Progressive Discipline Procedure. Disciplinary actions taken against a permanent classified employee must be progressive in nature. Only in those cases where an employee's conduct includes the activities specified in the Dismissal for Cause section of this article may disciplinary action be taken without a prior attempt to effect appropriate behavioral change in the employee.
Progressive Discipline Procedure. The District agrees to comply with the following progressive discipline procedure:
Progressive Discipline Procedure. The Employer accepts and gives effect to the principle of progressive discipline by adopting the procedures set forth below. The Employer recognizes that, prior to imposing discipline, an employee shall be given a reasonable opportunity to correct the situation complained of.
Progressive Discipline Procedure. Immediate discharge is reserved for those major offenses which, in the opinion of the Employer, endangers the safety of the public and/or other Employees, which are a clear violation of law, or other situations where corrective actions are not feasible. For other offenses, the following system of progressive discipline shall be followed. The following factors shall be considered in the process.
A. Seriousness of the Employee's action and its harm to the employer.
B. Length of the Employee's service with the Employer and past record.
C. Prior notice or warning to the Employee that action was improper.
D. Discipline administered in other cases for similar offenses.
E. Work rules or basis for discipline must be reasonable.
F. There must be a fair investigation and adherence to Employee's rights.
G. There must be sufficient proof of guilt.
H. The Employer's action must not be discriminatory.
I. In imposing any discipline on a current charge, the Employer will not base the decision on any prior infractions which occurred more than 2 years previously unless the previous infraction is directly related to the current charge.
Step 1. The Sheriff (or designee) shall provide the Employee with a verbal warning and indicate the steps to be followed if such behavior continues.
Step 2. If the unacceptable behavior/actions persists, the Sheriff (or designee) shall provide the Employee with a written reprimand containing a formal statement of the Offense and the reasons for the disciplinary action. The Employee will sign and date the reprimand which will be placed in his/her personnel file.
Step 3. The Sheriff (or designee) shall serve the Employee with an additional written reprimand, noting that it follows both verbal and written warnings, and said Employee shall be suspended, without pay, for three (3) working days. Documentation at this step will be signed and dated by the Employee, the Employer and a representative of the Union and will be placed in the Employee's personnel file.
Step 4. If, after the afore-described procedure has been followed, the Employee continues to display unacceptable behavior, said Employee shall be discharged. The Employer will notify the Employee and the Xxxxxxx of said discharge and the specific reasons thereof. The discharged Employee will be allowed to discuss the discharge with the Xxxxxxx in a meeting room made available by the Employer, prior to the employee being required to leave the Employer's property. Upon request, the Employer wi...
Progressive Discipline Procedure. 1. Discipline of a teacher shall, upon request of the teacher, be in the presence of an Association representative and the administrator making the charge or imposing the disciplinary action.
2. The Board further agrees that no teacher will be disciplined in the presence of any other employee, students, or parents of students or any non-certified employee.
3. Employees shall be disciplined with progressive discipline procedure set forth as follows:
a. Oral Reprimand – noted in personnel file
b. Written Reprimand
c. Up to Five-day Suspension (by superintendent) without pay d. Termination in accordance with ORC 3319.16.
4. Any written record of disciplinary action will be kept in the employee’s active personnel file housed at the Board office. Discipline after three (3) years will not be subject to progressive discipline procedure provided that there has been no same or similar infractions in that time period.
5. Prior warning or reprimand shall be made in writing to the teacher by the Administration before recommending dismissal to the Board.
6. Before any reprimand (oral or written) is placed in a teacher’s personnel file, the following procedures shall be followed:
a. The supervisor shall inform the teacher of his/her intent to place a reprimand in the teacher’s personnel file and shall inform the teacher of the right to a meeting to respond to the content of the oral or written reprimand. If the teacher is unable to secure representation for a formal reprimand meeting scheduled for the same day, such meeting will not take place until the teacher is given sufficient time to secure representation, not to exceed three (3) school days. The timeline may be extended by mutual agreement. If a certified employee is requested to meet with more than one (1) member of the supervisory staff and he/she feels that such a meeting would be detrimental to his/her employment, he/she shall have the right to secure representation. This representative may attend the meetings as observer, as witness, or may speak in any other manner to represent the teacher and defend the teacher’s rights. The Board further agrees that no disciplinary action will be taken against any professional employee without affording the employee all due process rights under law.
b. At the meeting the teacher shall:
i. be informed of the alleged conduct leading to the reprimand;
ii. be afforded the opportunity to address the content of the written reprimand, submit names of witnesses, and to respond to ...
Progressive Discipline Procedure. All discipline will be handled in consultation with the human resources office and the AHE president, to the extent that confidentiality rules allow.
a. All parties will make a reasonable effort to protect the privacy of the employee.
b. Faculty will be informed of their right to representation at each step of the process, including informal resolution.
c. Each step will be documented by the appropriate administrator, shared with the faculty member, and placed in the faculty member’s personnel file within 10 days of the step taken.
d. The administrator will inform the faculty member of their right to submit a written rebuttal to be placed in the file along with this documentation within 10 contract days of the document’s submission. Unless the behavior or instance is egregious in nature including behaviors that are unlawful, unsafe, or result in the inability to perform one’s professional duties, the following steps will be followed:
Step 1— Verbal warning: The record of this warning must include the exact nature of the behavior or instance and corrective measures to be taken by the faculty member. The record will be signed and dated by both the faculty member and administrator as acknowledgement of receipt only.
Progressive Discipline Procedure. Prior to any meeting with an ESP, the administrator shall indicate in writing the subject to be discussed. The Association shall be afforded the right to represent an employee at all stages of the progressive discipline procedure. The administrator will determine the utilization of the steps listed below based on the cause for discipline.
1. Supervisor/employee conference to counsel employee regarding problem(s) and expectations for improvement with written memorandum to confirm conference.
2. Oral warning(s) - written memorandum to confirm verbal conference.
3. Written reprimand(s)
4. Plan of Improvement
5. Plan of Improvement timeline not to exceed sixty (60) working days
6. Suspension with/without pay
7. A copy of all memoranda, reprimands and/or Plans of Improvement will be provided to the employee.
Progressive Discipline Procedure. 14.1.1 The District agrees to administer discipline progressively, which means that actions such as warning and reprimands would precede suspension or dismissal except in cases where the seriousness of the problem justifies immediate suspension or suspension leading to dismissal. The burden of proof shall remain with the district. The purpose of this procedure is to secure at the lowest possible administrative level equitable solutions to the problems which from time to time arise with respect to employee performance. The employee may have CSEA representation at any or all stages of the discipline process.
Progressive Discipline Procedure. Prior to any meeting with an ESP, the administrator shall indicate in writing the subject to be discussed. The Association shall be afforded the right to represent an employee at all stages of the progressive discipline procedure. The administrator will determine the utilization of the steps listed below based on the cause for discipline.
1. Supervisor/employee conference to counsel employee regarding problem(s) and expectations for improvement with written memorandum to confirm conference.
2. Oral warning(s) - written memorandum to confirm verbal conference.
3. Written reprimand(s).
Progressive Discipline Procedure. The Association shall be afforded the right to represent an employee at all stages of the progressive discipline procedure. Cause for discipline will determine utilization of steps listed below:
1. Supervisor/employee conference to counsel employee regarding problem (s) and expectations for improvement with written memorandum to confirm conference.
2. Oral warning (s) - written memorandum to confirm verbal conference.
3. Written reprimand (s).
4. Plan of Discipline/Plan of Improvement.
5. Plan of Discipline timeline not to exceed sixty (60) working days.
6. Suspension with/without pay.
