Disciplinary Action


  • School policy towards disciplining employees is generally reflected in the recommendations in the Table of Penalties. If an employee engages in an act of misconduct, which is not addressed in the Table of Penalties, the supervisor shall select an appropriate penalty in consultation with their immediate supervisor, department director, and/or the Principal.


  • Notwithstanding the above and recommendations in the Table of Penalties, the specific type and degree of disciplinary action to be taken in a particular situation shall be determined by the facts and circumstances of each situation. Previously documented disciplinary action(s), the degree of the conduct involved and other mitigating and exacerbating factors shall be considered in determining which penalty to impose.


  • Non-Disciplinary Action: Not all actions regarding an employee are considered “discipline”, even though they may involve alleged or possible violations of policies or rules by the employee. This policy addresses only discipline and has no application to any of the following:


1. The employee’s evaluation procedure or the resulting evaluations as they pertain to the adequacy of the employee’s performance.


2. Letters or memoranda directed to an employee containing directives or instructions for future conduct.


   3. Counselling of an employee concerning expectations of future conduct.


4. Non-renewal of a contract of an employee employed by the School.


   5. Reassignment With Pay. The Principal may reassign an employee to another position or such other appropriate place to allow an investigation of

       allegations relating to said employee. Such reassignment with pay is not a disciplinary measure and will not be recorded in an employee's permanent

       record.


Counselling memos may be used to inform employees of the above-described matters. Counselling memos are not discipline or disciplinary action. Counselling memos are to be considered a positive, proactive, cooperative approach to potential problems. They also serve to provide notice to employees of potential problem areas prior to them becoming discipline issues.


Types of Disciplinary Action


When disciplinary action is to be taken the following steps are recommended:


  • Reprimand (verbal/written)


  • Suspension


  • Termination


NOTE: This is a recommended procedure for disciplinary action. The facts and circumstances of a specific situation may preclude progressive discipline in favour of a more severe initial disciplinary action,


E. Guidelines and Procedures for Disciplinary Actions


  • Reprimand (Verbal/Written): When a reprimand (Verbal/Written) is issued, it should be done in private and a copy of the letter covering the details of the reprimand sent to the Personnel Office. Where appropriate, a reasonable period of time for improvement or corrections will be allowed before taking further action. A witness shall be present only when necessary. Written reprimand will, upon the employee’s written request, be removed from an employee's personnel file after a 12-month good conduct period


  • Suspension: Suspension consists of a period of time during which an employee will not work and shall not receive compensation. The maximum suspension period shall be thirty working days.


  • Termination: Involuntary Termination is covered in the Section on the same topic of this Manual.


  • Initiation of Disciplinary Action. Disciplinary action may be initiated by an employee's supervisor, department head or by the Principal. The employee shall be notified in writing of the disciplinary action and the basis thereof. The employee's Department Supervisor shall commence disciplinary action against the employee within ten (10) days, or such time as may be reasonable after being made aware of the offence(s). The person who initiates it shall sign the notification, and copies shall be supplied to the appropriate department head, the Principal, and the Board and the Business Manager for placement in the employee's personnel file.


  • Authority to Carry out Disciplinary Action. Disciplinary action in the form of a written reprimand may be carried out by the appropriate department head. Disciplinary action in the form of suspension with or without pay, or discharge requires the approval of the Board.