Disciplinary Procedures. 36-1 Neither the District nor the Association will discriminate against any member of the bargaining unit because of membership or non-membership in the Association or participation or non-participation in any of the Association’s activities. 36-2 All written policies and regulations of the School District governing employee activities and conduct will be interpreted and applied uniformly throughout the District. 36-3 The personal life of a teacher is not an appropriate concern of the District and, therefore, shall not affect the teacher’s employment status except when it has a legally relevant connection to the teacher’s employment. 36-4 An employee about to undergo an investigatory interview is entitled to an association representative or another representative and reasonable notice shall be given. Reasonable notice shall mean notification the day prior to the actual meeting except when circumstances may require a prompt investigatory interview. Any and all notices of the principal’s desire to hold a conference with a teacher shall include the subject of the conference. The written prior notice of investigatory meeting does not constitute the separate document required in Articles 14-3-1 and 36-12. 36-5 After reasonable notice has been given and in the interest of expediting a resolution to a disciplinary problem, the district may require an employee to choose between participating in an investigatory interview without representation, or not being interviewed. 36-6 An employee’s right to representation during the course of an interview arises if the supervising administrator takes any steps beyond merely informing the employee of a disciplinary action. In such instances, the provisions of 36-4 apply. 36-7 The employee’s representative and the administrator will allow the employee to give an account of the alleged incident before any discussion by either of the named parties occur. During the investigatory interview conducted by the administrator, all persons at the conference will conduct themselves in a manner that will result in a clear and thorough statement from the teacher regarding the facts of the alleged incident. Nothing in this provision is meant to inhibit or limit the teacher’s representative from fully and properly representing the teacher. 36-8 In implementing the suspension and dismissal procedures of NRS 391, the parties agree that the decision of the arbitrator shall be final and binding. The arbitrator shall be selected in accordance with the expedited arbitration procedures in Article 4 of this Agreement. 36-8-1 The teacher or the teacher’s representative shall, within ten (10) days of receiving the notice of suspension or dismissal demand that the matter be submitted to final and binding arbitration. The matter shall be heard before the superintendent’s designee prior to submission to final and binding arbitration. The superintendent’s designee shall hear the matter within five
Appears in 8 contracts
Sources: Negotiated Agreement, Collective Bargaining Agreement, Negotiated Agreement
Disciplinary Procedures. 36-1 Neither the District nor the Association will discriminate against any member of the bargaining unit because of membership or non-membership in the Association or participation or non-participation in any of the Association’s activities.
36-2 All written policies and regulations of the School District governing employee activities and conduct will be interpreted and applied uniformly throughout the District.
36-3 The personal life of a teacher is not an appropriate concern of the District and, therefore, shall not affect the teacher’s employment status except when it has a legally relevant connection to the teacher’s employment.
36-4 An employee about to undergo an investigatory interview is entitled to an association representative or another representative and reasonable notice shall be given. Reasonable notice shall mean notification the day prior to the actual meeting except when circumstances may require a prompt investigatory interview. Any and all notices of the principal’s desire to hold a conference with a teacher shall include the subject of the conference. The written prior notice of investigatory meeting does not constitute the separate document required in Articles 14-3-1 and 36-12.
36-5 After reasonable notice has been given and in the interest of expediting a resolution to a disciplinary problem, the district may require an employee to choose between participating in an investigatory interview without representation, or not being interviewed.
36-6 An employee’s right to representation during the course of an interview arises if the supervising administrator takes any steps beyond merely informing the employee of a disciplinary action. In such instances, the provisions of 36-4 apply.
36-7 The employee’s representative and the administrator will allow the employee to give an account of the alleged incident before any discussion by either of the named parties occur. During the investigatory interview conducted by the administrator, all persons at the conference will conduct themselves in a manner that will result in a clear and thorough statement from the teacher regarding the facts of the alleged incident. Nothing in this provision is meant to inhibit or limit the teacher’s representative from fully and properly representing the teacher.
36-8 In implementing the suspension and dismissal procedures of NRS 391, the parties agree that the decision of the arbitrator shall be final and binding. The arbitrator shall be selected in accordance with the expedited arbitration procedures in Article 4 of this Agreement.
36-8-1 The teacher or the teacher’s representative shall, within ten (10) days of receiving the notice of suspension or dismissal demand that the matter be submitted to final and binding arbitration. The matter shall be heard before the superintendent’s designee prior to submission to final and binding arbitration. The superintendent’s designee shall hear the matter within fivefive (5) days and shall submit a written response within five (5) days after the hearing. In the event the matter is not resolved by the superintendent’s designee the matter shall be submitted to final and binding arbitration.
