Dismissal of Teachers. A principal may dismiss or demote any teacher or other person assigned full-time to the school, subject to the review and approval of the superintendent; and subject to the provisions of this section, the superintendent may dismiss any employee of the school district. In the case of an employee whose duties require him to be assigned to more than one (1) school, and in the case of teachers who teach in more than one (1) school, those persons shall be considered to be under the supervision of the superintendent for all decisions relating to dismissal or demotion for cause. A teacher who has been teaching in a school system for at least ninety (90) calendar days shall not be dismissed unless he/she has been furnished with written notice of intent to dismiss and with an explanation of the grounds for the dismissal in sufficient detail to permit the teacher to respond and documents relating to the grounds for dismissal, and, if he/she so requests, has been given a reasonable opportunity within ten (10) school days after receiving such written notice to review the decision with the principal or superintendent, as the case may be, and to present information pertaining to the basis for the decision and to the teacher's status. The teacher receiving such notice may be represented by an attorney or other representative at such a meeting with the principal or superintendent. Teachers without professional teacher status shall otherwise be deemed employees at will. A teacher with professional teacher status, pursuant to section forty-one (41), shall not be dismissed except for inefficiency, incompetency, incapacity, conduct unbecoming a teacher, insubordination, or failure on the part of the teacher to satisfy teacher performance standards developed pursuant to section thirty-eight (38) of this chapter, or other just cause. A teacher with professional teacher status may seek review of a dismissal decision within thirty
Dismissal of Teachers. 1. For purposes of Article C.24, teachers holding a term or a probationary appointment are excluded from the process described herein.
2. The Board shall not dismiss a teacher on continuing contract except where the Board has received three (3) evaluation reports, within a two (2) year period, stating that the performance of the teacher does not meet District expectations.
a. The Association shall be notified, in writing, within three (3) school days, of every does not meet District expectations report.
3. The evaluation reports shall be prepared pursuant to the School Act and in accordance with the process established in this agreement, and in accordance with the following conditions:
a. the reports shall have been issued in a period of not less than five (5) or more than twenty-four (24) months;
b. at least one of the reports shall be a report of the Superintendent of Schools;
c. the other two reports shall be the reports of:
i. a district based Administrator; or
ii. a school based Administrative Officer.
d. the reports shall be written by three different evaluators; and
i. The report writers shall not collaborate with regard to the content or the results of the report.
ii. The report writers shall not discuss with each other any reports made on the teacher’s performance.
e. a plan of assistance shall be developed after the first does not meet District expectations report.
i. No new evaluation may be started while a Plan of Assistance is underway.
Dismissal of Teachers. 1. The Board and Association agree to the mutual benefit of a formal dismissal procedure for experienced teachers.
2. For the first three years of professional employment with the district, teachers are considered probationary and may be non-renewed or terminated as determined by the Board of Education.
3. Teachers with three years of experience with the district having accepted a Fourth Year contract, shall have earned non-probationary
Dismissal of Teachers. Teachers and other professional employees shall be dismissed who are found to be incompetent in the discharge of assigned duties, disloyal to the interests of the school, guilty of gross unprofessional conduct, or immorality. That deliberate abuse of any of the provisions of the discretionary leave policy by any employee would constitute just reason for not renewing his contract. Due process of law shall be followed in all cases of tenured teachers.
Dismissal of Teachers. 1. For purposes of Article C.24, teachers holding a term or a probationary appointment are excluded from the process described herein.
2. The Board shall not dismiss a teacher on continuing contract except where the Board has received three (3) evaluation reports, within a two (2) year period, stating that the performance of the teacher does not meet District expectations.
a. The Association shall be notified, in writing, within three (3) school days, of every does not meet District expectations report.
3. The evaluation reports shall be prepared pursuant to the School Act and in accordance with the process established in this agreement, and in accordance with the following conditions:
a. the reports shall have been issued in a period of not less than five (5) or more than twenty-four (24) months;
b. at least one of the reports shall be a report of the Superintendent of Schools;
c. the other two reports shall be the reports of:
i. a district based Administrator; or
ii. a school based Administrative Officer.
d. the reports shall be written by three different evaluators; and
i. The report writers shall not collaborate with regard to the content or the results of the report.
ii. The report writers shall not discuss with each other any reports made on the teacher‟s performance.
e. a plan of assistance shall be developed after the first does not meet District expectations report.
i. No new evaluation may be started while a Plan of Assistance is underway.
4. Where the Board intends to dismiss a teacher on grounds of a does not meet District expectations performance, it shall notify the teacher and the President of the Association of such intention and provide an opportunity for the teacher and her/his representative to meet with the Superintendent and the Board within seven (7) days of such notice.
a. Where, subsequent to such a meeting, the Board decides to dismiss a teacher, it shall issue a notice, to be effective no less than thirty days from the date of the Board‟s decision and the notice shall include grounds for such action.
Dismissal of Teachers. For purposes of this Article, teachers holding a term or a probationary appointment are excluded from the process described herein.
Dismissal of Teachers. The suspension or dismissal of a teacher shall be prescribed by state statute. Copies of the current dismissal procedure will be available at each building.
Dismissal of Teachers. Tenured teachers and non-tenured teachers may be non- renewed or terminated by the Board with notice given to the Teacher on or before the third Friday in May. Tenured teachers have the right to know the reasons for dismissal and also have the right to request a due process hearing.
Dismissal of Teachers. 1. Honorable Dismissal of Teachers When a teacher, whether or not in contractual continued service, is removed or dismissed as a result of a decision of the School Board to decrease the number of teachers employed by the School Board or a decision of the School Board to discontinue some particular type of teaching service, an affected teacher shall be dismissed according to the provisions of the Illinois School Code and entitle to all of the rights set forth therein.
Dismissal of Teachers. 1. Teachers and professional employees may be dismissed in accordance to the law. When a teacher elects to non- renew their contract for the purpose of additional education, and later wishes to be employed by the district, said teacher will be given full consideration for employment on an as needed basis. However, the district cannot guarantee future employment.
2. Whenever a teacher who has taught five or more continuous years in the district is given written notice of a board’s intention to not renew the teacher’s contract, the teacher may request a meeting with the board by filing a written request with the clerk of the board within 10 business days from the date of receipt of the written statement of nonrenewal of a contract.
3. The board shall hold such meeting within 10 business days after the filing of the teacher’s request. The meeting provided for under this section shall be held in executive session and, at such meeting, the board shall specify the reason or reasons for the board’s intention to not renew the teacher’s contract. The teacher shall be afforded an opportunity to respond to the board. Neither party shall have the right to have legal counsel* present. Within 10 business days after the meeting, the board shall reconsider its reason or reasons for nonrenewal and shall make a final decision as to the matter.
