PROFESSIONAL BEHAVIOR. Teachers are expected to comply with reasonable rules, regulations, and directions adopted by the Board, or its representatives, which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well being or is professionally demeaning.
PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with rules, regulations, and directions as set down in their respective Listed Procedures. If a conflict exists between the Listed Procedures and the Master Contract, the Master Contract shall prevail.
B. The Association recognizes that abuse of leave, chronic tardiness or absence, willful deficiencies in professional behavior, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall first of all promptly notify the teacher in writing of alleged delinquencies by the use of a memo of verbal warning (Appendix L) which will not be placed in a teacher’s personnel file. The memo shall indicate expected correction and indicate a reasonable period for correction. Alleged breaches of discipline shall also be promptly reported to the Association. Continued delinquencies of the same specific type may result in the teacher receiving a written reprimand (Appendix M) to be placed in his/her personnel file. The Board recognizes the use of progressive discipline for the said infractions.
C. A teacher shall at all times be entitled to have present a representative of the Association when he/she is being reprimanded, warned, or disciplined for any infraction of rules or deficiencies in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representation of the Association is present.
D. No teacher shall be reprimanded, disciplined, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such reprimand or reduction in rank, discipline, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. All information forming the basis for disciplinary action will be made available to the teacher and the Association.
PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with rules, regulations and policies adopted by the Board or its representatives that are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order that threatens physical safety or well-being.
B. The Board recognizes that the Code of Ethics of the Education Profession is considered by the Association and its membership to define acceptable criteria of professional behavior. The Association shall accept responsibility to deal with ethical problems in accordance with the terms of such Code of Ethics of the Education Profession.
C. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. Alleged breaches of discipline or the Code of Ethics of the Education profession shall be promptly reported to the offending teacher and to the Association. A teacher shall be entitled to have present a representative of the Association when he/she is being disciplined for an infraction of rules or delinquency in professional performance. An Association Representative will not normally be involved when a teacher is being verbally reprimanded unless the teacher, during the course of the reprimand conference, requests such representation. If a teacher so requests an Association Representative, then the administrator shall cease any further discussion of the situation until an Association Representative is present. Nothing in this part is intended to preclude a supervisor from verbally discussing isolated instances of minor misconduct with an employee, which the administrator has reasonable belief will not expand to administrative discipline. If the discussion, according to the teacher, warrants an Association Representative, then the conversation shall be recessed until an Association Representative can be in attendance.
PROFESSIONAL BEHAVIOR. A. Teachers shall comply with reasonable rules, regulations, policies and directions adopted by the Board or its representatives that are not inconsistent with the provisions of this Agreement.
B. The Association recognizes that gross abuses of sick leave or other leave, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by ancillary staff reflect adversely upon the profession and create undesirable conditions in the school building. The Association will use its best efforts to correct breaches of professional behavior by any ancillary staff.
PROFESSIONAL BEHAVIOR. A. Teachers shall comply with reasonable building and school district rules, regulations and directions adopted by the Board or its representatives, which are not inconsistent with the provisions of this Agreement.
B. A teacher shall at all times be entitled to have present a representative of the Association when he/she is being warned or threatened of a reduction in rank, compensation, or loss of a professional advantage, including evaluation of teacher performance.
C. When a request for such representation is made no further action shall be taken with respect to the teacher until such representative of the Association is present. The Association agrees to promptly, following the request, provide a representative.
PROFESSIONAL BEHAVIOR. 16.1 The Xxxxx-Westland Board of Education agrees to operate the District in compliance with all federal, state and local statutes, rules and regulations. In addition, teachers shall comply with above stated statutes, rules and regulations and all Board policies, rules and regulations which are not inconsistent with the provisions of this Agreement.
16.2 A teacher shall at all times be entitled to have present a representative of the Association of his/her choice when s/he is being reprimanded, warned or disciplined for any infraction of rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representation of the Association is present. At no time will this cause the meeting to be delayed more than 48 hours.
16.3 No teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage except in a manner that is fair and reasonable (not arbitrary or capricious), except that the discharge of a probationary teacher shall not be subject to the grievance procedure. Any such discipline or reduction in rank, compensation or advantage shall be subject to the professional grievance procedure hereinafter set forth. All information forming the basis for disciplinary action will be made available in writing to the teacher and the Association unless the teacher specifies in writing that the Association shall not be notified. The Association will use its best efforts to correct breaches of professional behavior by any teacher and, in appropriate cases, may institute proceeding against the offending teacher and so notify the superintendent.
