Common use of FALSELY ACCUSED EMPLOYEE Clause in Contracts

FALSELY ACCUSED EMPLOYEE. (a) When an employee has been accused of child abuse or sexual misconduct in the course of exercising their duties as an employee of the Board, and i) an investigation by the Board has not concluded that the accusation is true; or ii) an Arbitrator considering discipline or dismissal of the employee finds the accusation to be false; the employee shall be entitled to assistance from the Board as provided in this Article. (b) The employee and the employee’s family shall be entitled to all reasonable specialist counselling and/or medical assistance to deal with negative effects of the allegations. (c) The employee shall be assisted to the fullest extent possible by the Board in assuring successful return to their duties. This shall include any necessary leave of absence with pay, upon receipt of medical certificate; first priority for transfer to any vacant position requested by the employee, for which the employee is qualified; and, where requested by the employee, provision of factual information to parents by the Board. (d) The disposition of the student making the false accusation shall be made by the Board in consultation with any agency, group or individual the Board deems appropriate. The CUPE Local 593 President shall be consulted as part of this process.

FALSELY ACCUSED EMPLOYEE. ‌ (a) When an employee has been accused of child abuse or sexual misconduct in the course of exercising their his/her duties as an employee of the Board, and i) an investigation by the Board has not concluded that the accusation is true; or ii) an Arbitrator considering discipline or dismissal of the employee finds the accusation to be false; the employee shall be entitled to assistance from the Board as provided in this Article. (b) The employee and the employee’s family shall be entitled to all reasonable specialist counselling and/or medical assistance to deal with negative effects of the allegations. (c) The employee shall be assisted to the fullest extent possible by the Board in assuring successful return to their duties. This shall include any necessary leave of absence with pay, upon receipt of medical certificate; first priority for transfer to any vacant position requested by the employee, for which the employee is qualified; and, where requested by the employee, provision of factual information to parents by the Board. (d) The disposition of the student making the false accusation shall be made by the Board in consultation with any agency, group or individual the Board deems appropriate. The CUPE Local 593 President shall be consulted as part of this process.