FAIR DISMISSAL. A. No unit member shall be dismissed or disciplined except for just cause as provided in this Article.
B. Unit members with more than two years and one day service.
1. If the District is considering the dismissal of the unit member for reasons of professional performance, the unit member, Association representative designated by the unit member, and superintendent or designee shall meet to discuss improving the unit member’s performance in order to continue employment. The unit member shall be provided no less than 80 days to improve that performance.
2. If the District is considering the dismissal of the unit member for reasons other than professional performance, the unit member, Association representative designated by the unit member, and superintendent or designee shall meet to discuss the reasons for considering dismissal. This meeting will take place at least seven (7) days prior to the superintendent’s recommendation.
3. Following the actions in “B.1.” or “B.2.” and if the superintendent determines that are commendation of dismissal is appropriate, the unit member shall be notified of the specific reasons for the recommendation of dismissal, with a copy to the Association President. Within ten (10) days of receipt of this recommendation, the unit member may request submission to arbitration pursuant to Article XV, Stage 3, herein; provided that the reasons for denial of tenure at the completion of the probationary term shall not be subject to arbitration.
4. This procedure is the sole and exclusive method for the discipline or dismissal of such unit members.
C. Unit members with less than two years and one day service.
1. In the event that the superintendent recommends to the Board dismissal of such unit members, the unit member may, within ten (10) school days of receipt of the recommendation, request a hearing before the Board by delivery of a written request for hearing to the Clerk of the Board. The hearing will be held in executive session within ten (10) school days of the unit member’s request or the Board may designate one or two members to hear the matter. Within five (5) school days of the hearing, the Board will render its written decision, and may dismiss or retain the unit member or impose a lesser penalty. The Board’s decision is not subject to Article XV, Stage 3, herein. This procedure shall be in lieu of Section 3031 of the Education Law.
D. Any suspension pending arbitration will be with pay unless otherwise permitted under Educat...
FAIR DISMISSAL. Dismissal or non-reemployment of teachers shall be done in conformance with current Oklahoma law pursuant to Teacher Due Process Act of 1990, OKLA. STAT.tit. 70, Section 6-101.20 et seq. For all continuing contract teachers, prior to the first Monday in June of each school year, the building principal or immediate supervisor shall make a written recommendation for any teacher that he/she recommends for non-reemployment. Additionally, the building principal or immediate supervisor will notify the teacher that a recommendation for non-reemployment is being made to the Superintendent. The teacher’s complete personnel file including all written evaluations and written responses shall be presented to the Board at the meeting in which the Board will consider renewal, non-renewal, or consider dismissal of the teacher's contract. Dismissal or non-renewal of probationary teacher shall be for cause and preceded by:
1. The faithful execution of an evaluation procedure.
2. A conference with the teacher by the appropriate administrator prior to dismissal or non-renewal. Career teachers may be dismissed for statutory reasons as defined in state school law. These administrative procedures shall not infringe on the Board's statutory rights to act on their own volition.
FAIR DISMISSAL. 1. The Board and Association agree to the mutual benefit of a Fair Dismissal procedure for experienced teachers. This provision balances the relative security earned through an extended and successful probationary period with employer expectations of continued quality professional performance.
2. For the first three years of professional employment with the district, teachers are considered probationary and may be non-renewed prior to the statutory deadline for any reason except as protected by Constitutional or other nondiscrimination protections.
3. Starting in Year Four of teaching with the district, teachers shall have earned non-probationary status. At its discretion, the Board may formally grant non-probationary status to any teacher earlier.
4. Non-probationary teachers may be non-renewed for good cause, including any ground which is put forward by the school board in good faith and which is not arbitrary, irrational, unreasonable, or irrelevant to the school board’s task of building up and maintaining an efficient school system.
5. If the proposed nonrenewal is to be based on poor job performance, the district evaluation procedure shall be followed. The non-probationary teacher will be informed his/her performance is substandard and the full evaluation process will be utilized, including a measurable plan of improvement. The plan of improvement shall be collaboratively developed but the final decision on the plan rests with the principal.
