Short-Term Removal Sample Clauses

Short-Term Removal. Employees shall have the right to exclude a disruptive or violent student from their classroom for the balance of any class period.
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Short-Term Removal. For short-term removal of a student, refer to Washington Administrative Code Book.
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Short-Term Removal. Employees shall have the right to remove a student from class when the employee deems such action necessary to maintain order and discipline. Removal at any level shall be all or any portion of the balance of the school day or until the principal or designee and employee shall have first attempted one (1) or more alternative forms of corrective action; provided further, that in no event, without the consent of the employee, shall an excluded student be returned during the balance of that class or activity period.
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Short-Term Removal. Employees shall have the right to exclude a disruptive or violent student from 16 their classroom for the balance of any class period. Such student may not be returned to that 17 classroom without a conference between the employee, the student, the appropriate administrator and, 18 if appropriate, the parent or guardian of the student; and until a satisfactory program has been 19 established to prevent re-occurrences, to assure health and safety of everyone involved, or that 20 otherwise satisfactorily deals with the problem.
Sample 1
Short-Term Removal. Employees shall have the right to remove a student from class when the employee deems such action necessary to maintain order or discipline. Removal at any level shall be for all or any portion of the balance of the school day or until the principal or designee and employee have conferred, whichever comes first: provided that, except in emergency situations, the employee shall have first attempted to follow the school’s office and classroom referral flow chart two (2) or more alternative forms of corrective action; provided further, that in no event, without the consent of the employee, shall an excluded student be returned during the balance of that class or activity period. Provided further, that such removal shall not be in violation of the student’s IEP or 504 plan and those plans have been implemented appropriately by the Employee to address the conduct prior to the removal.
Sample 1

Related to Short-Term Removal

  • Short Term Layoff In the event of short term layoffs (a layoff of less than thirteen (13) weeks) the Employer will determine the shift(s) and classification(s) in which the layoffs will occur. The parties can agree to alternative methods of reduction of hours if time permits.

  • Short Term Leave Members who are LTD trustees and Union stewards or designates may apply in writing to the Employer for short term leaves of absence for; attendance at union conventions, union courses, and union committees. The employee will give reasonable notice, which will be at least seven (7) days. The Employer will make every reasonable effort to accommodate such leave, and shall grant it subject to the ability to maintain the operational needs of the department. With the exception of members of the Union's executive, the employer is not required to grant more than twenty (20) days LOA per calendar year under this provision.

  • Short Term Disability The Employer agrees to provide Short Term Disability benefits to all active full-time employees from the first (1st) day of an accident or the first (1st) full-time day of hospitalized or the fourth (4th) day of sickness. The Plan will pay sixty-six and two thirds percent (66 2/3%) of basic earnings for the first two (2) weeks, then Unemployment Insurance will pay fifteen (15) weeks, then the Plan will resume payments for thirty-five (35 weeks).

  • Short Term Sick Leave 8. Each school year, an employee absent beyond the eleven (11) sick leave days paid at 100% of salary, as noted in section 2 above, shall be entitled up to an additional one hundred and twenty (120) days short term sick leave to be paid at a rate of 90 per cent of the employee’s regular salary if the employee is absent due to personal illness including medical appointments as per the collective agreement provisions and practices in effect as at August 31, 2012.

  • Short Term Paid Leaves The parties agree that the issue of Short Term Paid Leaves had been addressed at the Central Table and the provisions shall remain status quo to provisions in current local collective agreements. For clarity, any leave of absence in the 2008-12 Collective Agreement, that utilizes deduction from sick leave, for reasons other than personal illness shall be granted without loss of salary or deduction from sick leave, to a maximum of five (5) days per school year. Local collective agreements that have more than (5) days shall be limited to five (5) days. These days shall not be used for the purpose of sick leave nor shall they be accumulated from year-to-year. Such provisions shall not be subject to local bargaining or mid-term amendments between local parties. Notwithstanding this stipulation, local collective agreement terms will need to align with the terms above.

  • Short Term Upon written request from the Executive Director of AFSCME Council 75 to DAS Labor Relations Unit and the Agency’s Human Resource Manager, up to four (4) Presidents/designees from AFSCME Council 75 Central Table participating Agencies shall be given release time from his/her position for a period of time up to three (3) months for the performance of Union duties related to the collective bargaining relationship. Only one (1) employee from a bargaining unit and a total of four (4) employees from all Central Table participating bargaining units may be on such leave at any one (1) period in time. Such requests will be granted unless the affected Agency can demonstrate that the employee’s absence would adversely impact the operating needs of the employee’s work unit. If granted, such time may also be taken on an intermittent basis. AFSCME shall, within thirty (30) days of payment to the employee, reimburse the State for payment of appropriate salary, benefits, paid leave time, pension, and all other employer-related costs. Where this reimbursement is expressly prohibited by law or funding source, the employee shall be granted a leave of absence but the Employer will not be responsible for continuing to pay the employee’s salary and benefits.

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