Dismissal Procedures. 8.5.1 When the President determines that there is proper cause for dismissal, he/she shall notify the faculty employee and the Directors of the Faculty Association, in writing, outlining the reasons for this determination and stating any charges which have been made and by whom they were made.
8.5.2 Within seven (7) calendar days of such notification, the President shall meet with the faculty employee for a full and xxxxx discussion of the reasons for the proposed dismissal. Each party may be accompanied by observers or advisors of his/her choice. Within four (4) calendar days of the meeting:
a. the President may decide to withdraw dismissal proceedings, or
b. the faculty employee may decide to offer his/her resignation, or
c. the President may decide to recommend dismissal to the Board.
8.5.3 The faculty employee shall have the right to appear before the Board at the time a recommendation for dismissal is made, and to present or have presented his/her arguments to the Board. He/she may be accompanied by observers or spokespersons of his/her choice.
8.5.4 The Board shall notify the faculty employee and the Directors of the Faculty Association with respect to any dismissal recommendation, in writing, within seven (7) calendar days after such a decision has been reached.
8.5.5 For full-time faculty and regular employees full pay and benefits shall continue during the period of the dismissal proceedings. Upon written receipt by the faculty employee of the Board's dismissal recommendation, pay and benefits shall cease. (from 8.5.4)
Dismissal Procedures. In accordance with Revised Code § 3314.03(A)(6), any student who, without a legitimate excuse, fails to participate in one hundred five consecutive hours of learning opportunities, will be automatically withdrawn from the school in accordance with the school’s withdraw procedures.
Dismissal Procedures. In accordance with Ohio Revised Code §3314.03(A)(6), any student who, without a legitimate excuse, fails to participate in seventy-two (72) consecutive hours of learning opportunities will be automatically withdrawn from the school in accordance with the school’s withdrawal procedures.
Dismissal Procedures. The authority of dismissal shall be the Xxxxxx Board of Education. Cause for dismissal:
A. Unsatisfactory or incompetent work as indicated in evaluations B. Personal misconduct
C. Persistent violation of policies, rules, regulations
D. Insubordination
E. Neglect of duty
F. Use, possession, or distribution of illicit drugs and/or alcohol, or being under the influence on school premises or as part of any school activity. A proposed dismissal of a regular full-time or regular part-time employee shall be preceded by a warning and a specific statement of defect, in writing. The Board of Education shall, in all cases, ask for the resignation of the employee in question prior to proceeding with dismissal action.
Dismissal Procedures. The Corporation shall initiate dismissal procedures by requesting in writing the Member concerned to meet with the Principal and the Vice-Principal Academic & Research in the presence of a representative of the Association. Such notification shall include precise reference to all the pertinent information in this Agreement. The Association shall be sent a copy of this notification. In this and all further proceedings, the Member shall be permitted to bring and to be assisted by an Association representative of their choice. An attempt shall be made at the meeting to resolve the matter in a manner satisfactory to all concerned.
Dismissal Procedures. 1. Dismissal of a full-time bargaining unit member holding a temporary appointment or an annual appointment shall be on ten (10) days notice or pay in lieu thereof. Dismissal of a part-time bargaining unit member shall be on three (3) days notice or pay in lieu thereof. The dismissal of a bargaining unit member holding a temporary or annual appointment shall not be subject to the grievance procedure provided herein.
2. Dismissal (other than non-renewal) of a bargaining unit member during the probationary period shall be on thirty (30) days notice, or pay in lieu thereof. The dismissal of a probationary bargaining unit member shall not be subject to the grievance procedure provided herein, except when such dismissal occurs within the last year of the probationary period.
3. Dismissal of a bargaining unit member holding continuing appointment shall not be subject to the grievance procedure provided herein, but shall be subject to the accelerated arbitration procedure set forth in Appendix B, annexed hereto. The salary of a dismissed bargaining unit member holding continuing appointment shall continue until such time as the accelerated arbitration procedure is abandoned by the bargaining unit member or is concluded, in which latter event it shall be subject to the Arbitrator’s award unless the bargaining unit member, the Alliance (if the representative of the bargaining unit member in the arbitration proceeding), and the Employer shall otherwise agree in writing.
4. In the processing of the arbitration due to the dismissal of a bargaining unit member holding continuing appointment, the burden of proof shall be upon the Employer. Within ten (10) calendar days of the receipt by the bargaining unit member of the notice of dismissal, the Employer shall present reasonably detailed and formally written charges to the aggrieved party.
Dismissal Procedures. 1. Preliminary proceedings concerning the ability of a faculty member When reason arises to question the ability of a faculty member to perform his/her assigned duties, the appropriate supervisor should discuss the matter with him/her in a personal conference. The matter may be terminated by mutual consent at this point. If an adjustment is required but does not happen, a standing or ad hoc committee elected by the faculty shall give confidential advice and shall determine whether or not formal proceedings should be instituted. The College President can review the committee finding. The faculty committee or the College President can recommend that formal proceedings begin. Except where there is disagreement, a joint statement from the faculty committee and the College President will give the specifics of the proposed grounds for dismissal. If there is disagreement, the College President or his/her representative should formulate the statement.
