Progressive Discipline Guidelines Sample Clauses

Progressive Discipline Guidelines. Progressive discipline is designed to address inappropriate behavior(s) and to support teachers through the use of incremental interventions. Progressive discipline includes: warnings; letter(s) of concern; letter(s) of reprimand; suspension(s); plan(s) of growth and support dialogue; and the performance improvement plan(s).
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Progressive Discipline Guidelines. Other than situations involving serious misconduct, such as being at work under the influence, theft, inappropriate relationships with students, inappropriate physical contact with students or other staff members, the employer will follow the progressive discipline guidelines outlined below. Level 1- Meeting with employee. Written summary of meeting may be provided. Level 2- Letter of reprimand Level 3- Suspension with or without pay up to 10 days, held on step or denied a salary increase Xxxxx 0- Xxxxxxxxxxx
Sample 1
Progressive Discipline Guidelines. A. Step 1: Fact Finding In the event an administrator requires an Employee to attend a meeting to discuss any matter that might lead to discipline or possible disciplinary action against the employee, the employee shall be entitled to have an association representative of his or her choice present. The employee shall be informed in advance and in writing as to the purpose of the conference, except in circumstances warranting immediate action in which the health or safety of any student or school employee is at risk. The conference will afford the employee an opportunity to respond to the allegations made against him/her.
Sample 1

Related to Progressive Discipline Guidelines

  • Progressive Discipline Both parties endorse the principle of progressive discipline as applied to professionals.

  • HIV/AIDS Model Workplace Guidelines Grantee will:

  • Hot Weather Guidelines For the purposes of site based discussions regarding the need to plan and perform work during expected periods of hot weather, the following issues shall be considered in conjunction with proper consideration of Occupational Health and Safety issues.

  • PROCUREMENT ETHICS Contractor understands that a person who is interested in any way in the sale of any supplies, services, construction, or insurance to the State of Utah is violating the law if the person gives or offers to give any compensation, gratuity, contribution, loan, reward, or any promise thereof to any person acting as a procurement officer on behalf of the State of Utah, or who in any official capacity participates in the procurement of such supplies, services, construction, or insurance, whether it is given for their own use or for the use or benefit of any other person or organization.

  • Discipline Policy A Discipline Policy Committee will be formed upon the request of the Association or the Board of Education. The committee will be comprised of members appointed by the Board and the Association. By the appropriate means determined by the Board, families will be informed of the District's policies regarding student behavior and discipline procedures. The foregoing committees, study groups, or faculty councils shall serve as advisory, consultative and fact-finding bodies only, and the Board shall not be required to adopt any of the recommendations submitted. The Board agrees, however, that the Association and the teachers shall have the right to submit recommendations and views on these subjects.

  • Discipline Procedure To ensure that there is no misunderstandings when discipline is to be administered the Parties shall adhere to the following procedure in each instance of discipline.

  • Applicable Guidelines The Sentencing Guidelines to be considered in this case are those in effect at the time of sentencing. The following statements regarding the calculation of the Sentencing Guidelines are based on the Guidelines Manual currently in effect, namely the November 2011 Guidelines Manual.

  • Guidelines Explanation The Board President will accept applications. The Board will discuss, at an open meeting, its process to review the applications and who will contact applicants for an interview. Who accepts vacancy applications is at the Board's sole discretion. According to 2:110, Qualifications, Term, and Duties of Board Officers, the Board President is a logical officer to accept the applications, but this task may be delegated to the Secretary or Superintendent's secretary if the Board determines that it is more convenient. Who accepts the applications must be decided prior to posting the vacancy announcement. Create the Board member vacancy announcement.

  • Employee Discipline Appropriate sanctions must be applied against workforce 18 members who fail to comply with any provisions of CONTRACTOR’s privacy P&Ps, including 19 termination of employment where appropriate.

  • Employee Workload ‌ The Employer shall ensure that an employee’s workload is not unsafe as a result of employee absence(s). Employees may refer safety related workload concerns to the Occupational Health and Safety Committee for investigation under Article 22.3 (Occupational Health and Safety Committee).

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