Common use of Teacher Discipline Clause in Contracts

Teacher Discipline. A. It is agreed that informal disciplinary actions are the first steps taken in constructive discipline and are to be taken by administrators in situations of a minor nature involving the teacher’s conduct or job performance. Disciplinary actions will be administered in a fair and equitable manner, and, where practical, in a private manner with an appropriate substantive investigation of the key individuals involved. B. The information regarding proposed and implemented discipline of teachers shall be considered confidential, privileged information, only to be released to administrators who work with the teacher, the superintendent, and, if appropriate, to the Board of Education. The teacher may release information regarding the discipline to any appropriate party. C. Discipline of a teacher will be progressive and/or sequential, and appropriate to the severity of the infraction, except in those situations that constitute a breach of board policy that could impair the effective operation of the school, or a potential criminal violation. The sequence of discipline shall be as follows: 1. Counseling shall be the first step to a minor infraction such as lateness to work, professionalism or professional responsibilities. Documentation may occur for the record, but no written record will be placed in the professional employee’s personnel file. 2. Oral reprimand transmitted directly to the teacher, acknowledged by the teacher, and recorded in the building personnel file only as the existence of the reprimand, without extensive detail. 3. Once the administrator determines that a written reprimand is necessary, a face-to-face meeting with the teacher shall occur within three (3) business days unless there are extenuating circumstances. It shall contain sufficient details of the incident to allow understanding by the teacher who shall submit a written response to the allegations within three (3) business days unless there are extenuating circumstances. The response shall be attached to the reprimand, and both will remain in the teacher’s building personnel file. There shall be no further appeal of the reprimand. A series of oral reprimands can be grouped together under unprofessional behavior. 4. In the event of the failure of a teacher to correct the behavior identified in the written reprimand, the teacher may be placed on a written behavior plan and a timeline for meeting those expectations. The written behavior plan shall provide an opportunity for the teacher to object in writing to elements of the plan within three (3) business days unless there are extenuating circumstances. Any objections shall be resolved by the Superintendent, or Associate Superintendent within five (5) business days unless there are extenuating circumstances. 5. If the teacher does not satisfactorily meet the goals of the behavior plan, or if the teacher’s behavior becomes insubordinate, the immediate supervisor shall notify the Executive Director of Personnel Services. The Superintendent shall have the authority to suspend the teacher with pay, pending further review. With permission of the teacher, notification will be sent to the JCEA President. 6. Any reprimand or written behavior plan that is resolved may not be referenced after 13 calendar months and shall be purged at the end of that school year. 7. If the teacher does not correct the issues identified as the basis for the suspension with pay, or if the behavior is serious enough to warrant termination of employment, the Superintendent will notify the teacher of the intent to recommend suspension without pay to the Board of Education. All protection pursuant to Article XV of this agreement will be followed. 8. The administration shall notify the teacher in advance of any potential disciplinary action when setting up a meeting. The teacher is entitled to be represented in any disciplinary proceeding under this provision. D. The Discipline Committee will review Article X-Teacher Discipline and make recommendations for changes, additions, amendment to the Negotiations Team. 1. The discipline committee will create the parameters of a behavior plan to ensure that it does not circumvent due process. 2. The discipline committee will consist of four (4) members appointed by the President of JCEA, and four (4) members appointed by the Superintendent.

