Common use of PROFESSIONAL BEHAVIOR Clause in Contracts

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 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 abuses of leavesick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional behaviorperformance, 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 delinquencies, indicate expected correction 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 fileoffending teacher. The Board recognizes the Association will use its best efforts to correct breaches of progressive discipline for the said infractionsprofessional behavior by any teacher. C. B. A teacher shall at all times be entitled to have present a representative of the Association when he/she he is being reprimanded, warned, warned or disciplined for any infraction infractions of rules discipline or deficiencies 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 representative of the Association is present. D. C. No teacher shall be disciplined, reprimanded, disciplined, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, discipline, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. D. A probationary teacher who, through the evaluation process, is not meeting district standards but is being retained shall be subject to a correction committee. All information forming The correction committee shall be composed of the basis for disciplinary action affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will be made available refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher and the Association.from employment. This supercedes Article XIV, Section C.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to abide by this master agreement and to comply with the rules, regulations, regulations and directions as set down 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, except in their respective Listed Procedures. If a conflict exists between cases where such refusal jeopardizes the Listed Procedures health and the Master Contract, the Master Contract shall prevailsafety of students. B. The Association recognizes No teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage, without just cause. Any discipline that abuse of leaveis without just cause, chronic tardiness any reprimand or absencereduction in rank, willful deficiencies in professional behaviorcompensation or advantage, asserted by the Board 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 correctionrepresentative thereof, shall first of all promptly notify be subject to the grievance procedure. All information forming the basis for disciplinary action will be made available to the teacher and the Association 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 infractionswriting. C. A teacher shall at all times be entitled to have present a representative of the Association when he/she he is being reprimanded, warned, warned or disciplined for any infraction of rules or deficiencies 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 representative of the Association is present. The teacher shall be advised of their right to representation. When necessary, the teacher representative will be granted released time for the above purpose. D. No teacher shall be reprimandedThe Board agrees to follow a policy of progressive discipline which includes verbal warning, disciplinedwritten warning, reduced in rank or compensation or deprived of any professional advantage without just causereprimand and suspension with discharge as a final and last resort. Any such reprimand or reduction in rankTo the extent permitted by law, discipline, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board reserves the right to suspend with pay any teacher who within the immediate supervisor's judgment is detrimental to self or representative thereof shall others. In such a case, the policy of progressive discipline will be subject to waived pending the professional grievance procedure hereinafter set forth. All information forming Board Hearing. E. Any complaint made against a teacher or person for whom the teacher is administratively responsible, by any parent, student or any other person that will be used as a basis for disciplinary action will be made available promptly called to the attention of the teacher. F. If discharge of a teacher and (including denial of tenure) is to be considered, such action shall be in compliance with the AssociationTeacher Tenure Act, as amended.

PROFESSIONAL BEHAVIOR. A. Teachers are expected The Board recognizes that the Code of Ethics of the Education Profession is considered by the Association and its membership to comply define acceptable criteria of professional behavior. The Association shall deal with rules, regulations, and directions as set down ethical problems in their respective Listed Procedures. If a conflict exists between accordance with the Listed Procedures and terms of such Code of Ethics of the Master Contract, the Master Contract shall prevailEducational Profession. B. The Association recognizes that abuse abuses of leavesick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional behaviorperformance, 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 of the Code of Ethics of the Education Profession shall also be promptly reported to the Associationoffending teachers, and in appropriate cases, may institute proceedings against the offending teacher. Continued delinquencies of If Association efforts fail to eliminate the same specific type problem, the Administration may result in the teacher receiving a written reprimand (Appendix M) take necessary steps to be placed in his/her personnel file. The Board recognizes the use of progressive discipline for the said infractionscorrect this problem. C. A teacher shall may 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 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 representative of the Association is present, and such representation shall be provided within a reasonable time. D. No teacher shall be disciplined, 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 discipline without just cause shall be subject to the professional grievance procedure hereinafter set forth. All information Information forming the basis for disciplinary action will be made available to the teacher and the Association. E. A complaint made against a teacher by a parent, a student, or another teacher will be promptly called to the attention of the teacher. Any complaint not called to the attention of the teacher may not be used as the basis for any disciplinary action against the teacher.