Common use of PROTECTION OF ADMINISTRATORS Clause in Contracts

PROTECTION OF ADMINISTRATORS. A. The parties recognize that administrators have responsibility for developing a respectful environment while maintaining control and discipline in the school to which the administrator is assigned. The Board recognizes its responsibility to provide support and assistance to administrators in the discharge of their duties, so long as such duties are discharged in conformity with Board policy and applicable statutes. The Board will not arbitrarily or capriciously overturn or countermand decisions, or otherwise interfere in the administration of school programs, so long as appropriate policies and statutes are followed, except in such cases as it is deemed appropriate after a Board hearing which examines all appropriate evidence. B. If an administrator is complained against or sued by any party for decisions made during the normal course of his/her job including disciplinary action taken by the administrator against a student or employee, the Board will provide appropriate legal counsel and render necessary assistance to the administrator in his/her defense, provided that such administrator has acted within the terms of this agreement, the adopted policies of the Board, and all state and federal laws in regard to discipline and control. C. Written complaints directed toward the actions of an administrator shall be promptly called to that administrator's attention. D. Disciplinary action taken against an administrator, resulting from complaints from students, parents, or citizens shall be taken only if such complaints are in writing, and then only if the complaints have been investigated and deemed justified. Throughout this process appropriate due process shall be afforded the administrator. Disciplinary action shall not be taken on the basis of oral complaints. No record shall be maintained of any complaint ultimately found to be conclusively invalid. E. No administrator shall be subjected to disciplinary action resulting in reprimand, reduction in rank or compensation, or discharge without just cause. In the event of charges being made against an administrator, every effort shall be made to ensure that discussion is limited to a private and professionally appropriate form. Except for offenses which on first commission justify dismissal or cannot justify continued employment, the parties adopt the concept of progressive discipline designed to necessitate corrected behavior and agree with the concept that the severity of the infraction should determine the degree of discipline to be imposed. The following steps shall constitute the progressive discipline plan: • Warning • Verbal reprimand • Written reprimand • Suspension (with or without pay, depending upon circumstances) • Termination of employment F. Each administrator shall have the right, upon request, to review the contents of his/her personnel file, in accordance with MCLA 423.503 (Section 3 of the Xxxxxxx- Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978), excluding restricted placement credentials. A representative of the Association may, at the request of the administrator, accompany the administrator in this review. Each administrator's official personnel file, located in the Central Administration Office, shall contain the following minimum items of information: • Administrative evaluation reports • Annual contract • Teaching certificate • Transcripts of academic records When materials relating to an administrator's performance are placed in the administrator's file, the administrator shall be notified in writing, provided a copy, and given the opportunity to file a response with said item, subject to the restrictions contained in MCLA 423.505 (Section 5 of the Xxxxxxx-Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978).

