Recommendation for termination. Recommendation for termination during the probationary period will be initiated by the Department Chairperson or Library Director in consultation with the faculty of the Department or Library. Only tenured department faculty will participate in these deliberations. The recommendation will be submitted by the Department Chairperson to the Xxxx of the College. Any department member, including the Department Chairperson, may have a dissenting opinion, clearly identified as such, either incorporated within or attached to the letter sent to the Xxxx. The recommendation will then be forwarded by the Xxxx or Library Director to the Xxxxxxx and Vice President for Academic Affairs who will report to the President. The recommendation of the President will be forwarded to the Board of Trustees which makes the final decision.
Recommendation for termination. The Administration and the Association agree that the following language shall define and apply to the P.D.E. Appeals Committee:
Recommendation for termination. The member shall have the right of representation throughout the procedures of a program of assistance for improvement.
Recommendation for termination. (fifteen (15) or identified pattern*) The employee’s work history performance, and any mitigating circumstances, such as employee’s work calendar and amount of awarded hours remaining, shall be taken into consideration. *Patterns of absenteeism can include patterns of specific missed days of the week or attempts to extend weekends (e.g. missing Fridays, Mondays, payday, etc.). Employees are expected to arrive at work at their scheduled time and leave at the end of their work day at the schedule time. Arriving late or leaving prior to the end of shift shall result in a partial day absence. Three
Recommendation for termination. 16.06 Upon one (1) year from the date of issue, written reprimands shall be expugnable from an employee’s file upon written request. Upon three (3) years from the date of issue, all suspensions shall be expugnable from an employee’s file upon written request. Within thirty (30) days from the request, Human Resources shall advise the employee whether or not the discipline has been removed. In considering whether or not to remove the discipline, management shall consider the nature of the offense, the length of time since the offense, and whether there has been a reoccurrence of any like and similar offense. A denial of an employee’s request and/or a failure by management to respond after 30 days may be subject to the grievance procedure.
16.07 In the event that discipline is rendered against an employee and results in a suspension of five (5) or less days, the employee shall have the option of forfeiting up to forty-eight (48), hours of vacation in a twelve (12) month period. If the employee chooses to forfeit vacation, the forfeiture shall be one hour of vacation of each one hour of the suspension. The forfeiture of vacation will constitute discipline of record, shall be accordingly noted in the employee’s personnel file, and shall constitute the final resolution of the departmental charges. No loss of seniority shall occur should the employee choose this option.
16.08 “No Call/No Show” Work Days:
A. A “no call/no show” work day occurs on each work day when an employee fails to notify his/her supervisor prior to the scheduled shift that he/she will not be at work and/or when the employee leaves work prior to the end of assigned/scheduled work time without prior supervisory approval. It is understood that an employee will not be paid for “no call/no show” hours unless Section B below applies.
B. Discipline will not be implemented in the event of an emergency or sickness beyond the control of the employee that makes prior notification impossible. Written explanations and/or documentation (where available) supporting such an emergency may be required by the employer.
C. A written reprimand for “no call/no show” shall be expungable under Article 16.06 upon two (2) years from the date of issue. A suspension for “no call/no show” shall be expungable under Article 16.06 upon five (5) years from the date of issue. Except for these time periods, all other rules in Article 16.06 for expunging discipline shall also apply to “no call/no show” discipline.
Recommendation for termination. The Administration and the Association agree that the following language shall define and apply to the P.D.E. Appeals Committee: PDE Appeals Committee (AC)
1. A standing Faculty PDE Appeals Committee (AC) shall be established. The membership of the AC shall be determined annually by January 1 of each year. The AC shall be composed of seven members serving one-year terms, three of whom are chosen by the President of the College, three of whom are chosen by the WCCEA, and one of whom is mutually agreed upon by the college President and the WCCEA. One alternate from each of the three categories shall also be selected. The college and the WCCEA, in accordance with established procedures, shall appoint co-chairs. Neither the faculty member requesting the appeal, nor the respective xxxx conducting the evaluation may serve on the AC to hear an appeal in which they are the principals.
2. Procedures involving the PDE Appeals Committee are related to the classification of faculty. For Professional Teaching Faculty: As noted above, Professional Teaching faculty have two (2) appropriate instances where they may submit an appeal to the AC. The first is during the “thirty (30) day period” between the distribution of administration determined criteria and the implementation of those criteria for evaluation. The second is at the end of a “full semester” of formal evaluation in the case that the Xxxx determines that the professional teaching faculty member needs to remain under formal evaluation. The responsibilities of the AC in both cases is outlined above. For Professional Counselors, Librarians, and Service Personnel, and Classified Faculty: Also noted above, the evaluation process for Professional Counselors, Librarians, and Service Personnel, and Classified Faculty remains the formal PDE process with the appropriate review for “following process” by the PDE Appeals Committee. The details of the AC involvement in this case is given below where reference to “faculty member” means Professional Counselor, Professional Librarian, Professional Service Personnel or Classified Faculty.
a. Steps of the Appeals Process All appeals must first be processed through the Informal Appeal Step, the Formal Appeal Step, and the Reconciliation Step. Faculty members may only access the grievance procedure after exhaustion of remedies available under the Informal and Formal Appeals Steps. Complaints filed under the grievance procedure shall be initiated at Step II of the grievance procedu...
