FALSELY ACCUSED EMPLOYEE ASSISTANCE. When a teacher has been falsely accused of child abuse or sexual misconduct, the Board will assist the teacher by:
a. working with the teacher to develop a plan which facilitates a smooth return to the teaching profession;
b. providing additional funding if required to the Employee Family Assistance Program to ensure availability of counselling assistance to the employee and the employee‘s family;
c. providing, upon request by the employee, available factual information to parents and students;
d. providing restitution of lost wages resulting from the suspension of the teacher.
FALSELY ACCUSED EMPLOYEE ASSISTANCE. 1. When a teacher has been accused of child abuse or sexual misconduct in the course of exercising their duties as employees of the Board, and
a. an investigation has been undertaken by the Board and the Board has determined the accusation is not true, or b. an arbitrator finds the accusation to be false, or
FALSELY ACCUSED EMPLOYEE ASSISTANCE. 1. When a teacher has been accused of child abuse or sexual misconduct in the course of exercising their duties as an employee of the Board, and if:
a. an investigation by the Board has concluded that the accusation is not true on a balance of probabilities, and no criminal charges are laid, or
b. an investigation by the Board has concluded that the accusation is not true on a balance of probabilities; and, should criminal charges result, the teacher is acquitted of criminal charges in relation to the accusation, or
c. an arbitrator considering discipline or dismissal of the teacher finds the accusation to be false, and no criminal charges are laid, or
x. xx arbitrator considering discipline or dismissal of the teacher finds the accusation to be false, and should criminal charges result, the teacher is acquitted of criminal charges in relation to the accusation, then
2. The teacher shall be entitled to reasonable assistance in addition to that provided through the Employee Assistance Program. The teacher, together with the Superintendent of Schools and the President of the Association, shall jointly establish a plan of assistance to facilitate the teacher's successful return to teaching duties.
3. Such assistance, pursuant to Article E.29.2 may include special counseling for the teacher and family members; short term paid leave of absence for the teacher; position transfer; and, upon request by the teacher, provision of factual information to parents and students.
4. Where a teacher has been suspended pursuant to Section 15(4) of the School Act, the employee shall be reinstated with full pay providing the teacher is acquitted of the charges and any additional investigation by the Board concludes that, on a balance of probabilities, the teacher has not been guilty of any wrongdoing.
FALSELY ACCUSED EMPLOYEE ASSISTANCE. 1. When a member remains on the support staff of the district after having been accused of child abuse or sexual misconduct in the course of performing his/her duties with the Board, and if:
a. An investigation by the Board has concluded that the accusation is not true on a balance of probabilities, and no criminal charges are laid, or
b. An investigation by the Board has concluded that the accusation is not true on a balance on probabilities; and, should criminal charges result, the member is acquitted of criminal charges in relation to the accusation, or
c. An arbitrator considering discipline or dismissal of the member finds the accusation to be false, and no criminal charges are laid, or
d. An arbitrator considering the discipline or dismissal of the member finds the accusation to be false; and, should the criminal charges result, the member is acquitted of criminal charges in relation to the accusation, then the member shall be entitled to assistance in addition to that provided by the Employee and Family Assistance Plan.
2. The Director of Human Resources (or designate) and the President of the Union shall consult with the member concerned to ascertain his/her needs for assistance and then jointly develop and approve a plan of assistance to facilitate the member's successful return to support staff duties. Such a plan will consider the leave provisions of the applicable collective agreement, the financial ability to provide additional counseling from the Employee and Family Assistance Plan, consideration of options to transfer to another work location in the district with the provisions of the applicable collective agreement, and, at the request of the member, the provision of factual information to parents and students within reasonable and mandatory confidential protocols.
