Student Behavior and Discipline Sample Clauses

The Student Behavior and Discipline clause establishes the standards of conduct expected from students and outlines the procedures for addressing violations of these standards. It typically details the types of behaviors that are considered unacceptable, such as academic dishonesty, disruptive actions, or harassment, and describes the disciplinary measures that may be imposed, ranging from warnings to suspension or expulsion. By clearly defining both expectations and consequences, this clause helps maintain a safe and orderly learning environment and ensures that all parties understand the process for handling misconduct.
Student Behavior and Discipline. Revised effective July 1, 2015
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Student Behavior and Discipline. A. Teachers shall be supported and/or advised by supervisors and administrators in all matters of student behavior. Teachers shall have immediate recourse to the deans and administrators who shall give the teacher effective and consistent support and/or advice in each case. B. When a teacher and the appropriate ▇▇▇▇ determine that a student is an intractably disturbing influence on a class, the student may be excluded from class until appropriate administrative procedures for discipline and 4.16., Section C have been compiled. C. The teacher, ▇▇▇▇, counselor, and parent or guardian shall participate in the conference necessary before the disruptive student may return to class, provided, however, that should an appropriate parent or guardian refuse to attend such conference, the conference will proceed with the results of such to be communicated by the administration to the absent parent or guardian. D. Selection of teachers for supervision of any detention will be determined by semester availability and district seniority on a day by day basis. With the exception of deans, the supervision of the detention shall be on a voluntary basis. The supervising instructor of the detention shall receive additional compensation for said period.
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Student Behavior and Discipline. The Parent and the Student understand that the Student is required to comply with the same behavioral expectations as those required of resident students, and that those expectations are communicated through student handbooks, classroom rules, the Student Code of Conduct, and the directives of teachers and administrators. The continued effectiveness of this Agreement is conditioned upon the Student’s compliance with the expectations imposed through the communications described in this paragraph. This Agreement supersedes any representations made through any student handbook, posted rules, Student Code of Conduct, or Board Policy, concerning procedures for student discipline investigation, the providing of due process, and the administration of any sanctions. The processes described in the Student Code of Conduct apply only to students who are residents of the District. No promises concerning investigation, due process, or consequences that may be contained in rules, handbooks, or information distributed to the student body concerning student discipline matters shall become a part of this Agreement, and the failure to follow or apply those procedures will not preclude the District from revoking this Agreement.
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Student Behavior and Discipline. A. The purpose of the student discipline policies and procedures, which are promulgated and published by the District, is to guide students toward acceptable forms of behavior, develop and strengthen their ability to promote self-discipline and facilitate a suitable environment for instruction. It is the intention of the District and the Association that Bargaining Unit employees and administrators work in a mutually supportive manner to establish and maintain appropriate student behavior and discipline. B. The parties understand that it is the exclusive right of the District’s Board of Education to develop and issue student disciplinary guidelines. C. Student Behavior and Discipline - General Responsibilities. 1. A written description of the rights and responsibilities of all Bargaining Unit employees with respect to student behavior and discipline as defined within the student discipline policies and procedures and the Parent/Student Handbook shall be made available online by the District or presented to each teacher by the building administrator or designee at the beginning of each school year. 2. The administrator shall make the Bargaining Unit employee aware of his/her response to the student disciplinary referral.
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Student Behavior and Discipline. The Parent and the Student understand that the Student is required to comply with the same behavioral expectations as those required of resident students, and that those expectations are communicated through student handbook, classroom rules, the Student Code of Conduct, and the directives of teachers and administrators.
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Student Behavior and Discipline. Every student has a right to an education. When a student becomes disruptive to the learning experience or fails to make adequate progress, corrective actions must be taken that will be specified in the eCA Student and Family Handbook. Rules and consequences will help ensure that everyone can learn and can be safe in an environment free from harmful intent or related threats conducted either online or in person. Every effort will be made to counsel students and assist them with problems in a restorative justice approach. However, the student who shows a continued lack of progress or change in behavior in violation of the rules and guidelines set forth in the Handbook will be subject to disciplinary action including suspension or recommended for expulsion depending on the severity of any offense. eCA shall comply with all applicable state and federal laws and WUSD BOE policies regarding student suspensions and expulsion procedures, including but not limited to all due process requirements. DRAFT
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Student Behavior and Discipline 
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Related to Student Behavior and Discipline

  • Student Conduct and Discipline The School shall adopt, update, and adhere to written policies concerning standards of student conduct and discipline which shall comply with federal and State laws and which shall incorporate the requirements of Section

  • SUSPENSION AND DISCIPLINE 21.01 Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature. 21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee. 21.03 When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable. 21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken. 21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable. 21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed. 21.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document or statement within a reasonable period before that hearing. 21.08 Any document or written statement to disciplinary action, which may have been placed on the NAV CANADA file of an employee shall be removed and destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action. 21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs. 21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto. 21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.

