Employee Compensation, Evaluation and Discipline. The Charter Board shall be independently responsible for the supervision and evaluation of the teaching staff within the School as prescribed by the Charter Contract. The School shall adopt its own written policies in compliance with federal and state law, concerning the recruitment, promotion, discipline and termination of personnel; methods for evaluating performance; and a plan for resolving employee-related problems, including complaint, conflicts of interest, and grievance procedures. Final administrative appeals in matters regarding employment and employee discipline shall be determined by the Charter Board and not the District. The School shall notify the District and other appropriate authorities, in accordance with state law, of discipline of the School employees arising from misconduct that brings direct harm to students or others or from violations of law or policy.
Employee Compensation, Evaluation and Discipline. A. The District agrees to waive all Board policies and regulations concerning the compensation, evaluation, promotion, discipline and termination of the employment of Charter School employees subject to compliance with all applicable laws, rules and regulations. This waiver is conditional upon the Charter School complying with the alternative employment policies and procedures set forth in the Application or such other alternative employment procedures as may be agreed upon between the District and the Charter School in writing. The Charter School may amend or supplement its employment policies and procedures, provided that such amended or supplemental policies and procedures are in compliance with federal and state law and are in accord with the terms and conditions of this Agreement. JRCS shall provide the District with a reasonable opportunity to review and comment upon any proposed addition or amendment to the Charter School’s employment policies and procedures prior to the adoption or implementation of such additions or amendments by the JRCS Board.
B. Except as otherwise expressly provided herein, JRCS and the JRCS Board shall be fully responsible for the supervision and evaluation of all employees of the Charter School. The JRCS Board shall be responsible for evaluating the performance of the Charter School’s administrator on an annual basis. The written results or report of such evaluation shall be completed on or before July l following each Contract Year. JRCS shall give the District’s Executive Director of Human Resources written notice of such evaluation and an opportunity to make recommendations to the JRCS Board concerning such officer, including any deficiencies, areas for growth, improvement, or remediation. However, JRCS may accept or reject such recommendations in determining the content of the administrator’s evaluation and the terms and conditions of the administrator’s employment.
Employee Compensation, Evaluation and Discipline. Although Liberty Common’s employees shall not be considered employees of the School District, they shall nevertheless be subject to School District policies and regulations for which waivers have not been granted as set forth in Exhibit E. With respect to such policies and regulations for which waivers are not granted, the relevant obligations, authority and other provisions in the School District policies and regulations shall be vis-à-vis the employees and Liberty Common, rather than vis-à-vis the employees and the School District.
8.2.1 Liberty Common shall be independently responsible for the supervision and evaluation of the staff at Liberty Common, as prescribed by the Application and Renewal Application.
8.2.2 Liberty Common shall adopt its own written policies in compliance with federal and state law concerning the recruitment, promotion, discipline and termination of personnel; methods for evaluating performance; and a plan for resolving employee-related problems, including complaint and grievance procedures. Final administrative appeals in matters regarding employment and employee discipline shall be determined by the Liberty Common Board of Directors and not by the School District’s Board. Nothing in this paragraph 8.2.2 shall be construed to alter the at-will status of any employee of Liberty Common.
8.2.3 Liberty Common shall notify the School District and other appropriate authorities, in accordance with state law, of discipline of employees at Liberty Common arising from misconduct or behavior that may have resulted in harm to students or others, or that may have constituted violations of law or applicable School District policy or regulations.
8.2.4 In accordance with the requirements of C.R.S. § 22-1-130, whenever Liberty Common learns that a current or former employee has been charged with one of the offenses described in that statutory section, it shall provide the notice and information specified in that statutory section to the parents, legal guardians and legal custodians of its students the current or former employee had contact with or access to by virtue of his or her employment.
8.2.5 Any additional material modifications to existing Liberty Common policies that have been approved by the School District regarding employee compensation, evaluation, promotion, discipline and termination shall be submitted to the School District for review and feedback prior to implementation.
Employee Compensation, Evaluation and Discipline. During the period that the Contract is in effect, personnel at the School will be employees of Eagle Ridge Academy, unless otherwise agreed by the Governing Board in writing. Eagle Ridge Academy will maintain policies concerning the compensation, evaluation, promotion, discipline, and termination of employees working at the School, subject to compliance with all applicable state and federal rules and regulations.
9.2.1 The School will utilize Eagle Ridge Academy written policies in compliance with federal and state law concerning the recruitment, promotion, discipline, and termination of personnel; methods for evaluating performance; and a plan for resolving employee-related problems, including complaint and grievance procedures. The School, however, shall not have authority, by virtue of such policies or procedures or other actions of the Governing Board, to change the "at-will" nature of the employment relationship of faculty and staff.
9.2.2 The School shall notify the School District and other appropriate authorities, in accordance with state law, within 24 hours of discipline of employees at the School arising from misconduct or behavior that may have resulted in harm to students or others or that constituted violations of law or policy or has in fact resulted in a report to social services or to law enforcement officials. The notice shall also include those measures being implemented by the School to address the alleged misconduct, mitigate harm to affected parties and reduce the likelihood of similar occurrences in the future.
