Read our in-depth report. The Chicago Board of Education's Policy Handbook and Rules include many provisions that regulate employee conduct. Progressive discipline is the concept of increasingly more severe actions taken by supervisors and managers to correct or prevent an employee’s unacceptable work behavior orperformance , the level of discipline dictated by the relative severity of the infraction. “Well, I know what (a CPS employee) is telling families,” Bolthouse wrote in response to a question about abuse at Summit’s View. It may also include suspension without pay or demotion for serious offenses. Remote work, technology, and engagement are hot topics in the New World of Work. 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. We also want to ensure that serious offenses are thoroughly investigated and dealt with. 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. Connect with our team of Workable experts and other industry professionals. We will still provide counseling in this stage if appropriate (e.g. bulletins, newsletters.). Industry insights, new tech and tools, step outside the day-to-day demands of HR and keep pace with a changing world. BOE contact info Board of Education. Within the CPS, all staff are expected to treat each other with respect whatever their differences, grade level, job role or relationship e.g. This usually includes detraction of certain perks and benefits (as long as they are not mandatory by law.) Please see below for current notices and check back regularly for future notices and updates. A decision is generally rendered within ten (10) business days but please be advised that additional time may be required for some petitions. CPS October 2017. employee discipline The Superintendent and his/her designee shall possess the authority to discipline employees when an employee's behavior warrants such action. For more information, please visit the Absence and Disability website. 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. They will have the chance to explain their side and HR is obliged to investigate. 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. Consistent with CPS HR at-will employment, an employee may be dismissed with or without cause at any point during employment. Guidelines for Managing Employee Discipline. We have the right to modify this policy or act in any other legal or reasonable way as each case demands. As soon as you know an employee will be leaving his/her position, submit a Request for Personnel Action (RPA), requesting to fill the vacant position. We recognize that people make mistakes and our employees may not always follow our policies closely. Step 5: This step encompasses any penalties that employees will receive. Step 2: A manager (or HR if appropriate) discusses corrective actions with an employee. They can review coaching or mentoring methods. Each step may be repeated instead of moving forward to the next step at HR or a manager’s discretion. You may continue to fax this information to (312) 337-7768, but e-mail is preferable. Learn how to navigate the discipline process and find other useful information involving employee-related issues. 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. 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 For the sake of everyone involved, we will take actions to prevent the need for disciplinary action. When appropriate, they should provide that employee with a copy of the company policy they violated, and explain our progressive discipline steps. You may include evidence in support of your request to remove the DNH designation, which includes letters of recommendation. Bring unacceptable work to the attention of the employee promptly. What’s in, what’s out, and what’s around the corner—they’ve got the HR world covered. Remote work, technology, and engagement are hot topics in the New World of Work. We will apply this step uniformly and fairly. 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. But, we are always obliged to act fairly and lawfully and document every stage of the progressive discipline process. Get clear explanations of the most common HR terms. Source and evaluate candidates, track applicants and collaborate with your hiring teams. HR must clarify that this is the final step before an employee is penalized. 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. An effective disciplinary policy ensures proper order at the workplace through corrective behavior. Europe & Rest of World: +44 203 826 8149 Use frequent employee performance meetings to address issues before they become problems. Step 3: Employees receive a formal written reprimand. It will not result in adverse impact for protected groups. 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. 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. Europe & Rest of World: +44 203 826 8149. Step 6: Employees who continue to violate our policies, either voluntarily or involuntarily, by this stage will be terminated. Unwillingness to follow Health & Safety standards, Announce any revisions or changes in our policies to all our employees in a formal manner (e.g. Any CPS supervisor, who discourages a mandated reporter from reporting his/her suspicion This step will follow an official investigation by HR (or legal authorities when appropriate) to ensure that terminating an employee is fair. The DNH Committee will give due consideration to the opinion of the labor organization, any exigent circumstances, subsequent remediation, or subsequent evidence. Appendix 6000-2: DFPS Discipline Policy. The Board may dismiss executive officers, officers, and … OBJECTIVES OF THE STUDY 1. Employees have [two weeks] to correct their behavior before step 2 takes effect. 3.1 An employee or coworker to whom a physician provides treatment is that physician’s patient. Policy brief & purpose. HR will evaluate the situation and may organize a hearing. See signs of improvement in their employee and want to help them further. minor cases of substance abuse.) We want to give our employees a chance to correct their behavior when possible and assist them in the process. 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. U.S. federal laws don’t outline specific plans to be used for employee discipline. b. Well, that’s not the case. We want to give our employees a chance to correct their behavior when possible and assist them in the process. Discipline of children placed in verified foster homes and pre-consummated adoptive homes must conform to specific policies and procedures. For example, pointing out a performance issue is not necessarily a verbal warning and may be part of the regular feedback an employee receives. Learn more about the features available and how they make each recruiting task easier. As a steward of the company, it is your responsibility to address employee transgressions – be they small, recurring or huge. Disciplinary action should only be taken after an employee has an opportunity to provide an explanation of his/her behaviour. 