Teacher Discipline. A. It is agreed that informal disciplinary actions are the first steps taken in constructive discipline and are to be taken by administrators in situations of a minor nature involving the teacher’s conduct or job performance. Disciplinary actions will be administered in a fair and equitable manner, and, and where practical, possible in a private manner with an appropriate substantive investigation of the key individuals involved. B. The information regarding proposed and implemented discipline of teachers shall be considered confidential, privileged information, only to be released to administrators the administrator(s) who work work(s) with the teacher, the superintendent, and, if appropriate, to the Board of Education. The teacher may release information regarding the discipline to any appropriate party. C. Discipline of a teacher will be progressive and/or sequential, and appropriate to the severity of the infraction, except in those situations that constitute a breach of board policy that could impair the effective operation of the school, or a potential criminal violation. The sequence of discipline shall be as follows: 1. Counseling A conference shall be the first step to a minor infraction such as as; lateness to work, professionalism or professional responsibilities. Documentation may occur for the record, but no written record will be placed in the professional employee’s personnel file. 2. Oral The second step shall be an oral reprimand transmitted directly to the teacher, acknowledged by the teacher, and recorded in the building personnel file only as the existence of the reprimand, without extensive detail. 3. Once the administrator determines that a written reprimand is necessary, a face-to-face to face meeting with the teacher shall occur within three (3) 3 business days unless there are extenuating circumstances. It shall contain sufficient details of the incident to allow understanding by the teacher who shall submit a written response to the allegations within three (3) 3 business days unless there are extenuating circumstances. The response shall be attached to the reprimand, and both will remain in the teacher’s building personnel file. There shall be no further appeal of the reprimand. A series of oral reprimands can be grouped together under unprofessional behavior. 4. In the event of the failure of a teacher to correct the behavior identified in the written reprimand, the teacher may be placed on a written behavior plan and a timeline for meeting those expectations. The written behavior plan shall provide an opportunity for the teacher to object in writing to elements of the plan within three (3) 3 business days unless there are extenuating circumstances. Any objections shall be resolved by the Superintendent, or Associate Superintendent within five (5) 5 business days unless there are extenuating circumstances. 5. If the teacher does not satisfactorily meet the goals of the behavior plan, or if the teacher’s behavior becomes insubordinate, the immediate supervisor shall notify the Executive Director of Personnel ServicesSuperintendent. The Superintendent shall have the authority to suspend the teacher with pay, pending further review. With permission of the teacher, notification will be sent out to the JCEA OEA President. 6. Any reprimand or written behavior plan that is resolved may not be referenced after 13 calendar months and shall be purged at the end of that school year. 7. If the teacher does not correct the issues identified as the basis for the suspension with pay, or if the behavior is serious enough to warrant termination of employment, the Superintendent will notify the teacher of the intent to recommend suspension without pay to the Board of Education. All protection pursuant to Article XV of this agreement will be followed. 8. The administration shall notify the teacher in advance of any potential disciplinary action when setting up a meeting. The teacher is entitled to be represented in any disciplinary proceeding under this provisionArticle. D. The Discipline Committee will review Article X-Teacher Discipline 9. In the event a teacher’s contract is terminated for cause, the teacher in entitled only to a prorated share of the contractual sum of wages and make recommendations for changes, additions, amendment benefits equal to the Negotiations Teamamount that the teacher earned from time in service. 1. The discipline committee will create the parameters of a behavior plan to ensure that it does not circumvent due process. 2. The discipline committee will consist of four (4) members appointed by the President of JCEA, and four (4) members appointed by the Superintendent.

