Classroom Control and Discipline Clause Samples

The 'Classroom Control and Discipline' clause establishes the authority and procedures for maintaining order and appropriate behavior within a classroom setting. It typically outlines the teacher's or institution's right to set rules, manage student conduct, and implement disciplinary measures when necessary, such as warnings, detentions, or removal from class. This clause ensures a safe and productive learning environment by providing clear guidelines for addressing disruptive behavior and supporting effective classroom management.
Classroom Control and Discipline. The District shall support and uphold employees in their efforts to maintain discipline and shall give timely response to all employee requests and concerns regarding disruptive students and other discipline issues. The District’s student discipline policy, based on Board Policy and Administrative Rules, will be outlined in the Staff Handbook. As per Oregon state law, the District shall inform employees whenever the District has been notified through a Judicial Notice Action Form of students charged or convicted of potentially dangerous crimes.
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Classroom Control and Discipline. (1) A definition of the duties and responsibilities of all administrators, supervisors, teachers, counselors, and other personnel pertaining to student behavior shall be reduced to writing by the Superintendent and presented to each teacher at the start of each school year. (2) When, in the judgment of a teacher, a student requires the attention of a principal. assistant principal, counselor, psychologist, physician, or other specialist, he or she shall inform his or her principal or immediate supervisor, who shall arrange as soon as possible for a conference among himself, the teacher, the parents, and possible appropriate specialist. (3) When, in the judgment of a teacher, a student is, by his behavior, seriously disrupting the instructional program, the teacher shall adhere to the discipline procedure adopted by the District. Such discipline procedure shall be distributed to the students, teachers, and parents at the beginning of each school year.
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Classroom Control and Discipline. A. When in the judgment of a teacher, a student is by his behavior seriously disrupting the instructional program to the detriment of other students, the teacher may excuse the student temporarily from the classroom or area of concern, and immediately refer him to the principal or his designee. The principal shall investigate the incident to determine if the disciplinary process described below is necessary and appropriate. In such appropriate cases, at the request of the teacher, the principal or his designee shall arrange a conference within five school days with the pupil, parent or guardian and, whenever possible, the referring teacher and other appropriate personnel to discuss the problem and to decide upon proper steps for its resolution. If the referring teacher is unable to attend the conference, the principal or his designee shall provide a written summary of the conference to the referring teacher at the referring teacher’s request. A Student Discipline Committee made up of Board and Association representatives would meet at the request of the TCEA to discuss perceived concerns and issues related to the Board’s and individual school policies and procedures governing student discipline. This Committee would have the opportunity to make recommendations to the Board for consideration. B. In fulfilling his/her duties as a teacher in maintaining proper student discipline, any teacher threatened with physical abuse or who is battered in connection with his employment shall immediately report the incident to his immediate supervisor and put it in writing as soon as possible thereafter. Serious incidents involving verbal abuse or outright disrespect shall be reported in a similar manner. The Board will assist teachers wishing to file criminal charges. C. At the teacher’s request, this report will be forwarded to the Superintendent along with a statement of the corrective action taken by the principal. The affected teacher shall receive a copy of the principal’s statement. Upon request, the Superintendent ▇▇▇ assign a member of the Student Services Department to review the situation with the principal and teacher and work toward a resolution of the problem. D. This Article is subject only to the non-binding Grievance Procedure of Article XX.
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Classroom Control and Discipline. 3.1 Classroom conducive to learning (10, 12). 3.2 Handles behavioral problems appropriately. 3.3 Communicates with students (13, 14). 3.4 Motivates students effectively.
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Classroom Control and Discipline. A. When in the judgment of the teacher, a student requires the attention of the Principal, Assistant Principal, a counselor, psychologist, physician, or other specialist, he/she shall so inform his/her Principal or immediate supervisor to arrange, as soon as possible, for a conference between himself/herself and the teacher. B. When, in the judgment of the teacher, a student is by his/her behavior seriously disrupting the instructional program to the detriment of other students, the teacher may remove the student from the classroom and refer him/her to the Principal. In such cases, the Principal shall arrange as soon as possible, and under normal circumstances not later than the conclusion of the following school day, a conference among him/herself, the teacher and possibly an appropriate specialist to discuss the problem and to decide upon the appropriate steps for its resolution. In all instances of student discipline, staff members will abide by the policies of the School Committee and the rules and regulations of the school and state. All teachers will be advised annually of the discipline policies then in effect.
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Classroom Control and Discipline. A. The District at the beginning of each school year will provide to each educator a copy of the applicable student discipline procedure adopted by the District. B. A student may be removed from a classroom by an educator if the student poses a threat to the physical wellbeing of the educator or other persons in the classroom. If the educator's immediate supervisor reinstates the student in the educator's classroom, the educator may within ten (10) calendar days appeal the decision to the Superintendent. If the educator wishes to appeal the decision of the Superintendent in a discipline matter, the educator may within ten (10) calendar days appeal to the Board by submitting a written statement and shall upon request be afforded an opportunity to present the educator’s position to the Board. The Board's decision shall be final.
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Classroom Control and Discipline 
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  • DISCHARGE AND DISCIPLINE 5.1 An employee, with seniority, who is discharged for any reason whatsoever, and feels that he/she has been unjustly dealt with, will be given an opportunity of meeting with his/her Committeeperson before he/she is required to leave the premises. If, because of the nature of the offense or situation, it is necessary to require the removal of an employee from the premises, then his/her Committeeperson (or in his/her absence, member of the Union Executive) will be notified before such action is taken. Such action will subsequently be confirmed with the employee and the Union, in writing, within one (1) working day. If the employee should then wish to protest his/her discharge (as a grievance), he/she shall, within 72 hours (not including Saturday, Sunday or Statutory Holidays) or such notice of discharge having been mailed to him/her by certified post to his last address shown on the Personnel Office records, submit a written grievance (as defined in Step 1, Section 4.3) beginning at Step 2 (Section 4.4). If subsequently it is decided that the employee was unjustly dismissed, he/she shall be reinstated and may be compensated for lost wages as may be agreed upon. If the employee's grievance is processed through arbitration, as herein provided, the Arbitrators shall be empowered to either: (1) Uphold the discharge, or (2) Reinstate the employee, who may be awarded up to his/her full seniority and/or compensated for lost pay, or (3) Substitute some lesser penalty. 5.2 In the event that an employee with seniority is called for an interview by Management in which disciplinary measures against the employee are involved, such employee will be given notice prior, to enable him/her if he/she so desires, to have a Committeeperson present at such an interview. If the employee is suspended and wishes to grieve his/her suspension, he/she shall within 72 hours (not including Saturday, Sunday or Statutory Holidays) submit the grievance at Step 2. The suspension will be confirmed in writing with the employee and the Union within one working day. If an employee's grievance is processed through arbitration as herein provided, the Arbitrators shall be empowered to either uphold the suspension, substitute some lesser penalty, or remove the suspension and/or award compensation for lost pay. Any seniority employee who has been suspended or discharged shall if he/she so requests, be permitted an interview with the Plant Chairperson or Plant Committeeperson, if on shift, in an office provided by the Company, before leaving the Plant. If because of the nature of the offence, it is necessary to require the immediate expulsion of any employee from the Plant, then the Plant Chairperson or Plant Committeeperson will be notified within two (2) working days. (Monday to Friday as work week) 5.3 Previous disciplinary action over a period of eighteen months or more will not be taken into consideration in any subsequent incidents in which the employee is subject to discipline.

