Page 35 - Mini-Module 9

Dishonesty – this is considered serious and could involve
criminal sanctions. Because dishonesty undermines the trust
and confidence so necessary between employer and

employee, any deceitful behaviour will be looked on dimly.
However, the seriousness of a teacher lying about personal
circumstances may not always attract a disciplinary
consequence. However, the more relevant the question is to

the teacher’s ability to carry out job performance, the more
likely that dishonesty will breach the employment
relationship. Other forms of dishonesty such as theft,

revealing exam questions to students before examinations,
or intentionally entering test scores inaccurately all lead to
possible criminal consequences and should not be treated
lightly.

Absenteeism and lateness – Absence from illness or an

accident cannot justify dismissal or disciplinary action unless
there is a consistent occurrence over time. Allowance must
be made for teachers to attend to jury service, but if the
timing of such service is particularly difficult, an application

to the judge will usually be dealt with sympathetically.
Persistent absenteeism and lateness can justify dismissal,
but not until after warnings and a reasonable opportunity to

assist.

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