Student Discipline/Due Process Sample Clauses

The Student Discipline/Due Process clause establishes the procedures and rights afforded to students when disciplinary action is considered or taken by an educational institution. Typically, this clause outlines the steps for notifying students of alleged misconduct, conducting hearings or investigations, and providing opportunities for students to respond or appeal decisions. Its core function is to ensure fairness and transparency in disciplinary proceedings, protecting students from arbitrary or unjust punishment while maintaining order within the institution.
Student Discipline/Due Process. The Charter School is responsible for administering its discipline policy in a manner consistent with state and federal law and, rules,
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Student Discipline/Due Process. The Charter School is responsible for administering its discipline policy in a manner consistent with state and federal law and, rules, and the Authorizer’s policies that ensures students’ due process rights are satisfied, including the provision of appropriate informal or formal hearings. The Charter School shall promptly notify the Authorizer and the LEA in which the student resides of any student expulsion. If the LEA in which the student resides determines that the expelled student is eligible for its Alternative School program, the Charter School shall work with the LEA in which the student resides to provide an expelled student access to the LEA’s alternative school programs.
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Student Discipline/Due Process. In accordance with T.C.A. § 49-6-4002(a)(1), the Charter School is responsible for administering its discipline policy in a manner consistent with state and federal law and rules, and the Authorizer’s policies that ensure students’ due process rights are satisfied, including the provision of appropriate informal or formal hearings. The Charter School shall promptly notify the Authorizer and the LEA in which the student resides of any student expulsion. If the LEA in which the student resides determines that the expelled student is eligible for its Alternative School program, the Charter School shall work with the LEA in which the student resides to provide an expelled student access to the LEA’s alternative school programs, in accordance with T.C.A. § 49-6-3402(h)(1).
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Student Discipline/Due Process. In accordance with T.C.A. § 49-6-4002(a)(1), the Charter School is responsible for administering its discipline policy in a manner consistent with state and federal law and rules, and the Authorizer’s policies that ensure students’ due process rights are satisfied, including the provision of appropriate informal or formal hearings. The Charter School shall promptly notify the Authorizer and the LEA in which the student resides of any student expulsion. The Charter School shall not remand a student prior to a decision of suspension or expulsion, in accordance with federal and state laws, rules, Authorizer policies, and regulations. If the LEA in which the student resides determines that the expelled student is eligible for its Alternative School program and the LEA in which the student resides allows for the student to attend the Alternative School program, the Charter School shall work with the LEA in which the student resides to provide an expelled student access to the LEA’s alternative school programs, in accordance with T.C.A. § 49-6-3402(h)(1).
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Student Discipline/Due Process. 2 1. The District expects acceptable behavior in the maintenance of a sound-learning 3 environment on the part of all students who attend school in the District. 5 2. Discipline shall be enforced fairly, consistently and without discrimination. 7 3. Each certificated employee shall have the authority consistent with RCW 28A.600.020 (2) to 8 impose discipline upon a student for misconduct that violates rules of the District. 10 4. The Board, Superintendent and principals shall support and uphold their certificated 11 employees in their efforts to maintain discipline in the District and shall give timely 12 response to all teachers' requests regarding discipline problems (see RCW 28.A.600.020 (2)). 13 Further, the Board supports the authority of teachers to use prudent disciplinary measures 14 for the safety and well-being of students and teachers. In the exercise of authority by a 15 teacher to control and maintain order and discipline, the teacher may use reasonable, 16 prudent judgment. 18 5. In instances where student behavior warrants suspension or expulsion, such student shall 19 be afforded an opportunity for a hearing and due process in accordance with federal and 20 state laws, Washington Administrative Code, and adopted Board Policy. The teacher 21 specifying dates of occurrence and specific acts shall carefully document such disruptions or 22 distractions. 24 6. School principals will meet with the faculty annually to establish and/or review written 25 building disciplinary standards and procedures to ensure uniform enforcement of building 26 standards. (See appendix J). The Association and District will include discipline procedures 27 on the first Labor Management agenda each fall. 29 7. If an administrator overrules the employee’s request for removal of a student the employee 30 may request a reason(s) in writing for the decision. 32 8. In order to preserve a beneficial learning environment for all students, staff will work 33 cooperatively toward consistent enforcement of proper student behavior throughout each 34 school, as well as within each classroom. 36 9. The District shall recognize and support an employee's right to remove a student from a 37 class and direct such student to a designated site consistent with building discipline 38 procedures, when the employee deems such action necessary to maintain order or 39 discipline, provided that, except in emergency circumstances, the teacher shall have first 40 attempted one or more alternativ...
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Student Discipline/Due Process. The Charter School is responsible for administering its discipline policy in a manner consistent with state and federal law and, rules, and the Authorizer’s policies that ensures students’ due process rights are satisfied, including the provision of appropriate informal or formal hearings. The Charter School’s policies and practices shall comply with all policies adopted by the Authorizer with regard to discipline including suspensions, expulsions, and remands to alternative school. The Charter School shall promptly notify the Authorizer and the LEA in which the school is geographically located if a student is expelled. If the LEA in which the school is geographically located determines that the expelled student is eligible for its Alternative School program, the Charter School shall work with the LEA in which the school is geographically located to provide an expelled student access to the LEA’s alternative school programs. If the Charter School receives any BEP funds with respect to the student for a period that includes days when the student is attending the program, the Charter School shall, if required, reimburse the LEA a prorated amount thereof based on the days the student is attending the program.
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Related to Student Discipline/Due Process