  • Student Conduct and Discipline The School shall adopt, update, and adhere to written policies concerning standards of student conduct and discipline which shall comply with federal and State laws and which shall incorporate the requirements of Section

  • DISCIPLINE AND DISCHARGE B.6.1 If the Employer requires an Employee to meet with his/her Supervisor or designate in order to formally investigate the professional conduct of the Employee or in order to receive a written reprimand, suspension or discharge, the Supervisor will inform the Employee that he/she has the right to have a Bargaining Unit representative present. The Employee has a right to refuse Bargaining Unit representation. If the Employee elects to have Bargaining Unit representation, no discussion of the issues will take place until the Bargaining Unit representative is present in a timely fashion. B.6.2 The Bargaining Unit Grievance Committee shall receive a copy of any written reprimand given to an Employee resulting from a meeting at which a representative of the Bargaining Unit has been present. B.6.3 In determining the disciplinary action to be taken against an Employee, the Employer will take into consideration the Employee's record and the lapse of time since the last disciplinary action. 6.3.1 During the probationary period, the Employer shall have the right to discipline, demote, discharge or layoff a probationary new Employee. The new Employee shall have recourse to the Grievance Procedures. It is understood by the parties, for the purpose of discipline, a lesser standard of just cause may apply to a probationary Employee than to an Employee who has completed his/her probationary period. B.6.4 An Employee shall receive a copy of any written reprimand. B.6.5 A claim of discharge without just cause by an Employee shall be treated as a grievance if a written statement of such grievance is lodged with the person designated by the Employer within fifteen (15) working days following written notification of the discharge to the Employee from the Employer. All preliminary steps of the Grievance Procedures prior to Step 2 will be omitted in such case. B.6.6 The Employer shall not discipline or discharge an Employee without just cause. B.6.7 In any matter of discipline or discharge, an Employee shall be advised in writing of his/her right to Bargaining Unit representation.

  • SUSPENSION AND DISCIPLINE 21.01 Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature. 21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee. 21.03 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 Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable. 21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken. 21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable. 21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed. 21.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document or statement within a reasonable period before that hearing. 21.08 Any document or written statement to disciplinary action, which may have been placed on the NAV CANADA file of an employee shall be removed and 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. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action. 21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs. 21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto. 21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.

  • DISCIPLINE AND DISMISSAL 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.