Please ensure that your letter includes a current mailing address and a phone number or e-mail address where you can be reached. pursuant to the Board’s employee discipline policy, for incidents of child abuse or neglect which are substantiated by CPS investigations, even if the reports about those incidents are determined to be “unfounded” by DCFS. Discipline management is intended to … Discipline Processes Overview of Employee Discipline. Procedure starts at stage 1. Start hiring now with a 15-day free trial. employee discipline The Superintendent and his/her designee shall possess the authority to discipline employees when an employee's behavior warrants such action. Banish the blank page for good with our 1000+ HR templates. Learn more about the features available and how they make each recruiting task easier. Examples are: Serious misconduct/ Repeating an offense for which a progressive discipline procedure already took place. We will: Workable is all-in-one recruiting software. Examples are: Severe violations. A principal shall have the authority to recommend to the Superintendent when appropriate that employees at the school in which he/she is employed should be disciplined. the General Counsel may discipline employees in accordance with the applicable employee discipline policy adopted by the Board, the applicable collective bargaining agreement, or employee discipline protocols established by the CEO or designee. A no retaliation company policy will be effective at all times to ensure there is no misuse of our disciplinary procedure. For Local 73 SEIU bargaining unit members: e-mail signed Notices of Pre-Discipline Hearing, with supporting documentation, and any signed Notices of Disciplinary Action that were not issued at the end of the meeting to: cpscpdcommunications@seiu73.org. Believe conditions or parameters change enough to make repeating the step necessary. Americas: +1 857 990 9675 Dismissal of Employees. Disciplinary action should only be taken after an employee has an opportunity to provide an explanation of his/her behaviour. A decision is generally rendered within ten (10) business days but please be advised that additional time may be required for some petitions. An effective disciplinary policy ensures proper order at the workplace through corrective behavior. Step 6: Employees who continue to violate our policies, either voluntarily or involuntarily, by this stage will be terminated. Incompetence: Employee lacks the skills or ability to do the job. HR Policy … 3.1 An employee or coworker to whom a physician provides treatment is that physician’s patient. Examples are: Minor offenses (one-time). The Chicago Public Schools requires its employees to perform their job duties and responsibilities in a manner that promotes the best interests of the students, furthers the goals of the Chicago Public Schools, and results in the highest level of public trust and confidence. Train employees in certain policies and procedures. We will apply this step uniformly and fairly. HR must also keep records of the process from step 3 onwards. Procedure starts at stage 3. Restricted and Permitted Use of CPS Property: All collective content within the CPS website: text, graphics, software, images, videos, artwork and design, and computer code are exclusively owned by CPS or by third parties who have given their permission for use by CPS. Posted 4 weeks ago. U.S. federal laws don’t outline specific plans to be used for employee discipline. Box 5381 Cincinnati, OH 45201-5381 This way you can focus on your business and customers. With the CPS HR Membership you get the benefit of having a skilled Human Resources professional at a fraction of the cost of an in-house employee or law firm. Pursuant to the “CEO’s Guidelines for Designating Separated Employees as Ineligible for Rehire,” eligibility for rehire is a hiring standard that is within the sole discretion of the Board to establish. Ask questions, find answers, get tips, and dig deeper into our product. Step 3: Employees receive a formal written reprimand. counsel, and/or correct a new employee in their position. Skip links menu Read the minds of our team of HR writers. Read the agreement between the Chicago Board of Education and the Chicago Teachers Union, Mailing Address: 1901 W. Carroll Ave., Chicago, IL 60612Phone: 312-329-9100Fax: 312-329-6203, Read the agreement between the Chicago Board of Education and Unite Here, Mailing Address: 218 S. Wabash Ave., Suite 700, Chicago, IL 60604Phone: 312-663-4373Fax: 312-986-3828, Local 73/SEIU 73 - Service Employees’ International Union, Read the agreement between the Chicago Board of Education and the Service Employees' International Union, Local 73, Mailing Address: 300 S. Ashland Ave, 4th Floor, Chicago, IL 60607Phone: 312-787-5868Fax: 312-337-7768, Local 1 - Service Employees International Union, Firemen & Oilers Division, Read the agreement between the Chicago Board of Education and Service Employees' International