Progressive. Discipline Except in instances where the employee is found guilty of serious or gross misconduct, discipline will be applied in a corrective and progressive manner in accordance with the Employer’s policy. Progressive discipline shall take into account the nature of the violation, the employee’s record of discipline, and the employee’s record of performance and conduct.
Progressive. Discipline The parties to this Agreement recognize both the concept of progressive discipline and the fact that accelerated disciplinary actions, including discharge, may be warranted in instances involving severe or repeated misconduct. A teacher may be suspended without pay, discharged or disciplined only for just cause.
Progressive. Discipline LACMTA & AFSCME LOCAL 3634 AGREEMENT | 2014-2017 Progressive discipline provides for increasingly severe penalties to be imposed on an employee for like behavior. This provides the employee with an opportunity to correct his or her behavior before more severe disciplinary action is taken. However, under some circumstances more severe discipline, including termination, may be administered the first time an employee commits a serious offense. Additionally, under some circumstances, lesser discipline may be administered due to mitigating circumstances, such as an employee’s length and quality of service. AFSCME and LACMTA recognize the use of a corrective non- punitive disciplinary process. To this end, LACMTA will consider issuing disciplinary letters instead of imposing unpaid suspensions. However, when discipline letters without unpaid suspensions are issued, they are to be considered as having the same force and effect as a suspension without pay.
Progressive. DISCIPLINE Any complaint regarding an employee made by any parent, student, or other identified representative shall be investigated at the lowest possible administrative level beginning at site. The first step in any complaint should be to make every effort to address the concern with the teacher. The next step should be with the site administrator. These steps will apply to any articles that refer to the disciplining of members of the bargaining unit. Reprimands will be directly related to a specific article for misconduct and will be timely. Any meeting described in this article, the immediate supervisor will inform the employee that he/she may invite an NEA-Carlsbad representative to attend the meeting. (Refer to Certified/Classified Employee’s Right of Representation Form) When employees are required to attend an investigatory/disciplinary meeting with an administrator, or a supervisor, that may/will result in employee discipline, administrative leave, discharge, termination, or is investigatory, the employee will be given prior notice of the reason. The employee may request that an NEA representative be present. If an employee feels any meeting is becoming disciplinary in nature, the employee may request an NEA representative and reschedule if necessary within twenty-four (24) hours. An employee will be considered for administrative leave if the allegations against the certified employee pose an immediate danger or if the employee is accused of a crime against students, staff, or others within the workplace or outside the workplace if the action impacts the work environment and/or the education process. The suspension of an employee pending final District action will be with pay if the employee is available for work. Role of a representative: • The representative will serve as a support base for the employee. • The representative may act in the interest of the member by asking for a sidebar with the employee during an investigatory interview, or during a predetermination meeting, but the representative may not impede the investigation in any way. Progressive Discipline steps are:
Progressive. Discipline Documented verbal reprimands shall be deemed void, for the purpose of supporting discipline, after an employee has maintained a clear record with no infractions for twelve (12) months of active employment. Written reprimands shall be deemed void, for the purpose of supporting future discipline, after an employee has maintained a clear record with no infractions for eighteen (18) months of active employment. Suspensions shall be deemed void, for the purpose of supporting future discipline, after an employee has maintained a clear record with no infractions for thirty (30) months of active employment. The disciplinary record of an employee or former employee shall not be shared in any manner with any other employer or agency, without the prior written consent of the employee concerned, unless the release of information is required by statue, regulation, or Court or Board Order.