Increment Withholding. Before an increment is withheld, the teacher shall be notified in writing and, wherever appropriate, counseled by the administration and given reasonable time and assistance to correct their deficiency. Copies of all notices pertaining to the withholding of an increment shall be sent to the grievance chairperson of the Association. After withholding of the increment for a school year, the teacher shall, unless a subsequent withholding is made by the District under this section, be returned to their former step on the salary schedule. An action withholding a salary increase shall be subject to the grievance procedure.
Increment Withholding. 1. The Superintendent shall have the power to recommend to the Board of Education the withholding of any salary increment and/or adjustment for inefficiency as determined by at least two successive evaluations indicating unsatisfactory performance or effectiveness or other good cause which may have an adverse effect on the performance or effectiveness of the teacher. Said successive evaluations must be at least six (6) weeks apart so that an individual has an opportunity for correction. All unsatisfactory performance observations must be accompanied by written corrective measures by the administrative observer.
2. Whenever the withholding of an increment is proposed by the Superintendent, the individual concerned shall be given a written statement of reasons setting forth the particulars constituting the basis of said withholding. No such recommendation which is based on classroom performance shall be made by the Superintendent that is based on observation not conducted openly and with full knowledge of the teacher; and, where appropriate, neither shall any such recommendation, whether related to classroom performance or for other just cause, be made without notification to the teacher that a deficiency exists which may call for a recommendation for the withholding of an increment unless said deficiency is corrected immediately or within a time period prescribed by the administration.
3. Whenever the withholding of an increment is proposed, the individual involved shall have the right to appeal to the Board of Education and, upon filing in writing of a Notice of Appeal, setting forth the reasons why it is alleged that such action should not be taken, a hearing will be afforded by the Board to the aggrieved individual.
4. At such hearing the aggrieved individual shall have the right to be represented by counsel of his/her own choosing or by his/her duly designated representative.
5. From any adverse determination of the Board, the aggrieved shall have the right to appeal to the Commissioner of Education. The aggrieved party shall not have the right to request arbitration from any adverse determination of an evaluation indicating unsatisfactory performance or effectiveness or from any adverse determination of this Board to the Commissioner of Education.
Increment Withholding. A salary increment will be withheld only when other efforts to improve the alleged unsatisfactory performance of an instructional employee have failed. Unsatisfactory performance refers only to the performance of professional duties assigned during the normal school day. The following procedure will be adhered to in the withholding of the increment of an instructional employee:
Increment Withholding. The procedure for increment withholding shall be found in Appendix I.
Increment Withholding. 12.1.4.1 The Employee will be given the opportunity to present data simultaneously to the Chief School Administrator and the Employee's principal, unit administrator, or central administrator. During this presentation, the Employee may be accompanied by a person of the Employee's choice for advice and/or representation.
12.1.4.2 Following such presentation and before any recommendation is made to the Board, the Chief School Administrator shall provide the Employee with a written statement relating to the possible withholding of increment or adjustment.
Increment Withholding. See Appendix I, Section on Nurses
