SUSPENSION DISCIPLINE. Discipline is sometimes necessary to deal with infractions of school rules, board policy, law or other acts disruptive of the educational process. For this reason, a progressive discipline system will be utilized in the district. The specific components of this progressive discipline system include, but are not limited to, those listed below. Administrators will have the discretion to decide which component is most appropriate to the behavior of the teacher, depending on the nature and/or frequency of the offense. Disciplinary actions will begin at the appropriate step, not necessarily at the beginning, but should progress from that point.
a. Verbal warning
b. Written memo
SUSPENSION DISCIPLINE. An employee may be disciplined for just cause. When an employee is suspended from duty, or discharged, the Employer undertakes to notify the employee in writing of the reason within a reasonable period of time. An employee who does not receive the written reason for suspension, or discharge, at the time of his or her suspension, or discharge, shall be deemed suspended with pay until the written notice is received. The Employer shall notify the local President of the Alliance that such suspension, or discharge, has occurred, preferably at the time but in any case no later than (48) hours after the suspension or discharge. Discipline, when imposed, shall be imposed timely manner. An employee shall be made aware of all disciplinary reports that have been placed on the employee's file. Where the employee has not been made aware of such a report within fourteen (14) days conclusion of the investigation, then no such report shall be introduced as evidence in a hearing relating to disciplinary action. An employee shall receive a copy of any disciplinary report placed on the employee's file. The Employer will initiate any disciplinary investigation no later than fifteen (15) days after the incident comes the Employer's attention and advise the local President that such investigation has commenced. Any document or related to disciplinary action, which may have been placed on the personnel file of an employee shall be destroyed after twenty-four (24) months have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period.
SUSPENSION DISCIPLINE. Burden of Proof Dismissal Suspension Dismissal and Suspension Grievance Right to Grieve Other Disciplinary Action Performance Appraisal Personnel File Right to Have Xxxxxxx Present Probationary Period Abandonment of Position Sexual Harassment Personal Harassment Seniority Defined Seniority List Loss of Seniority Re-employment Same Service Date Bridging of Service Job Union Observer During Selection Process Outside Advertising Appointment Policy Notification Decision between Internal Candidates Transfers without Posting Interview Expenses Trial Period Right to Grieve Temporary Vacancies Screening Committee Cause Labour Adjustment Layoff Procedure Notice and SeverancePay Recall Early Retirement Incentive Hours of Work Work Schedules Conversion of Hours Rest Periods and Clean-up Time Stand-by Meal Periods Points of Assembly and Work Start Times Flextime Modified Workweek of Shifts Shift Premiums Notice of New Work Schedules or Shifts Short Changeover Premium Exchange of Shifts Allocation of Split Shifts
SUSPENSION DISCIPLINE. The Employer shall have the right to suspend with or without pay and/or discharge an employee for just and sufficient cause. Prior to suspending or discharging an employee, the Employer shall examine several factors such as the seriousness of the offence, the employees length of service, and other relevant mitigatingfactors. When employees are to be suspended from duty, the Employer shall notify the employee in writing of the reasons for such suspension within twenty four
SUSPENSION DISCIPLINE. 23.01 Where it appears during any meeting with an employee, that the nature of such a meeting must change to an investigation which could result in the discipline of that employee, the employee must be informed of their right to Local Union Representation and the meeting terminated. In the event the employee requests Local Union Representation, a discipline investigation meeting will be scheduled as soon as practically possible after the employee has the opportunity to obtain and consult with Local Union Representation.
(a) Where an employee is required to attend a meeting, the purpose of which is to conduct a discipline investigation the employee is entitled to have, at their request, a Local Union Representative attend the meeting. Where practical, the employee shall receive a minimum of forty-eight (48) hours notice of such a meeting and written notice (including reasons) of such a meeting.
(b) Where an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him/her, the employee is entitled to have, at their request, a Local Union Representative attend the meeting. Where practical, the employee shall receive a minimum of twenty- four (24) hours notice of such a meeting and shall be advised that the purpose of the meeting is to impose discipline.
23.03 No employee will be disciplined without just cause. Where an employee is disciplined in accordance with Article 23.02(b), or suspended pending investigation, the Employer undertakes to notify the employee in writing of the reason for such discipline or suspension pending investigation where practical and no later than seventy-two (72) hours from when the discipline was imposed or the suspension pending investigation.