Appears in 5 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement
Disciplinary Procedures. 36-1 Neither the District nor the Association will discriminate against any member of the bargaining unit because of membership or non-membership in the Association or participation or non-participation in any of the Association’s activities.
36-2 All written policies and regulations of the School District governing employee activities and conduct will be interpreted and applied uniformly throughout the District.
36-3 The personal life of a teacher is not an appropriate concern of the District and, therefore, shall not affect the teacher’s employment status except when it has a legally relevant connection to the teacher’s employment.
36-4 An employee about to undergo an investigatory interview is entitled to an association representative or another representative and reasonable notice shall be given. Reasonable notice shall mean notification the day prior to the actual meeting except when circumstances may require a prompt investigatory interview. Any and all notices of the principal’s desire to hold a conference with a teacher shall include the subject of the conference. The written prior notice of investigatory meeting does not constitute the separate document required in Articles 14-3-1 and 36-12.
36-5 After reasonable notice has been given and in the interest of expediting a resolution to a disciplinary problem, the district may require an employee to choose between participating in an investigatory interview without representation, or not being interviewed.. Reference 5.01 Page 65 of 76
36-6 An employee’s right to representation during the course of an interview arises if the supervising administrator takes any steps beyond merely informing the employee of a disciplinary action. In such instances, the provisions of 36-4 apply.
36-7 The employee’s representative and the administrator will allow the employee to give an account of the alleged incident before any discussion by either of the named parties occur. During the investigatory interview conducted by the administrator, all persons at the conference will conduct themselves in a manner that will result in a clear and thorough statement from the teacher regarding the facts of the alleged incident. Nothing in this provision is meant to inhibit or limit the teacher’s representative from fully and properly representing the teacher.
36-8 In implementing the suspension and dismissal procedures of NRS 391, the parties agree that the decision of the arbitrator shall be final and binding. The arbitrator shall be selected in accordance with the expedited arbitration procedures in Article 4 of this Agreement.
36-8-1 The teacher or the teacher’s representative shall, within ten (10) days of receiving the notice of suspension or dismissal demand that the matter be submitted to final and binding arbitration. The matter shall be heard before the superintendent’s designee prior to submission to final and binding arbitration. The superintendent’s designee shall hear the matter within fivefive (5) days and shall submit a written response within five (5) days after the hearing. In the event the matter is not resolved by the superintendent’s designee the matter shall be submitted to final and binding arbitration.
Appears in 1 contract
Sources: Collective Bargaining Agreement
Disciplinary Procedures. 36-1 Neither the District nor the Association will discriminate against any member of the bargaining unit because of membership or non-membership in the Association or participation or non-participation in any of the Association’s activities.
36-2 All written policies and regulations of the School District governing employee activities and conduct will be interpreted and applied uniformly throughout the District.
36-3 The personal life of a teacher is not an appropriate concern of the District and, therefore, shall not affect the teacher’s employment status except when it has a legally relevant connection to the teacher’s employment.
36-4 An employee about to undergo an investigatory interview is entitled to an association representative or another representative and reasonable notice shall be given. Reasonable notice shall mean notification the day prior to the actual meeting except when circumstances may require a prompt investigatory interview. Any and all notices of the principal’s desire to hold a conference with a teacher shall include the subject of the conference. The written prior notice of investigatory meeting does not constitute the separate document required in Articles 14-3-1 and 36-12.
36-5 After reasonable notice has been given and in the interest of expediting a resolution to a disciplinary problem, the district may require an employee to choose between participating in an investigatory interview without representation, or not being interviewed.
36-6 An employee’s right to representation during the course of an interview arises if the supervising administrator takes any steps beyond merely informing the employee of a disciplinary action. In such instances, the provisions of 36-4 apply.
36-7 The employee’s representative and the administrator will allow the employee to give an account of the alleged incident before any discussion by either of the named parties occur. During the investigatory interview conducted by the administrator, all persons at the conference will conduct themselves in a manner that will result in a clear and thorough statement from the teacher regarding the facts of the alleged incident. Nothing in this provision is meant to inhibit or limit the teacher’s representative from fully and properly representing the teacher.
