GDPD: Discipline, Suspension and Dismissal of Support Staff Members

G: Personnel

All support staff employees are hired by the Board of School Trustees (the “Board”) to the district on recommendation of the Superintendent of Schools or his/her delegate, and each is assigned to a specific position.  The discipline, suspension, and dismissal of a support staff person is the responsibility of the direct supervisor and the appropriate official of the Human Resources Division, in accordance with the provisions of the relevant collective agreement. 

Discipline may be imposed immediately by an employee's supervisor, subject  to approval of an appropriate personnel officer.  The stages in the discipline process are verbal warnings with advice for remedial action; secondly, written warnings including written advice, not only for remedial action but also of the consequences of repetition of behaviour requiring discipline; and, finally, suspension with or without pay.  All such action must be recorded on the Human Resources file of the employee concerned.  The employee and the union must be notified on each such occasion. 

Suspension may be imposed with or without pay by the employee's supervisor or principal while a serious breach of discipline is being investigated and subject to the approval of an appropriate Human Resources officer.  The appropriate department head, principal or supervisor concerned, and the union shall be informed.  Every employee has the right to invoke the grievance procedure outlined in the collective agreement.  A grievance procedure is mandatory under the Labour Relations Code of British Columbia so that every collective agreement provides due process under the law.  Time constraints for the completion of each step of the procedure are part of most procedures.  While senior officials usually become involved in the final stages of a grievance, trustees of the Board do not.  Instead, the Labour Relations Code provides for the final resolution of any grievance by binding arbitration. 

Dismissal of an employee is the final act of a process to be taken by the Associate Superintendent - Human Resources after adequate referral to the department head concerned.  In all cases, the union will have been closely involved with the procedure from the beginning of the process.

A support staff member who is not covered by a collective agreement may request that such action as described above be formally reviewed by a Standing Committee of the Board or by the Board itself and shall be given an opportunity to present evidence on his/her own behalf or be represented by counsel.  The decision of the Board shall be subject to the same provisions of the Labour Relations Code, as provided for employees covered by collective agreements.

DMT Responsibility: AS-HR

Agreement References: 
Current Collective Agreement with IUOE, Local 963; Current Collective Agreement with CUPE, Local 407; Current Collective Agreement with CUPE, Local 15/VMECW; Current Agreement with PASA
Adopted Date: 
Saturday December 01, 1990
Revision Date: 
Feb 1983
Aug 1990
Sep 1994
Dec 1996
Jan 1999