Physical Force. While in the course of his/her employment, a teacher may use reasonable physical force against a pupil to protect himself/herself, to protect other persons, to prevent the destruction of property, or prevent any illegal overt act on the part of the pupil.
Physical Force. An employee has the right to use such reasonable force as is necessary to protect himself/herself from physical assault or to prevent injury to another employee or student. Any case of physical assault upon an employee shall be reported to the administrator/designee. The administrator/designee shall inform the employee of all legal and contractual rights afforded the employee. The employee shall report the incident to the police or, upon the request of the employee; the administrator/designee shall report the assault to the local police. In the event the administrator/designee is unavailable, the employee will contact the Superintendent’s Office that the police have been notified. In any case of physical assault upon an employee while performing his/her duties, the District shall, and the Association may, render all reasonable assistance to the employee which may include legal counsel. Professional Development for all staff regarding their rights and the appropriate use of physical force will be scheduled for staff after the start of each school year. This Professional Development shall be voluntary except for newly hired employees.
Physical Force. While in the course of his/her employment, a teacher and/or administrator may utilize a reasonable level of physical force on a student to provide protection for himself/herself, other students, and/or professional colleagues.
Physical Force. Paragraph 1: While in the course of his/her employment, a teacher may use rea- sonable physical force against a pupil but only to protect himself/herself, to pro- tect other persons, to prevent the destruction of property, or to prevent any illegal overt act on the part of the pupil.
Physical Force. All physical force employed by an officer must conform to the standards set by the RCW and Xxxxxx x. Xxxxxx (109 S.Ct.1865 (1989)). Officers must articulate in a report the specific facts relied upon to justify the use of force, not the conclusion. The reasonableness of the use of force will be judged by the perspective of a reasonable officer on the scene, as to whether the force used was objectively reasonable in light of the circumstances. Use of force decisions are recognized to be split second judgments, in tense, uncertain, rapidly evolving circumstances.
Physical Force. An employee has the right to use such reasonable force as is necessary to protect himself/herself from physical assault or to prevent injury to another employee or student. Any case of physical assault upon an employee shall be reported to the administrator/designee. The administrator/designee shall inform the employee of all legal and contractual rights afforded the employee. The employee shall report the incident to the police or, upon the request of the employee; the administrator/designee shall report the assault to the local police. In the event the administrator/designee is unavailable, the employee will contact the Superintendent’s Office that the police have been notified. In any case of physical assault upon an employee while performing his/her duties, the District and the Association will render all reasonable assistance to the employee which may include legal counsel. In-service for all staff regarding their rights and the appropriate use of physical force will be scheduled for staff after the start of the 2008-2009 school year. Such in-service sessions shall be required, scheduled by the District, and conducted by personnel qualified to address the issues involved. The one (1) hour required meeting called for in this provision shall result in an additional one (1) hour of professional development being added at all levels to the calendar agreement for the 2008-2009 school year. In subsequent school years, this meeting shall be voluntary except for new hires.