36-8 In implementing the suspension and dismissal procedures of NRS 391, the parties agree that the decision of the arbitrator shall be final and binding. The arbitrator shall be selected in accordance with the expedited arbitration procedures in Article 4 of this Agreement.
36-8-1 The teacher or the teacher’s representative shall, within ten (10) days of receiving the notice of suspension or dismissal demand that the matter be submitted to final and binding arbitration. The matter shall be heard before the superintendent’s designee prior to submission to final and binding arbitration. The superintendent’s designee shall hear the matter within fivealleged
Appears in 1 contract
Sources: Negotiated Agreement
Disciplinary Procedures. 36-1 Neither the District nor the Association will discriminate against any member of the bargaining unit because of membership or non-membership in the Association or participation or non-participation in any of the Association’s 's activities.
36-2 All written policies and regulations of the School District governing employee activities and conduct will be interpreted and applied uniformly throughout the District.
36-3 The personal life of a teacher is not an appropriate concern of the District and, therefore, shall not affect the teacher’s 's employment status except when it has a legally relevant connection to the teacher’s 's employment.
36-4 An employee about to undergo an investigatory interview is entitled to an association representative or another representative and reasonable notice shall be given. Reasonable notice shall mean notification the day prior to the actual meeting except when circumstances may require a prompt investigatory interview. Any and all notices of the principal’s 's desire to hold a conference with a teacher shall include the subject of the conference. The written prior notice of investigatory meeting does not constitute the separate document required in Articles 14-3-1 and 36-12.
36-5 After reasonable notice has been given and in the interest of expediting a resolution to a disciplinary problem, the district may require an employee to choose between participating in an investigatory interview without representation, or not being interviewed.
36-6 An employee’s 's right to representation during the course of an interview arises if the supervising administrator takes any steps beyond merely informing the employee of a disciplinary action. In such instances, the provisions of 36-4 apply.
36-7 The employee’s representative and the administrator will allow the employee to give an account of the alleged incident before any discussion by either of the named parties occur. During the investigatory interview conducted by the administrator, all persons at the conference will conduct themselves in a manner that will result in a clear and thorough statement from the teacher regarding the facts of the alleged incident. Nothing in this provision is meant to inhibit or limit the teacher’s 's representative from fully and properly representing the teacher.
36-8 In implementing the suspension and dismissal procedures of NRS 39139l, the parties agree that the decision of the arbitrator shall be final and binding. The arbitrator shall be selected in accordance with the expedited arbitration procedures in Article 4 of this Agreement.
36-8-1 The teacher or the teacher’s 's representative shall, within ten (10) days of receiving the notice of suspension or dismissal demand that the matter be submitted to final and binding arbitration. The matter shall be heard before the superintendent’s 's designee prior to submission to final and binding arbitration. The superintendent’s designee shall hear the matter within fivebinding
Appears in 1 contract
Sources: Negotiated Agreement
Disciplinary Procedures. 36-1 Neither the District nor the Association will discriminate against any member of the bargaining unit because of membership or non-membership in the Association or participation or non-participation in any of the Association’s activities.
36-2 All written policies and regulations of the School District governing employee activities and conduct will be interpreted and applied uniformly throughout the District.
36-3 The personal life of a teacher is not an appropriate concern of the District and, therefore, shall not affect the teacher’s employment status except when it has a legally relevant connection to the teacher’s employment.
36-4 An employee about to undergo an investigatory interview is entitled to an association representative or another representative and reasonable notice shall be given. Reasonable notice shall mean notification the day prior to the actual meeting except when circumstances may require a prompt investigatory interview. Any and all notices of the principal’s desire to hold a conference with a teacher shall include the subject of the conference. The written prior notice of investigatory meeting does not constitute the separate document required in Articles 14-3-1 and 36-12.
36-5 After reasonable notice has been given and in the interest of expediting a resolution to a disciplinary problem, the district may require an employee to choose between participating in an investigatory interview without representation, or not being interviewed.
36-6 An employee’s right to representation during the course of an interview arises if the supervising administrator takes any steps beyond merely informing the employee of a disciplinary action. In such instances, the provisions of 36-4 apply.
36-7 The employee’s representative and the administrator will allow the employee to give an account of the alleged incident before any discussion by either of the named parties occur. During the investigatory interview conducted by the administrator, all persons at the conference will conduct themselves in a manner that will result in a clear and thorough statement from the teacher regarding the facts of the alleged incident. Nothing in this provision is meant to inhibit or limit the teacher’s representative from fully and properly representing the teacher.