Teacher Discipline. A. 1. It is agreed that informal disciplinary actions are the first steps taken in constructive discipline and are to be taken by administrators in situations of a minor nature involving the teacher’s conduct or job performance. Disciplinary actions will be administered in a fair and equitable manner, and, where practical, in a private manner with an appropriate substantive investigation of the key individuals involved. B. 2. The information regarding proposed and implemented discipline of teachers shall be considered confidential, privileged information, only to be released to administrators who work with the teacher, the superintendentDirector, and, if appropriate, to the ANW Board of Education. The teacher may release information regarding the discipline to any appropriate party. C. 3. Discipline of a teacher will be progressive and/or sequential, and appropriate to the severity of the infraction, except in those situations that constitute a breach of board policy that could impair the effective operation of the school, or a potential criminal violation. The sequence of discipline shall be as follows: 1. a. Counseling shall be the first step to a minor infraction such as lateness to work, professionalism or professional responsibilitiesinfraction. Documentation may occur for the record, but no written record will be placed in the professional employee’s personnel file. 2. b. Oral reprimand transmitted directly to the teacher, acknowledged by the teacher, and recorded in the building personnel file only as the existence of the reprimand, without extensive detail. 3. c. Once the administrator determines that a written reprimand is necessary, the teacher will be notified and a face-to-face to face meeting with the teacher shall occur within three (3) 3 business days unless there are extenuating circumstances. It shall contain sufficient details of the incident to allow understanding by the teacher who shall submit a written response to the allegations within three (3) 10 business days unless there are extenuating circumstances. The response shall be attached to the reprimand, and both will remain in the teacher’s building personnel file. There shall be no further appeal of the reprimand. A series of oral reprimands can be grouped together under unprofessional behavior. 4. d. In the event of the failure of a teacher to correct the behavior identified in the written reprimand, the teacher may be placed on a written behavior plan of improvement and a timeline for meeting those expectations. The written behavior plan shall provide an opportunity for the teacher to object in writing to elements of the plan within three (3) 10 business days unless there are extenuating circumstances. Any objections shall be resolved by the Superintendent, or Associate Superintendent Director within five (5) 5 business days unless there are extenuating circumstances. 5. e. If the teacher does not satisfactorily meet the goals of the behavior planplan of improvement, or if the teacher’s behavior becomes insubordinate, the immediate supervisor shall notify the Executive Director of Personnel ServicesDirector. The Superintendent Director shall have the authority to suspend the teacher with pay, pending further review. With permission of the teacher, notification will be sent to the JCEA ANW-EA President. 6. f. Any reprimand or written behavior plan of improvement that is resolved may not be referenced after 13 calendar months and shall be purged at the end of that school year. 7. g. If the teacher does not correct the issues identified as the basis for the suspension with pay, or if the behavior is serious enough to warrant termination of employment, the Superintendent Director will notify the teacher of the intent to recommend suspension without pay to the Board of Education. All protection pursuant to Article XV of this agreement will be followed. 8. The administration shall notify the teacher in advance of any potential disciplinary action when setting up a meeting. h. The teacher is entitled to be represented in any disciplinary proceeding under this provision. D. i. The Discipline Committee will review Article X-Teacher Discipline and make recommendations for changes, additions, amendment to the Negotiations Team. 1. The discipline committee Director will create the parameters of a behavior plan of improvement to ensure that it does not circumvent due process. 2. The discipline committee will consist of four (4) members appointed by the President of JCEA, and four (4) members appointed by the Superintendent.

Teacher Discipline. A. It is agreed that informal disciplinary actions are the first steps taken in constructive discipline and are to be taken by administrators in situations of a minor nature involving the teacher’s conduct or job performance. Disciplinary actions will be administered in a fair and equitable manner, and, and where practical, possible in a private manner with an appropriate substantive investigation of the key individuals involved. B. The information regarding proposed and implemented discipline of teachers shall be considered confidential, privileged information, only to be released to administrators the administrator(s) who work work(s) with the teacher, the superintendent, and, if appropriate, to the Board of Education. The teacher may release information regarding the discipline to any appropriate party. C. Discipline of a teacher will be progressive and/or sequential, and appropriate to the severity of the infraction, except in those situations that constitute a breach of board policy that could impair the effective operation of the school, or a potential criminal violation. The sequence of discipline shall be as follows: 1. Counseling A conference shall be the first step to a minor infraction such as as; lateness to work, professionalism or professional responsibilities. Documentation may occur for the record, but no written record will be placed in the professional employee’s personnel file. 2. Oral The second step shall be an oral reprimand transmitted directly to the teacher, acknowledged by the teacher, and recorded in the building personnel file only as the existence of the reprimand, without extensive detail. 3. Once the administrator determines that a written reprimand is necessary, a face-to-face meeting with the teacher shall occur within three (3) 3 business days unless there are extenuating circumstances. It shall contain sufficient details of the incident to allow understanding by the teacher who shall submit a written response to the allegations within three (3) 3 business days unless there are extenuating circumstances. The response shall be attached to the reprimand, and both will remain in the teacher’s building personnel file. There shall be no further appeal of the reprimand. A series of oral reprimands can be grouped together under unprofessional behavior. 4. In the event of the failure of a teacher to correct the behavior identified in the written reprimand, the teacher may be placed on a written behavior plan and a timeline for meeting those expectations. The written behavior plan shall provide an opportunity for the teacher to object in writing to elements of the plan within three (3) 3 business days unless there are extenuating circumstances. Any objections shall be resolved by the Superintendent, or Associate Superintendent within five (5) 5 business days unless there are extenuating circumstances. 5. If the teacher does not satisfactorily meet the goals of the behavior plan, or if the teacher’s behavior becomes insubordinate, the immediate supervisor shall notify the Executive Director of Personnel ServicesSuperintendent. The Superintendent shall have the authority to suspend the teacher with pay, pending further review. With permission of the teacher, notification will be sent out to the JCEA OTO President. 6. Any reprimand or written behavior plan that is resolved may not be referenced after 13 calendar months and shall be purged at the end of that school year. 7. If the teacher does not correct the issues identified as the basis for the suspension with pay, or if the behavior is serious enough to warrant termination of employment, the Superintendent will notify the teacher of the intent to recommend suspension without pay to the Board of Education. All protection pursuant to Article XV of this agreement will be followed. 8. The administration shall notify the teacher in advance of any potential disciplinary action when setting up a meeting. The teacher is entitled to be represented in any disciplinary proceeding under this provisionArticle. D. The Discipline Committee will review Article X-Teacher Discipline 9. In the event a teacher’s contract is terminated for cause, the teacher in entitled only to a prorated share of the contractual sum of wages and make recommendations for changes, additions, amendment benefits equal to the Negotiations Teamamount that the teacher earned from time in service. 1. The discipline committee will create the parameters of a behavior plan to ensure that it does not circumvent due process. 2. The discipline committee will consist of four (4) members appointed by the President of JCEA, and four (4) members appointed by the Superintendent.

Teacher Discipline. A. It is agreed that informal disciplinary actions are the first steps taken in constructive discipline and are to be taken by administrators in situations of a minor nature involving the teacher’s conduct or job performance. Disciplinary actions will be administered in a fair and equitable manner, and, where practical, in a private manner with an appropriate substantive investigation of the key individuals involved. B. The information regarding proposed and implemented discipline of teachers shall be considered confidential, privileged information, only to be released to administrators who work with the teacher, the superintendent, and, if appropriate, to the Board of Education. The teacher may release information regarding the discipline to any appropriate party. C. Discipline of a teacher will be progressive and/or sequential, and appropriate to the severity of the infraction, except in those situations that constitute a breach of board policy that could impair the effective operation of the school, or a potential criminal violation. The sequence of discipline shall be as follows: 1. Counseling shall be the first step to a minor infraction such as as; lateness to work, professionalism or professional responsibilities. Documentation may occur for the record, but no written record will be placed in the professional employee’s personnel file. 2. Oral reprimand transmitted directly to the teacher, acknowledged by the teacher, and recorded in the building personnel file only as the existence of the reprimand, without extensive detail. 