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable written or oral rules, regulationsregulations and directives, 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, unless such order is in the interest of providing for the safety and directions well being of the students. At the beginning of the school year, each teacher will be provided with a list of rules and regulations that govern the building to which said teacher is assigned. The Board shall provide the Association President with copies of administrative policies and procedures for each building and a copy of the rules and regulations of the Board. Subsequent modifications or changes in these documents shall also be furnished to the Association President. Building policies and procedures, as set down well as the rules and regulations of the Board, shall be posted in their respective Listed Procedures. If a conflict exists between the Listed Procedures and the Master Contract, the Master Contract shall prevailfaculty lounge of each school. 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 disciplined, reprimanded, disciplined, reduced in rank or compensation compensation, or deprived of any professional advantage without just causecause and due process. Any such reprimand discipline, reprimand, or reduction in rank, discipline, compensation or advantageadvantages, including adverse evaluation of teacher performance asserted by the Board or representative thereof 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. This provision shall not apply to the termination of a probationary teacher’s employment. Due process will be afforded to all members. The Board and Association agree that the following constitutes just cause for immediate termination of employment and that termination of a teacher for the following is not subject to the grievance procedure: 1. Past or recent conviction of a “listed offense” as defined in Section 2 of the Sex Offenders Registration Act. 2. Past or recent conviction of a felony which does not constitute a “listed offense” as defined by Section 2 of the Sex Offenders Registration Act unless the Board and Superintendent of Schools, in their sole discretion, specifically approve continued employment of the employee. 3. Violation of subsection 1230d(1) or subsection 1230d(2) of the Revised School Code. C. The Board and Association recognize that the educational program is not confined to academic pursuits alone, but includes all areas of the curriculum. The Board and Association further recognize that the success of the total educational program is directly dependent upon the quality of the teaching service and the Associationinvolvement of teachers in all areas of the program. It is, therefore, agreed that teacher attendance at, and involvement in, programs conducted in their respective buildings be considered a professional responsibility. D. It is hereby agreed and understood between the parties that the daily conference period is time set apart from classroom responsibility for teacher breaks, conferences with students and parents, planning, grading papers and attention to teacher duties. E. Teachers who plan to leave the employ of the school district shall notify the Board of this decision in writing, as soon as possible. F. No teacher will be required to administer any first aid or medication prescribed for a student, nor shall any teacher be required to transport any child for any reason. It is anticipated, however, that each teacher will act and react in such situations in a professional, reasonable and responsible manner.

PROFESSIONAL BEHAVIOR. A. Teachers are expected agree to comply with reasonable rules, regulations, regulations and directions as set down which are adopted from time to time by the Board or its representatives which are not inconsistent with the provisions of this Agreement. Teachers further acknowledge that it shall be the teachers' responsibility to implement students' individualized educational plans and for attending to the educational needs of the student while they are in their respective Listed Procedures. If a conflict exists between the Listed Procedures and the Master Contract, the Master Contract shall prevailclass. B. The Association recognizes that abuse abuses of leavesick leave or other leaves, chronic tardiness or absenceabsences, willful deficiencies in professional behavior, performance or other violations of discipline disciplines by a teacher reflect reflects adversely upon the teaching profession and create creates 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 or suspected breaches of discipline professional conduct shall also be promptly reported to the teacher and the Association. Continued delinquencies The Association agrees to use its best efforts to correct breaches of the same specific type may result in the teacher receiving a written reprimand (Appendix M) to be placed in his/her personnel fileprofessional behavior by any teacher. 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 present when he/she is being formally reprimanded, warned, warned or disciplined for any infraction of rules or deficiencies delinquency in professional performance. When a request for such Association representation is made, no action shall be taken with respect to the teacher until such representation is present unless the urgency of the situation requires immediate action. The Association is presentshall be provided a maximum of two working days to provide such representation and/or three working days to obtain legal counsel if necessary. D. No C. The Board may adopt written rules and regulations not in conflict with the terms of this Agreement concerning the discipline of teachers; but no non-probationary teacher shall be reprimanded, disciplined, reduced in rank including reprimand, suspension with or compensation without pay, demotion or deprived of any professional advantage discharge, without just cause. Any such reprimand or reduction