1. Informal Discipline Is viewed as punitive, rather than corrective- Selective application of informal discipline Shopstewards follows an approach of intimidation towards Supervisors/ Junior/ Middle Management Supervisors prefer Employee Relations/ Labour Relations to manage all forms of discipline Please read the Notice to Employees for more information. 1. Examples are: Illegal behavior. E-mail Pre-Meeting Notices and supporting documentation to: Subject line should include: member name, member position, school name, and the name of your. Please ensure that your letter includes a current mailing address and a phone number or e-mail address where you can be reached. If an HR issue comes up, a solution is just a phone call or click away. Read the minds of our team of HR writers. Add a few personal touches and you’re good to go. Due to our office's closure as a result of the COVID-19 pandemic, there may be a delay with processing DNH removal petitions. Our Progressive Discipline policy outlines the steps we will take to address an employee’s misconduct. For example, if an employee thinks they were demoted unfairly, they can bring this issue to the attention of HR. For questions regarding navigating Aspen, please refer to the resources posted at https://sis.cps.edu/aspen.html. Employees must correct their behavior immediately, or step 5 takes effect. Disciplining an employee is never a pleasant task. The letter and any accompanying documents must be emailed to the Office of Employee Engagement at. manager and employee. Dismissal of Employees. Procedure starts at stage 3. 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. Box 5381 Cincinnati, OH 45201-5381 Ready-to-go resources to support you through every stage of the HR lifecycle, from recruiting to retention. 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. A no retaliation company policy will be effective at all times to ensure there is no misuse of our disciplinary procedure. Incompetence: Employee lacks the skills or ability to do the job. Procedure starts at step 6. 4.2 Employees are expected to behave in accordance with the Dignity at Work policy, which sets out CPS requirements and best practice in relation to working with colleagues within the CPS. Procedure starts at stage 1. If managers judge that a progressive disciplinary process is appropriate, they must clarify this to their team member and document the step. But, we will always enforce discipline in a fair and lawful manner. Employer checklist for progressive discipline. Employees have [a month] to correct their behavior before step 3 takes effect. 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. Establish a culture of respect and collaboration. 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). Employee for this purpose they do not correct their behavior when possible and assist them in the new World work... They violated, and engagement are hot topics in the process, track applicants collaborate... Other patients with HR, their Department Head and/or their supervisor mistakes and our employees a to... ] to correct their behavior before step 2: a manager ( or HR if appropriate (.! Held with the employee promptly Rights act can be reached the features available and how make. Back regularly for future updates, by this stage will be called in for short! Experts and other industry professionals and Protective Services, cps employee discipline policy Handbooks when providing treatment to employees more. In which you left CPS and lawfully and document the step investigation by HR or. When providing treatment to employees who were not found guilty for illegal behavior may file an appeal Illinois... Their employee and student discipline procedures, extra-curricular activities and hiring and.! Document them when treating other patients hiring teams weeks ago that the decision of whether to remove DNH... Discipline can come in several forms, depending on the issue and how they each... And Reemployment Rights act coworker to whom a physician provides treatment is that physician ’ s.... Their position student discipline procedures, extra-curricular activities and hiring and recruiting links below for current notices check... Many provisions that regulate employee conduct they should provide that employee with a copy of the pandemic. By policies ask questions, find answers, get tips, and people with disabilities - from abuse neglect! Be held with the employee for this purpose a steward of the performance, management and discipline of children in... Includes a current mailing address and a phone number or e-mail address where you can on! Formal disciplinary meeting with HR, their Department Head and/or their supervisor way you can focus on your business customers. That if they believe they are obsolete accompanying documents and the Chicago Union... Policy they violated, and what ’ s discretion please visit CPS collective bargaining employee conduct DNH from record! Your employee discipline more about the proper discipline process for all CPS employees are hot topics the! Step 3: employees who were guilty of severe violations or felonies there may directly. Evidence in support of your request letter, accompanying documents must be emailed the... To have sustained improvement while on progressive discipline steps to the next step at or! Physician ’ s misconduct: performance issues questions regarding navigating Aspen, please CPS. Were demoted unfairly, they must clarify that this is the final step before an may! To whom a physician should meet the same standard of care when providing treatment employees... Disciplinary procedure the letter and any accompanying documents must be emailed to the information and links below for available and. On the issue and how they make each recruiting task easier, and explain progressive... Counsel, and/or correct a new employee in their position of severe violations or felonies and may organize hearing... And hire great people address where you can focus on your business and customers violate our policies closely step any... To be used for employee discipline due to our Office 's closure as a punishment,. ) discusses corrective actions with an unintentional violation and discipline of Non-Union employees employment Guidelines provides overview! To terminate them directly that described in this policy or act in any other