FAIR DISMISSAL PROCEDURE. A. Notification of Status
FAIR DISMISSAL PROCEDURE. A. A full written record of the teacher's evaluation(s) shall be maintained (prior to any action of dismissal or reprimand or discipline). Copies of such information shall be made available by the administration to said teacher upon request.
B. Reprimand or discipline of a teacher by an administrator for the alleged violation of Board rules or regulations shall, upon request of the teacher, be in the presence of an Association representative and the administrator making the charge or imposing the disciplinary action.
C. The administrator to whom the teacher is directly responsible will inform the teacher in writing before recommending dismissal to the Superintendent. The grounds for dismissal shall be defined in the written notification.
D. Any teacher so notified by an administrator of the recommendation for dismissal shall have the opportunity to discuss the recommendation with the Superintendent prior to official Board action on renewal or dismissal of contract.
E. Following the meeting with the Superintendent (as described in 9.03, E.) the teacher shall have the opportunity to appear before the Board to respond to the grounds for dismissal in a due process hearing prior to official Board action.
F. Any failure of the District to follow the procedures set forth in this Section is subject to the Grievance Procedure set forth in Article III of this Agreement. If a teacher’s contract is terminated, appeal of such termination will be solely in accordance with the provisions of Ohio Rev. Code §3319.
FAIR DISMISSAL PROCEDURE. 19.1 No Employee shall be discharged, disciplined, reprimanded, reduced in rank or compensation, or given an adverse evaluation of his/her services without just cause.
19.2 In the event the Employer intends to dismiss an Employee for just cause, the Employer shall provide a written notice of such intent, containing a statement of the reasons constituting just cause and shall follow Board Policy 4214, Rules of Procedure for Conducting Disciplinary Hearings for Non-Certified Personnel. Under said policy, the Employee may, within ten (10) days after receiving a decision, appeal the decision to the Board.
19.3 Any appeal to the Board from a hearing conducted under Policy 4214 shall result in an appeal hearing before the Board. The procedure to be followed at the Board hearing shall be as set forth in Board Policy 4211 for a Level III grievance hearing.
FAIR DISMISSAL PROCEDURE. A. Notification of Dismissal On or before April 30 of each year, the Board shall give to each fully certified non- tenured Department Supervisor continuously employed since the preceding September 30 either:
a. A written offer of a contract for employment for the next succeeding year or
b. Notice that such employment shall not be offered.
FAIR DISMISSAL PROCEDURE. When an unsatisfactory situation or serious and repeated problem related to the employment performance of a teacher is observed by the principal, a conference will be scheduled with the teacher. The teacher-principal conference will take place as soon as practical, on or before April 1. The purpose of the conference is to make the teacher aware in writing of unsatisfactory performance, to make written recommendations for correction, and to indicate that if the situation is not corrected, there will be a recommendation for non-renewal of contract. At this time, the teacher will have the opportunity to present his/her written response to the principal and his/her plans for improvement of the unsatisfactory situation. The teacher will have an opportunity to meet with the Superintendent and Principal, and in writing, present his/her information regarding the unsatisfactory situation and/or performance and review material concerning non-renewal. The Superintendent shall notify the teacher, in writing, of his recommendation prior to making a recommendation to the Board of Education. The teacher shall have the right to appeal the recommendation in a hearing before the Board of Education. The procedure for fair dismissal set forth herein supersedes the provisions of Section 3319.11, Revised Code.
FAIR DISMISSAL PROCEDURE. The affected teacher shall have all the rights of procedural due process guaranteed by state law.
FAIR DISMISSAL PROCEDURE. Section 1. Any employee who receives a notice of non- employment shall be informed of the reasons why said employment was terminated.
Section 2. All employees will be notified of contract and salary status not later than May 1st, whenever possible.
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:
1. A written offer of a contract for employment for the next succeeding year providing for the terms and conditions of employment as specified by law and the negotiated agreement between the Board and the Association for each succeeding year, or
2. A written notice that such employment shall not be offered.
B. In the absence of notification as mentioned in A.1. and A.2. of this Article, a teacher shall be considered reemployed.
FAIR DISMISSAL PROCEDURE. In accordance with the time lines established in N.J.S.A. 18A:27-10, the Board shall give to each non-tenure staff member continuously employed since the preceding September 30th, either;
(a) A written offer of a contract for employment for the next succeeding year providing for a least the same terms and conditions of employment but with such increases in salary and benefits as may be required by law or agreement between the Association, or
(b) A written notice that such employment shall not be offered.
FAIR DISMISSAL PROCEDURE. 1. A full written record of evaluation of a Bargaining Unit Member’s professional service shall be maintained (prior to any action or dismissal or reprimand or discipline). Copies of such information shall be available to the Bargaining Unit Member upon written request.
