EMPLOYEE DISCIPLINARY CODE. Members of the bargaining unit shall be subject to discipline in accordance with the following provisions:
EMPLOYEE DISCIPLINARY CODE. In a meeting between an employee and the Superintendent or an administrator in which the employee may be subject to formal discipline as outlined herein, the employee and the administrator shall have the right to have a representative of their choosing present. Prior to such meeting, the Superintendent or administrator will give the reasons for suspension or termination to the unit member in writing and will afford them an opportunity to reply. PROGRESSIVE DISCIPLINE STEPS: Violation of Board adopted rules and regulations may result in: FIRST VIOLATION: Discussion of problem with employee and immediate supervisor. The supervisor will give the employee a written summary of the meeting. The written summary shall be placed in the employee's personnel file. SECOND VIOLATION: Written letter of reprimand to employee from local Superintendent. The letter of reprimand shall be placed in the employee's personnel file. THIRD VIOLATION: Up to three (3) days suspension from work with loss of pay as recommended by Superintendent for willful and persistent violations of reasonable regulations of the Board of Education, for other good and just cause, or for reasons outlined in R.C. 53319.081. FOURTH VIOLATION: Termination of contract by Board pursuant to ORC 3319.081 as recommended by Superintendent for willful and persistent violations of reasonable regulations of the Board of Education, for other good and just cause, or for reasons outlined in R.C. 53319.081.
EMPLOYEE DISCIPLINARY CODE. A. In ameeting between a bargaining unitmember and an administrator inwhichthebargaining unit member may receive discipline that will be placed in the bargaining unit member's personnel file, the bargaining unit member and the administrator shall have the right to have a representative of their choosing present. Disciplinary Process: On the 1st occurrence the employee may receive a documented verbal warning. On the 2nd occurrence the employee may receive a written reprimand. On the 3rd occurrence the employee may receive an unpaid suspension from work. On the 4th occurrence the employee may be terminated. The Superintendent may reprimand, suspend, or terminate a bargaining unit member for inefficiency, immorality, for willful and persistent violations of reasonable regulations of the Board of Education, for othergood and just cause, and for incompetency, dishonesty, drunkenness, insubordination and for neglect of duty. Said suspension or termination shall occur only after the bargaining unit member has been afforded due process of the steps listed unless the act is deemed by the Superintendent to be severe enough to warrant immediate suspension or termination. Prior to suspension or termination, the Superintendent will give the reasons for suspension or termination to the unit member in writing and will afford them an opportunity to reply. All discipline is subject to the grievance procedure. Upon request, disciplinary material older than 24 months willhold no weight in new disciplinefor a bargaining unit member. Material on a felony conviction will remain in the file. A bargaining unit member may attach comments to any disciplinary item in his/herfile.
EMPLOYEE DISCIPLINARY CODE. A. In a meeting between an employee and an administrator for which the employee is to receive a formal letter of reprimand that will be placed in the employee’s personnel file, the employee and the administrator shall have the right to have a representative of their choosing present. The employee may attach a letter of rebuttal to the written reprimand.
EMPLOYEE DISCIPLINARY CODE. A. Reasons for suspension and termination. The superintendent or designee may suspend an employee without pay or recommend to the Board of Education termination for any of the following reasons:
