STAFF DISCIPLINE Sample Clauses
The STAFF DISCIPLINE clause establishes the rules and procedures for managing employee conduct within an organization. It typically outlines the types of behavior that are considered unacceptable, the steps for investigating alleged misconduct, and the possible disciplinary actions, such as warnings, suspension, or termination. By clearly defining expectations and consequences, this clause helps maintain workplace order and provides a fair process for addressing disciplinary issues.
STAFF DISCIPLINE. All formal disciplinary actions imposed upon bargaining unit members, must be for good and just cause and are subject to the grievance and arbitration procedures stated in Article III of the Contract. In the case of contract terminations, with or without suspension, the provisions and procedures specified in Ohio Revised Code, sections 3319.16 and 3319.161 will be followed.
1. All staff discipline will be done in private. A bargaining unit member may have an Association representative of their choice present at any meeting involving discipline or for the purpose of obtaining factual information that could lead to discipline.
STAFF DISCIPLINE. No bargaining unit member shall be reprimanded, suspended, or terminated without just cause. A member of the bargaining unit shall have the right to be represented by an Association representative of his or her choice at any conference with an administrator which he/she reasonably believes may result in disciplinary action. However, a disciplinary conference shall not be unreasonably delayed due to the unavailability of a specific Association representative. Disciplinary responses shall be commensurate with the teacher’s offense, and progressive discipline will be followed, where appropriate. However, the parties fully recognize that more serious offenses may be dealt with by appropriate disciplinary action up to and including termination depending upon the nature and severity of the misconduct. Disciplinary responses available to the Board include verbal or written reprimands, suspensions with or without pay and termination under Ohio Revised Code. Disciplinary measures may be repeated depending on the circumstances of the infraction. For disciplinary measures beyond written reprimand, employees shall be provided with notice of allegations prior to a scheduled meeting and an opportunity to be heard prior to the imposition of such discipline.
STAFF DISCIPLINE. The Board shall follow a progressive procedure in discipline and termination. However, this shall not limit the Board from taking more severe disciplinary action, up to and including termination, in cases of misconduct so serious that such action is necessary. Termination and discipline shall be subject to the grievance procedure.
STAFF DISCIPLINE. The Superintendent will have the authority to suspend staff members without pay for a period of up to ten (10) days for serious behavioral infraction.
STAFF DISCIPLINE. Maintaining appropriate procedures and standards for addressing misconduct and other inappropriate behavior by Professional Staff is a critical component in furthering an effective educational environment and in providing quality educational services to students. Off-duty conduct may result in discipline if it adversely impacts the District and is not a legally protected activity. Information about substantiated unprofessional conduct will not be suppressed or removed from a personnel file consistent with Revised School Code Section 1230b.
STAFF DISCIPLINE. Third Party shall discipline a Third Party User who inappropriately accesses or uses a UPMC Computer System or UPMC Confidential Information.
STAFF DISCIPLINE. Maintaining appropriate procedures and standards for addressing misconduct and other inappropriate behavior by Professional Staff is a critical component in furthering an effective educational environment and in providing quality educational services to students. Off-duty conduct may result in discipline if the conduct disrupts the learning environment, or school safety, and is not a legally protected activity. Information about substantiated unprofessional conduct will not be suppressed or removed from a personnel file consistent with Revised School Code Section 1230b. This Policy must be implemented consistent with Policy 1101.
A. Probationary Professional Staff Probationary Professional Staff discipline or demotion may occur for any lawful reason.
1. If the complaint alleges suspected child abuse or neglect, the matter must be immediately reported to Children’s
STAFF DISCIPLINE. A tenured teacher may choose the alternative performance review as developed by a joint Association-Administrative Committee. However, a tenured teacher who is in professional difficulty may be observed and evaluated using the statutory procedure in consecutive years.
STAFF DISCIPLINE. No bargaining unit member shall be reprimanded, suspended, or terminated without just cause. A member of the bargaining unit shall have the right to be represented by an Association representative of his or her choice at any conference with an administrator which he/she reasonably believes may result in disciplinary action. However, a disciplinary conference shall not be unreasonably delayed due to the unavailability of a specific Association representative. Disciplinary responses shall be commensurate with the teacher’s offense, and progressive discipline will be followed, where appropriate. However, the parties fully recognize that more serious offenses may be dealt with by appropriate disciplinary action up to and including termination depending upon the nature and severity of the misconduct. Disciplinary responses available to the Board include verbal or written reprimands, suspensions with or without pay and termination under Ohio Revised Code. Disciplinary measures may be repeated depending on the circumstances of the infraction. Before a teacher receives any form of discipline the following process shall occur:
1) Arrangements shall be made for a discovery conference. The teacher shall be notified of the purpose of the conference and the right to bring a representative of his/her choice to the conference not less than three (3) days prior to the conference. The circumstances shall be explored with the teacher allowing for time to respond and provide explanation of the incident prior to the imposition of any discipline. Following the conference, the Superintendent/Designee may issue discipline, which shall state the reason for the discipline. The teacher shall have the right to attach his/her rebuttal to the discipline. All discipline shall be subject to the grievance procedure in Article 5.
STAFF DISCIPLINE