ASSOCIATION AND EDUCATOR RIGHTS. A. Tenured educators will not be discharged from their basic contractual teaching relationship with the District except for just cause. (This protection is not applicable to the removal of an educator from an extra duty assignment.) If a tenured educator elects to protest discharge under applicable state statutes, the educator waives any and all rights to have a grievance processed alleging that discharge was not for a just cause.
B. All monitoring or observation of the classroom teaching performance of an educator will be conducted openly and with full knowledge of the educator. Video/photographic images will not be used as evaluation evidence by the administration. Information received that cannot be substantiated shall not be used as evaluation evidence. All information concerning the performance of an educator in their assigned duties which might relate to any subsequent discipline or termination will be placed in the educator’s personnel file with a copy of such document to be given to the educator at the time the document is placed in the file. An educator will have an opportunity to answer or rebut any such document in writing and have such written response placed in the file. An educator may request to have documents removed from the file upon review and agreement by Administration, member and Association.
C. Any educator required to appear before the Board or a member of the Administration for discussion which may lead to possible discipline, dismissal or suspension will be advised thereof prior to the meeting and will be entitled to representation.
D. Complaints by a parent/guardian against an educator will be promptly called to the attention of the educator. The following procedure will be followed when a parent makes a complaint about an educator:
Step 1: The administrator will confer with the educator in a timely fashion to determine the nature, complainant and accuracy of the complaint.
Step 2: The administrator will determine the need to gain additional information, clarification or interpretation. If the administrator determines that the parent declines to put the complaint in writing, the administrator may seek to document or corroborate the complaint through other sources or means.
Step 3: Upon completion of Step 2, the administrator will inform the educator in a timely fashion of the disposition of the matter.
Step 4: If the parent’s complaint is in writing, the administrator will inform the educator in a timely fashion of their right to...
ASSOCIATION AND EDUCATOR RIGHTS. A. Educators shall have the right to organize, join and assist the Association, to participate in professional negotiations with the Board through representatives of their own choosing for the purpose of establishing, maintaining, protecting or improving conditions of professional service. Educators shall also have the right to refrain from any or all such activities.
B. The Board shall not discriminate against any educator with respect to hours, wages, terms or conditions of employment by reason of his/her membership in the Association, his/her participation in any lawful activities of the Association or in negotiations with the Board, nor shall the Board discriminate against any educator for his/her institution of any grievance, complaint, or proceeding under this agreement.
C. The President of the Association or his/her designee shall be given written notice of any regular or special meeting of the Board together with a copy of the agenda of such meeting prior to the scheduled time of such meeting.
D. All approved public Board minutes shall be posted on the District website within 7-10 business days.
E. The Association shall be furnished on request all regularly and routinely prepared information concerning the financial condition of the District including the current financial statement and adopted budget, audits, a register of licensed personnel and pupil membership data. Existing information of a nonconfidential nature necessary to process a grievance will be provided. The Board and administration will grant reasonable requests for readily available and pertinent public information which may be relevant to negotiations. Nothing herein shall require the central office staff to research or assemble information.
F. Matters relating to supervisor-educator or Board-educator relationships shall not be discussed in the presence of students.
G. When the Administration or Board requires an educator to appear before them, they shall first announce the purpose of the appearance and secondly, indicate the time and place of the appearance. In the event the Board or Administrator has stated a reason which can be disciplinary and/or investigative in nature, the educator shall have the right to have a Representative of the Association present.
H. PROFESSIONAL CONDUCT Educators are important role models for students, peers, and community members. Accordingly, the parties agree that professional and appropriate conduct is expected of District personnel.
STEP 1: The pa...
ASSOCIATION AND EDUCATOR RIGHTS. A. It is recognized that teaching is a profession requiring specialized education qualifications and that the success of the educational program in the district depends upon the maximum utilization of the abilities of educators who are satisfied with the conditions under which their services are rendered.
B. Professional employees shall have the right to form, join, or assist professional employees' organizations, to participate in professional negotiations with the Board through representatives of their own choosing; and to engage in other activities, individually or in concert, for the purpose of establishing, maintaining, protecting, or improving conditions of professional services and other educational standards.
C. Neither the Board, nor the Association, will discriminate against any educator because of membership or non-membership in the Association, participation or nonparticipation in negotiations or because of the exercise or non-exercise of the right to file grievances or otherwise seek legally to enforce this Agreement. The Association agrees, as a condition of maintaining its status as the recognized bargaining agency for educators, that it will fairly represent all educators.
D. Names and addresses of newly hired staff members shall be provided to the Association upon request following Board approval of their contracts.
E. It is recognized that the superintendent has a dual role to fulfill, as educational and professional leader of the staff and as chief administrative officer of the Board of Education. However, he/she shall possess an allegiance to the learner, which supersedes either of those loyalties. The superintendent shall, because of his/her educational and professional insights, help provide those conditions which enable educators and other staff members to achieve their professional goals within a framework of improved educational service to pupils.
F. Each educator shall have the right, upon reasonable request time, to review the contents of his/her personnel file in the presence of the superintendent or his/her designee. A representative of the Association, at the educator's request, may accompany the educator in this review.
G. All educators shall be evaluated using the XxXxxxx Community High School District 156 Certified Evaluation Document. An Evaluation Committee will be developed and will consist of an equal number of administrators who evaluate educators and an equal number of representatives from the Association as appointed...
