Common use of PROFESSIONAL BEHAVIOR Clause in Contracts

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 probationary period of a teacher is not subject to the grievance procedure; however, in the event the Board contemplates actions for dismissal or extension of the probationary period, the probationary employee affected shall be informed in writing and be given an opportunity for a hearing before official action is taken by the Board.

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 teachertheteacher. 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 probationary period of a teacher is not subject to the grievance procedure; however, in the event the Board contemplates actions for dismissal or extension of the probationary period, the probationary employee affected shall be informed in writing and be given an opportunity for a hearing before official action is taken by the Board.

PROFESSIONAL BEHAVIOR. 5.1 A. Teachers shall be responsible for furnishing information requested comply with reasonable written rules, regulations, and directions from time to time adopted by administrationthe Board or its representatives, which are not inconsistent with the provisions of this Agreement. This Teachers shall include items such as: .1 Proof comply with verbal directions and orders of freedom from communicable disease as required by Michigan lawthe Board or its representative provided that a teacher may reasonably refuse to carry out an order, which threatens his/her physical safety or well-being. .2 Medical examinationsB. 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. See Policies and ProceduresIn addition to the normal disciplinary actions to be taken by the administration for breaches of proper performance by the teacher, currently in effect. .3 The return such breaches, which may relate to the Code of teacher contracts and/or riders on or before Ethics shall, with the date or dates specified after ratification agreement of the Collective Bargaining Agreement. .4 Adequate written records teacher, be promptly reported to the Association. The Association will use its best efforts to correct breaches of student performance and professional behavior. .5 Adequate daily lesson plansC. A teacher shall, at his/her request, be entitled to the presence of an Association representative when called to the office of an administrator for the intended purpose of being officially reprimanded or disciplined regarding any infraction of rules or delinquency in teaching performance. .6 UpD. No teacher shall be disciplined or reprimanded without just cause. Any such discipline, including adverse evaluation of teacher performance that is without just cause, asserted by the Board or representative thereof, shall be subject to the professional grievance procedure hereinafter set forth, except as otherwise provided in the Article on Grievance Procedures. Upon request of the teacher, all information forming the basis for disciplinary action will be made available to the teacher and the Association. E. Each teacher must assume the responsibility for filing his valid Michigan teaching certificate or other document indicating same with the Human Resources office within fifteen (15) days after the first day of school. The Superintendent will notify the teacher in question prior to the fifteen-day limit. Such teacher must file with the Human Resources office in addition to a valid Michigan teacher certificate, an up-to-date transcripts, current State transcript of Michigan teacher’s credits or a dated copy of a letter requesting that such transcript be forwarded directly to the Human resources office. Failure to file this certificate, and records of educational preparationtranscript or letter may result in withholding pay until such filing has been completed or other appropriate action. .7 Proof of date of birth. 5.2 Teacher absence F. Teachers 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 refrain from discussing collective bargaining of the teacherlocal Association and Association grievance matters with pupils. 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 probationary period of a teacher is not subject to the grievance procedure; however, in the event the Board contemplates actions for dismissal or extension of the probationary period, the probationary employee affected shall be informed in writing and be given an opportunity for a hearing before official action is taken by the Board.

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 effectas reviewed on April 21, 1994. .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-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 No teacher 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 without 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 probationary period of a teacher is not subject to the grievance procedure; however, in the event the Board contemplates actions for dismissal or extension of the probationary period, the probationary employee affected shall be informed in writing and be given an opportunity for a hearing before official action is taken by the Board.

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, 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 No ancillary staff shall be disciplined for a reason that is arbitrary without just cause and capricious. After the 4th anniversary date of employment the standard for discipline of ancillary staff shall be just cause. No 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 probationary period of a teacher is not subject to the grievance procedure; however, in the event the Board contemplates actions for dismissal or extension of the probationary period, the probationary employee affected shall be informed in writing and be given an opportunity for a hearing before official action is taken by the Board.

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 No ancillary staff shall be disciplined for a reason that is arbitrary without just cause and capricious. After the 4th anniversary date of employment the standard for discipline of ancillary staff shall be just cause. No 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 probationary period of a teacher is not subject to the grievance procedure; however, in the event the Board contemplates actions for dismissal or extension of the probationary period, the probationary employee affected shall be informed in writing and be given an opportunity for a hearing before official action is taken by the Board.