2. Commencement of formal proceedings Formal proceedings begin with a written communication by the College President addressed to the faculty member giving the specifics of the proposed grounds for dismissal, and informing the faculty member that he/she may request a hearing within ten (10) faculty working days of notification. The hearing will be conducted by a faculty committee at a specified time and place. The hearing will be to determine whether the faculty member should be removed from his/her faculty position based on the stated grounds. Failure to request a hearing will result in the College President making a decision based on existing evidence. Sufficient time should be allowed the faculty member to prepare his/her response. The faculty member will be informed in detail or by reference to published regulations of the procedural rights that will be accorded to him/her. The faculty member should respond in writing to the specifics of the proposed grounds for dismissal as stated in the letter from the College President. The response should be received no less than one (1) week before the hearing date.
3. Suspension of the faculty member The faculty member will be suspended during the proceedings only if there is a threat of harm to self or others. Suspension should be with pay unless legal considerations forbid this.
4. Judicial committee formation The faculty judicial committee who will conduct the hearing should be either an elected standing committee not previously involved with the case or a committee esta...
Dismissal Procedures. 4.65.1 ‘Dismissal’ means the termination for just cause of a term appointment or a probationary appointment before the end of the stated contractual period, or the termination of a tenure appointment for cause at any time other than normal retirement. Neither the failure to renew a term or probationary appointment at the end of the defined term nor the decision not to grant tenure, nor termination of an appointment for the purpose of retirement, provided these actions are in accordance with this Agreement, constitutes dismissal.
4.65.2 Just cause shall be defined as:
x. xxxxx misconduct;
b. persistent failure to discharge academic responsibilities as defined in this Agreement either through incompetence or neglect of duties.
4.65.3 Cases involving the inability of a Member to perform reasonable duties by reason of physical or emotional illness shall be treated separately from cases of dismissal for cause.
a. Where such inability has been established, leave shall be granted and the case dealt with within the University sickness and disability provisions according to Article 5.45.
b. If the Member refuses to comply with the requirements of the University’s sickness and disability provisions (e.g. refuses a medical examination required by the University pursuant to Article 5.45) or policies of the company carrying the insurance or refuses the leave associated with these procedures, the President may proceed with dismissal.
c. If the President proceeds with dismissal for cause, it shall be a sufficient defence to prevent dismissal for the Member to establish that failure to perform reasonable duties arose from physical or emotional illness.
d. If Members are on sickness or disability leave and consider that they have recovered and are capable of undertaking normal academic activities, they shall present medical evidence from a medical practitioner to the President. If the President agrees, the Members shall be reinstated with full rights and benefits forthwith. If the President disagrees, the President shall require the opinion of two (2) additional medical practitioners named by agreement with the Member, or if there is no agreement, by the
A. The majority opinion of the three (3) medical practitioners shall prevail. The Board shall pay the cost of such additional medical examinations required by it.
4.65.4 The President of the University may, by written notice for stated cause, suspend Members from some or all of their University duties and withdraw some or ...
Dismissal Procedures. 1. A dismissal means the termination for just cause of a sessional appointment before the end of the stated contractual period. The failure to renew a sessional appointment at the end of the defined term does not constitute dismissal.
2. Just cause shall be defined as:
a) Gross misconduct;
b) Failure to comply with any of the provisions of this agreement, minor technical violations accepted.
3. Cases involving the inability of a Member to perform reasonable duties by reason of physical or emotional illness shall be treated separately from cases of dismissal for cause.
4. The President of the University may, by written notice for stated cause, suspend Members from some or all of their University duties and withdraw some or all of their University privileges, in extraordinary circumstances.
a) If the President is satisfied that there is a prima facie case, the President shall initiate dismissal proceedings in the following manner. The President shall notify the Member of her/his intentions and request that the Member meet with the President, and such persons as the President may wish, for a discussion of the case. In this and all further proceedings, the Member may be accompanied by an advisor. If this attempt fails to settle the matter, or if the Member refuses to meet with the President, the Member shall be informed by the President, in writing, by registered mail, of the reasons for the dismissal proceedings against the Member in sufficient detail to enable the Member to prepare a response.
b) The President may dismiss the sessional staff after having considered the position of the Member.
5. If the Member’s whereabouts are unknown to the University and CUPE, the meeting contemplated in (4a) above shall be dispensed with and the President may immediately give notice of dismissal by registered mail addressed to the Member’s last known address.
Dismissal Procedures. 1. An employee shall receive a written notice of charges and notification of a pre-dismissal meeting to discuss the charges with a copy provided to the Union. The employee will be given an opportunity to respond to the changes and present reasons why the dismissal should not occur.
2. The employee and the Union will be notified of the decision of the pre-dismissal meeting within five (5) work days. Prior to dismissal, the case shall be reviewed by a Dismissal Review Committee (DRC) in accordance with RCW 28B.50.863.