3. Once the administrator determines that a written reprimand is necessary, a face-to-face meeting with the teacher shall occur within three (3) business days unless there are extenuating circumstances. It shall contain sufficient details of the incident to allow understanding by the teacher who shall submit a written response to the allegations within three (3) business days unless there are extenuating circumstances. The response shall be attached to the reprimand, and both will remain in the teacher’s building personnel file. There shall be no further appeal of the reprimand. A series of oral reprimands can be grouped together under unprofessional behavior. 4. In the event of the failure of a teacher to correct the behavior identified in the written reprimand, the teacher may be placed on a written behavior plan and a timeline for meeting those expectations. The written behavior plan shall provide an opportunity for the teacher to object in writing to elements of the plan within three (3) business days unless there are extenuating circumstances. Any objections shall be resolved by the Superintendent, or Associate Superintendent within five (5) business days unless there are extenuating circumstances. 5. If the teacher does not satisfactorily meet the goals of the behavior plan, or if the teacher’s behavior becomes insubordinate, the immediate supervisor shall notify the Executive Director of Personnel Services. The Superintendent shall have the authority to suspend the teacher with pay, pending further review. With permission of the teacher, notification will be sent to the JCEA President. 6. Any reprimand or written behavior plan that is resolved may not be referenced after 13 calendar months and shall be purged at the end of that school year. 7. If the teacher does not correct the issues identified as the basis for the suspension with pay, or if the behavior is serious enough to warrant termination of employment, the Superintendent will notify the teacher of the intent to recommend suspension without pay to the Board of Education. All protection pursuant to Article XV XIV of this agreement will be followed. 8. The administration shall notify the teacher in advance of any potential disciplinary action when setting up a meeting. The teacher is entitled to be represented in any disciplinary proceeding under this provision. D. The Discipline Committee will review Article X-Teacher Discipline and make recommendations for changes, additions, amendment to the Negotiations Team. 19. The discipline committee will create the parameters of a behavior plan to ensure that it does not circumvent due process. 2. The discipline committee will consist of four (4) members appointed by the President of JCEA, and four (4) members appointed by the Superintendent.

Teacher Discipline. A. It is agreed that informal disciplinary actions are the first steps taken in constructive discipline discipline, and are to be taken by administrators in situations of a minor nature based on “good cause” involving the teacher’s conduct or job performance. Disciplinary actions will be administered in a fair and equitable manner, and, where practical, in a private manner with an appropriate substantive investigation of the key individuals involvedmanner. B. The information regarding proposed and implemented discipline of teachers shall be considered confidential, privileged information, only to be released only to administrators who work with the teacher, the superintendent, and, and if appropriate, to the Board of Education. The teacher may release information regarding the discipline to any appropriate party. C. Discipline of a teacher will be progressive and/or sequential, and appropriate to the severity of the infractionsequential in severity, except in those situations that constitute a breach of board policy that could impair the effective operation of the school, or a potential criminal violation. The sequence of discipline shall be as follows: 1. Counseling shall be the first step to a minor infraction such as lateness to work, professionalism or professional responsibilities. Documentation may occur for the record, but no written record will be placed in the professional employee’s personnel file. 2. Oral reprimand transmitted directly to the teacher, acknowledged by the teacher, and recorded in the building personnel file only as - the existence of the reprimand, without extensive detaildetails. The teacher may file a written response to be filed with notation of reprimand, both of which may be removed upon teacher’s request after two years. 32. Once Written reprimand shall be provided by the administrator determines that a written reprimand is necessaryimmediate supervisor of the teacher, a face-to-face meeting with the teacher shall occur within three (3) business days unless there are extenuating circumstances. It and shall contain sufficient details of the incident to allow understanding by the teacher who shall have five days to submit a written response to the allegations within three (3) business days unless there are extenuating circumstancesallegations. The response shall be attached to the reprimand, and both will remain in the teacher’s building personnel file. There shall be no further appeal of the reprimand. A series of oral reprimands can be grouped together under unprofessional behaviorAfter two years the teacher may petition the building administrator to remove the reprimand. 