PROTECTION OF ADMINISTRATORS. A. The parties recognize that administrators have responsibility for developing a respectful environment while maintaining control and discipline in the school to which the administrator is assigned. The Board recognizes its responsibility to provide support and assistance to administrators in the discharge of their duties, so long as such duties are discharged in conformity with Board policy and applicable statutes. The Board will not arbitrarily or capriciously overturn or countermand decisions, or otherwise interfere in the administration of school programs, so long as appropriate policies and statutes are followed, except in such cases as it is deemed appropriate after a Board hearing which examines all appropriate evidence. B. If an administrator is complained against or sued by any party for decisions made during the normal course of his/her job including disciplinary action taken by the administrator against a student or employee, the Board will provide appropriate legal counsel and render necessary assistance to the administrator in his/her defense, provided that such administrator has acted within the terms of this agreement, the adopted policies of the Board, and all state and federal laws in regard to discipline and control. C. Written complaints directed toward the actions of an administrator shall be promptly called to that administrator's attention. D. Disciplinary action taken against an administrator, resulting from complaints from students, parents, or citizens shall be taken only if such complaints are in writing, and then only if the complaints have been investigated and deemed justified. Throughout this process appropriate due process shall be afforded the administrator. Disciplinary action shall not be taken on the basis of oral complaints. No record shall be maintained of any complaint ultimately found to be conclusively invalid. E. No administrator shall be subjected to disciplinary action resulting in reprimand, reduction in rank or compensation, or discharge without just cause. In the event of charges being made against an administrator, every effort shall be made to ensure that discussion is limited to a private and professionally appropriate form. Except for offenses which on first commission justify dismissal or cannot justify continued employment, the parties adopt the concept of progressive discipline designed to necessitate corrected behavior and agree with the concept that the severity of the infraction should determine the degree of discipline to be imposed. The following steps shall constitute the progressive discipline plan: • ∙ Warning • ∙ Verbal reprimand • ∙ Written reprimand • ∙ Suspension (with or without pay, depending upon circumstances) • ∙ Termination of employment F. Each administrator shall have the right, upon request, to review the contents of his/her personnel file, in accordance with MCLA 423.503 (Section 3 of the Xxxxxxx- Xxxxxxx-Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978), excluding restricted placement credentials. A representative of the Association may, at the request of the administrator, accompany the administrator in this review. Each administrator's official personnel file, located in the Central Administration Office, shall contain the following minimum items of information: • Administrative evaluation reports • Annual contract • Teaching certificate • Transcripts of academic records When materials relating to an administrator's performance are placed in the administrator's file, the administrator shall be notified in writing, provided a copy, and given the opportunity to file a response with said item, subject to the restrictions contained in MCLA 423.505 (Section 5 of the Xxxxxxx-Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978).

PROTECTION OF ADMINISTRATORS. A. The parties recognize that administrators have responsibility for developing a respectful environment while maintaining control and discipline in the school to which the administrator is assigned. 10.1 The Board recognizes its responsibility to provide support shall protect and assistance to administrators save harmless an administrator from financial loss and expense, including legal fees and costs, if any, arising out of the defense of any claim, demand, suit or judgment in accordance with Section 10-235 of the discharge of their duties, so long as such duties are discharged in conformity with Board policy and applicable statutes. The Board will not arbitrarily or capriciously overturn or countermand decisions, or otherwise interfere in the administration of school programs, so long as appropriate policies and statutes are followed, except in such cases as it is deemed appropriate after a Board hearing which examines all appropriate evidenceConnecticut General Statutes. B. If 10.2 Whenever an administrator is complained against or sued absent from school as a result of personal injury caused by any party for decisions made during an assault arising out of and in the normal course of his/her job including disciplinary action taken by the administrator against a student or employeeemployment, the Board will provide appropriate legal counsel and render necessary assistance to the administrator in he/she shall be paid his/her defensefull salary for the period of such absence without having such absence charged to his/her annual or accumulated sick leave, provided that such administrator has acted within the terms of this agreement, the adopted policies vacation or personal days in accordance with Section 10-236a of the Board, and all state and federal laws in regard Connecticut General Statutes. Any amount of salary payable pursuant to discipline and control. C. Written complaints directed toward the actions of an administrator this Section shall be promptly called to that administrator's attention. D. Disciplinary action taken against an administrator, resulting from complaints from students, parents, or citizens shall be taken only if such complaints are in writing, and then only if reduced by the complaints have been investigated and deemed justified. Throughout