FAIR DISMISSAL OF TEACHERS Sample Clauses

FAIR DISMISSAL OF TEACHERS. 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.
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FAIR DISMISSAL OF TEACHERS. Changed 6-1-15
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FAIR DISMISSAL OF TEACHERS. Changed 6-1-15 The BOE and Association agree to the mutual benefit of the 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. For the first three years of professional employment with the district, teachers, are considered probationary and may be nonrenewed prior to the statutory deadline for any reason except as protected by Constitutional or other nondiscrimination protections. Starting in year four of teaching with the district, teachers shall have earned nonprobationary status. At its discretion, the Board may formally grant nonprobationary status to any teacher earlier. Nonprobationary teachers may be terminated or nonrenewed for just cause, including ineffective performance, provided the procedural process is closely observed. While timelines are expected to be followed, extenuating circumstances may be considered for minor procedural errors. If the proposed nonrenewal is to be based on ineffective performance, the district evaluation procedure shall be followed. The nonprobationary 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. If the termination or nonrenewal is based on other reasons, including disciplinary factors or reduction of force, those separate procedures as outlined in the Agreement shall be followed prior to the termination or nonrenewal. If the nonprobationary teacher is terminated or nonrenewed, he/she shall be notified in writing prior to the statutory continuing contract date. The notification shall include the reasons for termination or nonrenewal. The teacher will have fourteen calendar days from the postmark/witnessed hand-delivery of the letter to file a written request with the Board Clerk for a hearing. 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 list or the AAA list. During the hearing, the entire basis for the termination or nonrenewal shall be proffered by the district and the teacher may present his/her response. If, in the opi...
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FAIR DISMISSAL OF TEACHERS. Whenever a teacher who has taught five or more continuous years in the district is given written notice of a board’s intention to not renew the teacher’s contract, the teacher may request a meeting with the board by filing a written request with the clerk of the board within 10 business days from the date of receipt of the written statement of nonrenewal of a contract. The board shall hold such meeting within 10 business days after the filing of the teacher’s request. The meeting provided for under this section shall be held in executive session and, at such meeting, the board shall specify the reason or reasons for the board’s intention to not renew the teacher’s contract. The teacher shall be afforded an opportunity to respond to the board. Neither party shall have the right to have legal counsel present. Within 10 business days after the meeting, the board shall reconsider its reason or reasons for nonrenewal and shall make a final decision as to the matter. The teacher may request a colleague to attend the executive session with the employee for moral support. The board of education will name and approve all attendees of the executive session.
Sample 1
FAIR DISMISSAL OF TEACHERS. Whenever a teacher who has taught five or more continuous years in the interlocal is given a written notice of a board’s intention to not renew the teacher’s contract, the teacher may request a meeting with the board by filing a written request with the clerk of the board within 10 days from the date of receipt of the written statement of nonrenewal of contract. The board shall hold such meeting within 10 days after the filing of the teacher’s request. The meeting provided for under this section shall be held in executive session and, at such meeting, the board shall specify the reason or reasons for the board’s intention to not renew the teacher’s contract. The teacher shall be afforded an opportunity to respond to the board. Neither party shall have the right to have counsel present. Within 10 days after the meeting, the board shall reconsider its reason or reasons for nonrenewal and shall make a final decision as to the matter. The decision will be relayed in writing to the teacher from the board. SUNSET PROVISION – This provision shall be in effect for the 2020-21 school year and will not be included in subsequent agreements unless expressly agreed to.
Sample 1

Related to FAIR DISMISSAL OF TEACHERS

  • 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:

  • FAIR DISMISSAL PROCEDURE A. On or before May 1 of each year, the Board shall give to each nontenured teacher continuously employed since the preceding September 30, either:

  • DISCIPLINE OF TEACHERS A. The Board may adopt rules and regulations not in conflict with the terms of this Agreement concerning the discipline of teachers.

  • 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.

  • Court Appearance Leave Leave shall be granted for appearance before a court, legislative committee, or other judicial or quasi-judicial body in response to a subpoena or other direction of proper authority for job related purposes other than those instituted by the employee or the exclusive representative. Leave shall also be granted for attendance in court in connection with an employee's official duty, which shall include any necessary travel time. Such employee shall be paid for the employee's regular rate of pay but shall remit to his/her Appointing Authority the amount received, exclusive of expenses, for serving as a witness, as required by the court. Unpaid leave shall be granted for other appearances before a court, judicial or quasi-judicial body in response to a subpoena.

  • Consulting Teachers A. A Consulting Teacher is a permanent status unit member who provides assistance to a Participating Teacher and assists Probationary Teachers as a Support Provider as the caseload formula allows. Consulting Teachers shall possess the following qualifications:

  • DISCIPLINE AND DISMISSAL 8.4.1 The following principles are to be followed when dealing with disciplinary matters:

  • Dismissal The School shall not dismiss or transfer a student involuntarily, unless the dismissal or transfer is accomplished through procedures established by the School that are in compliance with applicable laws and due process requirements, provided that any dismissal of a student with a disability shall comply with the requirements of Ch. 8-60, HAR.

  • Teacher Professional Growth Plan 9.1.1 Teacher Professional Growth Plans will consider but will not be required to include the School Division’s goals.

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