43. In the event of the On a third or subsequent issue, whether related to any earlier incidents leading to either a verbal or written reprimand, or a failure of a teacher to correct the behavior identified in the a written reprimand, the teacher may be placed on a written behavior plan of improvement with identified areas of improvement and a timeline for meeting those expectations. The written behavior plan of improvement shall provide an opportunity for the teacher to object in writing to elements of the plan within three (3) business days unless there are extenuating circumstancesplan. Any objections shall be resolved by the Superintendentsuperintendent, or Associate Superintendent within five (5) business days unless there are extenuating circumstancesdesignee. 54. If the teacher does not satisfactorily meet the goals of the behavior planplan of improvement, or if the teacher’s behavior or conduct becomes insubordinate, the immediate supervisor shall notify the Executive Director of Personnel Services. The Superintendent superintendent who shall have the authority to suspend the teacher with pay, pending further review. With permission of the teacher, notification will be sent to the JCEA President. 6. Any reprimand or written behavior plan that is resolved may not be referenced after 13 calendar months and shall be purged at the end of that school year. 75. If the teacher does not correct the issues identified as the basis for the suspension with pay, or if the behavior is serious enough to warrant termination of employment, the Superintendent superintendent will notify the teacher of the intent to recommend suspension without pay to the Board of Education. All , and for all statutory protection pursuant K.S.A. 72-5436 et. seq. to Article XV of this agreement will be followed. 8. The administration shall notify the teacher in advance of any potential disciplinary action when setting up a meeting6. The teacher is entitled to be represented in any disciplinary proceeding under this provision. D. The Discipline Committee will review Article X-Teacher Discipline and make recommendations for changes, additions, amendment to the Negotiations Team. 1. The discipline committee will create the parameters of a behavior plan to ensure that it does not circumvent due process. 2. The discipline committee will consist of four (4) members appointed by the President of JCEA, and four (4) members appointed by the Superintendent.

Teacher Discipline. A. It is agreed that informal disciplinary actions are the first steps taken in constructive discipline discipline, and are to be taken by administrators in situations of a minor nature involving the teacher’s conduct or job performance. Disciplinary actions will be administered in a fair and equitable manner, and, where practical, in a private manner with an appropriate substantive investigation of the key individuals involved. B. . The information regarding proposed and implemented discipline of teachers shall be considered confidential, privileged information, only to be released to administrators who work with the teacher, the superintendent, and, if appropriate, to the Board of Education. The teacher may release information regarding the discipline to any appropriate party. C. . Discipline of a teacher will be progressive and/or sequential, and appropriate to the severity of the infraction, except in those situations that constitute a breach of board policy that could impair the effective operation of the school, or a potential criminal violation. The sequence of discipline shall be as follows: 1. : Counseling shall be the first step to a minor infraction such as as; lateness to work, professionalism or professional responsibilities. Documentation may occur for the record, record but no written record will be placed in the professional employee’s personnel file. 2. Oral reprimand transmitted directly to the teacher, acknowledged by the teacher, and recorded in the building personnel file only as the existence of the reprimand, without extensive detail. 3. Once the administrator determines that a written reprimand is necessary, a face-to-face to face meeting with the teacher shall occur within three (3) 3 business days unless there are extenuating circumstances. It shall contain sufficient details of the incident to allow understanding by the teacher who shall submit a written response to the allegations within three (3) 3 business days unless there are extenuating circumstances. The response shall be attached to the reprimand, and both will remain in the teacher’s building personnel file. There shall be no further appeal of the reprimand. A series of oral reprimands can be grouped together under unprofessional behavior. 4. In the event of the failure of a teacher to correct the behavior identified in the written reprimand, the teacher may be placed on a written behavior plan and a timeline for meeting those expectations. The written behavior plan shall provide an opportunity for the teacher to object in writing to elements of the plan within three (3) 3 business days unless there are extenuating circumstances. Any objections shall be resolved by the Superintendent, or Associate Superintendent within five (5) 5 business days unless there are extenuating circumstances. 5. If the teacher does not satisfactorily meet the goals of the behavior plan, or if the teacher’s behavior becomes insubordinate, the immediate supervisor shall notify the Executive Director of Personnel ServicesHuman Resources. The Superintendent shall have the authority to suspend the teacher with pay, pending further review. With permission of the teacher, notification will be sent to the JCEA President. 