Progressive Discipline Procedures. A. The administration may take progressive disciplinary action against any teacher for conviction of a felony or a major misdemeanor or for violations of, or failure to comply with, any provisions of this contract or any reasonable rules and regulations adopted by the Board of Education. Such disciplinary action shall be imposed as follows:
1. Step I
2. Step II
3. Step III
(a) Conference with the Principal, Superintendent and teacher and the teacher's representative(s).
(b) Upon the initiative of the Superintendent and for good cause shown, Steps I, II, and III above shall be suspended and a member brought directly before the Superintendent for appropriate disciplinary action. The Superintendent may suspend a member without pay for a period not to exceed ten (10) days.
(c) The member of the bargaining unit shall be notified of his/her right to be represented at each step, and at no time shall that member be denied the presence of their representative.
(d) Disciplinary action is subject to the grievance procedure as set forth in this contract. No teacher shall be reprimanded or disciplined without just cause. A suspension shall be held in abeyance until the grievance, if any, has been resolved.
(e) Nothing herein shall preclude the Board of Education from instituting contract termination proceedings pursuant to Section 3319.16 and 3319.161 of the Revised Code at any time when, in the sole and exclusive discretion of said Board, it is determined such action is warranted.
Progressive Discipline Procedures. Progressive discipline is the systemic approach to the improvement of job performance and conduct beginning with the least severe response and gradually moving to more serious action. This Article shall not limit the District’s right to evaluate or reprimand orally, in writing, or to counsel unit members as part of the progressive discipline process.
Progressive Discipline Procedures. With the exception of incidents involving serious misconduct, the District must have a written record when recommending the dismissal of a permanent employee showing that corrective counseling has been done. The practice shall be as follows:
Progressive Discipline Procedures. Except in those situations where an immediate suspension is justified under provision of this agreement, a permanent employee whose work or conduct is of such character as to incur discipline, the following steps will be followed:
A. Verbal Warning/Conference Summary
B. Written warning
C. Written reprimand notice of unsatisfactory service, placed in the employee’s personnel file with a statement that next violation may result in suspension, demotion or dismissal.
D. Suspension without pay or demotion E. Dismissal
Progressive Discipline Procedures. A. In order to provide a fair method of disciplining employees, the following progressive disciplinary procedures shall normally be taken when disciplinary action is necessary, except in the case of immediate disciplinary action, as stated in the section of this Agreement entitled IMMEDIATE DISCIPLINARY ACTION. Progressive discipline must be timely and should follow, as closely as possible, the incident requiring the disciplinary action.
B. Department heads shall administer discipline for the employees in his/her department and make all determinations concerning the discipline of said employees.
C. The Harbor Manager shall administer and make determinations concerning the discipline of Department Heads.
D. The only disciplinary determinations, which are subject to the Grievance Procedures as outlined in this document, are final decisions respecting:
1. Suspension without pay. 2. Demotion; and 3.
Progressive Discipline Procedures. If, in the opinion of the employee's supervisor, the services of an employee are unsatisfactory, the following procedures will be implemented:
1. The supervisor will conduct a conference with the employee informing the employee of the deficiencies; they will itemize in writing how the service can be improved; they will inform the employee that the necessary improvements must be made within a specified number of working days or that a recommendation will be made to the Superintendent for dismissal. The Superintendent of the District will be notified in writing of this pending action.
2. On the date specified to the employee at the initial meeting, the employee will be given written notice in a conference conducted by their supervisor as to the progress that had been required and a supervisor may grant additional time to make improvements. If the improvement is not satisfactory, a recommendation is submitted to the Superintendent for dismissal. If a satisfactory improvement has been made, a letter to the Superintendent stating this fact shall be written by the supervisor. The employee will be given a copy of the letter to the Superintendent with the statement that the employee has completed the supervisor's improvement plan.
3. If dismissal of the employee is recommended by the supervisor, the Superintendent will review this recommendation and notify the employee in writing of his decision. In the event the decision of the Superintendent is for dismissal, the employee may be terminated immediately.
Progressive Discipline Procedures. At the discretion of the District, except in those situations where immediate discipline is justified under provision of this Agreement, a permanent unit member whose work or conduct is such character as to incur discipline, the following steps will be followed:
Progressive Discipline Procedures. The administration may take progressive disciplinary action against any teacher for conviction of a felony or a major misdemeanor or for violations of, or failure to comply with, any provisions of this contract or any reasonable rules and regulations adopted by the Board of Education. Such disciplinary action shall be imposed as follows:
Progressive Discipline Procedures. The Administration may take progressive disciplinary action against any PSM for conviction of a felony, or a misdemeanor, or for violations of Ohio law, or failure to comply with any provisions of this contract, or for violations of Board policy, or any reasonable rules and regulations adopted by the Board of Education that are of like nature. The PSM will be notified of his/her right to representation at each step. Such disciplinary action will be imposed as follows:
A. Step 1 - first offense - Verbal warning to PSM in a conference with the principal. The verbal warning will be noted in the PSM’s personnel file.
B. Step 2 - second offense - The offense will be reduced to writing by the principal. The written reprimand will be signed and dated by the PSM and principal. The PSM’s signature will not indicate agreement with the reprimand's content, but shows only that the PSM has received a copy of the written reprimand. A copy of the written reprimand will be placed in the PSM’s personnel file.
C. The records of a disciplinary action against a PSM will not be considered in any subsequent disciplinary action and will be removed from all files if there has been no other formal investigation taken against the PSM for a period of five (5) years.
D. Upon the initiative of the Superintendent for good and just cause shown, Steps 1, and 2 above may be suspended, and a PSM brought before the Superintendent directly for disciplinary action. The Superintendent may suspend a PSM without pay for a period not to exceed five days. The PSM will be notified of his/her right to representation at each step.
E. Disciplinary action is subject to the grievance procedure as set forth in this Agreement. No PSM will be reprimanded or disciplined without just cause.
F. Nothing herein will preclude the Board of Education from instituting termination proceedings pursuant to Section 3319.16 and 3319.161 of the Ohio Revised Code at any time when, in the sole and exclusive discretion of the Board, it is determined such action is warranted
Progressive Discipline Procedures. 1. The first time a supervisor becomes aware of an infraction by an employee a verbal warning will be given and the employee will be informed of the possible consequences of continued infractions.
2. For repeated infractions of the same kind, the supervisor will give the unit member a written warning. The employee has the right to a conference with the supervisor, with union or other representation, to clarify and attempt to resolve and remediate the alleged misconduct.
3. Infractions of the same kind occurring after a written warning will result in a written reprimand. The employee shall have the right to conference with representation, to assess the reprimand with the supervisor.
4. If written reprimands do not resolve the problem, suspension of up to ten (10) days without pay may be implemented by the Board of Education after a full hearing on the matter.
5. Suspensions shall be with full pay pending final disposition of the case.
6. In the event the employee chooses not be represented by the Union, the Union shall be provided copies of all written documents relative to the case, and shall be granted reasonable time to respond to any proposed disciplinary action prior to the implementation of such discipline.
