation, or to any derogatory material to a certified employee’s conduct, service, character, or personality may not be placed in the personnel files unless (1) the certified employee has first been given a copy of such material, (2) a conference, if requested by the certified employee, has been held with the certified employee, an Association representative, and the appropriate administrator, and (3) the certified employee has been given an opportunity to attach a written response to such material. No one other than the immediate supervisor, the superintendent, or designee shall have access to the file without the prior- written consent of the certified employee, except as required by law. All correspondence placed in a certified employee's personnel file must be signed by the originator of the correspondence.