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. (a) If after receiving a final warning, the Employee repeats the same conduct within a period of 6 months, then the Employee may be dismissed. A written notice of dismissal will be provided to the Employee by the Employer outlining the reasons for the dismissal.
Dismissal. For purposes of this section and without limitation, the termination of any claim, issue or matter in such a Proceeding by dismissal, with or without prejudice, shall be deemed to be a successful result as to such claim, issue or matter.
Dismissal. The Employer may dismiss any employee for just cause. Notice of dismissal shall be in writing and shall set forth the reasons for dismissal.
Dismissal. 11.1. Employees with HIV/AIDS may not be dismissed solely on the basis of their HIV/AIDS status.
11.2. Where an employee has become too ill to perform their current work, an employer is obliged to follow accepted guidelines regarding dismissal for incapacity before terminating an employee’s services, as set out in the Code of Good Practice on Dismissal contained in Schedule 8 of the Labour Relations Act.
11.3. The employer should ensure that as far as possible, the employee’s right to confidentiality regarding his or her HIV status is maintained during any incapacity proceedings. An employee cannot be compelled to undergo an HIV test or to disclose his or her HIV status as part of such proceedings unless the Labour Court authorised such a test.
Dismissal. The continued tenure of each employee who has permanent status shall be subject to his/her satisfactory conduct and the rendering of efficient service. Should the cause for disciplinary action so warrant, an employee may be dismissed.
Dismissal. The President may dismiss any employee for just cause. Notice of dismissal shall be in writing and shall set forth the reasons for dismissal.
Dismissal. Dismissal is removal from employment for failure to respond to previous disciplinary actions or when extreme circumstances render any preceding steps unnecessary or inappropriate. Dismissal for cause negates the deadlines and notice obligations regarding either contract renewal or cancellation notice as may otherwise be provided in this Agreement.
Dismissal. 22.8.1 Any probationary employee who is dismissed or released shall not be entitled to file a grievance.
22.8.2 Any employee other than a probationary employee who is dismissed shall be entitled to file a grievance, through the Union, at the Formal Resolution Stage of the grievance procedure provided he or she does so within thirty (30) days of the date of the dismissal.
Dismissal. 1. Prior to filing formal charges, the teacher shall be informed that s/he is not required to make a written or oral statement if s/he chooses not to do so.
a. Upon completion of the investigation, if a basis for action appears to exist, the Superintendent shall meet with the teacher to explain what the misconduct or other basis for action is, who the witnesses are and other sources of information upon which the action would be based, what recommendation(s) the Superintendent is considering, and what statutory procedures will be followed if charges are filed.
b. Within a reasonable period of time, the teacher may explain his/her perception of the facts with respect to the allegations. S/he may explain or identify other sources of information, including witnesses that may provide information concerning the allegations. The Superintendent shall then determine if further investigation is necessary or if formal written charges will be filed without further investigation. The Superintendent shall notify the teacher of his decision.
c. Any documentation used to support the subsequent filing of formal charges shall be shared with the teacher.
2. The following procedures shall be used in filing formal charges:
a. At least one week prior to the time that formal charges against a teacher will be considered by the Board, the teacher and the Association shall be notified in writing of the Superintendent’s recommendation. Notification shall include a draft of the formal charges.
b. The Superintendent shall submit the charges to the Board at the next regular meeting, unless there has been mutual agreement to extend the timelines.
c. Upon receipt of formal written charges, the Board shall act on the Superintendent’s recommendation. If the Board suspends the teacher without pay, insurance benefits shall continue to be provided.
d. If the teacher requests a Chapter 120 hearing and it cannot be concluded within the first 45 duty days, a mutually agreeable alternative may be established and followed. This alternative shall be considered on a case-by-case basis.
e. A final recommendation shall be submitted to the Board at its next regular meeting following receipt of a written notification waiving the teacher’s right to a hearing, the expiration of the timeline to request a hearing without action, or receipt of the hearing officer’s recommended order. In the latter case, these time lines may be extended.
3. At least one week prior to the time that a recommendation will be sub...