Notwithstanding the foregoing, in rankthe case of the discipline of a tenure teacher within the meaning of the Michigan Teacher Tenure Act, discipline, compensation or advantage, including adverse evaluation just cause shall be determined under that Act. D. Discipline of teacher performance asserted by the Board or representative thereof teachers shall be subject to the professional grievance procedure hereinafter set forth. All information forming procedure; provided, however, that (1) as to probationary teachers, the basis for disciplinary action will Board may give notice of unsatisfactory work and such other notices as shall be made available required or permitted by the Michigan Teacher Tenure Act during the pendency of any grievance, and (2) as to teachers on Tenure or continuing contracts, pending grievances shall be dismissed upon the teacher filing of written charges under the Tenure Act; and the AssociationTenure Act shall thereafter govern all proceedings against the Teacher.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable rules, regulations, and directions as set down in their respective Listed Procedures. If from time to time adopted by the Board or its representative which are not inconsistent with the provisions of this Agreement, provided that a conflict exists between the Listed Procedures and the Master Contract, the Master Contract shall prevailteacher may reasonably refuse to carry out an order which threatens physical safety. B. The Association Local 10/MEA/NEA, Lake Xxxxxx Unit recognizes that abuse abuses of leavesick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional behavior, performance or other violations of discipline the Ethical Code by a teacher reflect adversely upon on the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, Breaches by any member may be considered unprofessional behavior and 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 constitute good cause as required 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 infractionsTenure Act. C. A teacher shall at all times any time be entitled to have present request the presence of a representative of the Association Local 10/MEA/NEA, Lake Xxxxxx Unit when heshe/she he is being reprimanded, warned, warned or disciplined for any infraction of rules discipline or deficiencies delinquency in professional performanceperformance by a member of the Administration. When a request for such representation is made, no further action shall be taken with respect to the teacher until such representation representative of the Association is present. Such representative shall meet with the respective parties as soon as her/his teaching duties allow her/him to be present. D. No teacher shall be disciplined, reprimanded, disciplined, or reduced in rank or compensation or deprived of any professional advantage without just cause. Any such reprimand discipline, reprimand, or reduction in rank, discipline, compensation or advantagecompensation, including adverse evaluation of teacher performance performances asserted by the Board or representative representatives thereof without just cause, shall be subject to the professional grievance procedure Professional Grievance Procedure hereinafter set forth. All information forming the basis for disciplinary action will be made available to the teacher and teacher. E. If the Associationadministration places false information in a teacher’s personnel file, the automatic remedy is expungement.

PROFESSIONAL BEHAVIOR. A. Teachers Members are expected to comply with reasonable rules, regulations, regulations and directions as set down in their respective Listed Procedures. If a conflict exists between from time to time adopted by the Listed Procedures and Board or its representatives, which are not inconsistent with the Master Contract, the Master Contract shall prevailprovisions of this Agreement. B. The Association recognizes that abuse of leaveNo member shall be disciplined including reprimanded, chronic tardiness suspended with or absencewithout pay, willful deficiencies in professional behaviordemoted, or other violations discharged, without just cause. Just cause will include any violation of rules and regulations set forth in Board policy. The severity of the discipline by a teacher reflect adversely upon administered shall be reasonable related to the teaching profession seriousness of the offense and create undesirable conditions the service record of the employee. Personnel may be disciplined 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 following fashion: 1st offense verbal warning (Appendix L) which will not be placed in 2nd offense written warning 3rd offense one day suspension without pay 4th offense up to one week suspension without pay 5th offense dismissal If 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 member wishes, he/she may initiate 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 infractionsgrievance procedure. C. Notwithstanding the foregoing, in the case of the disciplining of a Tenure Teacher within the meaning of the Michigan Tenure of Teachers Act, just cause shall be determined under the Act. D. Discipline of members shall be subject to the grievance procedure, provided however, that (1) as to probationary teachers, the Board may give such notices of unsatisfactory work and such other notices as shall be required or permitted by the Michigan Tenure of Teachers Act during the pendency of any grievance, and (2) as to teachers on Tenure or continuing contracts pending grievances shall be dismissed upon the filing of written charges under the Michigan Tenure of Teachers Act, and the Tenure Act shall thereafter govern all proceedings against the teacher. E. A teacher shall member may at all times be entitled to have present a silent representative of the Association association when he/she he is being reprimanded, warned, or disciplined for any infraction of rules discipline or deficiencies 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 representative of the Association is present. D. No teacher F. Any complaint by a parent or other complaints received by the system directed toward a member shall be reprimandedcalled to the member's attention, 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 writing if it is considered serious by the Board appropriate administrator or, if written, into the member's personnel file, or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. All information forming the if used as a basis for disciplinary action will be made available to the teacher and the Associationreprimanding a member.