9.2.3 The School’s Governing Board shall be responsible for annually evaluating the performance of the School's Head of School.
Employee Compensation, Evaluation and Discipline. SRA shall follow 42 the policies and procedures set forth in its Renewal Application regarding compensation, 43 evaluation, promotion, discipline, and termination of the employment of SRA’s employees. 44 Those teachers employed by SRA shall be subject to the same requirements with respect to 45 certification by the Wyoming Professional Teaching Standards Board under W.S. § 21-2-802 and 46 other qualifications as any other teachers authorized to teach in Wyoming public schools. 47
Employee Compensation, Evaluation and Discipline. The Academy shall adopt, abide by and enforce written policies in compliance with Applicable Law concerning the recruitment, promotion, discipline and termination of personnel; methods for evaluating performance; and a plan for resolving employee-related problems, including complaint and grievance procedures; provided, however, the Academy shall not have the authority, by virtue of such policies or procedures or other action of the Academy, to change the “at-will” nature of the employment relationship. The Academy shall be independently responsible for the supervision and evaluation of the employees of the Academy; provided, however, that subject to the Academy’s collective bargaining duties under the PERA, the Academy shall adopt and implement: (i) a rigorous, transparent and fair performance evaluation system in compliance with Section 1249 of the School Code, MCL 380.1249; and
Employee Compensation, Evaluation and Discipline. The Arts Academy shall adopt, abide by and enforce written policies in compliance with Applicable Law concerning the recruitment, promotion, staff reduction and recall, discipline and termination of personnel; methods for performance evaluation; and a plan for resolving employee-related problems, including complaint and grievance procedures. See Schedule N (“Teachers General Contract”).The Arts Academy shall be independently responsible for the supervision and evaluation of the employees of the Arts Academy.
Employee Compensation, Evaluation and Discipline. The Board of Directors of the Charter School shall be independently responsible for the supervision and evaluation of the teaching staff within the Charter School, as prescribed by the Application. The Charter School shall adopt its own written policies in compliance with federal and state law, concerning the recruitment, promotion, discipline, and termination of personnel; methods for evaluating performance; and a plan for resolving employee-related problems, including complaint and grievance procedures. The Charter School will furnish the District with copies of such policies after their adoption. Final administrative appeals in matters regarding employment and employee discipline shall be determined by the Board of Directors of the Charter School and not the District Board. (Attachment C, C-2 and C-3.) To the extent that such policies are inconsistent with the District’s policies, the Charter School will request the waiver of such policies and the District will consider such requests. The Charter School shall notify the District and other appropriate authorities, in accordance with state law, of discipline of the Charter School employees arising from misconduct that brings direct harm to students or others, or from violations of law or policy.
Employee Compensation, Evaluation and Discipline. The District agrees to cooperate with SCA in considering the waiver of Board or Superintendent-approved policies and regulations concerning the hiring, compensation, evaluation, promotion, discipline, and termination of employees at SCA, subject to compliance with all applicable state rules and regulations, unless specific waivers are obtained from the State Board of Education. District policies will remain in effect and be followed by the SCA Board until the adoption of policies regarding these matters that are in compliance with applicable law and approved by the District. SCA shall adopt its own written policies in compliance with federal and state law, concerning the recruitment, hiring, promotion, discipline, and termination of personnel; methods for evaluating performance; and a plan for resolving employee-related problems, including complaint and grievance procedures. District policies shall remain in effect until the adoption by the SCA Board of policies regarding these matters that are in compliance with applicable law and approved by the District. SCA shall notify the District and other appropriate authorities, in accordance with state law, of discipline of employees at SCA arising from misconduct or behavior that may have resulted in harm to students or others or that constituted violations of law or policy.
Employee Compensation, Evaluation and Discipline. The School 552 District agrees to waive all Board of Education-approved policies and regulations concerning the 553 compensation, evaluation, promotion, discipline, and termination of the employment of Liberty 554 Common's employees subject to compliance with all state rules and regulations, unless specific 555 waivers are obtained from the State Board of Education. 556 557 (1) Liberty Common's Governing Board shall be independently 558 responsible for the supervision and evaluation of the teaching staff employed by Liberty Common 559 and all volunteers and visitors consistent with Poudre School District Policy KFA, Poudre District 560 Policy KI, and §18-9-117. C.R.S. 561 562 (2) Liberty Common's Governing Board shall be responsible for 563 evaluating the performance of Liberty Common's teaching staff on an annual basis. 564 565 (3) Liberty Common shall not have the authority, by virtue of its 566 policies or procedures or other action of the Governing Board, to change the “at-will” nature of 567 the employment relationship. Liberty Common shall notify appropriate authorities as may be 568 required by state law and the School District of discipline of employees arising from misconduct 569 that brings direct harm to students or others or from violation of law or policy. 570