Union, Fireman & Oilers Division, Mailing Address: 111 E Wacker, Suite 1700, Chicago, IL 60601 (Chicago Office)Phone: 312-233-8880, Local 143 - International Union of Operating Engineers, Read the agreement between the Chicago Board of Education and the International Union of Operating Engineers, Mailing Address: 447 West 31st St., Chicago, IL 60616Phone: 312-326-1430Fax: 312-326-6928, Read the agreement between the Chicago Board of Education and the Teamsters, Mailing Address: 1300 W. Higgins Rd., Suite 302, Park Ridge, IL 60068Phone: 847-939-9700Fax: 847-518-6495. Our company reserves the right to treat circumstances in a different way from that described in this policy. Often, we associate discipline with punishment. The DNH Committee will give due consideration to the opinion of the labor organization, any exigent circumstances, subsequent remediation, or subsequent evidence. It is the policy of the Board to prohibit unlawful discrimination, harassment, and retaliation on the basis of any protected category by the Constitution of the United States, the Constitution of the State of Illinois, and applicable federal, state or local laws or ordinances, including but not limited to Title VI of the Civil Rights Act of 1964 (Title VI), Title VII of the Civil Rights Act of 1964 (Title VII), Age … Or talk to us about your hiring plans and discover how Workable can help you find and hire great people. Employees must correct their behavior within [one month] before step 6 takes effect. Well, that’s not the case. Our disciplinary process has six steps of increasing strictness. For example, pointing out a performance issue is not necessarily a verbal warning and may be part of the regular feedback an employee receives. Get clear, concise, up-to-date advice with our practical, step-by-step guides. We recognize that people make mistakes and our employees may not always follow our policies closely. Each step may be repeated instead of moving forward to the next step at HR or a manager’s discretion. Or an employee may be directly suspended for a short period as a punishment. Unwillingness to follow Health & Safety standards, Announce any revisions or changes in our policies to all our employees in a formal manner (e.g. Guidelines for Managing Employee Discipline. But, we will always enforce discipline in a fair and lawful manner. Retain your right as an employer to skip all or … Please note that the decision of whether to remove the DNH from your record is discretionary. Due to our office's closure as a result of the COVID-19 pandemic, there may be a delay with processing DNH removal petitions. Employees have [two weeks] to correct their behavior before step 2 takes effect. This Progressive Discipline policy template is ready to be tailored for your company’s needs and should be considered a starting point for setting up your employment policies. Read the CEO’s Guidelines For Designating Separated Employees as Ineligible for Rehire. The Guidelines Governing Pre-Suspension Hearings for Tenured Teachers and Contract Principals provides protocols to suspend a teacher or contract principal without pay pending a Section 34-85 dismissal hearing. Please refer to the information and links below for information about the proper discipline process for all CPS employees. We want to give our employees a chance to correct their behavior when possible and assist them in the process. Employees should be made aware of Office of Employee Engagement (OEE) The Office of Employee Engagement (OEE) ensures effective administration of employee grievances, collective-bargaining provisions, Board policies and rules, and employee discipline to facilitate compliance with statutory and contractual requirements. We have the right to modify this policy or act in any other legal or reasonable way as each case demands. “The public is not interested in hearing about the limitations CPS faces or the inability to take disciplinary action while the case is before the courts,” she wrote on social media. “Well, I know what (a CPS employee) is telling families,” Bolthouse wrote in response to a question about abuse at Summit’s View. minor cases of substance abuse.) The DNH Committee will inform you of its decision in writing, which will either be mailed or emailed to you at the mailing or email address you provided in your letter or to the last known mailing or email address CPS has on file for you. If you are a member of a bargaining unit, your exclusive representative may submit its opinion in writing about whether the DNH designation should be removed and reasons for its opinion. Employees have [a month] to correct their behavior before step 3 takes effect. OEE has compiled materials to assist principals, administrators and employees with understanding certain Board policies and rules, collective bargaining agreement provisions, and other labor relations issues. Add a few personal touches and you’re good to go. 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