FALSELY ACCUSED EMPLOYEE ASSISTANCE. 1. When a teacher has been accused of child abuse or sexual misconduct in the course of exercising his/her duties as an employee of the Board, and
a. An investigation by the Board has not concluded that the accusation is true, or
b. The teacher is acquitted of criminal charges in relation to the accusation and there is no suspension or dismissal by the Board, or
c. An arbitrator considering discipline or dismissal of the teacher finds the accusation to be false, the teacher and the teacher’s family shall be entitled to all reasonable specialist counseling and/or medical assistance to deal with negative effects of the allegations.
2. The teacher shall be assisted to the fullest possible extent by the Board in assuring successful return to teaching duties. This shall include any necessary leave of absence with pay, first priority for transfer to any vacant position requested by the teacher, for which the teacher is qualified, and, where requested by the teacher, provision of factual information to parents by the Board.
FALSELY ACCUSED EMPLOYEE ASSISTANCE. 1. a. When a teacher has been accused of misconduct such as child abuse, sexual misconduct, or misappropriation of funds, in the course of exercising their duties as an employee of the Board, and if:
i. an investigation by the Board has concluded that the accusation is not true on a balance of probabilities and no criminal charges are laid; or
ii. an investigation by the Board has concluded that the accusation is not true on a balance of probabilities and, should criminal charges result, the teacher is acquitted of criminal charges in relation to the accusation; or
iii. an arbitrator considering discipline or dismissal of the teacher finds the accusation to be false and no criminal charges are laid; or
iv. an arbitrator considering discipline or dismissal of the teacher finds the accusation to be false and should criminal charges result, the teacher is acquitted of criminal charges in relation to the accusation; then the teacher shall be entitled to the following assistance:
FALSELY ACCUSED EMPLOYEE ASSISTANCE. 1. When a teacher has been accused of child abuse or sexual misconduct in the course of exercising their duties as an employee of the Board, and no board or legal body has concluded that the allegation is true, the teacher shall be entitled to assistance, where required, to deal with the negative effects of the allegation.
2. A teacher requesting assistance and a representative of the Association shall meet with two district staff members appointed by the Superintendent to establish a plan of assistance for the teacher. The plan of assistance may include, but shall not be limited to a. a specified period of leave of absence with pay b. priority for transfer pursuant to Article E.22 to any vacant position requested by the teacher, and
FALSELY ACCUSED EMPLOYEE ASSISTANCE. Where a false accusation of child abuse or sexual misconduct, arising from an employee performing his/her duties and responsibilities results in an employee requiring assistance to deal with the negative effects of the allegation, the employee and a staff representative will meet with two members of administration and together they will establish a plan of assistance for the employee and, where requested by the employee, provision of factual information to parents by the school.
FALSELY ACCUSED EMPLOYEE ASSISTANCE. 1. Teachers accused of misconduct and subsequently found to be not guilty shall:
a. be assisted to the fullest possible extent by the Board in assuring the teacher's successful return to teaching;
b. be provided with specialist counselling and/or medical assistance to deal with any negative effects of the allegations;
c. be provided time off as sick leave when supported by medical documentation;
d. be given preference of vacant positions upon their return to teaching.
2. The Board agrees to appropriately discipline students who maliciously initiate false allegations against teachers and issue upon request, a clear written statement exonerating teachers found to be falsely accused.
FALSELY ACCUSED EMPLOYEE ASSISTANCE. 1. When a teacher has been accused of child abuse or sexual misconduct in the course of exercising their duty as an employee of the Board, and
a. an investigation by the Board has not concluded that the accusation is true;
b. the teacher is acquitted of criminal charges in relation to the accusation; or
c. an arbitrator considering discipline or dismissal of the teacher finds the accusation to be false, the teacher shall be entitled to assistance from the Board as provided in Article B.34.
2. The teacher shall be entitled to use appropriate leave provisions of the Contract to access medically prescribed specialist counselling services and/or medical assistance to deal with negative effects of the allegation(s).
3. The teacher shall be assisted by the Board in assuring successful return to teaching duties which may include, where requested by the teacher, provision of factual information to parents by the Board.
