Disciplinary Support Sample Clauses

Disciplinary Support. 1. Nothing is more important to the attainment of a good education than regular attendance in class. Cooperation is needed between parents, school personnel and students to ensure that every student attends class. It is the Board's responsibility to promulgate policies, rules and regulations pertaining to student attendance which will encourage students to maintain high levels of school attendance. Excessive tardiness or absenteeism may be deemed sufficient grounds to deny student advancement, promotion, or graduation.
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Disciplinary Support. 1. The Steubenville Board of Education recognizes that a teacher, in the course of exercising discipline in the performance of duties, may be subjected to unwarranted verbal abuse and/or physical intimidation by a student and/or parent. In the event of such occurrence, the building administrator shall conduct a full review of the incident and make a prompt report to the Superintendent of Schools. Upon finding that such teacher was wrongfully and substantially aggrieved, the Administration will undertake proper and permissible disciplinary steps against the student and/or will seek corrective action from the offending parent. In the event that the aggrieved teacher should elect to file civil misdemeanor charges against the offending student and/or parent, and subject to the Administration concurring in the judgment that the gravity of the offense warrants such civil action, the Administration shall provide support to the teacher as may be reasonably requested.
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Related to Disciplinary Support

  • Disciplinary Grievances If the grievance is not resolved at Step 2, the Union may file a request for mediation with the Public Employment Relations Commission (PERC) in accordance with WAC 000-00-000, with a copy to the Office of Financial Management/SHR/Labor Relations Section (OFM/SHR/LRS) and the Human Resources Office within fifteen (15) days of receipt of the Step 2 decision. In addition to all other filing requirements, the request must include a copy of the grievance and all previous responses.

  • Disciplinary Matters (a) The employer acknowledges the principles of procedural fairness and the right to a support person.

  • Disciplinary suspension (1) This subsection does not apply to suspensions pending charges for removal.

  • Disciplinary Appeals In the case of suspension without pay, demotion, or dismissal, the employee may appeal the decision of the Department Head to the City Manager. An employee shall have ten (10) calendar days from the date of the Department Head’s decision to notify the City Manager in writing of the appeal. If the employee fails to appeal the Department Head’s decision, the intended discipline shall be imposed on the day specified therein. If the employee appeals within the specified time, the Department Head will determine if the employee can remain on his/her normal work schedule or be placed on leave with pay until the appeal to the City Manager has been completed. Appeal of suspension without pay up to a maximum of forty (40) hours - In the case of suspension without pay up to a maximum of forty (40) hours, the decision of the City Manager shall be final. Appeal of suspension without pay exceeding forty (40) hours, demotion, or dismissal - In the case of suspension without pay exceeding forty (40) hours, demotion, or dismissal, the employee may appeal the decision of the City Manager to an arbitrator. A written notice of appeal must be received by the City Manager no later than five (5) calendar days following the date of the City Manager’s decision. Upon receipt of the appeal, the City Manager shall contact the State Mediation and Conciliation Service (SMCS) to provide, in accordance with its normal customary procedures, a list of names of neutral parties who may serve as an arbitrator. Upon receipt of the list from SMCS, the City and the Organization shall meet and alternately strike names from the list until the name of one individual remains, who shall serve as the arbitrator. The employee and the City shall share the fees and expenses of the arbitrator equally. A court reporter may be included in the proceedings upon mutual agreement of the parties, the cost of which shall be shared equally between the parties. All other expenses shall be borne by the party incurring them and neither party shall be responsible for the cost or expenses of witnesses called by the other party. A party requesting a transcript of the arbitration shall bear the cost thereof. The decision rendered by the arbitrator shall be final and binding and not appealable to the City Council or a court of law.

  • Disciplinary Process (a) Prior to disciplining an Employee, the Employer will notify the Unit 1 Chairperson, with a copy to the President of Unifor Local 5555, of the nature of the alleged offence.

  • Disciplinary Investigations An employee who is the subject of a disciplinary investigation shall be informed in writing when the investigation is complete and of the determination of the investigation.

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