Conduct and Discipline Clause Samples

Conduct and Discipline. Note: Refer to 3.5 of this agreement for additional guidance on the application of these provisions. 3.4.1 Where a breach of discipline appears to have occurred, the employer shall determine whether disciplinary procedures should be initiated. Where the employer considers it appropriate it shall make initial enquiries to establish whether the disciplinary procedures should be initiated. In some cases, where the facts are clear and acknowledged, resolution may be achieved informally by discussion between the parties without the need for initiating the disciplinary procedures. Questions of conduct or discipline should be handled in a manner which as far as possible protects the mana and dignity of the teacher concerned. Teachers may seek whanau, family, professional and/or Association support in relation to such matters. 3.4.2 The teacher shall be informed of any allegation of breach of discipline and of her/his right to consult the Association and of the right to be represented by it at any stage. 3.4.3 Where an employer decides to initiate formal disciplinary procedures against a teacher, the following principles are to be observed: The employer or its agent shall advise the teacher in writing of the reason for the disciplinary procedures being initiated, invite the teacher to respond in writing, and advise the teacher of her/his right to request Association assistance and/or representation at any stage. Before any substantive disciplinary action is taken, an investigation must be undertaken by the employer. The teacher shall be invited to attend any such investigation and to make a statement concerning the matter either personally or through a representative. Notwithstanding 3.4.3(b) above if the employer is satisfied that the welfare and interests of any student attending the school or of any teacher at the school so requires the employer may at any time before the matter has finally been disposed of either: Suspend the teacher Note: suspension would normally be on pay except in exceptional circumstances); or Transfer the teacher to other duties. Where a breach of discipline is held to have occurred, the employer shall not impose any penalty on the teacher without first: Giving the teacher the opportunity to make representations to it; and Taking into account any period of suspension already imposed. In the case of a finding of serious misconduct the employer may dismiss the teacher without notice. 3.4.4 Where a teacher has been suspended, and subsequent...

Conduct and Discipline. The administration of Canton Academy operates on the theory that the students have had sufficient training in the home, church, and school to conduct themselves in accordance with accepted standards of behavior. Teachers are encouraged to handle disciplinary problems when at all possible. The teacher will contact parents if their child is developing a habit of misbehavior. Working together usually brings about desired results. However, if a child continues to misbehave and the teacher has tried all he/she knows to do, the teacher will refer the child to the Administration. When a problem becomes serious enough to warrant the Administration’s attention, various routes of correcting the problem will be explored. • The student may be talked to by the teacher and/or administration to try to solve the problem. Parents will be notified. • Corporal punishment may be administered and the parents may be called in for a conference to discuss the problem. • The student may receive detention based on Administrative recommendation • The student may be suspended from school. • The student may be expelled from Canton Academy. The above list represents examples of disciplinary actions and not the only disciplinary actions. The administration has the final authority to render a disciplinary decision on each individual matter. Some actions may cause immediate expulsion without going through levels 1, 2, 3, or 4, while other disciplinary actions may not qualify for severe actions. Corporal punishment is a viable disciplinary option used at Canton Academy. Corporate punishment will be used upon consent by the parent and will be administered only by the Head of Schools or Elementary Principal or designee with a witness present. An alternative to corporal punishment may be suspension. 6th Grade Discipline Policy Work Crew Assignment Work crew assignments are the results of not following Canton Academy’s rules and policies. Work Crew assignments do not carry the weight of detention but can result in a detention when two (2) Work Crew assignments are skipped. The assignments are given for lesser infractions at the discretion of the administration and teachers. Work Crew assignments are assigned to a once a week time (Wednesday) at 7:15 am. at the High School Student Services or at the discretion of the administration. A task will be given for the student to do until the bell rings to go to class. Detention is the result of inappropriate behavior or not following Canton Academy’s ...

Conduct and Discipline. The School shall implement student disciplinary policies and procedures, including policies and procedures for the suspension and expulsion of students and the discipline and placement of students with disabilities, in accordance with state and federal laws and regulations, Institute policies, and the School’s Student Discipline Policy. The Institute reserves the right to audit and/or request submission of the School’s discipline policies and procedures at any time, with or without cause. The authority to hold expulsion hearings, wherein a student may be expelled from the School, shall remain with the School Board or a designee of the School Board.