  • DISCIPLINE AND DISCHARGE B.6.1 If the Employer requires an Employee to meet with his/her Supervisor or designate in order to formally investigate the professional conduct of the Employee or in order to receive a written reprimand, suspension or discharge, the Supervisor will inform the Employee that he/she has the right to have a Bargaining Unit representative present. The Employee has a right to refuse Bargaining Unit representation. If the Employee elects to have Bargaining Unit representation, no discussion of the issues will take place until the Bargaining Unit representative is present in a timely fashion. B.6.2 The Bargaining Unit Grievance Committee shall receive a copy of any written reprimand given to an Employee resulting from a meeting at which a representative of the Bargaining Unit has been present. B.6.3 In determining the disciplinary action to be taken against an Employee, the Employer will take into consideration the Employee's record and the lapse of time since the last disciplinary action. 6.3.1 During the probationary period, the Employer shall have the right to discipline, demote, discharge or layoff a probationary new Employee. The new Employee shall have recourse to the Grievance Procedures. It is understood by the parties, for the purpose of discipline, a lesser standard of just cause may apply to a probationary Employee than to an Employee who has completed his/her probationary period. B.6.4 An Employee shall receive a copy of any written reprimand. B.6.5 A claim of discharge without just cause by an Employee shall be treated as a grievance if a written statement of such grievance is lodged with the person designated by the Employer within fifteen (15) working days following written notification of the discharge to the Employee from the Employer. All preliminary steps of the Grievance Procedures prior to Step 2 will be omitted in such case. B.6.6 The Employer shall not discipline or discharge an Employee without just cause. B.6.7 In any matter of discipline or discharge, an Employee shall be advised in writing of his/her right to Bargaining Unit representation.

  • DISCHARGE AND DISCIPLINE Section 1. In cases of discharge or discipline, a representative of Management shall give prompt notice thereof to the employee and the employee's ▇▇▇▇▇▇▇ or other Union representative. Such notice shall be confirmed in writing within three (3) working days following the day of discharge or imposition of discipline, excluding Saturdays, Sundays, holidays, and the day of occurrence. In cases of letters of warning, such letters shall be given to the employee affected and a copy thereof to such employee's ▇▇▇▇▇▇▇ or other Union representative. Section 2. The affected employee will be allowed to discuss their discharge or discipline with their ▇▇▇▇▇▇▇, or other Union representative, and Management will make available an area where the employee may do so if the employee is required to leave the premises. a. In imposing any discipline on a current charge, Management will not take into account any prior infractions which occurred more than two (2) years previously, provided the employee is not subjected to disciplinary action (excluding letters of warning), during the two (2) year period, nor impose discipline on an employee for falsification of their employment application after a period of two (2) years from their date of hire. In the event an employee completes two (2) years of service without a disciplinary action, letters of warning and/or suspensions over two (2) years old shall be permanently removed from their personnel file upon request to the Human Resources Director. b. Every employee shall be entitled to and shall receive a copy of any and all notices, reports, complaints, or other information filed by any employee, citizen, supervisor or any other City officer or Department or Division Head in the employee's personnel record which relates to, is, or may be made the basis for disciplinary action up to and including discharge of such employee by the City. The provisions of the Employee Right to Know Act (Act #397 of P.A. 1978) shall apply to City personnel records. c. Any employee appearing in a hearing before the City Manager pursuant to the City Charter shall be entitled to Union representation upon request. A Union representative acting pursuant to such a request shall be allowed reasonable time therefore during working hours without loss of time or pay. The City Manager or designee will endeavor to render a decision within twenty-one (21) days of the hearing. The City Manager may extend the time to render a decision by providing the Union with written notification of the extension. a. The following procedure shall be followed when an employee is given written notice from Management that the employee is discharged, demoted, or reduced in rank or compensation, or suspended without pay: (1) If the employee elects to file a grievance, the employee shall file the grievance in accordance with the provisions of the grievance procedure at Step 2. Section 5. If Management has the reason to warn or reprimand an employee, it shall be done in a manner that is consistent with good employee relationship principles. Upon request, a copy of disciplinary action will be given to the Grievance Committee Chairperson.

  • DISCIPLINE AND DISMISSAL 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.