Common use of Right to Due Process Clause in Contracts

Right to Due Process. ‌ A. No employee shall be disciplined, discharged, non-renewed, or deprived of professional advantage without just cause. The specific grounds forming the basis for any of the above actions will be made available to the employee and Association in writing. Discipline shall be progressive and any action taken against an employee shall be appropriate to the behavior, which precipitates said action. Any such discipline, including adverse evaluation of certificated personnel performance shall be subject to the grievance procedure hereinafter set forth, except as limited therein. B. An employee shall be entitled to and be informed of his/her right to have representation of the Association prior to any disciplinary action excluding supervisory criticism or suggestions for improvement or oral warnings verbal/reprimands, which independently do not form a basis for formal action. When a request for such representation is made, no action shall be taken with respect to the employee until such representation of the Association is present. C. Any complaint or charge of misconduct made against an employee by any parent, student, or other person will be promptly called to the attention of the certificated employee. D. When charges of misconduct are made against an employee by any parent, student, or other person which results in an investigation, the principal will give notice of the allegations to the employee within fifteen (15) working days of commencement of the investigation. Any investigation will include an opportunity for the employee to respond to all allegations lodged against him/her. When investigating such charges, the investigation materials and results will be maintained in the District files, except in those instances when the employee is disciplined as a result of the investigation, then the letter of discipline will be placed in the personnel file. The employee will also be given written notice of the results of the investigation within fifteen (15) working days of completion of the investigation.

Right to Due Process. ‌ A. No employee shall All employees within the bargaining unit are entitled to due process. The Board agrees to make clear expectations for employees. Letters of Direction will be disciplinedused by the District to clarify expectations, dischargedprior to initiating progressive discipline where appropriate under the circumstances. The Board agrees to follow a policy of progressive discipline, non-renewedwhere appropriate under the circumstances, which includes written warnings and reprimands, suspension with pay, suspension without pay, or deprived of professional advantage without just causedischarge. The specific grounds forming the basis for any of the above actions will be made available to the employee and Association in writing. Discipline shall be progressive and any Any disciplinary action taken against an employee shall be appropriate to the behavior, behavior which precipitates said such action. No employee shall be disciplined (including warnings, reprimands, suspensions or discharge) without just or sufficient cause. Any such discipline, including adverse evaluation of certificated personnel performance discipline shall be subject to the grievance procedure hereinafter set forthprocedure. The District will notify the Association as to the occurrence of the disciplinary action. Any derogatory document not provided to an employee within fifteen (15) working days after receipt or composition shall not be allowed as evidence in any grievance or in any disciplinary action against such employee. No evaluation, except as limited therein. B. An correspondence, or other material making derogatory reference to an employee’s character or manner shall be kept or placed in his/her personnel file(s) without the employee having indicated he/she has seen the material by signing and dating it, being provided a copy of the material, and having the opportunity to attach his/her own comments. Such written response shall become part of the employee’s written personnel records. Employees have the right to have a representative of the Association and/or counsel present when being disciplined. In the event disciplinary action is to be taken, the employee shall be entitled to and be informed advised of his/her the right to have representation of the Association prior to any disciplinary action excluding supervisory criticism or suggestions for improvement or oral warnings verbal/reprimands, which independently do not form a basis for formal actionbeing taken. When a request for such representation is made, no action shall be taken with respect to the employee until such representation of the Association and/or counsel is present. C. Any complaint or charge of misconduct made against . Employees, who are subject to an employee by any parentinvestigatory conference for possible disciplinary action, student, or other person will be promptly called notified by the district in advance that the employee has the right to representation during the conference involving the district and the employee. All information forming the basis for any disciplinary action shall be made available to the attention of the certificated employee. D. When charges of misconduct are made against an employee by any parent, student, or other person which results in an investigation, the principal will give notice of the allegations to the employee within fifteen (15) working days of commencement of the investigation. Any investigation will include an opportunity for the employee to respond to all allegations lodged against him/her. When investigating such charges, the investigation materials and results will be maintained in the District files, except in those instances when the employee is disciplined as a result of the investigation, then the letter of discipline will be placed in the personnel file. The employee will also be given written notice of the results of the investigation within fifteen (15) working days of completion of the investigation.

Right to Due Process. ‌ A. No employee shall be disciplined, discharged, non-renewed, or deprived of professional advantage without just cause. The specific grounds forming the basis for any of the above actions will be made available to the employee and Association in writing. Discipline shall be progressive and any action taken against an employee shall be appropriate to the behavior, which precipitates said action. Any such discipline, including adverse evaluation of certificated personnel performance shall be subject to the grievance procedure hereinafter set forth, except as limited therein. B. An employee shall be entitled to and be informed of his/her right to have representation of the Association prior to any disciplinary action excluding supervisory criticism or suggestions for improvement or oral warnings verbal/reprimands, which independently do not form a basis for formal action. When a request for such representation is made, no action shall be taken with respect to the employee until such representation of the Association is present. C. X. Any complaint or charge of misconduct made against an employee by any parent, student, or other person will be promptly called to the attention of the certificated employee. D. When charges of misconduct are made against an employee by any parent, student, or other person which results in an investigation, the principal will give notice of the allegations to the employee within fifteen (15) working days of commencement of the investigation. Any investigation will include an opportunity for the employee to respond to all allegations lodged against him/her. When investigating such charges, the investigation materials and results will be maintained in the District files, except in those instances when the employee is disciplined as a result of the investigation, then the letter of discipline will be placed in the personnel file. The employee will also be given written notice of the results of the investigation within fifteen (15) working days of completion of the investigation.

Right to Due Process. ‌ A. No employee shall be disciplined, discharged, non-renewed, or deprived of professional advantage without just cause. The specific grounds forming the basis for any of the above actions will be made available to the employee and Association in writing. Discipline shall be progressive and any action taken against an employee shall be appropriate to the behavior, which precipitates said action. Any such discipline, including adverse evaluation of certificated personnel performance shall be subject to the grievance procedure hereinafter set forth, except as limited therein. B. An employee shall be entitled to and be informed of his/her right to have representation of the Association prior to any disciplinary action excluding supervisory criticism or suggestions for improvement or oral warnings verbal/reprimands, which independently do not form a basis for formal action. When a request for such representation is made, no action shall be taken with respect to the employee until such representation of the Association is present. C. X. Any complaint or charge of misconduct made against an employee by any parent, student, or other person will be promptly called to the attention of the certificated employee. D. When charges of misconduct are made against an employee by any parent, student, or other person which results in an investigation, the principal will give notice of the allegations to the employee within fifteen (15) working days of commencement of the investigation. Any investigation will include an opportunity for the employee to respond to all allegations lodged against him/her. When investigating such charges, the investigation materials and results will be maintained in the District files, except in those instances when the employee is disciplined as a result of the investigation, then the letter of discipline will be placed in the personnel file. The employee will also be given written notice of the results of the investigation within fifteen (15) working days of completion of the investigation.fifteen