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to abide by this master agreement and to comply with the rules, regulations, regulations and directions as set down 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, except in their respective Listed Procedures. If a conflict exists between cases where such refusal jeopardizes the Listed Procedures health and the Master Contract, the Master Contract shall prevailsafety of students. B. The Association recognizes that abuse No tenured teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of leave, chronic tardiness or absence, willful deficiencies in any 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 Boardadvantage, in recognition of a manner which is arbitrary or capricious. Any discipline that is arbitrary or capricious, asserted by the concept of progressive correctionBoard or representative thereof, shall first of all promptly notify be subject to the grievance procedure. All information forming the basis for disciplinary action will be made available to the teacher and the Association 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 infractionswriting. C. A teacher shall at all times be entitled to have present a representative of the Association when he/she he is being reprimanded, warned, warned or disciplined for any infraction of rules or deficiencies 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 representative of the Association is presentpresent within 72 hours of the request. The teacher shall be advised of their right to representation. When necessary, the teacher representative will be granted release time for the above purpose arranged by the administrator. D. No teacher shall be reprimandedTo the extent permitted by law, 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 reserves the right to suspend with pay any teacher who within the immediate supervisor's judgment is detrimental to self or representative thereof shall others. E. Any complaint made against a teacher or person for whom the teacher is administratively responsible, by any parent, student or any other person that will be subject to the professional grievance procedure hereinafter set forth. All information forming the used as a basis for disciplinary action will be made available promptly called to the attention of the teacher. F. If discharge of a teacher and is to be considered for disciplinary reasons, such action shall be in compliance with the Associationstate law.

PROFESSIONAL BEHAVIOR. A. Teachers are expected agree to comply with reasonable rules, regulations, regulations and directions as set down which are adopted from time to time by the Board or its representatives which are not inconsistent with the provisions of this Agreement. Teachers further acknowledge that it shall be the teachers' responsibility to implement students' individualized educational plans and for attending to the educational needs of the student while they are in their respective Listed Procedures. If a conflict exists between the Listed Procedures and the Master Contract, the Master Contract shall prevailclass. B. The Association recognizes that abuse abuses of leavesick leave or other leaves, chronic tardiness or absenceabsences, willful deficiencies in professional behavior, performance or other violations of discipline disciplines by a teacher reflect reflects adversely upon the teaching profession and create creates 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 or suspected breaches of discipline professional conduct shall also be promptly reported to the teacher and the Association. Continued delinquencies The Association agrees to use its best efforts to correct breaches of the same specific type may result in the teacher receiving a written reprimand (Appendix M) to be placed in his/her personnel fileprofessional behavior by any teacher. 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 present when he/she is being formally reprimanded, warned, warned or disciplined for any infraction of rules or deficiencies delinquency in professional performance. When a request for such Association representation is made, no action shall be taken with respect to the teacher until such representation is present unless the urgency of the situation requires immediate action. The Association is presentshall be provided a maximum of two working days to provide such representation and/or three working days to obtain legal counsel if necessary. C. The Board may adopt written rules and regulations not in conflict with the terms of this Agreement concerning the discipline of teachers; but no non-probationary teacher shall be disciplined, including reprimand, suspension with or without pay, demotion or discharge, without just cause. Notwithstanding the foregoing, in the case of the discipline of a tenure teacher within the meaning of the Michigan Teacher Tenure Act, just cause shall be determined under that Act. D. Discipline of teachers shall be subject to the grievance procedure; provided, however, that (1) as to probationary teachers, the Board may give notice of unsatisfactory work and such other notices as shall be required or permitted by the Michigan Teacher Tenure Act during the pendency of any grievance, and (2) as to teachers on Tenure or continuing contracts, pending grievances shall be dismissed upon the filing of written charges under the Tenure Act; and the Tenure Act shall thereafter govern all proceedings against the Teacher. E. The Board of Education and the C.E.A. agree that it is the teacher's responsibility for maintaining conditions conducive to learning in their respective classrooms and buildings. F. No teacher on continuing tenure shall be disciplined, reprimanded, disciplined, reduced in rank or compensation 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 agree to comply with reasonable rules, regulations, regulations and directions as set down which are adopted from time to