Induction

Non-Discrimination Statement

PUC Schools is an equal opportunity employer. This means that employment decisions are based solely on qualifications and the organization’s needs for a specific position, and not on age, sex, gender, gender expression, gender identity, pregnancy, race, color, ancestry, religion, sexual orientation, marital status, veteran status, national origin, ethnicity, citizenship, genetic characteristic, physical or mental disability or any other status protected by California or federal law. Equal employment opportunity will extend to all persons in all aspects of the PUC – Team Members relationship, including recruitment, hiring, firing, promotion, training, transfer, discipline, layoff, compensation, and discharge.

In accordance with the PUC Equal Employment Opportunity policy, PUC Schools makes all personnel decisions without unlawful discrimination, including decisions regarding the admission, retention or graduation of candidates, and decisions regarding the employment, retention or promotion of employees.

Grievance Policy and Process

All current and prospective constituents in the PUC Induction Program are hereby notified of a process for grievance due to the following situations, including but not limited to:

• Dissatisfaction with mentor pairing; see Mentor Candidate Reassignment Policy
• Dissatisfaction with the program
• Early Completion Option Admission Denial
• Non-completion of the program
• Scoring

If a PUC Induction participant is dissatisfied with the mentor pairing, the program elements, or requirements of the program, the person will direct their concern to the Induction Coordinator in writing, and the situation will be explored. If the concern is related to Candidate/Mentor pairing, the procedures detailed in the Candidate/Mentor Request for Reassignment Policy will be followed. For all other concerns, the Induction Coordinator will contact the person making the request and, if necessary, will meet with the involved parties to resolve the conflict and/or concern. Should the conflict and/or concern go unresolved, the Induction Coordinator will present the concern to the Director of Professional Learning or PUC Induction Advisory Board for resolution.

Procedures

1. Informal communication to the Induction Coordinator: The Induction Coordinator will work to resolve the problem as quickly as possible in collaboration with the Director of Professional Learning or PUC Induction Advisory Board as necessary. The Induction Coordinator will consult with Human Resources if additional support is needed to resolve the grievance.
2. Supervisor behavior grievances: If the grievance relates to a supervisor's behavior that can bring disciplinary action (e.g., sexual harassment or violence), teachers should report directly to the HR department or the PUC Schools CEO.
3. Appeal on a score received on an application or assignment:
   • Candidate will write an email to the Induction Coordinator.
   • A second person from the PUC Induction Advisory Board or PUC Schools Support Team will review the application or assignment.
   • If the score from the second reviewer is not in alignment with the first reviewer, the scores from both reviewers will be averaged.
   • If the second reviewer’s score is a 3, the Director of Professional Learning will review all of the data and make a final determination.
4. Appeal on non-completion of the program:
   • Candidate will write an email to the Induction Coordinator.
   • The Induction Coordinator will present the email to the Advisory Board for their determination
5. Formal grievance procedure:
   • Write a formal grievance letter, addressed to the Induction Coordinator and/or Director of Professional Learning.
   • Induction Coordinator and/or Director of Professional Learning speaks with all parties involved to ensure the matter is completely understood.
   • Induction Coordinator and/or Director of Professional Learning provides the person who faces allegations with a copy of the grievance.
   • Induction Coordinator and/or Director of Professional Learning organizes mediation procedures.
   • Induction Coordinator and/or Director of Professional Learning investigates the matter or asks the help of an investigator when needed.
   • Induction Coordinator and/or Director of Professional Learning keeps employees informed throughout the process.
   • Induction Coordinator and/or Director of Professional Learning communicates the formal decision to all involved.
   • Induction Coordinator and/or Director of Professional Learning takes actions to ensure the formal decision is adhered to.
   • Induction Coordinator and/or Director of Professional Learning deals with appeals by gathering more information and investigating further.
   • Induction Coordinator and/or Director of Professional Learning keeps accurate records.