The supervision of behaviour must be carried out according to board policies and procedures as well as provisions in the relevant collective agreement. A principal should consult with the appropriate supervisory officer before addressing the problematic behaviour of a staff member, wherever possible. The staff member is entitled to union representation throughout the process.
Consequences for discipline are usually progressive and commensurate with the degree of the offending behaviour. These consequences may include:
- verbal warning
- letter of concern or warning (Letter of Counsel)
- letter of reprimand
- suspension with pay
- suspension without pay
- termination.
A written reprimand, which is the form of discipline most often meted out by a principal to a teacher, must be in the format stipulated by the board and issued with the approval of the supervisory officer. It will include;
- a description of the unacceptable behaviour
- a statement of expected behaviour and timeline
- consequences for non-compliance up to and including termination.
If more serious discipline is required, it will most likely be handled directly by the supervisory officer or the board’s Human Resources Department.