STANDARDS FOR PERFORMANCE AND CONDUCT. “Just cause" shall be defined as:
STANDARDS FOR PERFORMANCE AND CONDUCT. A. Just cause is required for disciplinary action. The type of employee conduct that supports just cause includes, but is not limited to, negligence, inefficiency, incompetence, inability or unwillingness to perform assigned duties, repeated and/or gross substandard performance of assigned duties, unsatisfactory attendance, insubordination, violation of the provisions of law or University rules, conduct unbecoming a public employee, misconduct, habitual drug abuse, or conviction of any crime involving moral turpitude. When determining whether just cause exists, the following questions should be considered:
1. Was the employee given advance warning or knowledge of possible or probable disciplinary consequences of the employee’s conduct?
2. Was the rule or managerial order reasonably related to the orderly, efficient, and safe operation of the job function?
3. Before administering discipline to an employee, was an effort made to discover whether the employee did, in fact, violate or disobey a rule of management?
4. Was the investigation or conduct review administered fairly and objectively?
5. Have the rules, orders, and penalties been applied evenly and without discrimination to all employees?
6. During the investigation or conduct review, was there developed substantial evidence or proof that the employee was guilty of the offense as claimed?
7. Is the degree of discipline reasonably related to the seriousness of the proven offense and the employee’s record of service with the University?
B. A supervisor’s activities regarding disciplinary action should be conducted in such a way that all of the above questions could be answered “yes” if the facts were reviewed at a later date. However, the failure to answer “yes” to any one of these questions shall not automatically constitute grounds for reversing a disciplinary action. For instance, and by way of example only, if the grievance officer or arbitrator concludes that the University’s investigation was deficient in some respect, but that the deficiency was such that the employee was not prejudiced, the grievance officer or arbitrator may decide to uphold the discipline imposed by the University. Similarly, and by way of example only, the University’s failure to meet the literal requirements of notice, reasonable rule, equal treatment or penalty, may be excused by the grievance officer or arbitrator either because there was no demonstrable injury to the employee or because the University acted within the boun...
STANDARDS FOR PERFORMANCE AND CONDUCT. The State Board of Education has established standards for performance and conduct. These standards are the standards for performance and conduct for certified and licensed teachers employed by Kremlin-Hillsdale School and are included in the addendum on page 11. The superintendent will formulate the calendar for the following year. The CTA president will then be consulted for suggested changes and will initial agreed-upon calendar. The calendar will be submitted to the Board.