  • 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.

  • 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.

  • Disciplinary Process (a) Prior to disciplining an Employee, the Employer will notify the Unit 3 Chairperson, with a copy to the President of Unifor Local 5555, of the nature of the alleged offence. (b) Following notification of the Unit 3 Chairperson, the Employer will meet with the Employee and a Union Representative. At this meeting, the Employer will advise the Employee of the alleged offence and provide the Employee with an opportunity to respond. (c) Within 5 Working Days of this meeting, or any additional meeting that the Employer may require, the Employer will decide whether or not discipline is to be imposed, and if so, at what level, and this decision will be communicated orally and in writing at a meeting with the Employee and Union Representative. A copy of the written decision will be provided to the Unit 3 Chairperson with a copy to the President of Unifor Local 5555. (d) In cases of suspension without pay, the suspension will be served beginning on one of the following two dates: i. if the decision to suspend is not subject to a grievance, the first date the employee is scheduled to work following 5 Working Days from the date the suspension was communicated to the Employee; and ii. if the decision to suspend is subject to a grievance, the first date the employee is scheduled to work following a denial of the grievance at Step 3.

  • STUDENT DISCIPLINE AND TEACHER PROTECTION A. The Board recognizes its responsibility to give all reasonable support and assistance to teachers with respect to the maintenance of control and discipline in the classroom. Whenever it appears that a particular pupil requires the attention of special counselors, social workers, law enforcement personnel, physicians, or other professional persons, the principal shall be notified. The Board feels that the teacher and the specialists indicated above should work together to improve the case. B. It is recognized that discipline problems are less likely to occur in classes where a high level of student interest is maintained. It is likewise recognized that when discipline problems occur, they may most constructively be dealt with by encouragement, praise and emphasis upon a child’s desirable characteristics. A teacher may use such force as is necessary, according to the law, to protect himself/herself from attack or to prevent injury to another student. C. A teacher may ask the principal to exclude a pupil from class when the grossness of the offense, the persistence of the misbehavior, or the disruptive effect of the violation makes the continued presence of the student in the classroom intolerable. In such cases, the teacher will furnish the principal, as promptly as his/her teaching obligations will allow, full particulars of the incident in writing. D. Procedure for suspension of students from school shall be distributed to students and teachers each year. E. Any case of assault upon a teacher while on duty should be promptly reported to the Board or its designated representative. The Board will provide legal counsel to advise the teacher of his/her rights and obligations with respect to such assault and shall promptly render all reasonable assistance to the teacher in connection with handling of the incident by law enforcement and judicial authorities. F. If any teacher is complained against or sued as a result of any action taken by the teacher while in pursuit of his/her employment, the Board may provide legal counsel and render all necessary assistance to the teacher in his/her defense. G. Time lost by a teacher in connection with any incident mentioned in this Article shall not be charged against the teacher. ▇. The Board will reimburse teachers for any loss, damages or destruction of clothing or personal property of the teacher while on duty in the school or on school premises in those cases where the school could have reasonably prevented the loss. I. No action shall be taken upon any complaint by a parent of the student directed toward the teacher nor shall any notice thereof be included in said teacher’s personnel file unless such matter is promptly reported in writing to the teacher concerned. J. Teachers shall be expected to exercise reasonable care with respect to the safety of pupils and property, but shall not be individually liable, except in the case of gross neglect of duty, for any damage or loss to person or property.

  • DISCIPLINE PROCEDURES The Employer agrees to provide the employee with written notification of a disciplinary document that is to be made a part of the employee’s personnel file. In instances where the Employer desires to conduct an investigatory interview with an employee, the employee shall be entitled upon request to have an Association representative present at the interview. A copy of all disciplinary actions involving suspension or discharge will also be provided to the Association, unless the employee requests that the matter be kept confidential.