Disciplinary Actions

The Board needs to ensure that the business of education is maintained. Everyone has a role to play toward that end. It's when employees don't maintain that role in the manner specified that the process of education can be hampered.

From time to time, an employee's behaviour, performance, absenteeism or misconduct will result in the Board having to apply disciplinary actions. These instances are regrettable but necessary. It would be ideal if everybody would manage themselves in a manner that would eliminate the use of discipline. However, we are all different with different needs and we respond differently in different situations.

Your employment contract with the Board has obligated you to a number of things including doing your best, to be loyal and to do as instructed. Similarly, the Board has an obligation to train you so that you can do your job. The Board is also obligated to provide guidance and direction so that you can be as good as you need to be to fulfill your job responsibilities. The Board would be unable to discipline any employee where that direction, guidance or training was not made available. That's one of the foundation principles behind performance appraisals.

Normally, there are at least four steps to the discipline process. Everyone needs to be aware that, without correction, continuing and ongoing discipline can result in your termination. The Board sincerely hopes that end is never the case. However, depending on the issue, your employment can be terminated on the first instance of an action. As an example, theft, violation of certain Policies and Procedures such as Computer Policy or insubordination can lead to termination depending on your service, position, age and other circumstances.

You can be disciplined for the following which will be reviewed with you at goal setting and performance appraisal time:

Steps in the Disciplinary Process