6. Any reprimand or written behavior plan that is resolved may not be referenced after 13 calendar months and shall be purged at the end of that school year. 7. If the teacher does not correct the issues identified as the basis for the suspension with pay, or if the behavior is serious enough to warrant termination of employment, the Superintendent will notify the teacher of the intent to recommend suspension without pay to the Board of Education. All protection pursuant to Article XV XIV of this agreement will be followed. 8. The administration shall notify the teacher in advance of any potential disciplinary action when setting up a meeting. The teacher is entitled to be represented in any disciplinary proceeding under this provision. D. The Discipline Committee will review Article X-Teacher Discipline and make recommendations for changes, additions, amendment to the Negotiations Team. 1. The discipline committee will create the parameters of a behavior plan to ensure that it does not circumvent due process. 2. The discipline committee will consist of four (4) members appointed by the President of JCEA, and four (4) members appointed by the Superintendent.

Teacher Discipline. A. It is agreed that informal disciplinary actions are the first steps taken in constructive discipline and are to be taken by administrators in situations of a minor nature involving the teacher’s conduct or job performance. Disciplinary actions will be administered in a fair and equitable manner, and, where practical, in a private manner with an appropriate substantive investigation of the key individuals involved. B. The information regarding proposed and implemented discipline of teachers shall be considered confidential, privileged information, only to be released to administrators who work with the teacher, the superintendent, and, if appropriate, to the Board of Education. The teacher may release information regarding the discipline to any appropriate party. C. Discipline of a teacher will be progressive and/or sequential, and appropriate to the severity of the infraction, except in those situations that constitute a breach of board policy that could impair the effective operation of the school, or a potential criminal violation. The sequence of discipline shall be as follows: 1. Counseling shall be the first step to a minor infraction such as lateness to work, professionalism or professional responsibilities. Documentation may occur for the record, but no written record will be placed in the professional employee’s personnel file. 2. Oral reprimand transmitted directly to the teacher, acknowledged by the teacher, and recorded in the building personnel file only as the existence of the reprimand, without extensive detail. 3. Once the administrator determines that a written reprimand is necessary, a face-to-face meeting with the teacher shall occur within three (3) business days unless there are extenuating circumstances. It shall contain sufficient details of the incident to allow understanding by the teacher who shall submit a written response to the allegations within three (3) business days unless there are extenuating circumstances. The response shall be attached to the reprimand, and both will remain in the teacher’s building personnel file. There shall be no further appeal of the reprimand. A series of oral reprimands can be grouped together under unprofessional behavior. 4. In the event of the failure of a teacher to correct the behavior identified in the written reprimand, the teacher may be placed on a written behavior plan and a timeline for meeting those expectations. The written behavior plan shall provide an opportunity for the teacher to object in writing to elements of the plan within three (3) business days unless there are extenuating circumstances. Any objections shall be resolved by the Superintendent, or Associate Superintendent within five (5) business days unless there are extenuating circumstances. 5. If the teacher does not satisfactorily meet the goals of the behavior plan, or if the teacher’s behavior becomes insubordinate, the immediate supervisor shall notify the Executive Director of Personnel Services. The Superintendent shall have the authority to suspend the teacher with pay, pending further review. With permission of the teacher, notification will be sent to the JCEA President. 6. Any reprimand or written behavior plan that is resolved may not be referenced after 13 calendar months and shall be purged at the end of that school year. 7. If the teacher does not correct the issues identified as the basis for the suspension with pay, or if the behavior is serious enough to warrant termination of employment, the Superintendent will notify the teacher of the intent to recommend suspension without pay to the Board of Education. All protection pursuant to Article XV of this agreement will be followed. 8. The administration shall notify the teacher in advance of any potential disciplinary action when setting up a meeting. The teacher is entitled to be represented in any disciplinary proceeding under this provision. D. The Discipline Committee will review Article X-Teacher Discipline and make recommendations for changes, additions, amendment to the Negotiations Team. 19. The discipline committee will create the parameters of a behavior plan to ensure that it does not circumvent due process. 210. The discipline committee will consist of four (4) members appointed by the President of JCEA, and four (4) members appointed by the Superintendent.

