Statement of Purpose and Policy. The school board members, administrators and certificated staff of the District are committed to providing the highest quality of instructional and educational services for the students of our community. A key component in the successful delivery of such services is an effective evaluation process which contains both the comprehensive and focused summative evaluation process, and long form and focused form for non-classroom teachers. This evaluation process, while meeting the criteria established by statute and contract, must be constructive and must take place in an atmosphere of trust and respect. It is designed as a cooperative effort which encourages productive dialogue, promotes professional growth and focuses on the continuous improvement of instruction. Since the primary focus of evaluation is to improve instruction, evaluation requires certificated staff to satisfactorily meet the criteria as established by statute and contract. The District and the staff believe that the best way to meet legal requirements, while focusing on improvement of instruction, is to establish a system which makes evaluation more meaningful, emphasizes professional growth through goal setting and relates evaluation to district goals. There are many legitimate styles and approaches to performing educational responsibilities, any of which may allow for high quality of education. The District Certificated Evaluation Process is designed to recognize and support certificated staff responsibility for their own professional growth and to recognize and support administrators’ role as instructional leaders dedicated to the professional growth of the staff. Toward this end, the district will continue to support new as well as ongoing evaluator and teacher learning on the Xxxxxxxxx Framework and student growth goals.
Statement of Purpose and Policy. The parties agree that employees shall maintain high standards of integrity, conduct and concern for the public interest and that the federal workforce shall be used efficiently and effectively. The purpose of discipline is to correct and improve employee behavior in order to promote the efficiency of the service. Disciplinary actions include reprimands, suspensions, reductions in grade or pay and removals. The specific penalty for an instance of misconduct shall be tailored to the facts and circumstances of the situation.
Statement of Purpose and Policy. 2.1 Normally discipline should be preceded by oral or written counseling which are informal in nature. Disciplinary or adverse action will be taken consistent with DOE Order 3750.1 when the alleged offense becomes known to management, and only for just and sufficient cause which will promote the efficiency of the Federal Service. The objective of discipline is to correct and improve employee behavior and is not to be punitive in nature. The concept of progressive discipline will guide managers in making decisions regarding discipline. A common pattern of progressive discipline is reprimand, short-term suspension, long-term suspension and removal. Any of these steps may be bypassed when the severe nature of the behavior makes a lesser form of discipline inappropriate or when required by regulation or law.
2.2 An employee may not be required to perform any activity they believe would place themselves or others in danger of death or serious bodily harm.
2.3 The action taken must be reasonable based upon the factual circumstances. Disciplinary actions will be fair and equitable, impartial and uniform, and will comply with relevant law, regulation and this collective bargaining agreement. Corrective action is taken only when necessary and then, to correct an adverse situation promptly and with equity. When possible, notices of proposal, decision and reprimand will be delivered personally in a private setting and explained to the employee. The employee shall be given the opportunity to acknowledge receipt in writing on a copy of the notice.
2.4 The employee will be guaranteed their due process right to have a fair hearing by an impartial hearing officer. The deciding official in a disciplinary action is the next higher level manager/supervisor in the employee’s chain of command. If the manager/supervisor in the employee’s chain of command has a specific conflict of interest, the deciding official shall be a designee (management official at the same or higher level) with full authority to render an impartial decision.
2.5 The procedures of this Article do not apply to the termination of any bargaining unit employee serving a probationary or trial period or an employee under a temporary appointment except as provided by law.
2.6 Title 5 USC § 4303 (c)(2), places a one (1) year time restriction on the age of instances used to support the demotion or removal of an employee for unacceptable performance. Instances of unacceptable performance more than 1 year old as of...
Statement of Purpose and Policy. The parties agree that the objective of discipline is to correct and improve employee behavior so as to promote the efficiency of the service. The parties agree to the concept of progressive discipline which is designed primarily to correct and improve employee behavior. A common pattern of progressive discipline is reprimand, short term suspension, long term suspension and removal. Any of these steps may be bypassed where management determines by the severe nature of the behavior that a lesser form of discipline would not be appropriate. The parties further agree that normally, discipline should be preceded by counseling and assistance including oral warnings which are informal in nature and not recorded. Counseling and warnings will be conducted privately and in such a manner so as to avoid embarrassment to the employee. Bargaining unit employees will be subject to disciplinary or adverse action only for just cause.
Statement of Purpose and Policy. The Company maintains a drug and alcohol free workplace. All employees have the responsibility to report and be at work in a fit condition to perform their jobs without unnecessary risk to themselves or other individuals. Therefore, the Union and the Company agree that the unlawful use, manufacture, dispensation, possession, purchase, sale or distribution of drugs which are illegal under federal or state law on Company property or Company time is strictly prohibited. Similarly, unauthorized use, possession, dispensation, purchase, sale or distribution of prescription drugs or alcohol on Company property or on an employee’s work time is not allowed. In addition, being under the influence of a drug which is illegal under federal or state law or alcohol while at work or on Company premises is strictly prohibited.
