Suspension With or Without Pay. A loss of pay for a total period of time not to exceed twenty (20) days within one calendar year, except for periods of time needed to comply with due process. The length of suspension shall correlate with the severity of misconduct.
Suspension With or Without Pay. 1. The Superintendent, or his/her designee, is authorized to suspend with or without pay for up to five (5) school days, any staff member, for any one (1) or more of the following reasons:
Suspension With or Without Pay. If, despite previous warnings, a teacher still fails to reach the required standards in the specified time frame, the employee may be suspended with or without pay from one to twenty days. The District may elect to suspend pending discharge.
Suspension With or Without Pay. The Employer may suspend Employees with or without pay, whilst allegations of serious misconduct are being investigated. If an employee is suspended without pay and the allegation of serious misconduct is not substantiated by an investigation, the Employee concerned will be paid as if he or she had been at work during the period of suspension.
Suspension With or Without Pay. The suspension shall take effect upon notification by the Superintendent to the employee along with the reason for the suspension. Salary withholding for suspension without pay shall not take place until acquiescence of the teacher or after all administrative remedies, including arbitration, have been exhausted.
Suspension With or Without Pay. Receipt of a second written 14 reprimand within a two-year (2-year) period of time shall constitute 15 grounds for suspension with or without pay subject to the disciplinary
Suspension With or Without Pay. If the unit member does not respond to the written reprimand (the unsatisfactory work performance or unacceptable conduct outlined in the Notice of Discipline – Written Reprimand continues) the reporting Cabinet Member may propose a serious penalty affecting the member’s professional remuneration in the form of an unpaid suspension from work for such variable periods of time, as days, weeks, months, a semester or semesters, not to exceed to one (1) academic year. The reporting Cabinet Member will conduct a meeting with the unit member and present him or her with a written Notice of Discipline – Suspension, to inform him or her of the reasons for the proposed suspension, the duration thereof, and whether such leave is paid or unpaid. The unit member has the right to representation at the meeting by a Grievance committee representative of the Professional Association. The unit member will acknowledge receipt of the “Notice of Discipline – Suspension” by signing the document. The unit member shall be allowed no less then fifteen (15) working days to answer the same in writing. The Cabinet Member will review the unit member’s responding statement and make a final recommendation for disciplinary suspension to the President of the College within fifteen (15) working days from receipt of the unit member’s responding statement. A copy of the Cabinet Member’s final recommendation for disciplinary suspension will be sent to the unit member and to the President of the Professional Association. Suspensions without pay are subject to the full Disciplinary Procedures found in Section C of this Article, including appeal to the Board of Trustees.
Suspension With or Without Pay. Suspension shall be preceded by a hearing before the Superintendent in which the employee shall be given reasons and the evidence which supports the reasons for the suspension and the opportunity to respond verbally and/or in writing. Written reasons and supporting evidence shall be provided to the employee as soon as reasonable. The employee may be represented at the hearing. No employee shall be suspended without just cause, except when the suspension is with pay for investigatory purposes. If an employee is suspended without pay, the suspension shall be subject to the grievance procedure. In an arbitration arising out of grievance on a suspension, the arbitrator's authority shall be limited to sustaining, modifying or reversing the Board's decision. If the arbitrator reverses the Board's decision, his/her remedial authority is limited to ordering the Board to remove the suspension from the employee's personnel file with a back pay award not to exceed the employee's compensation for the actual workdays missed as a result of the suspension. This provision shall not apply to suspensions, with or without pay preceding dismissal of the employee as provided by Section 24-12 of The School Code.
