FAIR DISMISSAL PROCEDURES. Knowing that the purpose and intent of every evaluation is continuous feedback to support improvement and optimal performance, proper time must be provided for Professional Employees to display this growth. In continued efforts to make the most thorough and comprehensive employment decisions, for the first four (4) years of professional employment with the district, Professional Employees are considered probationary and may be non-renewed prior to the statutory deadline for any reason or no reason. Starting in year five (5) of teaching with the district, Professional Employees shall no longer be considered probationary. Non-probationary Professional Employees may be non-renewed for good cause. Good cause is defined as any reason put forward by the administration or board in good faith and which is not arbitrary or capricious and is relevant to the board’s task of building up and maintaining an efficient school system. If the non-renewal is based on a reduction in force, those separate procedures, as outlined in the Professional Negotiated Agreement, shall be followed prior to the non-renewal or termination.
FAIR DISMISSAL PROCEDURES. The Board shall give to each non-tenured teacher continuously employed since the preceding September 30 either a written or electronic offer of a contract for employment for the next succeeding year providing for at least the same terms and conditions of employment but such increases in salary and benefits as may be required by law or agreement between the Board and the Association, or by May 15, written notice that such employment shall not be offered. If the non- tenured teacher desires to accept such employment, said teacher shall notify the Board of such acceptance in writing on or before June 1.
FAIR DISMISSAL PROCEDURES. A. Employees shall be notified of their contract or salary status one week following the Board of Education regular April Meeting, but no later than April 30, unless the employee has been employed after September 30.
B. A non-tenured employee who is not offered a contract renewal may request in writing, within thirty (30) calendar days of notice of non-renewal, a statement of reasons for non-reemployment. The statement of reasons shall be provided to the employee within fifteen (15) calendar days of receipt by the Superintendent of this request.
C. A non-tenured employee in the district, who is not recommended by the Superintendent for renewal, and having requested and received a statement of reasons, may request an informal appearance before the Board of Education. The employee may at his/her option have an Association representative present at such hearing. Such request shall be in writing and shall be filed within ten (10) calendar days after receipt of the statement of reasons. The informal appearance shall be scheduled within thirty (30) calendar days from the receipt of the request for such informal appearance. The appearance shall be conducted in accordance with present and future guidelines of the Commissioner of Education. The decision of the Board shall be final.
D. In lieu of paragraph C, an employee in his/her third year of employment not recommended by the Superintendent may request review by an arbitrator who shall issue an advisory opinion to the Board of Education. The Board shall within ten (10) days of receipt of the advisory opinions make a decision regarding non-renewal and its decision shall be final.
FAIR DISMISSAL PROCEDURES. 1) On or before May 15th of each year, the Board shall give to each non-tenure teacher continuously employed since the preceding September 30th, either:
a. A written offer of a contract for employment for the next succeeding year providing for at least the same terms and benefits as may be required by law or agreement between the Board and the Association, or
b. A written notice that such employment shall not be offered.
2) Any non-tenure teacher who receives a notice of non-employment may within fifteen
FAIR DISMISSAL PROCEDURES. 1. Probationary teachers and teaching assistants will be advised of their tenure status no later than at least thirty (30) days prior to the Board meeting at which a recommendation(s) to discontinue service is to be considered, or at least sixty (60) days prior to the expiration of the probationary appointment, whichever is applicable.
2. If a probationary teacher or teaching assistant who is discharged or denied tenure requests reasons for such discharge or denial, such reasons will be given orally, and the teacher or teaching assistant will be given an opportunity to confer with the Superintendent of Schools or his/her representative. If, following this conference, he/she so requests, the reasons for the discharge or tenure denial will be given to the probationary teacher or teaching assistant in writing.
3. Employees shall not be disciplined except for just cause. Employees shall not be terminated except for just cause; however, grievance procedures relating to just cause termination will not apply at any time during their probationary period (either two [2] or three [3] years) or in the case of teachers being denied tenure.
4. The District seeks to establish an election procedure for eligible individuals under this provision. In other words, a tenured employee who is covered by the provision must choose in writing between the contractual “just cause” protection under 3020-a within twenty (20) working days of being presented with formal disciplinary charges. The other aspects of this shall remain in force and effect.
FAIR DISMISSAL PROCEDURES. A.1. On or before May 15 of each year, the Board shall give to each non-tenure employee continuously employed since the preceding September 30 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 Board and the Association, or;
b. A written notice that such employment shall not be offered.
