Student Dismissal Sample Clauses

Student Dismissal. The School reserves the right to dismiss a student at any time in its discretion if it is determined that the student’s continued enrollment is no longer in the best interest of the student or of the School. In such case, the School may consider a partial tuition refund on a case by case basis and in the sole discretion of the School.
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Student Dismissal. The School will comply with the Minnesota Pupil Fair Dismissal Act (MPFDA), Minnesota Statutes §§121A.40-.56. The School Board shall maintain a discipline policy and procedure consistent with MPFDA prior to enrolling students.
Student Dismissal. In each elementary school, two teachers shall supervise student dismissals. This time is hot to exceed ten (10) minutes per day for dismissal. Volunteers shall be chosen first. Thereafter, teachers may be assigned by the building principal. In making the assignments, the building principal shall use these assignments to equalize planning/preparation time, and equalize the duty among all teachers over the school year.
Student Dismissal. The Site shall notify the WSSU Experience Coordinator of any Student who is in disciplinary trouble or may be dismissed from the Site prior to any disciplinary or dismissal action. WSSU shall cooperate with the Site to resolve all disciplinary or dismissal actions.
Student Dismissal. A professional staff person may terminate his/her services to a student with permission of an HISD building principal/supervisor or designee. In all instances applicable board policies, federal, and state laws will apply. The professional staff person will furnish the HISD principal and the local K-12 principal with full information about any incident as soon as his/her service obligations will allow.
Student Dismissal. Teachers may leave school at student dismissal time once students have been dismissed from their classrooms unless detained by such commitments as staff meetings, detention, bus duty, or extra help.
Student Dismissal. Change title from Student Dismissal to Length of Work Day
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Student Dismissal. RedLeaf reserves the right to dismiss any student who cannot or will not participate independently and fully in the program, who breaks Canadian law, or is a threat to the safety and well being of fellow students, campers or themselves. No refunds will be issued for any students or campers that have been dismissed from a Red Leaf program. In particular, Red Leaf reminds all parents of the obligation to fully disclose any unusual mental, emotional and physical conditions of their children at the time of registration. Red Leaf is under no obligation to provide for individual care for students with such conditions.

Related to Student Dismissal

  • FAIR DISMISSAL Dismissal or non-reemployment of teachers shall be done in conformance with current Oklahoma law pursuant to Teacher Due Process Act of 1990, OKLA. STAT.tit. 70, Section 6-101.20 et seq. For all continuing contract teachers, prior to the first Monday in June of each school year, the building principal or immediate supervisor shall make a written recommendation for any teacher that he/she recommends for non-reemployment. Additionally, the building principal or immediate supervisor will notify the teacher that a recommendation for non-reemployment is being made to the Superintendent. The teacher’s complete personnel file including all written evaluations and written responses shall be presented to the Board at the meeting in which the Board will consider renewal, non-renewal, or consider dismissal of the teacher's contract. Dismissal or non-renewal of probationary teacher shall be for cause and preceded by:

  • Instant Dismissal Nothing in clauses 10.2, 10.3, 10.4 or 10.5 prevents instant dismissal without notice in the case of serious misconduct.

  • FAIR DISMISSAL PROCEDURE 19.1 No Employee shall be discharged, disciplined, reprimanded, reduced in rank or compensation, or given an adverse evaluation of his/her services without just cause.

  • Dismissal The School shall not dismiss or transfer a student involuntarily, unless the dismissal or transfer is accomplished through procedures established by the School that are in compliance with applicable laws and due process requirements, provided that any dismissal of a student with a disability shall comply with the requirements of Ch. 8-60, HAR.

  • Dismissal of the Proceedings (1) Upon the Effective Date, the Ontario Action shall be dismissed with prejudice and without costs as against the Settling Defendants.

  • DISCIPLINE AND DISMISSAL 6.8.1 The following principles are to be followed when dealing with disciplinary matters:

  • Early Dismissal DTU representatives and/or elective officers shall be permitted to leave the work location at 4:15 p.m., if assigned to administrative buildings, and at the time students are dismissed, if assigned to a school center, in order to attend DTU meetings. Those leaving to attend such meetings must advise the administrator in charge reasonably in advance of such meetings.

  • DISCIPLINE, DISMISSAL AND RESIGNATION 23.01 Unsatisfactory conduct by an Employee which is considered by the Employer to be serious enough to be entered on the Employee’s record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within ten (10) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. A written warning that is grieved and determined to be unjustified shall be removed from the Employee’s record.

  • Pre-Disciplinary Hearing ‌ When the COUNTY intends to take disciplinary action involving discharge or suspension, the COUNTY shall notify the non-probationary employee and the UNION in writing of the charges against the employee and the proposed disciplinary action and shall provide the employee with the opportunity to respond to the charges at a hearing with the supervisor or person having authority to impose the proposed disciplinary action. In the event this proceeding is recorded, the COUNTY will provide a copy of the recording and/or transcript to the UNION.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

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