time by the Board or its representatives which are not inconsistent with the provisions of this Agreement. Teachers further acknowledge that it shall be the teachers' responsibility to implement students' individualized educational plans and for attending to the educational needs of the student while they are in their respective Listed Procedures. If a conflict exists between the Listed Procedures and the Master Contract, the Master Contract shall prevailclass. B. The Association recognizes that abuse abuses of leavesick leave or other leaves, chronic tardiness or absenceabsences, willful deficiencies in professional behavior, performance or other violations of discipline disciplines by a teacher reflect reflects adversely upon the teaching profession and create creates 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 or suspected breaches of discipline professional conduct shall also be promptly reported to the teacher and the Association. Continued delinquencies The Association agrees to use its best efforts to correct breaches of the same specific type may result in the teacher receiving a written reprimand (Appendix M) to be placed in his/her personnel fileprofessional behavior by any teacher. 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 present when he/she is being formally reprimanded, warned, warned or disciplined for any infraction of rules or deficiencies delinquency in professional performance. When a request for such Association representation is made, no action shall be taken with respect to the teacher until such representation is present unless the urgency of the situation requires immediate action. The Association is presentshall be provided a maximum of two working days to provide such representation and/or three working days to obtain legal counsel if necessary. C. The Board may adopt written rules and regulations not in conflict with the terms of this Agreement concerning the discipline of teachers; but no non-probationary teacher shall be disciplined, including reprimand, suspension with or without pay, demotion or discharge, without just cause. Notwithstanding the foregoing, in the case of the discipline of a tenure teacher within the meaning of the Michigan Teacher Tenure Act, just cause shall be determined under that Act. D. Discipline of teachers shall be subject to the grievance procedure; provided, however, that (1) as to probationary teachers, the Board may give notice of unsatisfactory work and such other notices as shall be required or permitted by the Michigan Teacher Tenure Act during the pendency of any grievance, and (2) as to teachers on Tenure or continuing contracts, pending grievances shall be dismissed upon the filing of written charges under the Tenure Act; and the Tenure Act shall thereafter govern all proceedings against the Teacher. E. The Board of Education and the C.E.A. agree that it is the teacher's responsibility for maintaining conditions conducive to learning in their respective classrooms and buildings. F. No teacher on continuing tenure shall be disciplined, reprimanded, disciplined, reduced in rank or compensation 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 Members are expected to comply with reasonable rules, regulations, regulations and directions as set down in their respective Listed Procedures. If a conflict exists between from time to time adopted by the Listed Procedures and Board or its representatives which are not inconsistent with the Master Contract, the Master Contract shall prevailprovisions of this Agreement. B. The Association recognizes that abuse of leaveNo member shall be disciplined, chronic tardiness including reprimanded, suspended with or absencewithout pay, willful deficiencies in professional behaviordemoted, or other violations discharged, without just cause. Just cause will include any violation of rules and regulations set forth in Board policy. The severity of the discipline by a teacher reflect adversely upon administered shall be reasonable related to the teaching profession seriousness of the offense and create undesirable conditions the service record of the employee. Personnel may be disciplined 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 following fashion: 1st offense verbal warning (Appendix L) which will not be placed in 2nd offense written warning 3rd offense one day suspension without pay 4th offense up to one week suspension without pay 5th offense dismissal If 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 member wishes, he/she may initiate 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 infractionsgrievance procedure. C. Notwithstanding the foregoing, in the case of the disciplining of a Tenure Teacher within the meaning of the Michigan Tenure of Teachers Act, just cause shall be determined under the Act. D. Discipline of members shall be subject to the grievance procedure, provided however, that (1) as to probationary teachers, the Board may give such notices of unsatisfactory work and such other notices as shall be required or permitted by the Michigan Tenure of Teachers Act during the pendency of any grievance, and (2) as to teachers on Tenure or continuing contracts pending grievances shall be dismissed upon the filing of written charges under the Michigan Tenure of Teachers Act, and the Tenure Act shall thereafter govern all proceedings against the teacher. E. A teacher shall member may at all times be entitled to have present a silent representative of the Association association when he/she he is being reprimanded, warned, or disciplined for any infraction of rules discipline or deficiencies 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 representative of the Association is present. D. No teacher F. Any complaint by a parent or other complaints received by the system directed toward a member shall be reprimandedcalled to the member's attention, 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 writing if it is considered serious by the Board appropriate administrator or, if written, into the member's personnel file, or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. All information forming the if used as a basis for disciplinary action will be made available to the teacher and the Associationreprimanding a member.