6. If the nonrenewal is based on other reasons, including disciplinary factors or reduction in force, those separate procedures as outlined in the Agreement shall be followed.
7. If the non-probationary teacher is non-renewed, he/she shall be notified in writing by the principal or superintendent or by certified mail prior to the statutory continuing contract date. The notification shall include the reasons for the nonrenewal. The non-renewed teacher will have fourteen calendar days from the receipt of the letter to file a written request to the Board clerk for a hearing. Any evidence used to support the board’s non-renewal decision which the board will use at a hearing shall be provided to the teacher within seven calendar days from receipt of the request for a hearing.
8. Within seven calendar days, the parties shall meet and select a mutually agreeable party to be the hearing officer. If that is not possible, the hearing officer shall be an arbitrator selected by alternately striking names from either the KSDE ...
FAIR DISMISSAL. 1. All newly hired bargaining unit members will be on three (3) years probation.
2. At any time during year 1 of the probationary period, the bargaining unit member may be non-renewed at the discretion of the Board of Education without just cause.
3. A bargaining unit member who has completed one (1) year of employment for the Ashtabula Area City Schools and has not been non-renewed prior to the completion of the first year of employment, may not thereafter be non-renewed, except for just cause.
4. Just cause, for the purpose of fair dismissal, shall be defined as failure to correct documented deficiencies of teaching/contractual duties. This definition does not apply to the meaning of “just cause” for discipline purposes under Article X
FAIR DISMISSAL. A. The Board will continue its policy of offering a hearing before the Board, if so requested, for a non-tenure teacher in the event of discharge or demotion in the employment status of the teacher.
FAIR DISMISSAL. 1. When a professional employee is given notice of intent to terminate or non-renew his/her contract, this is in accordance with good cause, the Board, or its designee, shall notify the professional employee in writing of its actions and that professional employee may request a meeting with the Board upon written request filed with the clerk of the Board of Education within 15 calendar days from the date of such notice of nonrenewal or termination. If the professional employee would like to be represented in the meeting with the Board, he/she would include the name of the representative in the meeting request at the time the request is filed with the clerk of the Board of Education. The Board will hear the matter in executive session at the next regularly scheduled Board meeting following the receipt of the filed request.
FAIR DISMISSAL. A. PRINCIPLES: Any teacher recommended for non-renewal who holds a limited teaching contract will be non-renewed in compliance with ORC 3319.11, except as provided in Section (C) below. The recommendation for non-renewal shall be based on his/her inability or unwillingness to correct professional deficiency or deficiencies, identified during the formal Appraisal Process.
FAIR DISMISSAL. Certified/licensed personnel who are not subject to the provisions of Rhode Island General Laws §16-13-1 et. seq. (the “Tenure Act”) may only be dismissed or suspended for good and just cause. Nothing contained in this section shall limit and/or alter the rights of those certified/licensed personnel who are subject to the provisions of the Tenure Act.
FAIR DISMISSAL. Non-renewal of a contract during the first three (3) years of employment shall be preceded by written notification to the Southeast School Support Personnel from the Superintendent or designee stating the intent to consider non-renewal of contract and the reason for such consideration. Southeast School Support Personnel being so notified for non-renewal of contract shall be given the opportunity to address the Board, with Association Representation, in Executive Session, prior to any official action by the Board. Except in cases of severe deficiency, any employee whose performance may result in the nonrenewal of his/her contract shall be provided with a plan of improvement which shall state the specific areas of the employee’s performance which are in need of improvement. The plan should include a reasonable length of time to provide opportunity for the employee to improve his/her performance prior to any Board action. Southeast School Support Personnel being so notified for said non-renewal of contract shall be given the opportunity to resign prior to any official action of the Board. This procedure shall cover work done under all contracts. After completion of the interim contract and the next three (3) years of employment, all provisions of Ohio Revised Code 3319.081 shall apply except as modified by this Agreement.
FAIR DISMISSAL. Tenured Teaching Assistants may be dismissed only in accordance with Section 3020-a of the Education Law. Article X (Grievance Procedure) of this Agreement shall not apply to this provision of the contract.