16.4 Political activities of any teacher seeking or holding office or campaigning for a candidate shall be conducted outside the classroom and off school premises and outside working hours. School sponsored activities of a political nature must be approved by school officials. Teachers shall not use their students outside of class hours to enhance their political and private aspirations, unless approval has been obtained from the parents of these students and the principal has been notified before the occurrence.
PROFESSIONAL BEHAVIOR. 5.1 Teachers shall be responsible for furnishing information requested by administration. This shall include items such as:
.1 Proof of freedom from communicable disease as required by Michigan law.
.2 Medical examinations. See Policies and Procedures, currently in effect.
.3 The return of teacher contracts and/or riders on or before the date or dates specified after ratification of the Collective Bargaining Agreement.
.4 Adequate written records of student performance and behavior.
.5 Adequate daily lesson plans.
.6 Up-to-date transcripts, current State of Michigan teacher’s certificate, and records of educational preparation.
.7 Proof of date of birth.
5.2 Teacher absence shall be limited to those days which qualify under provisions in Article 14, "Illness, Injury, Emergency, or Business Leave Days." Failure to report for work for any other reason shall be considered a serious breach of contract and subject to action up to and including dismissal. It is agreed that teaching is a full-time position and requires the full energies and attention of the teacher.
5.3 The Board agrees that its rules and regulations governing employee conduct will be reasonable and enforcement of discipline will be fair. During the first four (4) full years of employment, no ancillary staff shall be disciplined for a reason that is arbitrary and capricious. After the 4th anniversary date of employment the standard for discipline of ancillary staff shall be just cause. No tenured teachers shall be disciplined for a reason that is arbitrary and capricious. Discipline shall be defined as a warning, reprimand, suspension with or without pay, demotion in rank or compensation, or disciplinary discharge.
.1 In the event of the discharge of a tenure teacher, review of such discharge shall be exclusively pursuant to the Tenure Act provisions. Lesser disciplinary action (demotion, disciplinary layoff, or suspension without pay) shall be reviewable either pursuant to the Tenure Act provisions or through the grievance procedure, but not both. In other words, if a tenure teacher chooses to utilize the Tenure Act provisions, he/she shall not have recourse to the grievance procedure.
.2 Any non-probationary, non-tenured member of the bargaining unit shall be allowed to pursue the applicable provisions of the grievance procedure in the event that they have been subjected to discharge or discipline.
.3 The substantive reasons for termination of a probationary teacher or extension of the probatio...
PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable rules, regulations and directions presently in effect and from time to time adopted by the Board, or its representatives, which are not inconsistent with the provisions of this Agreement.
B. Bargaining Unit Members whose employment is not regulated by the Teacher Tenure Act, and have completed the probationary period, shall not be disciplined or discharged without just cause. Information forming the basis for disciplinary action or discharge will be made available to the teacher and the Association upon request. Those teachers who are not subject to the Tenure Act (i.e. social workers) will serve a two (2) year probationary period.
C. If a teacher is to be disciplined, suspended, discharged or reprimanded by the Board or its agents, he or she shall be entitled to have representative of the Association present to the extent allowed by law.
PROFESSIONAL BEHAVIOR. Abuses of sick leave or other leaves, chronic tardiness or absence, and other deficiencies in professional behavior reflect adversely upon the professionalism of district teachers and professional staff. If, after warning in writing (copies initially retained by the administrator or supervisor), such deficiencies continue, the District may institute discipline and/or evaluation procedures which may result in the employee’s dismissal. Nothing in this section precludes the District from initiating a written reprimand or more severe discipline when warranted by just cause (for ancillary staff) or as long as such discipline shall not be arbitrary or capricious (for teachers).
PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with written rules, regulations, and directions from time to time adopted by the Board or its representatives which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well-being.
B. The Board recognizes that the Code of Ethics of the Education Profession is considered by the Association and its membership to define acceptable criteria of professional behavior. That all confidential information obtained in the course of professional service not be disclosed unless disclosure serves professional purposes or is required by law.
C. The Association recognizes that abuse of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher in writing of alleged delinquencies, indicate expected correction and indicate a reasonable period of correction.
D. A teacher shall at all times be entitled to have present a representative of the Association when he/she is being officially disciplined, reprimanded, or warned for any infraction of discipline or delinquency in professional performance. A teacher shall also be allowed such representation when being interviewed by an administrator and there is a possibility of the results of the discussion leading to disciplinary action. When a request for such representation is made, the meeting shall stop and no action shall be taken with respect to the teacher until such representative of the Association is present.
E. Teachers shall not have tenure for extra duty assignments. Teachers shall receive a written statement of reasons in the event of failure to reappoint, for a reason other than at the teacher's request.
