Steps of Progressive Discipline. Discipline includes verbal warnings, written warnings, written reprimands, and suspensions.
Steps of Progressive Discipline. A. The steps of progressive discipline shall be followed by the District except when the Superintendent and/or designee determine that the misconduct justifies the skipping of steps of progressive discipline.
Steps of Progressive Discipline. Step One – Verbal warning(s) – Verbal notification to the bargaining unit member. A verbal warning may be reduced to writing. Notwithstanding Article XV. Section 1.06., a verbal warning shall not be placed in the teacher’s personnel file; instead it will be placed in an administrative working file at the Board of Education office.
Steps of Progressive Discipline. The administration will use the following steps for progressive discipline: Step 1. Verbal reprimand Step 2. Written reprimand
Steps of Progressive Discipline. The administration will use the following steps of progressive discipline for all offenses:
Steps of Progressive Discipline. A. Verbal Warning - At this step there is no formal written communication with the employee. This step is concerned with advising the employee that the actions or behaviors are inconsistent with policies or workplace standards; ensuring that the employee has the relevant policies or standards and understand them; advising the employee how her/his behavior is to be corrected and why. An employee may receive verbal warnings one or more times, depending on the similarity and relationship between events. It is left to the manager/supervisor’s discretion to determine when verbal warnings are no longer appropriate.
Steps of Progressive Discipline. The administration will use the following steps of progressive discipline in the disciplinary process. In the case of a serious infraction, progressive discipline may begin at any step:
Steps of Progressive Discipline. 20.2.2.1 Step 1: Oral Counseling Oral Counseling shall normally be the first step in all discipline procedures. It shall be a meeting between the administrator and unit member. A Conference Summary Memo shall report the specific acts or omissions upon which the concern is based and shall specify the administrator’s expectation for improvement. The unit member shall have the right to attach his/her statement of rebuttal to the Conference Summary Memo. Such statements of rebuttal shall remain with the Conference Summary Memo if attached to a Letter of Reprimand. The Conference Summary Memo shall also include a statement explaining that if the act/omission occurs again, further disciplinary action may be taken with the unit member. No written record shall be placed in the unit member’s personnel file, except as attachments to a written reprimand.
Steps of Progressive Discipline. 1. The steps of progressive discipline shall be followed by the district except when the Superintendent and/or designee determine that the misconduct justifies the skipping of steps of progressive discipline. The administrator shall meet with the unit member within 30 shared working days (working days for both the administrator and unit member) of when the administrator became aware of incident(s) or event(s) that might result in disciplinary action.
Steps of Progressive Discipline. The following sections provide information on each of the steps typically used in the progressive discipline process. The supervisor should use reasonable judgment to decide what step or combination of steps, up to and including termination, should be used to address the issue(s). Contact and work with the Human Resources Department when determining the level of discipline, if any, which may be required. For Steps 2 through 4, the supervisor shall advise the professional staff member of his/her the right to request NCCCAP representation at any meetings regarding performance improvement and/or termination.
