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.
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.
SUSPENSION DISCIPLINE. Preamble Whenever the Employer deems it necessary to censure an employee in a manner indicating that discipline, up to and including dismissal, may follow any repetition of the act, or acts, complained of, or referred to, or may follow if such employee fails to bring his or her work up to a required standard by a given date, the Employer shall abide by the following plan: The immediate supervisor shall have an informal discussion with the employee. The employee and the xxxxxxx shall be advised of the said step. If there is a repetition of the act, or acts, complained of, or within a period of six (6) months, there would be a more formal discussion between the supervisor and the employee. The xxxxxxx an officer of the Union shall attend this meeting, however, should the employee not wish Union representation,the employee shall notify the Union. If there is no improvement in the employee’s actions within a period of another six (6) months and, after another discussion with the supervisor concerned, the employee may be suspended without pay for up to three (3) days, depending on the severity of the infraction, to consider the consequences of his or her actions and to reflect upon his or her future with the Board. The xxxxxxx and/or an officer of the Union shall attend this meeting, however, should the employee not wish Union representation, the employee shall notify the Union. If all of the above fails to achieve a correction in the employee’s performance or behaviour, he or she may be further suspended or terminated.
SUSPENSION DISCIPLINE. Cause For Discipline Discharge or Suspension Procedure Unjust Suspension or Discharge Reprimand Access to Personnel File Political Action Protect ion SENIORITY Seniority Defined (Type of Bargaining Unit) Seniority List Loss of Seniority Transfer and Seniority Outside Bargaining Unit Departments Job Phase-out PROMOTIONS AND STAFF CHANGES Job Probation Period Notification t o Employee and Union LAYOFFS AND RECALLS Definition of Layoff Advance Notice of Layoff Retention of Seniority Severance Pay Layoff and Recall Procedure Seniority Layoff or Recall HOURS OF WORK Hours of Work Hours Work Day Changes Lunch Break Rest Periods Standby Time Sunday Rate OVERTIME Overtime Rates Meal Allowance Assigned Overtime Time Off Lieu of Overtime Pay SHIFTWORK Shift Work Bonus Split Shifts Shift Work Premium Shift Work Bonus -Recreation Facilities Recreation Janitors VACATIONS 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 SICK PROVISIONS Amount of Sick Leave Sick Leave Payout Sick Leave Bank Proof of Illness Medical Examinations Medical Care Leave Workers Compensation Board LEAVE OF ABSENCE 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 RETIREMENTPAY
SUSPENSION DISCIPLINE. Representation To Union Of Employee ARTICLE -EDUCATIONALPROGRAMS Employer Courses Involving FromWork Books And Or Pay Options -CORRESPONDENCE Employer And Job Evaluation Maintenance Rad-Circling Access To Personnel Removal I Work Start And Normal Work Week (12 Hour Article) And Overtime Vacation
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. When an employee is required to attend a meeting, the purpose of which is to render a decision concerning him or her, the is entitled to have, at his or her request, a union representative attend the meeting. The employee shall receive a minimum of one “day” notice of such a meeting and shall be advised of the right to have a union representative attend the meeting. When an employee is suspended from duty, the Corporation undertakes to notify the employee in writing of the reason for such suspension. The Corporation shall endeavour to give such notification at the time of suspension. The Corporation shall notify the Local President of the Alliance that such suspension has occurred. The Corporation agrees not to introduce as evidence in a hearing relating to disciplinary action, any document from the file of an employee, if an employee was not aware of its content in his or her file, 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. This, provided no disciplinary action was recorded during that period.
SUSPENSION DISCIPLINE. Where it appears during any meeting with an employee, and at which there is no Union representative present, that the nature of such a meeting must change to an investigation which could result in the disciplining of that employee, that meeting must be immediately terminated. When an employee is required to attend a the purpose of which is to conduct an investigation, or to render a disciplinary decision, that employee, the employee is entitled to have, at their request, a representative of the Union attend the meeting. Where practicable, and in a non-urgent situation, the Employer will make it’s best efforts to give at least one (1) day’s notice of such a meeting. No employee will be disciplined without just cause. When an employee is suspended duty or discharged, the Employer undertakes to the employee, in writing of the reason for such suspension or discharge. The Employer will give such notification at the time of the suspension or discharge.
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 consider several factors such as the seriousness of the offence, the Employee's length of service and other relevant mitigating factors.
