Discipline or Reprimand Sample Clauses

The Discipline or Reprimand clause establishes the procedures and grounds under which an individual may be formally warned or penalized for misconduct or failure to meet expected standards. Typically, this clause outlines the types of behavior that may trigger disciplinary action, the steps involved in issuing a reprimand, and the possible consequences, such as written warnings or suspension. Its core practical function is to provide a clear and fair process for addressing inappropriate conduct, thereby maintaining order and accountability within an organization or contractual relationship.
Discipline or Reprimand. 1. No Bargaining Unit Member shall be disciplined without Just Cause. 2. The Board agrees that, whenever possible, a disciplinary problem shall initially be resolved between the employee and his/her immediate Supervisor. 3. No teacher shall be criticized, reprimanded or disciplined in the presence of anyone except administrative supervisory personnel. 4. Each party shall have the right to a representative of his/her choice at any disciplinary conference. The attendance of the representative shall not cause unnecessary delay in the discipline process. Except for oral reprimands, the Bargaining Unit Member and Association President shall receive a copy of any disciplinary notice and/or action before discipline can be issued.
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Discipline or Reprimand. 1. No Bargaining Unit Member shall be disciplined without Just Cause. 2. The Board agrees that, whenever possible, a disciplinary problem shall initially be resolved between the employee and his/her immediate Supervisor. 3. No teacher shall be criticized, reprimanded or disciplined in the presence of anyone except administrative supervisory personnel. 4. Each party shall have the right to a representative of his/her choice at any disciplinary conference. The attendance of the representative shall not cause unnecessary delay in the discipline process. Except for written warnings, the Bargaining Unit Member and Association President shall receive a copy of any disciplinary notice and/or action before discipline can be issued. 5. During any investigation, the Bargaining Unit Member may not be relieved of his/her duty without pay. 6. Before a Bargaining Unit Member is issued any discipline, other than a written warning, the member shall receive a written notice of pre-disciplinary hearing. The notice shall specify that the Bargaining Unit Member is entitled to bring an SSLTA and/or OEA representative to the meeting. If necessary, the hearing will be rescheduled by mutual agreement to accommodate the attendance of a representative(s) in accordance with paragraph 4 above. 7. The Bargaining Unit Member shall be notified either in the written notice or at the beginning of the pre-disciplinary hearing of the allegations against him/her. The Bargaining Unit Member and/or his/her representative(s) have the right to ask clarifying questions at any point and to respond to each allegation. When written evidence exists, the Administration/Board shall provide copies of all written evidence presented at all pre-disciplinary hearings to the Bargaining Unit Member and his/her representative(s).
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Discipline or Reprimand. No faculty member shall be disciplined or reprimanded or deprived of any professional advantage without just cause. Any such unjustified discipline or reprimand including adverse evaluation of teaching performance or violation of professional ethics asserted by the College or any agent or representative thereof shall be subject to the professional grievance procedure as provided in this contract. Probationary faculty see Article IV, Section 4.5(a)(4).
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Discipline or Reprimand. No teacher shall be disciplined or reprimanded without just cause. Any such action asserted by the Board, or any agent or representative thereof, shall be subject to the grievance procedure herein set forth.
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Discipline or Reprimand. 1. No Bargaining Unit Member shall be disciplined without Just Cause. 2. The Board agrees that, whenever possible, a disciplinary problem shall initially be resolved between the employee and his/her immediate Supervisor. 3. No teacher shall be criticized, reprimanded or disciplined in the presence of anyone except administrative supervisory personnel. 4. Each party shall have the right to a representative of his/her choice at any disciplinary conference. The attendance of the representative shall not cause unnecessary delay in the discipline process. Except for oral reprimands, the Bargaining Unit Member and Association President shall receive a copy of any disciplinary notice and/or action before discipline can be issued. 5. Recommended Progressive Discipline Steps: The following steps of progressive discipline will be used by the Administration. Only the Board of Education is permitted to terminate an employee. In an effort to avoid ambiguity, the administrator shall verbally notify the employee when they are invoking the oral reprimand process below: Step 1: Oral Reprimand; An oral reprimand will be confirmed in writing and kept by the Administrator and a copy given to the employee. The written confirmation shall not be placed in the employee’s personnel file; Step 2: Written Reprimand; Step 3: Written Reprimand or Suspension with or without pay, not to exceed three (3) days as deemed appropriate by the Administration. Only the Superintendent can impose suspension without pay; Step 4: Suspension with or without pay, not to exceed five (5) days; Step 5: Suspension or termination as deemed appropriate under the circumstances. 6. The progressive discipline steps are suggested. The Administration/Board may skip any step for serious offenses. 7. During any investigation, the Bargaining Unit Member may not be relieved of his/her duty without pay. 8. Before a Bargaining Unit Member is issued any discipline, other than an oral reprimand, the member shall receive a written notice of pre-disciplinary hearing. The notice shall specify that the Bargaining Unit Member is entitled to bring an SSLTA and/or OEA representative to the meeting. If necessary, the hearing will be rescheduled by mutual agreement to accommodate the attendance of a representative(s) in accordance with paragraph 4 above. 9. The Administration shall impose discipline no later than fifteen (15) work days after the conclusion of the disciplinary hearing, unless the Superintendent notifies the Asso...
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Related to Discipline or Reprimand

