Common use of Employee Dismissal Procedures Clause in Contracts

Employee Dismissal Procedures. If the administration seeks to dismiss an employee who as determined by the employee’s immediate supervisor and after reviewed by the Superintendent has been employed for at least one (1) year from his or her start date for unsatisfactory performance, the administration shall notify the employee of his or her deficiencies and corrective action for improving the employee’s performance in writing and shall offer the employee an opportunity to remediate his or her deficiencies prior to notice of termination. Unsatisfactory performance shall be determined by the Board in its sole discretion. In such case, the employee shall be given an opportunity to meet with his or her immediate supervisor to discuss his or her deficiencies and corrective action for improving the employee’s performance. The employee will be given sixty (60) work days to remediate his or her deficiencies during which time the administration shall evaluate the performance of the employee. If after such remediation, the employee’s performance has not improved sufficiently in the sole opinion of the administration the employee shall be dismissed. Such employee shall have the right to meet with the Board in closed session prior to his or her proposed dismissal and the right to be represented at this meeting by a representative of the Association. The Board’s decision shall be final and not grievable. Nothing herein shall prevent the Board from immediately dismissing such employee for reasons which it deems, in its sole discretion, not directly involving performance, including, but not limited to such reasons as repeated unexcused absences, fighting, intentional failure to follow Board policies or directives, or which it deems, in its sole discretion, to be irremediable, including, but not limited to sexual harassment, carrying a weapon and conduct that is injurious to the health, safety and welfare of the students. Such employee shall also have the right to meet with the Board in closed session prior to his or her proposed dismissal and the right to be represented at this meeting by a representative of the Association. The decision of the Board on the need for remediation and the dismissal shall be final and not grievable.

Employee Dismissal Procedures. If the administration seeks to dismiss an employee who as determined by the employee’s immediate supervisor and after reviewed by the Superintendent has been employed for at least one one (1) year from his or her start date for unsatisfactory performance, the administration shall notify the employee of his or her deficiencies and corrective action for improving the employee’s performance in writing and shall offer the employee an opportunity to remediate his or her deficiencies prior to notice of termination. Unsatisfactory performance shall be determined by the Board in its sole discretion. In such case, the employee shall be given an opportunity to meet with his or her immediate supervisor to discuss his or her deficiencies and corrective action for improving the employee’s performance. The employee will be given sixty (60) work days to remediate his or her deficiencies during which time the administration shall evaluate the performance of the employee. If after such remediation, the employee’s performance has not improved sufficiently in the sole opinion of the administration the employee shall be dismissed. Such employee shall have the right to meet with the Board in closed session prior to his or her proposed dismissal and the right to be represented at this meeting by a representative of the Association. The Board’s decision shall be final and not grievable. Nothing herein shall prevent the Board from immediately dismissing such employee for reasons which it deems, in its sole discretion, not directly involving performance, including, but not limited to such reasons as repeated unexcused absences, fighting, intentional failure to follow Board policies or directives, or which it deems, in its sole discretion, to be irremediable, including, but not limited to sexual harassment, carrying a weapon and conduct that is injurious to the health, safety and welfare of the students. Such employee shall also have the right to meet with the Board in closed session prior to his or her proposed dismissal and the right to be represented at this meeting by a representative of the Association. The decision of the Board on the need for remediation and the dismissal shall be final and not grievable.

Employee Dismissal Procedures. If the administration seeks to dismiss an employee who as determined by the employee’s immediate supervisor and after reviewed by the Superintendent has been employed for at least one one (1) year from his or her start date for unsatisfactory performance, the administration shall notify the employee of his or her deficiencies and corrective action for improving the employee’s performance in writing and shall offer the employee an opportunity to remediate his or her deficiencies prior to notice of termination. Unsatisfactory performance shall be determined by the Board in its sole discretion. In such case, the employee shall be given an opportunity to meet with his or her immediate supervisor to discuss his or her deficiencies and corrective action for improving the employee’s performance. The employee will be given sixty (60) work days to remediate his or her deficiencies during which time the administration shall evaluate the performance of the employee. If after such remediation, the employee’s performance has not improved sufficiently in the sole opinion of the administration the employee shall be dismissed. Such employee shall have the right to meet with the Board in closed session prior to his or her proposed dismissal and the right to be represented at this meeting by a representative of the Association. The Board’s decision shall be final and not grievable. Nothing herein shall prevent the Board from immediately dismissing such employee for reasons which it deems, in its sole discretion, not directly involving performance, including, but not limited to such reasons as repeated unexcused absences, fighting, intentional failure to follow Board policies or directives, or which it deems, in its sole discretion, to be irremediable, including, but not limited to sexual harassment, carrying a weapon and conduct that is injurious to the health, safety and welfare of the students. Such employee shall also have the right to meet with the Board in closed session prior to his or her proposed dismissal and the right to be represented at this meeting by a representative of the Association. The decision of the Board on the need for remediation and the dismissal shall be final and not grievable.

Employee Dismissal Procedures. ‌ If the administration seeks to dismiss an employee who as determined by the employee’s immediate supervisor and after reviewed by the Superintendent has been employed for at least one one (1) year from his or her start date for unsatisfactory performance, the administration shall notify the employee of his or her deficiencies and corrective action for improving the employee’s performance in writing and shall offer the employee an opportunity to remediate his or her deficiencies prior to notice of termination. Unsatisfactory performance shall be determined by the Board in its sole discretion. In such case, the employee shall be given an opportunity to meet with his or her immediate supervisor to discuss his or her deficiencies and corrective action for improving the employee’s performance. The employee will be given sixty (60) work days to remediate his or her deficiencies during which time the administration shall evaluate the performance of the employee. If after such remediation, the employee’s performance has not improved sufficiently in the sole opinion of the administration the employee shall be dismissed. Such employee shall have the right to meet with the Board in closed session prior to his or her proposed dismissal and the right to be represented at this meeting by a representative of the Association. The Board’s decision shall be final and not grievable. Nothing herein shall prevent the Board from immediately dismissing such employee for reasons which it deems, in its sole discretion, not directly involving performance, including, but not limited to such reasons as repeated unexcused absences, fighting, intentional failure to follow Board policies or directives, or which it deems, in its sole discretion, to be irremediable, including, but not limited to sexual harassment, carrying a weapon and conduct that is injurious to the health, safety and welfare of the students. Such employee shall also have the right to meet with the Board in closed session prior to his or her proposed dismissal and the right to be represented at this meeting by a representative of the Association. The decision of the Board on the need for remediation and the dismissal shall be final and not grievable.