PROFESSIONAL BEHAVIOR AND IMPROVEMENT. A. 1. Teachers are expected to comply with reasonable rules, regulations and direction from time to time adopted by the Board or its representatives which are not consistent with the provisions of this agreement, provided that the teacher may reasonably refuse to carry out an order which threatens physical safety or well-being.
PROFESSIONAL BEHAVIOR AND IMPROVEMENT. A. No teacher shall be disciplined (including warnings, reprimands, suspensions, with or without pay, or other actions of a disciplinary nature) without just cause. The discharge or demotion of a tenured teacher shall be governed exclusively by the procedures and standards of the Michigan Teacher Tenure Act applicable thereto. However, should the just cause standard of the Michigan Teacher Tenure Act for demotion and discharge of a tenured teacher be repealed or abrogated by amendment, the provisions of the 1990-93 Agreement between the parties shall prevail with respect to this Section.
B. A teacher shall be entitled to have an elected officer of the North Xxxxx-Xxxxxx Education Association present during any disciplinary action when such action becomes part of the teacher’s personnel file. When a request for such representation is made no action shall be taken with respect to the teacher until said representative as stated above is present. Further, in the event disciplinary action is to be taken the teacher shall be advised of the right to have an elected officer of the North Xxxxx-Xxxxxx Education Association under this provision of the Agreement prior to the action being taken.
C. If discharge of a teacher (including denial of tenure) is to be considered because of inadequacies observed in the teacher’s professional work with students, such action must minimally be preceded by:
1. Repeated observations of the inadequacies through the observation process.
2. Clear direction that the teacher must improve and the consequences of failure to do so.
3. Adequate opportunity for the teacher to make improvements.
4. The administrator will provide whatever assistance he/she can to give help to the teacher so he/she can improve.
D. The Board and/or the Administration agrees to follow a general procedure of discipline which includes verbal and/or written warning, reprimand, suspension without pay, and discharge as a final and last resort. The above procedures may be waived when, in the Superintendent’s discretion, the seriousness of a teacher’s behavior necessitates more severe or immediate measures. In the event that a teacher has been unfairly or improperly disciplined, his/her personnel records will be cleansed of the incident and his/her lost pay restored.
PROFESSIONAL BEHAVIOR AND IMPROVEMENT. A. Administrators are expected to comply with policies and administrative operating procedures adopted by the Board or its representative, which are not inconsistent with the provisions of this Agreement, or the scope of general administrative responsibilities.
B. No Administrator shall be disciplined arbitrarily or capriciously.
C. An Administrator may not be disciplined without just cause. Discipline is defined as a reprimand, suspension, demotion, or discharge. The Board, the Superintendent, or their designee shall notify the Administrator in writing when disciplinary actions are to be taken. Said notice shall contain a statement of the reason for actions taken.
D. An Administrator shall be entitled to Association representation at his/her request when being disciplined. When a request for Association representation is made, no action will be taken with respect to the Administrator until association representation is present. When necessary, the Administrative representative will be granted release time for the above purpose.
PROFESSIONAL BEHAVIOR AND IMPROVEMENT. A. Teacher Conduct. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, unauthorized absence, willful deficiencies in professional performance, or other misconduct by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. All information forming the basis for disciplinary action will be made available to the teacher and the Association, as permitted by law. Alleged breaches of misconduct shall be promptly reported to the offending teacher.
PROFESSIONAL BEHAVIOR AND IMPROVEMENT. 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 creates undesirable conditions in the school building. Except when the behavior of a teacher is so improper or when gross offenses occur as to warrant immediate disciplinary action, 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 for correction. Alleged breaches of discipline shall be promptly reported to the teacher involved. The Association will use its best efforts to correct breaches of professional behavior by any teacher. A written statement, of such correction, shall be filed by the Association, with the Superintendent's office within ten (10) school days of such action.
