Student Problems Clause Samples

Student Problems. The District and the drivers shall employ a uniform disciplinary system to deal with student rider problems. Enforcement of this provision shall be the responsibility of the Superintendent or designee.
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Student Problems. Employees will be notified of students with special medical conditions or behavior issues which impact their ability to appropriately ride a school bus.
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Student Problems. When a student’s behavior is such that special attention is required, the employee shall provide written, dated, notice to the school principal. A duplicate copy shall be retained by the employee. The school principal will arrange and conduct a meeting within one week between the employee, the student, the student’s parent(s), if the principal deems a meeting is necessary to make a decision, and will render a decision. Should a student cause serious disruption to the personal safety of the employee and other students, the employee shall report the incident immediately that may result in the emergency removal of the disruptive student by the school principal. Employees may use necessary physical force to protect him/herself, another employee, or student(s) from possible injury from a disruptive student. Employees shall report such instances in writing to the Treasurer within 24-hours. Such report shall be forwarded to the Superintendent for action as may be deemed necessary. The Superintendent shall inform the employee, in writing, of the disposition taken.
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Student Problems. 1. If necessary, a teacher may temporarily remove a disruptive student from his/her classroom in accordance with Ohio law, and take the student to the area designated for that purpose. If the student is covered by the IDEA, said removal shall be consistent with the student’s IEP and IDEA regulations. Following any such removal, the teacher will document in writing the reason(s) for such removal. 2. Reinstatement in the curricular or extra-curricular activity shall be in accordance with ORC Section 3313.66. 3. Should the Administration or teacher desire, a conference may be scheduled concerning the disruptive student. This conference will normally take place at a time when the professional staff member does not have a class. For a student that is on IEP, the manifest determination process shall take the place of a conference. 4. Teachers may, within the scope of their employment, use and apply such amount of force and restraint as is reasonable and necessary to quell a disturbance threatening physical injury to others, to obtain possession of weapons or other dangerous objects upon the person or within the control of the pupil, for the purpose of self-defense, or for the protection of persons or property as stated in ORC Section 3319.41 (G). 5. Except as otherwise provided by the Individuals With Disabilities Education Act, Section 504 of the Rehabilitation Act, the Americans With Disabilities Act, or other applicable state and federal laws and regulations or as otherwise ordered by a court, a student who physically attacks or makes violent threats to a teacher shall not be returned to that teacher's classroom until consequences have been served.
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Related to Student Problems

  • Problems To endeavour to resolve in a fair and just manner any problems, grievances or difficulties which may be encountered while you volunteer with us;

  • Problem Solving Employees and supervisors are encouraged to attempt to resolve on an informal basis, at the earliest opportunity, a problem that could lead to a grievance. If the matter is not resolved by informal discussion, or a problem-solving meeting does not occur, it may be settled in accordance with the grievance procedure. Unless mutually agreed between the Employer and the Union problem-solving discussions shall not extend the deadlines for filing a grievance. The Union ▇▇▇▇▇▇▇ or in their absence, the Local Union President, or Area ▇▇▇▇▇▇▇, or Chief ▇▇▇▇▇▇▇, either with the employee or alone, shall present to the appropriate supervisor a written request for a meeting. If the supervisor agrees to a problem- solving meeting, this meeting shall be held within fourteen (14) calendar days of receipt of the request. The supervisor, employee, Union ▇▇▇▇▇▇▇, and up to one (1) other management person shall attempt to resolve the problem through direct and forthright communication. If another member of management is present that person will not be hearing the grievance at Step Two, should it progress to that Step. The employee, the Union ▇▇▇▇▇▇▇ or in their absence, the Local Union President, or Area ▇▇▇▇▇▇▇, or Chief ▇▇▇▇▇▇▇, may participate in problem-solving activities on paid time, in accordance with Article 31, Union Rights, Section 1H.

  • Emergency Medical Condition a medical condition manifesting itself by acute symptoms of sufficient severity (including severe pain) that a prudent layperson, who possesses an average knowledge of health and medicine, could reasonably expect the absence of immediate medical attention to result in the following: a) Placing the health of the individual (or, with respect to a pregnant woman, the health of the woman or her unborn child) in serious jeopardy; b) Serious impairment to bodily functions; or c) Serious dysfunction of any bodily organ or part.

  • Elements Unsatisfactory Needs Improvement Proficient Exemplary IV-A-1. Reflective Practice Demonstrates limited reflection on practice and/or use of insights gained to improve practice. May reflect on the effectiveness of lessons/ units and interactions with students but not with colleagues and/or rarely uses insights to improve practice. Regularly reflects on the effectiveness of lessons, units, and interactions with students, both individually and with colleagues, and uses insights gained to improve practice and student learning. Regularly reflects on the effectiveness of lessons, units, and interactions with students, both individually and with colleagues; and uses and shares with colleagues, insights gained to improve practice and student learning. Is able to model this element.

  • Professional Development; Adverse Consequences of School Exclusion; Student Behavior The Board President or Superintendent, or their designees, will make reasonable efforts to provide ongoing professional development to Board members about the adverse consequences of school exclusion and justice-system involvement, effective classroom management strategies, culturally responsive discipline, appropriate and available supportive services for the promotion of student attendance and engagement, and developmentally appropriate disciplinary methods that promote positive and healthy school climates, i.e., Senate Bill 100 training topics. The Board will conduct periodic self-evaluations with the goal of continuous improvement. New Board Member Orientation The orientation process for newly elected or appointed Board members includes: