Right to Due Process. All employees within the bargaining unit are entitled to due process. The Board agrees to make clear expectations for employees. Letters of Direction will be used by the District to clarify expectations, prior to initiating progressive discipline where appropriate under the circumstances. The Board agrees to follow a policy of progressive discipline, where appropriate under the circumstances, which includes written warnings and reprimands, suspension with pay, suspension without pay, or discharge. Any disciplinary action taken against an employee shall be appropriate to the behavior which precipitates such action. No employee shall be disciplined (including warnings, reprimands, suspensions or discharge) without just or sufficient cause. Any such discipline shall be subject to the grievance procedure. The District will notify the Association as to the occurrence of the disciplinary action. Any derogatory document not provided to an employee within fifteen (15) working days after receipt or composition shall not be allowed as evidence in any grievance or in any disciplinary action against such employee. No evaluation, correspondence, or other material making derogatory reference to an employee’s character or manner shall be kept or placed in the employee’s personnel file(s) without the employee having indicated the employee has seen the material by signing and dating it, being provided a copy of the material, and having the opportunity to attach the employee’s own comments. Such written response shall become part of the employee’s written personnel records. Employees have the right to have a representative of the Association and/or counsel present when being disciplined. In the event disciplinary action is to be taken, the employee shall be advised of the right to representation prior to action being taken. When a request for representation is made, no action shall be taken with respect to the employee until such representation of the Association and/or counsel is present. Employees, who are subject to an investigatory conference for possible disciplinary action, will be notified by the District in advance that the employee has the right to representation during the conference involving the District and the employee. All information forming the basis for any disciplinary action shall be made available to the employee.
Right to Due Process. No employee shall be reprimanded, disciplined, or reduced in rank or compensation without just cause. An employee shall be entitled to have present a representative of the Association during any formal disciplinary action. When a request for such representation is made, no action shall be taken with respect to the employee until such representative of the Association is present. If representation is not arranged within ten (10) working days of written notification to the employee, the District may proceed with action against an employee. For the purpose of interpretation of this section, formal disciplinary action shall mean situations in which an employee is to receive a suspension from work, a written reprimand or a notice of termination.
Right to Due Process. 1. Due Process Employees have the right to due process in any matter which may adversely affect the employee’s contractual employment status with the district. Employees shall not be reprimanded, disciplined, suspended, reduced in rank or compensation, non-renewed or discharged without just cause. The right to due process includes:
Right to Due Process. Employees reserve the right to have a representative of the Association and/or counsel present when being reprimanded, warned, disciplined, or adversely affected for any reason. When a request for such representation is made, no action shall be taken with respect to the employee until such representative of the Association and/or counsel is present. All information forming the basis for any reprimand, warning, discipline, or adverse effect shall be made available to the employee. All charges shall be in writing.
Right to Due Process. No employee shall be reprimanded, disciplined, or reduced in compensation without just cause. In any event, any charges which are made shall be reduced to writing and made available to the employee. An employee shall have the right to have one Association representative of the employee's choice present at any meeting wherein the employee believes they may be reprimanded, disciplined, or denied rights available under this Contract. Nothing herein shall be construed to preclude a Vice President or other appropriate administrative person from attempting to resolve problems with an employee in confidence. Matters relating to tenure, dismissal and layoff shall be covered in Articles 34, 35, and 36 respectively and such instances shall not be covered by this subsection.
Right to Due Process. 1. No non-provisional teacher shall be non-renewed, RIF'ed, placed on probation or discharged without just and sufficient cause. In the event of any of the aforementioned actions listed in Section 1, the appeal and/or review procedure to be followed will be that prescribed by law (i.e., hearing officer and/or court).
Right to Due Process. 1 Just Cause— No employee shall be disciplined without just cause.
Right to Due Process. No employee shall be reprimanded, disciplined, reduced in rank or compensation, or deprived of any professional advantage without just cause (See Appendix A). An employee shall be entitled to have present a representative of the Association during any meeting which might reasonably be expected to lead to formal disciplinary action. When a request for such representation is made, no action shall be taken with respect to the employee until a representative of the employee’s choice is present. Further, in the event disciplinary action is to be taken, the employee shall be advised of the right to representation prior to the action being taken. An employee is entitled to present evidence supporting his/her position. The District will follow a policy of progressive discipline which may include: verbal warning, written reprimand, administrative leave with pay, suspension without pay, or notice of discharge/non-renewal.
Right to Due Process. Section 25.1 - Any disciplinary action shall be for just cause.
Right to Due Process. No employee shall be discharged prior to the end of his or her supplemental contract term without just cause.
