Dismissal-Tenured Teacher Sample Clauses

Dismissal-Tenured Teacher. The Principal may make a recommendation in writing to the Trustees of the District for termination of the services of a tenured teacher. Such a recommendation for dismissal must state clearly and explicitly the specific reason or reasons leading to the recommendation for dismissal. When the Trustees receive such a recommendation for dismissal, they shall, before June 1 of the current school year, notify the teacher of the recommendation for termination and of the teacher’s right to a hearing on that recommendation. The notification must be delivered by certified letter or by personal notification for which a signed receipt is returned. The notification must include: a) the statement of the reason(s) that lead to the recommendation for termination; and b) a printed copy of the appropriate section of the Termination of the Tenured Teacher Services Statue. The teacher may, in writing, waive the right to a hearing. Unless the teacher waives the right to a hearing, the Trustees shall set a hearing date giving consideration to the convenience of the teacher, not less than (10) ten days or more than (20) twenty days from the receipt of the notice of recommendation for termination. The Trustees shall conduct a hearing on the recommendation at the regularly scheduled or special meeting of the Board of Trustees in accordance with public participation statues and resolve at the conclusion of this hearing to terminate the teacher or to reject the recommendation for termination. A tenured teacher shall appeal a decision to terminate an employment contract to an arbitrator agreed upon by the district and the teacher's exclusive representative. A request for arbitration must be made within 20 days from the date of termination unless an alternative time period is provided by the terms of a collective bargaining agreement. The teacher or his/her representative the district may request that the board of personnel appeals provide a list of seven arbitrators from which the teacher or his/her representative and the district shall, after the toss of a coin to determine the order of striking, alternately strike names from the list until one arbitrator is selected and appointed. By mutual agreement between the parties, the county superintendent of schools may be appointed as the arbitrator. The decision of the arbitrator is final and binding. Each party shall pay one-half of an arbitrator's charges unless a different cost allocation arrangement is agreed upon by the parties. An a...
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Dismissal-Tenured Teacher. The Principal may make a recommendation in writing to the Trustees of the District for termination of the services of a tenured teacher. Such a recommendation for dismissal must state clearly and explicitly the specific reason or reasons leading to the recommendation for dismissal. When the Trustees receive such a recommendation for dismissal, they shall, before June 1 of the current school year, notify the teacher of the recommendation for termination and of the teacher’s right to a hearing on that recommendation. The notification must be delivered by certified letter or by personal notification for which a signed receipt is returned. The notification must include:
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Related to Dismissal-Tenured Teacher

  • Non-Tenured Teachers A leave may be granted to a non-tenured teacher by action of the Board of Education, subject to all the conditions applicable to a tenured teacher. However, for a school term to count toward the attainment of tenure, the non-tenured teacher must work at least one hundred twenty (120) full time employment days. A school term that is not counted toward attainment of tenure shall not be considered a break in service for purposes of determining whether the non- tenured teacher has been employed for the period of time necessary to attain tenure, provided that the non-tenured teacher actually teaches or is otherwise present and participating in District 34’s educational program in the following school term. The granting of maternity leave to any non-tenured teacher shall not constitute a precedent for the granting or withholding of leave to any other non-tenured teacher. Each request shall be judged on its own merits and shall be within the sole discretion of the Board. Additional conditions or restrictions may be established for any such leave, provided nothing herein shall be construed as requiring any non-tenured teacher to apply for such leave or accept the conditions established therefore.

  • Tenured Teachers Tenured teachers will receive formal evaluation conferences at least by the end of their fifth year in Harford County and at the minimum rate of once every five (5) years thereafter. All observations of a classroom performance shall be conducted openly.

  • Retired Teachers The BOARD may employ and assign retired teachers as day-to-day substi- tutes for no more than one hundred school days during the school year and shall pay such teachers the rate paid to day-to-day substitutes. The BOARD shall compensate such retired teachers in accor- dance with Appendix A-1L. Such retired teachers shall not be eligible for any other benefits provided to bargaining unit employees under this Agreement. The BOARD agrees that the employment and as- signment of retired teachers shall not result in the displacement of any appointed or assigned teacher.

  • Newly Hired Teachers Newly hired Teachers shall be paid in Category A1 until such time as they provide proof of a different category classification.

  • EMPLOYMENT OF RETIRED TEACHERS A. For purposes of salary schedule placement, a retired Teacher will be granted a maximum of ten (10) years’ service credit and their educational attainment. A retired Teacher may not advance beyond Level 10 on the salary schedule.

  • Dismissal for Cause The following procedures shall apply in all cases of dismissal for cause:

  • Probationary Teachers Nothing contained in this Article 23 shall be interpreted as limiting the Board’s right to non-renew the teaching contract of a probationary teacher who is on family/sick leave.

  • 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.

  • Itinerant Teachers a) An itinerant Teacher is a Teacher who is assigned duties by the Employer in more than one school in a day.

  • Reemployment Lists A. The following persons shall be placed on AGENCY/DEPARTMENTAL REINSTATEMENT LISTS as provided in 1., 2. and 3., below, in the order of their respective layoff points with the person having the largest number of layoff points listed first:

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