Teacher Discipline. A. It is agreed that informal disciplinary actions are the first steps taken in constructive discipline discipline, and are to be taken by administrators in situations of a minor nature involving the teacher’s conduct or job performance. Disciplinary actions will be administered in a fair and equitable manner, and, where practical, in a private manner with an appropriate substantive investigation of the key individuals involved. B. The information regarding proposed and implemented discipline of teachers shall be considered confidential, privileged information, only to be released to administrators who work with the teacher, the superintendent, and, if appropriate, to the Board of Education. The teacher may release information regarding the discipline to any appropriate party. C. Discipline of a teacher will be progressive and/or sequential, and appropriate to the severity of the infraction, except in those situations that constitute a breach of board policy that could impair the effective operation of the school, or a potential criminal violation. The sequence of discipline shall be as follows: 1. Counseling shall be the first step to a minor infraction such as as; lateness to work, professionalism or professional responsibilities. Documentation may occur for the record, record but no written record will be placed in the professional employee’s personnel file. 2. Oral reprimand transmitted directly to the teacher, acknowledged by the teacher, and recorded in the building personnel file only as the existence of the reprimand, without extensive detail. 3. Once the administrator determines that a written reprimand is necessary, a face-to-face to face meeting with the teacher shall occur within three (3) 3 business days unless there are extenuating circumstances. It shall contain sufficient details of the incident to allow understanding by the teacher who shall submit a written response to the allegations within three (3) 3 business days unless there are extenuating circumstances. The response shall be attached to the reprimand, and both will remain in the teacher’s building personnel file. There shall be no further appeal of the reprimand. A series of oral reprimands can be grouped together under unprofessional behavior. 4. In the event of the failure of a teacher to correct the behavior identified in the written reprimand, the teacher may be placed on a written behavior plan and a timeline for meeting those expectations. The written behavior plan shall provide an opportunity for the teacher to object in writing to elements of the plan within three (3) 3 business days unless there are extenuating circumstances. Any objections shall be resolved by the Superintendent, or Associate Superintendent within five (5) 5 business days unless there are extenuating circumstances. 5. If the teacher does not satisfactorily meet the goals of the behavior plan, or if the teacher’s behavior becomes insubordinate, the immediate supervisor shall notify the Executive Director of Personnel ServicesHuman Resources. The Superintendent shall have the authority to suspend the teacher with pay, pending further review. With permission of the teacher, notification will be sent to the JCEA President. 6. Any reprimand or written behavior plan that is resolved may not be referenced after 13 calendar months and shall be purged at the end of that school year. 7. If the teacher does not correct the issues identified as the basis for the suspension with pay, or if the behavior is serious enough to warrant termination of employment, the Superintendent will notify the teacher of the intent to recommend suspension without pay to the Board of Education. All protection pursuant to Article XV XIV of this agreement will be followed. 8. The administration shall notify the teacher in advance of any potential disciplinary action when setting up a meeting. The teacher is entitled to be represented in any disciplinary proceeding under this provision. D. The Discipline Committee will review Article X-Teacher Discipline and make recommendations for changes, additions, amendment to the Negotiations Team. 19. The discipline committee will create the parameters of a behavior plan to ensure that it does not circumvent due process. 2. The discipline committee will consist of four (4) members appointed by the President of JCEA, and four (4) members appointed by the Superintendent.