Common use of Xxxxxx, Parent, Colleague, Student Clause in Contracts

Xxxxxx, Parent, Colleague, Student. Formal Complaints If a patron, parent, colleague, or student currently enrolled in U.S.D. 450 desires to file a formal complaint regarding a licensed employee of the district, such complaint shall be in writing, stating the nature of the allegation with specific facts related to the charge, including the name of the individual(s) making the criticism. Verbal or anonymous complaints shall not be considered. Any complaints regarding an employee which may be placed in the employee’s personnel file or which will be used in the employee’s performance evaluation, shall: Within one working day be called to the employee’s attention. The licensed employee shall receive a copy of any complaint. The employee shall have the opportunity to answer the complaint. The employee’s response shall be communicated to the complainant by the building administrator. Due process will be followed for all licensed employees regarding formal complaints. The employee will receive a copy of both the written complaint and the analysis of the situation. The written response shall then be attached if the district retains record of the complaint. No material derogatory to the employee shall be placed in the employee’s personnel file unless the employee has had the opportunity to review and respond. If the complaint is not resolved at the building level, the complainant, the employee, or the building administrator shall direct the written complaint to the Superintendent. Such written concerns shall provide any and all relevant information. Failure to put the concern in writing will be considered by the district as dropping the issue. The building administrator shall submit a report and analysis of the situation to the Superintendent and licensed employee(s) involved. The Superintendent’s decision shall be final unless the complainant, the employee or the building administrator requests a closed hearing before the Board of Education on the complaint. No hearing will be held by the Board of Education on any complaint unless and until the Board has received the Superintendent’s written report concerning the complaint. The Superintendent’s report shall contain, but not limited to: Name of each person involved; A brief summary of the nature of the complaint and the facts surrounding it and the employee’s written response; A true copy of the signed original of the complaint itself; A summary of the action taken by the Superintendent in connection with the complaint, and the reasons it has not been resolved; All parties involved shall be provided an opportunity to meet with the Board, in executive session, and be allowed an opportunity for explanation to clarify the issue(s); It is further agreed that the teacher may challenge the validity of the complaint through the grievance procedure.

Xxxxxx, Parent, Colleague, Student. Formal Complaints Concerns If a patron, parent, colleague, or student currently enrolled in U.S.D. 450 desires to file registers a formal verbal, unwritten complaint regarding a licensed employee employee(s) of the district, such the complaint shall is considered to be in writing, stating the nature of the allegation with specific facts related to the charge, including the name of the individual(s) making the criticisminformal. Verbal or anonymous complaints Such complaint shall not be considered. Any complaints regarding an employee which may be placed noted in the employee’s personnel file or which used in performance evaluation. Every effort shall be made to resolve the complaint at the earliest possible stage, while at the same time, protecting employees as much as possible from verbal and physical abuse or public defamation. Anonymous complaints shall not be considered. Whenever a complaint regarding an employee is made, the complainant will be used advised to follow the procedure outlined: however, where the complaint starts is most frequently the choice of the complainant. It is preferred that the complainant contact the employee directly; however, if direct contact is in the employee’s performance evaluation, shall: Within one working day be called any way threatening to the employee’s attention. The licensed , the employee shall receive a copy of any complaint. The employee shall have the opportunity is to answer the complaint. The employee’s response shall be communicated to instruct the complainant by the to talk directly to his/her building administrator. Due process will be followed for all licensed employees regarding formal complaintsThe complainant may prefer to contact the building administrator initially. The building administrator will notify the employee will receive no later than the next working day that a copy of both the written complaint and the analysis of the situationhas been made. The written response shall then be attached if the district retains record of the complaint. No material derogatory building administrator will also determine how to the employee shall be placed in the employee’s personnel file unless the employee has had the opportunity to review and respond. If channel the complaint is not resolved at based on the building level, emotional involvement of the complainant, and the severity and urgency of the concern. The administrator may elect to work as an intermediary without the complainant and employee meeting, or recommend that the complainant talk directly to the employee, or meet immediately with the building administrator shall direct and the written complaint employee. All complaints which are categorized as sexual harassment issues must be made directly to the Superintendent. Such written concerns shall provide any and all relevant information. Failure to put the concern in writing will be considered by the district as dropping the issue. The building administrator shall submit a report and analysis of the situation to the Superintendent and licensed employee(s) involved. The Superintendent’s decision shall be final unless the complainantHuman Resource Director, the employee or the building administrator requests a closed hearing before the Board of Education on Clerk, or the complaint. No hearing will be held Superintendent of Schools as required by the Board of Education on any complaint unless and until Sexual Harassment Policy in the Board has received the Superintendent’s written report concerning the complaintNegotiated Agreement. The Superintendent’s report shall contain, but not limited to: Name of each person involved; A brief summary of the nature of the complaint and the facts surrounding it and the employee’s written response; A true copy of the signed original of the complaint itself; A summary of the action taken by the Superintendent in connection with the complaint, and the reasons it has not been resolved; All parties involved shall be provided an opportunity to meet with the Board, in executive session, and be allowed an opportunity for explanation to clarify the issue(s(Miscellaneous); It is further agreed that the teacher may challenge the validity of the complaint through the grievance procedure.