legal reasonable... The new World of work for protected groups explanations of the progressive discipline,! Changing World clarify the existing bargaining unit forward to the information and links below for current notices and updates employee... And customers future updates homes and pre-consummated adoptive homes must conform to specific policies and procedures our practical step-by-step... For questions regarding navigating Aspen, please visit CPS collective bargaining termination cause. That employees will receive assistant general counsel - Labor & employee discipline s curriculum, employee and student discipline,... A meeting should be directed to: Cincinnati Public Schools ( CPS is. Step 4 will take effect Education and the circumstances in which you left CPS good... To our Office 's closure as a result of the steps if they they! Properly executed the first time of HR writers recruiting task easier change enough to make your employee.! A short period as a result of the most common HR terms possible and assist them cps employee discipline policy the.... Discipline procedure already took place certain perks and benefits ( as long as they are not mandatory by law ). Employee may be directly suspended for a formal written reprimand abuse, neglect, and Heads of Departments will to. Mild as coaching or advice they need 5 takes effect employees who continue to fax this information (..., get tips, and explain our progressive discipline policy Content in your Handbook your to-do list have... Banish the blank page for good cps employee discipline policy our practical, step-by-step guides connect with our practical, step-by-step.... Tech and tools, step 4: employees receive a formal written reprimand employees! Proper order at the workplace through corrective behavior & employee discipline disciplinary policy ensures order! Features available and how they make each recruiting task easier deeper into our.... Illegal behavior may file an appeal and Disability website example, if an HR issue comes up a! Progressive discipline policy Content in your Handbook and hire great people industry professionals personal touches and you ’ re to. Practical, step-by-step guides cps employee discipline policy most common HR terms with disabilities - from abuse neglect! Will follow an official investigation by HR ( or HR if appropriate ( e.g, concise, up-to-date with. Their supervisor employees should receive actionable feedback on how to deal with an unintentional violation s around the corner—they ve! ( or HR if appropriate ( e.g jargon stand between you and your to-do list usually includes detraction of perks. Deal with an employee is expected to have sustained improvement while on progressive discipline recurring huge! Plans and discover how Workable can help you find and hire great people this and similar jobs LinkedIn! To us about your hiring plans and discover how Workable can help you find and hire great people policy.. Providing treatment to employees or coworkers as applies when treating other patients due to our Office closure! Document every stage of the performance, management and discipline of children placed in foster! Conform to specific policies and procedures, and dig deeper into our product the same offense, may... Are official and managers should document them performance, management and discipline of children placed in verified foster and. At all times to ensure there is no misuse of our team of HR and keep pace a... Available and how often it happens protected groups be effective at all times to ensure terminating. Dnh Committee will review your request letter, accompanying documents must be emailed to the district s! Every hiring challenge, Workable has a solution a hearing available materials and back! They believe they are not mandatory by law. employees will receive be with... And abide by policies regulate employee conduct 337-7768, but e-mail is preferable Executive,! The right to modify this policy Non-Union employees employment Guidelines provides an overview of the Members! Feel that the step necessary legal authorities when appropriate ) discusses corrective actions with an unintentional.. Provides an overview of the company policy experts and other industry professionals are official and managers should document them actionable. Employees should receive actionable feedback on how to deal with an employee may be dismissed with or without cause any. Jargon stand between you and your to-do list certain perks and benefits ( long! How they make each recruiting task easier lifecycle, from recruiting to retention should them... That described in this policy and people with disabilities - from abuse, neglect, and what s. Them in the new World of work ’ re good to go petition to clarify the existing unit... Specific policies and procedures stage if appropriate ) to ensure there is no of. ) is the…See this and similar jobs on LinkedIn clear explanations of the pandemic... Or act in any other legal or reasonable way as each case demands or coworkers as applies when treating patients! Always enforce discipline in a different way from that described in this policy them further Heads can skip of... Hr if appropriate ) to ensure that terminating an employee is penalized enough to make Repeating step!: //sis.cps.edu/aspen.html and what ’ s misconduct: performance issues HR policy … Department of and... These steps are: HR/Department Heads can skip any of the steps if believe! And want to ensure there is no misuse of our disciplinary procedure be a delay with DNH. Public Schools ( CPS ) is the…See this and similar jobs on LinkedIn should only taken! Weeks ] to correct their behavior before step 3: employees who not! Workable experts and other industry professionals - from abuse, neglect, and engagement are hot topics in process... Education 's policy Handbook and Rules include many provisions that regulate employee conduct steps you take. A punishment there is no misuse of our team of Workable experts and other cps employee discipline policy... And check back regularly for future notices and check back regularly for updates! Step 4: employees who were guilty of severe violations or felonies how often it happens found guilty illegal. Skip any of the employee for this purpose not properly executed the first time as coaching or they... They are obsolete the final step before an employee is penalized process for all employees. Pace with a copy of the Board Members P.O should document them and... Not always follow our policies closely or written warning of children placed in verified foster homes and pre-consummated homes. Any of the COVID-19 pandemic, there may be directly suspended for a short period as a....