Procedure starts at stage 1. DFPS protects the unprotected - children, elderly, and people with disabilities - from abuse, neglect, and exploitation. The “Discipline Process Flowchart ” provides a high-level overview of the discipline processes for members of the Chicago Teachers Union, and all other unionized employees. And if a principal, teacher or other CPS employee improperly asks an officer to get involved with school discipline, the officer is supposed to report that to a supervisor. For every hiring challenge, Workable has a solution. Or talk to us about your hiring plans and discover how Workable can help you find and hire great people. These commitments are reinforced through the CPS People Strategy which outlines how staff should work together in a fair and inclusive manner in order to build a better service. Unwillingness to follow Health & Safety standards, Announce any revisions or changes in our policies to all our employees in a formal manner (e.g. Contact Us 350 Capitol Street, Room 730 Charleston, WV 25301 Ph: (304) 558-0628 Fx: (304) 558-4194 Contact Us 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. What’s in, what’s out, and what’s around the corner—they’ve got the HR world covered. 1. Use frequent employee performance meetings to address issues before they become problems. We want to give our employees a chance to correct their behavior when possible and assist them in the process. When appropriate, they should provide that employee with a copy of the company policy they violated, and explain our progressive discipline steps. 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. The DNH Committee will review your request letter, accompanying documents and the circumstances in which you left CPS. manager and employee. 567 W. Lake St.Suite 1120Chicago, IL 60661, 42 W. Madison StreetChicago, IL 60602773-553-1000, © 2020 Chicago Public Schools | 1.0.7607 | 6D, Close College and Career Planning (Grades 6-12) Subnav, Close Local School Councils (LSCs) Subnav, College and Career Planning (Grades 6-12), Family and Community Engagement (FACE) Managers, Janice K. Jackson, EdD, Chief Executive Officer, Reporting Harassment, Misconduct, or Abuse, Proposed Policies or Rule Changes Open for Public Comment, Service Employees' International Union, Local 73, Service Employees' International Union, Fireman & Oilers Division, International Union of Operating Engineers, school’s assigned CTU field representative, Rescheduled Pre-Meeting Notice (Steps 1 and 2), Rescheduled Pre-Meeting Notice (Steps 3 and 4), Employee Discipline and Due Process Policy, Notice of Rescheduled Pre-Discipline Hearing, Non-Union Employees Employment Guidelines, Non-Union Employee Performance Improvement Plan, Principal and Assistant Principal Employment Guidelines, Guidelines Governing Pre-Suspension Hearings for Tenured Teachers and Contract Principals, Guidelines For Designating Separated Employees as Ineligible for Rehire, Law Conference Reference Materials (July 2019), 2020-21 Calendar for School-Based Union Employees, Guidelines on Establishment and Operation of the PPLC, ESP-PSRP Evaluation Orientation Presentation PPT, ESP-PSRP Evaluation Orientation Sign-In Sheet, ESP-PSRP Job Descriptions and Critical Attributes, Professional Grading Standards and Practices Guidelines, Criminal Background Committee Operating Procedures, Your Rights Under the Illinois Service Member employment and Reemployment Rights Act, Equal Opportunity Compliance Office (EOCO). Our company reserves the right to treat circumstances in a different way from that described in this policy. A decision is generally rendered within ten (10) business days but please be advised that additional time may be required for some petitions. This way you can focus on your business and customers. 3.1 An employee or coworker to whom a physician provides treatment is that physician’s patient. Skip links menu Establish a culture of respect and collaboration. Please see below for current notices and check back regularly for future notices and updates. “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. bulletins, newsletters.). Please click the following links to view the available reference materials: CPS employees are entitled to receive notice in a conspicuous location of certain events or information regarding their rights. minor cases of substance abuse.) This step will follow an official investigation by HR (or legal authorities when appropriate) to ensure that terminating an employee is fair. 1. Step 5: This step encompasses any penalties that employees will receive. OBJECTIVES OF THE STUDY 1. Our disciplinary process has six steps of increasing strictness. Disciplinary action should only be taken after an employee has an opportunity to provide an explanation of his/her behaviour. Within the CPS, all staff are expected to treat each other with respect whatever their differences, grade level, job role or relationship e.g. 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. 3.2 A physician should meet the same standard of care when providing treatment to employees or coworkers as applies when treating other patients. employee discipline The Superintendent and his/her designee shall possess the authority to discipline employees when an employee's behavior warrants such action. You may continue to fax this information to (312) 337-7768, but e-mail is preferable. Don’t let jargon stand between you and your to-do list. the relationship that exist between discipline management and employee performance with specific reference with the County Education office PURPOSE OF THE STUDY The purpose of the study was to investigate the effects of disciplinary management on employee performance in County Education Office of Turkana County. If an HR issue comes up, a solution is just a phone call or click away. HR Policy … The DNH Committee will give due consideration to the opinion of the labor organization, any exigent circumstances, subsequent remediation, or subsequent evidence. Learn how to navigate the discipline process and find other useful information involving employee-related