Common use of Professional Discipline Clause in Contracts

Professional Discipline. Employees may be disciplined for violations of this Agreement and Board policies, rules and regulations. Administrators shall investigate alleged violations immediately and shall use a progressive discipline procedure for all offenses. This will include a verbal warning for a first offense, a written reprimand for a second offense of the same provision of the contract or policy or rules and regulations, subsequent written warnings or a suspension without pay for subsequent offenses of the same provision of the contract or policy or rule or regulation, followed by a possible non-renewal or termination. The Administration may deviate from this progression for serious offenses or where the facts and circumstances indicate that another form of discipline is more appropriate. In no case, however, shall discipline be administered in an arbitrary or capricious manner. All discipline shall be appropriate to the offense, and discipline shall be administered consistently within the District. Termination of an employee’s contract shall be for good and just cause according to Ohio Revised Code Sections 3319.16 and 3319.161, and, if challenged, shall be processed in accordance with the procedures that appear in those statutes. Termination, therefore, shall not be grievable or arbitral under Article II of this Agreement. If the allegation of a violation of the Agreement or board policy, rule, or regulation comes from a person or persons other than the employee’s evaluating supervisor, after a joint meeting by administration and the union, on a case­by­case basis, the member may have the right to face his/her accuser(s). In the event that the allegation is brought forth by a minor, the parent(s)/guardian(s) may be included in the meeting with the member. The evaluating supervisor will inform the member who the accuser(s) is/are. Unidentified accusers or allegations will not be used for any disciplinary action. An employee shall have the right to have a representative of his/her choice present at any meeting which may lead to discipline of the employee. No provision of this Section or any other part of this Agreement shall apply to the release of an employee pursuant to Ohio Revised Code Section 3319.39, it being mutually understood that any such release is governed exclusively by the provisions of that statute.

Professional Discipline. Employees may be disciplined for violations of this Agreement and Board policies, rules and regulations. Administrators shall investigate alleged violations immediately and shall use a progressive discipline procedure for all offenses. This will include a verbal warning for a first offense, a written reprimand for a second offense of the same provision of the contract or policy or rules and regulations, subsequent written warnings or a suspension without pay for subsequent offenses of the same provision of the contract or policy or rule or regulation, followed by a possible non-renewal or termination. The Administration may deviate from this progression for serious offenses or where the facts and circumstances indicate that another form of discipline is more appropriate. In no case, however, shall discipline be administered in an arbitrary or capricious manner. All discipline shall be appropriate to the offense, and discipline shall be administered consistently within the District. Termination of an employee’s contract shall be for good and just cause according to Ohio Revised Code Sections 3319.16 and 3319.161, and, if challenged, shall be processed in accordance with the procedures that appear in those statutes. Termination, therefore, shall not be grievable or arbitral under Article II of this Agreement. If the allegation of a violation of the Agreement or board policy, rule, or regulation comes from a person or persons other than the employee’s evaluating supervisor, after a joint meeting by administration and the union, on a case­by­case case-by-case basis, the member may have the right to face his/her accuser(s). In the event that the allegation is brought forth by a minor, the parent(s)/guardian(s) may be included in the meeting with the member. The evaluating supervisor will inform the member who the accuser(s) is/are. Unidentified accusers or allegations will not be used for any disciplinary action. An employee shall have the right to have a representative of his/her choice present at any meeting which may lead to discipline of the employee. No provision of this Section or any other part of this Agreement shall apply to the release of an employee pursuant to Ohio Revised Code Section 3319.39, it being mutually understood that any such release is governed exclusively by the provisions of that statute.