A.2. Any non-tenure employee who receives a notice of non-employment may within fifteen (15) days thereafter, in writing, request a statement of the reasons for such non-employment from the Board. Said statement shall be given to the employee in writing within thirty (30) days after receipt of such request.
A.3. Any non-tenure employee who has received such notice of non-employment and reasons shall be entitled to an informal appearance before the Board, provided a written request for the informal appearance is received in the office of the Chief School Administrator within ten (10) days after receipt by the employee of the statement of reasons.
A.4. The Board shall issue its written determination as to the employment or non- employment of said non-tenure employee for the next succeeding school year within three (3) days after the completion of the hearing. ARTICLE20 SABBATICAL LEAVES
A. A sabbatical leave may be granted to a teacher by the Board for study or research in the area of the teacher’s current or potential area of assignment in the district or any other reasons of value as determined in the sole discretion of the Board. The Board in its sole discretion can deny a request for any reason including, but not limited to; the purpose of the leave and the potential benefit to the school district, the needs of the school district and the availability of replacement staff and budgetary funds.
B. The employee shall apply for such leave in writing to the Chief School Administrator no later than December 1st of the school year preceding the school year for which the sabbatical leave is requested. Such requests must contain significant rationale setting forth the value of such leave to the school district. The employee shall be advised of the Board’s action on the application immediately following the Board meeting in February.
C. In order to apply, a teacher must have been employed by the Sea Isle City Board of Education at least seven (7) complete, consecutive years, and be a no...
FAIR DISMISSAL PROCEDURES. This provision shall not become effective unless Kansas Statutes 72-2253 through 72- 2262 are: i) eliminated in their entirety by the Kansas legislature or ii) materially modified by the Kansas legislature with fewer due process steps than contemplated by this provision, and then this provision shall become effective only on and after the effective date of such statutes being eliminated/materially modified. These fair dismissal procedures (“Due Process Procedures”) shall apply to Faculty who: i) have completed not less than three Continuous Contract Years and been offered a fourth contract at JCCC or ii) have completed not less than two Continuous Contract Years and been offered a third contract at JCCC, if at any time prior to the JCCC employment the Faculty member completed the years of employment requirement in i) above as faculty at another Kansas community college, a technical college or the institute of technology at Xxxxxxxx and for both i) and ii) above, who have also received written notice of a termination of contract/employment or non-renewal of a contract, other than terminations identified as part of a reduction in force and administered in accordance with Article IX - Reduction in Force, below. These Due Process Procedures also shall not apply to grievances or complaints against employees; grievances or complaints concerning working conditions; or, a Grievance under this Master Agreement as set forth earlier in this Article V.
A. Whenever a non-Probationary Faculty member is given written notice of nonrenewal or termination of employment, the written notice shall include: (1) a statement of the reasons for nonrenewal or termination; and (2) a statement that the non-Probationary Faculty member may have the decision reviewed by an arbitrator upon written request submitted to the Executive Assistant to the Board within 15 calendar days from the date of such notice of nonrenewal or termination. A non-Probationary Faculty member who elects to file for arbitration under this provision is hereinafter referred to as “Grievant”.
B. The parties shall make a joint request for arbitration to the American Arbitration Association (“AAA”) within 10 days after notification to the Executive Assistant to the Board.
1. Within 10 business days of filing of the notice of desire to arbitrate the matter, an arbitrator shall be mutually selected from a list submitted by the AAA.
2. The arbitration shall commence within 45 calendar days after the arbitrator is select...
FAIR DISMISSAL PROCEDURES. The termination of probationary teachers and teaching assistants shall be in accordance with Sections 3019-a and 3031 of the New York State Education Law, and/or other statutory provisions and regulations.
FAIR DISMISSAL PROCEDURES. A. In the event the District intends to dismiss an employee, it shall be for just cause, as that term is defined in Article VI. The Superintendent shall provide written notice of such intent, containing a statement of the reasons constituting just cause, and shall conduct a just cause hearing providing the employee with rights of due process. The employee shall be entitled to Association representation in accordance with Article VI, Section B, of this Agreement. Within ten (10) days after receiving notice of any decision resulting from such hearing, the employee may appeal the decision to the Board.
B. Any appeal to the Board shall be made through the Grievance Procedure, commencing at Step 4.
C. Within fifteen (15) days after receiving notice of any decision resulting from such hearing, the employee may appeal the decision to arbitration according to Step 5 of the Grievance Procedure.
FAIR DISMISSAL PROCEDURES. PARAPROFESSIONALS
A. The Board agrees that no paraprofessional will be dismissed without just cause.
B. All paraprofessionals will be guaranteed the full Constitutional protection of due process.