PROFESSIONAL BEHAVIOR AND IMPROVEMENT. A. A teacher shall be entitled to have present a representative of the Association during any disciplinary action when such action will become part of the teacher's personnel file. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the local Association is present. Further, in the event a disciplinary action is to be taken, the teacher shall be advised of the right to representation under this provision of the Agreement prior to the action being taken.
B. It is the intention of the parties that disciplinary action is to be handled and administered in a manner to maintain confidentiality to the extent permitted by law.
PROFESSIONAL BEHAVIOR AND IMPROVEMENT. A. Teacher Progressive Discipline. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, unauthorized 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 shall adhere to the principles of progressive/corrective discipline. Alleged breaches of discipline shall be promptly reported to the offending teacher.
PROFESSIONAL BEHAVIOR AND IMPROVEMENT. A. In the course of enacting professional responsibilities, teachers and educators engage in many conversations; most are collegial and involve no reasons for discipline. If, and when, and administrator indicates to a teacher that a conversation may lead to disciplinary action, the teacher has the right (provided by the Xxxxxxxxxx case) to have a representative present along with her or him during the conversation.
B. Any employee not regulated by the Teacher Tenure Act shall not be disciplined for arbitrary or capricious cause.
C. The parties support the principle of continuing training of and participation by teachers in professional organizations in the area of their specializations. The Board agrees to provide, upon approving the applications, the necessary funds for teachers who desire to attend selected professional conferences. Travel, meals, lodging, and registration fees shall be deemed appropriate expenses of the Board, as well as the cost of the substitute needed to relieve the participant. A teacher xxx reapply to attend the conferences at his/her own expense. The Board may approve or disapprove the second application at its own discretion. A teacher attending such conferences and meetings shall be granted sufficient leave time to attend without loss of compensation. The teacher will, upon request, submit a report regarding such conferences.
D. In recognition of the rapidly expanding fields of knowledge in the social and scientific fields, the parties hereby agree to establish an in-service education committee composed of three (3) persons appointed by the Board and three (3) persons appointed by the SEA. The committee shall organize itself and assume responsibility for the planning and conducting all in-service programs.
E. Any teacher who enrolls in a course related to his/her instructional responsibilities at an accredited college or university shall be reimbursed at the beginning of the next semester after successful completion of such courses. The amount shall be $100.00 per semester hour or prorated amount per term hour to be applied toward tuition and books and expenses. This provision shall apply only to hours earned between the BA+18 and the MA levels, and shall be limited to a total of six (6) semester hours or nine (9) term hours. For reimbursement, prior approval by the administration of all courses to be taken must be received and all courses must be applicable to the teacher's classroom performance. For purposes of salary schedule...
PROFESSIONAL BEHAVIOR AND IMPROVEMENT. A. 1. No teacher shall be disciplined without just cause. The specific grounds forming the basis for disciplinary action will be made available to the teachers.
PROFESSIONAL BEHAVIOR AND IMPROVEMENT. A. 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. The teacher may reasonably refuse to carry out an order which threatens physical safety or well-being.
B. The parties support the principle of continuing training of teachers, participation by teachers in professional organizations in the areas of their specialization, participation in community educational projects, and approved visitation at other schools and attending educational conferences. Expenses and mileage may be paid if administrative approval is obtained. Expenses and mileage for conferences approved by the administration in accordance with school board policy, shall be reimbursed to the teacher.
C. A teacher shall at all times be entitled to have present a representative of the Association when he or she is being reprimanded or disciplined for any infraction of policy or delinquency in professional performance. When a request for such representation is made, no formal action shall be taken with respect to the teacher until such representative of the Association is present. No teacher shall be disciplined or reprimanded, without just cause. Any such discipline or reprimand, including adverse evaluation of teacher performance, asserted by the Board or any agent or representative thereof, shall be subject to the grievance procedure as set forth in that article. All information forming the basis for disciplinary action will be made available to the teacher and to the Association.
D. First and second year probationary teachers are exempt from just cause provisions and are denied to an arbitrator the ability to fashion any remedy that would require the reemployment of or payment of money damages to a probationary teacher.
