Resulting Action a. In the event that cause has been established, the administration shall undertake the appropriate action based on the severity of the behavior that requires disciplinary correctiveaction.
Resulting Action. At the outcome of the investigation, the investigator will determine whether no further action should be taken, that there should be remedial action (i.e. mediation) or that the respondent should be the subject of a disciplinary process as a result of their behaviour. If the allegation is considered to have been falsely or maliciously made, then the complainant should be the subject of a disciplinary process. The appropriate manager will inform the parties of the outcomes of the investigation and what will happen next. No Action to be taken Where no action is to be taken, a copy of the investigator’s report, which is to be kept confidential, will be kept on file for a period no more than 6 months after which time it will be destroyed. Remedial Action If remedial action is recommended, discussions will take place with all parties as to the best way forward. Mediation Mediation is a process that complements the Company’s formal arrangements for dealing with workplace issues such as grievances. It offers early assistance before problems escalate into major issues for all concerned and will help you consider options to resolve your situation. The role of mediation is to facilitate a process that will lead to a resolution, which all parties are able to agree on and creating win/win outcomes. This can be used before a formal complaint is made or as part of an informal process to resolve the complaint. Matters will be referred for mediation where all those involved agree to participate in the mediation and the situation is one in which mediation can assist.
Resulting Action. In the event that cause has been established, the administration shall undertake the appropriate action based on the severity of the behavior that requires disciplinary corrective action. Corrective disciplinary actions shall take the following forms and progress based on severity or repetition of behavior. Administrators shall not act capriciously when investigating for cause or implementing discipline. If the professional employee is unhappy with the dispensation by the administrator they may appeal to the superintendent.