23.04 Discipline shall be imposed in a timely manner. An employee shall be made aware of all disciplinary notations or reports that have been placed on the employee’s file. Where the employee has not been made aware of such a notation or report within fourteen (14) days of the assessment of discipline, then no such notation or report shall be introduced as evidence in a hearing relating to disciplinary action. An employee shall receive a copy of any disciplinary report or written reprimand placed on the employee’s file. In the event a disciplinary matter is referred to arbitration, both parties shall exchange all documents which shall be used at the hearing by agreement prior to the date of the hearing, and if any document is sought to be...
SUSPENSION DISCIPLINE. AND DISCHARGE 15 Section 1. Just Cause 15 Section 2. Notification in Writing 15 Section 3. Expiration of Prior Disciplinary Action for Future Use in Progressive Discipline 15 Section 4. Prompt Action 16 Section 5. Suspensions 16
SUSPENSION DISCIPLINE. An employee requiring discipline shall be notified of his discipline in writing, within a reasonable timeframe, following the incident. A copy of the notice shall be sent to the Secretary of the Union at the same time. When an employee is suspended from duty, the Employer undertakes to notify the employee in writing of the reason for such suspension. The Employer shall endeavour to give such notification at the time of suspension. The Employer shall notify the local representative of the Alliance that such suspension has occurred. When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the Alliance attend the meeting. Where practicable, the employee shall receive a minimum of one notice of such a meeting. The Employer agrees not to introduce as evidence in a hearing relating to disciplinary action any document from the file of an employee the content of which the employee was not aware of at the time of filing or within a reasonable period thereafter. Any document or written statement related to disciplinary action, which may have been placed on the personnel file of an employee shall be destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period.
SUSPENSION DISCIPLINE. Burden of Proof In all cases of the burden of proof of just cause shall rest with the Employer, Right to Xxxxxxx
SUSPENSION DISCIPLINE. Burden of Proof., Right to Xxxxxxx Right to Grieve Disciplinary Action Suspension or Discharge Probationary Abandonment of Position Service Seniority Defined seniority Loss of Seniority for a Regular Employee Loss of Seniority for an Auxiliary Employee Re-employment Filling Vacancies Without Posting., Filling Vacancies Through Posting Job Posting Information Temporary Xxxxxxx Posting Interview Filling of Regular Vacancies Role of Seniority in Layoff No Layoff of Senior Regular Employees Relocation Temporary Assignment Within Seniority Blocks Hours of Work Work Schedules Conversion of Hours Rest Periods Standby Provisions Meal Periods
SUSPENSION DISCIPLINE. Cause For Discipline Discharge or Suspension Procedure Unjust Suspension or Discharge Reprimand Access to Personnel File Political Action Seniority Defined (Type of Bargaining Unit) Seniority List Transfer and Seniority Outside Bargaining Unit Departments PROMOTIONS AND STAFF CHANGES Job Probation Period Notification t o Employee and Union Definition of Layoff Advance Notice of Layoff Retention of Seniority Severance Pay Layoff and Recall Procedure Seniority Layoff or Recall Hours of Work Work Day Changes Lunch Break Rest Periods Standby Time Sunday Rate Overtime Rates Meal Allowance Assigned Overtime Time Off Lieu of Overtime Pay Shift Work Bonus Split Shifts Shift Work Premium Shift Work Bonus -Recreation Facilities Recreation Janitors List of Holidays Holidays Falling on Weekends Qualifications for Paid Holidays Holidays During Vacation Christmas and New Holidays Vacation Entitlement Regulations Vacation Entitlement Vacation Bonus Employment Standards Act Consecutive Vacation Period Supplementary Vacations Amount of Sick Leave Sick Leave Payout Sick Leave Bank Proof of Illness Medical Examinations Medical Care Leave Workers Compensation Board For Union Business Bereavement Leave Mourner s Leave Special Leave Leave of Absence for Union or Public Activities General Leave Jury Duty Maternity and/or Parental Leave Paternity Leave PAYMENT OF WAGES AND ALLOWANCES Schedules Temporary Appointments New Positions Pay Cheques Base Rate Formula Temporary Transfers Outside of the Bargaining Unit Definition of Special Wage Adjustment Wages