Conduct and Discipline. 14.01 An employee may be disciplined or dismissed for just and reasonable cause, or as provided in the article dealing with probation. An employee disciplined or dismissed by the Employer may grieve such action. 14.02 The parties recognize the principles of progressive discipline. 14.03 If the Employer intends to meet with an employee for disciplinary or dismissal purposes, the employee and the Union shall be so advised in advance, with a written notice to be placed in the Union mailbox. A shop ▇▇▇▇▇▇▇ shall attend all meetings with employees under this section provided this does not unduly delay the action being taken. This provision does not apply to meetings related to performance evaluation unless disciplinary steps are contemplated. 14.04 In the case of an alleged breach of conduct on the part of an employee covered under this agreement, the designated person shall notify the employee within twenty-four (24) hours (exclusive of Saturdays, Sundays, or holidays) of the Employer having become aware of the incident, of the particulars, with a copy of the same to be forwarded to the Union. 14.05 In matters of discipline and in the event of arbitration, the arbitrator may sustain, revoke, or alter a penalty. In the event a grievance has been sustained where an employee has been suspended, demoted, or dismissed, he/she shall be reinstated with full compensation for time lost, or by any other arrangements which in the opinion of the parties or of the arbitrator is just and equitable. 14.06 In the case of a reinstated employee, the parties to this agreement agree that the arbitrator shall have jurisdiction to rule on the disposition of any monies the employee may have earned during his period of suspension, demotion, or dismissal. 14.07 Disciplinary action taken against an employee will not be used against that employee after twenty-four (24) months following such action.

Conduct and Discipline. The primary purpose of ▇▇▇▇▇▇ the ▇▇▇▇ Catholic School is to prepare students to live effectively in the present as ▇▇▇▇▇▇▇▇▇ ▇▇▇▇▇ people and in the future as Christian adults. Consequently, the academic and spiritual development of students requires that self- control is essential to good classroom order and to effective education. ▇▇▇▇▇▇ the ▇▇▇▇ Catholic School expects from students a sense of responsibility for their own behavior and provides a supportive process for helping the students achieve self-discipline. Discipline policies set consistent, firm, and reasonable limits for behavior. To assist students in the process of achieving self-discipline, the faculty emphasizes our mission and the principles of conduct: respect, reverence, and responsibility The following five standards of conduct are offered as guidelines to the development of responsible, civic-minded, Christian students.

Conduct and Discipline. When in the course of your duty, you are required to conduct yourself professionally at all times. In the event of a misconduct committed by you, whether such misconduct by you causes embarrassment to the Company, the Company may take disciplinary or legal action against you, which may result in subsequent dismissal from employment.

Conduct and Discipline. (a) Where an employee is discharged or suspended, the Employer shall, within three (3) working days of the discharge or suspension, provide the employee with reasons in writing. The employee shall receive a copy of any disciplinary report entered on the employee's personnel file and will be advised of any oral warning which is to be recorded on file. An employee who wishes to review his or her personnel file may do so no more than once a year in the presence of the President and CEO at a mutually convenient time. The Union will provide the Employer with a copy of any registered complaints by their members, concerning the Employer or its servants. Except in the case of a probationary employee who may be terminated without notice by the Employer, an employee may file a grievance for alleged unjust discharge or suspension. An employee shall have the right to have shop ▇▇▇▇▇▇▇ present at any disciplinary meetings with the Employer. In determining appropriate disciplinary action the Employer shall not consider prior discipline which by two (2) years or more the date of the current offence provided that there has been no other discipline during that two (2) year period and provided further that the current offence is unrelated to the offence for which the prior discipline was issued.

Conduct and Discipline. The assessment made pursuant to the preceding paragraph shall be deemed to fall within the area of the University's discretionary authority.

Conduct and Discipline. 1. Conduct of a Contract Lecturer which is unbefitting the status of a member of the teaching community of an academic institution, including persistent neglect of the duties and obligations set forth in Article 17 (Duties and Obligations), may, following a disciplinary inquiry, be subject to disciplinary measures. Disciplinary measures should be appropriate to their cause and to the principles of progressive discipline. 2. Disciplinary authority (that is, the authority to institute a disciplinary inquiry and, where warranted, to apply disciplinary measures) normally shall rest with the Chair/Director; but the ▇▇▇▇ or the Vice-▇▇▇▇▇▇▇, may by derogation and substitution assume the disciplinary authority where the gravity of the case warrants, or where the Chair/Director or the ▇▇▇▇ refuses to institute a disciplinary inquiry in a matter which, in the opinion of the higher official, requires such action. 3. Where the Contract Lecturer's alleged misconduct affects another Contract Lecturer, a Faculty member, any other employee of or persons rendering services to the Board, or a student, any such person shall have the right to request in writing to any of the officials referred to in clause 2. above, that a disciplinary inquiry be instituted. 4. All disciplinary proceedings shall be confidential.