Recommendation for Dismissal. If an educator is placed on a Performance Development Plan (PDP), any recommendation for dismissal of an employee because of ineffective performance, as specified on the educator’s PDP, shall not be made prior to the conclusion of a time period as set forth in the PDP for the purpose of correcting such deficiency or deficiencies.
Recommendation for Dismissal. Any recommendation for dismissal of an employee because of incompetent performance, as specified on the employee's assessment form, shall not be made prior to the conclusion of a time period as set forth in the assessment form for the purpose of correcting such deficiency or deficiencies.
Recommendation for Dismissal. If, as a result of either unsatisfactory performance or misconduct the supervisor recommends dismissal, the employee shall be given opportunity for a pre-termination hearing before the Superintendent or designee. The employee shall receive in writing a statement of reasons for the recommendation for dismissal, and shall have the opportunity to respond. The employee may be accompanied by a Union representative of their choice.
Recommendation for Dismissal. Normally when misconduct on the job re-occurs after a final written warning has been issued, the Manager will make a recommendation to his/her authorised manager that the employee be terminated. It should be made clear to the employee that his/her termination will be recommended to the MoR designated with the authority to dismiss where appropriate. There will be occasions when, because of the nature of the misconduct, a recommendation for dismissal will be the first step to be implemented in the process. Dismissal can only be approved by the MoR. Before such a recommendation occurs, the employee should be given the opportunity to respond to all allegations. The circumstances warranting the recommendation should be conveyed to the relevant Functional Director and the Director Human Resources and Organisational Effectiveness. Where the employee so requests, a union delegate must be advised by the Manager that the recommendation had been made. Where there has been a breach of a final warning for the same or similar behaviour, the employee should be immediately interviewed and suspended on pay pending an investigation and recommendation concerning termination. If there are reasons to delay the decision such as to give the employee time to marshal evidence or for Xxxxx Xxxxx itself to investigate allegations or responses put by the employee, the action could be deferred for a period of time, which should be relatively brief, with the written advice to the employee that disciplinary action has been stayed pending investigation. A letter of termination of employment issued to an employee must set out the reason for the termination and remind the employee of his/her appeal rights under this procedure. The MoR should be satisfied with answers arising from the checklist as per “Section 12 Termination Checklist” before endorsing recommendations for terminating an employee's employment.