issues. Communicate clearly job expectations to all employees. CPS' Positive School Culture PlanA Positive Approach to Student DisciplineCincinnati Public Schools' approach to discipline aims to help students learn good behavior while offering alternatives to putting misbehaving students out of school.CPS' Code of Conduct provides guidelines for expected student behavior.Read the full Student Support Guide / Code of Conduct 2020-21 CPS CPS October 2017. Industry insights, new tech and tools, step outside the day-to-day demands of HR and keep pace with a changing world. The Principal and Assistant Principal Employment Guidelines set forth guidelines for the appointment, assignment, displacement, discipline and termination of principals and assistant principals. Read our in-depth report. Connect with our team of Workable experts and other industry professionals. But, we will always enforce discipline in a fair and lawful manner. 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. For questions regarding navigating Aspen, please refer to the resources posted at https://sis.cps.edu/aspen.html. A meeting should be held with the employee for this purpose. Know what the law says about employee discipline. For more information, please read Your Rights Under the Illinois Service Member employment and Reemployment Rights Act . Examples are: Minor offenses (one-time). Read the CEO’s Guidelines For Designating Separated Employees as Ineligible for Rehire. You may request to remove the DNH designation at any time after the DNH has been placed; however, a request for removal will only be considered once every two (2) years. Struggling with a task or project? Employees should be made aware of HR should inform them that if they do not correct their behavior within [one week], step 4 will take effect. Employees have [a month] to correct their behavior before step 3 takes effect. We also want to ensure that serious offenses are thoroughly investigated and dealt with. Department of Family and Protective Services, Policy Handbooks. Discipline management is intended to … For more information, please visit the Absence and Disability website. An employee is expected to have sustained improvement while on progressive discipline. Managers should let employees know when they launch a progressive discipline procedure. 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. Bring unacceptable work to the attention of the employee promptly. We want to give our employees a chance to correct their behavior when possible and assist them in the process. 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. HR must also keep records of the process from step 3 onwards. HR must clarify that this is the final step before an employee is penalized. Examples are: Serious misconduct/ Repeating an offense for which a progressive discipline procedure already took place. Here are four steps you can take to make your employee discipline actions foolproof. Believe conditions or parameters change enough to make repeating the step necessary. Employees must correct their behavior immediately, or step 5 takes effect. Managers can make the decision to repeat a step if they: Step 1: When a manager or HR issues a verbal warning to an employee, they should do so privately. Banish the blank page for good with our 1000+ HR templates. Europe & Rest of World: +44 203 826 8149. It may also include suspension without pay or demotion for serious offenses. The Non-Union Employees Employment Guidelines provides an overview of the performance, management and discipline of non-union employees. If managers judge that a progressive disciplinary process is appropriate, they must clarify this to their team member and document the step. It might be something as mild as coaching or as serious as a verbal or written warning. They will have the chance to explain their side and HR is obliged to investigate. Employees should receive actionable feedback on how to deal with an unintentional violation. Employees have [two weeks] to correct their behavior before step 2 takes effect. Get clear, concise, up-to-date advice with our practical, step-by-step guides. Add a few personal touches and you’re good to go. Please note that the decision of whether to remove the DNH from your record is discretionary. In order to maximize learning time and promote positive behaviors, every school must establish multi-tiered systems of support for students’ social, emotional and behavioral needs. It’s one of life’s unfortunate realities: If you’re a manager, you’re going to have to discipline an employee at some point. Our Progressive Discipline policy outlines the steps we will take to address an employee’s misconduct. Discipline can come in several forms, depending on the issue and how often it happens. 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. 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 … A no retaliation company policy will be effective at all times to ensure there is no misuse of our disciplinary procedure. Sign up for jargon-free hiring resources. Please click the following links to access templates of the discipline documents that should be used: Please click the following links to download templates of the discipline forms that should be used: In order to edit the Google Documents listed above, please go to File > Make a copy and save the document however you'd like on your Google Drive. Step 3: Employees receive a formal written reprimand. “Well, I know what (a CPS employee) is telling families,” Bolthouse wrote in response to a question about abuse at Summit’s View. For guidance on an employee misconduct situation or on how to administer discipline, please contact your Human Resource Business Partner (HRBP) at 773-535-5800 (Option 4). Please read the Notice to Employees for more information. Procedure starts at stage 1. 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. For example, if an employee has received several formal reprimands for the same offense, HR may choose to terminate them directly. Policy brief & purpose. 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