Common use of PROFESSIONAL BEHAVIOR AND IMPROVEMENT Clause in Contracts

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should the just cause standard of the Michigan Teacher Tenure Act for demotion and discharge of a tenured teacher be repealed or abrogated by amendment, the provisions of the 1990-93 Agreement between the parties shall prevail with respect to this Section.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. 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 '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 '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, this includes additional professional development at no cost to the teacher. 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 's discretion, the seriousness of a teacher’s '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. A member 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. 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 tenure 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. 3Written suggestions for improvement. Adequate opportunity for the teacher to make improvements. (ie. IDP’s, mentor teacher, etc. 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. 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. 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 '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 '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. , this includes additional professional development at no cost to the teacher. 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 's discretion, the seriousness of a teacher’s '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. No teacher shall be disciplined (including warnings, reprimands, suspensions, with or without pay, or other actions of a disciplinary nature) without just causecomplying with Michigan law. 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 Tekonsha Education Association present during any disciplinary action when such action becomes part of the teacher’s '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 '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 soWritten suggestions for improvement. 3. Adequate opportunity for the teacher to make improvements, IDPs, mentor teacher at minimum. 4. The administrator will provide whatever assistance he/she he can to give help to the teacher so he/she he can improve, this includes additional professional development at no cost to the teacher. 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. . E. The above procedures may be waived when, in the Superintendent’s 's discretion, the seriousness of a teacher’s 's behavior necessitates more severe or immediate measures. In the event that a teacher has been unfairly or improperly disciplined, his/her their personnel records will be cleansed of the incident and his/her their lost pay restored. F. All investigatory information forming the basis for disciplinary action will be made available to the teacher after the investigation is completed.