36-8 In implementing the suspension and dismissal procedures of NRS 39139l, the parties agree that the decision of the arbitrator shall be final and binding. The arbitrator shall be selected in accordance with the expedited arbitration procedures in Article 4 of this Agreement.
36-8-1 The teacher or the teacher’s representative shall, within ten (10) days of receiving the notice of suspension or dismissal demand that the matter be submitted to final and binding arbitration. The matter shall be heard before the superintendent’s designee prior to submission to final and binding arbitration. The superintendent’s designee shall hear the matter within five
Appears in 1 contract
Sources: Negotiated Agreement
Disciplinary Procedures. 36-1 Neither the District nor the Association will discriminate against any member of the bargaining unit because of membership or non-membership in the Association or participation or non-participation in any of the Association’s activities.
36-2 All written policies and regulations of the School District governing employee activities and conduct will be interpreted and applied uniformly throughout the District.
36-3 The personal life of a teacher is not an appropriate concern of the District and, therefore, shall not affect the teacher’s employment status except when it has a legally relevant connection to the teacher’s employment.
36-4 An employee about to undergo an investigatory interview is entitled to an association representative or another representative and reasonable notice shall be given. Reasonable notice shall mean notification the day prior to the actual meeting except when circumstances may require a prompt investigatory interview. Any and all notices of the principal’s desire to hold a conference with a teacher shall include the subject of the conference. The written prior notice of investigatory meeting does not constitute the separate document required in Articles 14-3-1 and 36-12.
36-5 After reasonable notice has been given and in the interest of expediting a resolution to a disciplinary problem, the district may require an employee to choose between participating in an investigatory interview without representation, or not being interviewed.
36-6 An employee’s right to representation during the course of an interview arises if the supervising administrator takes any steps beyond merely informing the employee of a disciplinary action. In such instances, the provisions of 36-4 apply.
36-7 The employee’s representative and the administrator will allow the employee to give an account of the alleged incident before any discussion by either of the named parties occur. During the investigatory interview conducted by the administrator, all persons at the conference will conduct themselves in a manner that will result in a clear and thorough statement from the teacher regarding the facts of the alleged incident. Nothing in this provision is meant to inhibit or limit the teacher’s representative from fully and properly representing the teacher.
36-8 In implementing the suspension and dismissal procedures of NRS 39139l, the parties agree that the decision of the arbitrator shall be final and binding. The arbitrator shall be selected in accordance with the expedited arbitration procedures in Article 4 of this Agreement.
36-8-1 . The teacher or the teacher’s representative shall, within ten (10) days of receiving the notice of suspension or dismissal demand that the matter be submitted to final and binding arbitration. The matter shall be heard before the superintendent’s designee prior to submission to final and binding arbitration. The superintendent’s designee shall hear the matter within fivefive (5) days and shall submit a written response within five (5) days after the hearing. In the event the matter is not resolved by the superintendent’s designee the matter shall be submitted to final and binding arbitration. Pursuant to NRS 39l, the non-renewal of a probationary teacher’s contract shall not be subject to a hearing or arbitration under the provisions of this Article (36-8). Probationary teachers shall be entitled to a hearing and arbitration under the terms of this Article for suspensions or dismissals. A teacher hired on or after December 1 of any school year shall be a probationary teacher for the remainder of that school year and for the ensuing school year. In the event a teacher is suspended from employment, pending a recommendation for dismissal, the District may continue to contribute to the CCEA insurance Trust on behalf of that teacher, as stated in Article 28‑3, throughout the suspension period.
36-9 Prior to initiating any of the above forms of disciplinary action, the district shall have followed a policy of progressive discipline which normally includes a verbal and written warning.
36-10 The arbitrator shall have the power to modify or deny the district’s disciplinary action. Any such modification of a penalty must be within the limits set forth in the Nevada Revised Statutes. Although certain provisions of this Article are intended to modify disciplinary hearing provisions set forth in NRS 391, those provisions of NRS 391 which do not conflict with this Article shall remain in effect including, but not limited to, the superintendent’s authority under NRS 391.314-1. Any behavior that results in an unsatisfactory written evaluation or direction for change shall be called to the employee’s attention in writing within twenty (20) working days after the observation. It is recognized that such written direction may refer to previously given verbal warning(s) in recognition of the need to preserve the progressive discipline model.
Appears in 1 contract
Sources: Negotiated Agreement