  • Discipline Disciplinary grievances will be initiated at the level at which the disputed action was taken.

  • Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.

  • Discipline Procedure 1. Disciplinary action may be imposed for violation of written rules and regulations as set forth by the Board, incompetence, inefficiency, dishonesty, drunkenness, immoral conduct, insubordination, discourteous treatment of the public, neglect of duty, misfeasance, malfeasance, nonfeasance, any other failure of good behavior, or conviction of a felony. 2. No employee shall be disciplined without first having had the opportunity for a hearing, if the employee so requests, with an OAPSE representative of his/her choice present. The employee shall be given a written statement containing the charges and the time and place of the hearing. The written statement shall notify the employee of his/her rights to OAPSE representation. The employee must be given the opportunity to sign the statement acknowledging receipt of the statement and date received. Under emergency conditions as determined by the supervisor (including, but not limited to, health and/or safety of the employee or other employees; blatant insubordination; or refusal to work), the supervisor may immediately suspend an employee without pay for a period of up to three (3) work days without the formal hearing described above. An opportunity for a formal hearing with the supervisor must be provided within the suspension period. Failure to provide an opportunity for a hearing during the suspension period shall preclude the right of further discipline for the offense causing the initial suspension. Emergency suspensions will not be subject to Section 6 of this Article. 3. Disciplinary action of less than discharge should generally be progressive and corrective in nature. A. Disciplinary actions shall be grievable. This Section shall supersede existing state law governing termination of employment (O.R.C. 3319.081). B. In determining progressive and corrective action, just cause shall be construed and limited to the nature and seriousness of the offense, the effect the alleged conduct has on the Board’s operation, the discipline or lack thereof used in other similar situations known to the Board, and the appropriateness of the proposed penalty in view of the record and length of service of the charged employee. The enumeration of these factors is not intended to preclude either the exercise of good and sound business judgment or to minimize the importance of an employee’s property interest in his job.

  • Discipline Policy A Discipline Policy Committee will be formed upon the request of the Association or the Board of Education. The committee will be comprised of members appointed by the Board and the Association. By the appropriate means determined by the Board, families will be informed of the District's policies regarding student behavior and discipline procedures. The foregoing committees, study groups, or faculty councils shall serve as advisory, consultative and fact-finding bodies only, and the Board shall not be required to adopt any of the recommendations submitted. The Board agrees, however, that the Association and the teachers shall have the right to submit recommendations and views on these subjects.

  • Student Discipline a) CONTRACTOR shall maintain and abide by a written policy for student discipline that is consistent with state and federal law and regulations. Using forms developed by the California Department of Education or as otherwise mutually agreed upon by CONTRACTOR and ▇▇▇, CONTRACTOR shall provide LEA, on a monthly basis, a written report of all incidents in which a statutory offense is committed by any LEA student, regardless if it results in a disciplinary action of suspension or expulsion. This includes all statutory offenses as described in Education Codes 48900 and 48915. CONTRACTOR shall also include, in this monthly report, incidents resulting in the use of a behavioral restraint and/or seclusion even if they were not a result of a violation of Education Code Sections 48900 and 48915. b) When NPS CONTRACTOR seeks to remove a LEA student from his/her current educational placement for disciplinary reasons, CONTRACTOR shall immediately submit a written discipline report to the LEA. Written discipline reports shall include, but not be limited to: the LEA student’s name; the time, date, and description of the misconduct; the disciplinary action taken by CONTRACTOR; and the rationale for such disciplinary action. A copy of the LEA student’s behavior plan, if any, shall be submitted with the written discipline report. CONTRACTOR and ▇▇▇ agree to participate in a manifestation determination at an IEP/IFSP meeting no later than the tenth (10th) day of suspension. ▇▇▇ shall notify and invite CONTRACTOR representatives to the IEP/IFSP team meeting where the manifestation determination will be made.