this process appropriate due process shall be afforded the administrator. Disciplinary action shall not be taken on the basis of oral complaints. No record shall be maintained amount of any complaint ultimately found workers' compensation award for temporary disability due to be conclusively invalid. E. No administrator shall be subjected to disciplinary action resulting in reprimand, reduction in rank or compensation, or discharge without just cause. In the event of charges being made against an administrator, every effort shall be made to ensure that discussion said assault injury for the period for which such salary is limited to a private and professionally appropriate form. Except for offenses which on first commission justify dismissal or cannot justify continued employment, the parties adopt the concept of progressive discipline designed to necessitate corrected behavior and agree with the concept that the severity of the infraction should determine the degree of discipline to be imposedpaid. The following steps shall constitute the progressive discipline plan: • Warning • Verbal reprimand • Written reprimand • Suspension (with or without pay, depending upon circumstances) • Termination of employment F. Each administrator Board shall have the right, upon request, right at its expense to review have the contents administrator examined by a physician designated by the Board for the purpose of establishing the length of time the administrator is temporarily disabled from performing his/her duties as a result of the assault. 10.3 If criminal proceedings are brought against an administrator alleging an assault while acting in the scope of his/her personnel fileemployment, such administrator may request the Board furnish independent legal counsel to defend him/her in accordance with MCLA 423.503 (Section 3 of such proceedings. If the Xxxxxxx- Xxxxxxxx Employee Right to Know ActBoard does not provide such independent counsel, Michigan Public Act 397 of 1978), excluding restricted placement credentials. A representative of the Association may, at the request of the administrator, accompany and the administrator prevails, including a nolle or dismissal after the required statutory period, the Board shall reimburse the administrator a reasonable attorney's fee in defending the proceeding. The Board shall have no obligation under this review. Each administrator's official personnel fileparagraph if the administrator is found guilty. 10.4 It is recognized that inquiries or investigations may be made when allegations or complaints are made regarding professional/nonprofessional staff, located in the Central Administration Officeplant and facilities, shall contain the following minimum items of information: • Administrative evaluation reports • Annual contract • Teaching certificate • Transcripts of academic records When materials relating to instructional/noninstructional programs and similar matters dealing directly with an administrator's performance are placed professional performance. While the Board recognizes that it is obligated to investigate any and all complaints from parents and/or taxpayers whether serious or frivolous in regard to the administrator's fileprofessional conduct of administrators, the Board also recognizes its obligation to protect the administrator shall be notified in writingfrom undue harassment, provided a copy, and given the opportunity to file a response with said item, subject to the restrictions contained in MCLA 423.505 (Section 5 of the Xxxxxxx-Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978)embarrassment or unwarranted public notoriety.

PROTECTION OF ADMINISTRATORS. A. The parties recognize that administrators have responsibility for developing a respectful environment while maintaining control and discipline Administrators shall report immediately in writing to the school Superintendent's office all cases of assault suffered by them in connection with their employment. B. Such report shall be forwarded to which the Superintendent who shall comply with any reasonable request from the administrator is assigned. for information in its possession not privileged under law which relates to the incident or the persons involved. C. The Board recognizes its responsibility to provide support shall protect and assistance to administrators save harmless an administrator from financial loss and expense, including legal fees and costs, as provided for in Section 10-235 of the Connecticut General Statutes arising out of any claim by reason of alleged negligence or other act resulting in accidental bodily injury provided such administrator was acting in the discharge of their duties, so long as such his/her duties are discharged in conformity with Board policy and applicable statutes. The Board will not arbitrarily or capriciously overturn or countermand decisions, or otherwise interfere in within the administration of school programs, so long as appropriate policies and statutes are followed, except in such cases as it is deemed appropriate after a Board hearing which examines all appropriate evidence. B. If an administrator is complained against or sued by any party for decisions made during the normal course scope of his/her job including disciplinary action taken employment or under the discretion of such board of education. D. Whenever an administrator is absent from school as a result of personal injury caused by an assault arising out of and in the administrator against a student or employeecourse of his employment, the Board will provide appropriate legal counsel and render necessary assistance to the administrator in he/she shall be paid his/her defense, provided that full salary without having such administrator has acted within the terms absence charged to his/her annual or accumulated sick leave. Any amount of salary payable pursuant to this agreement, the adopted policies of the Board, and all state and federal laws in regard to discipline and control. C. Written complaints directed toward the actions of an administrator section shall be promptly called reduced by the amount of any workmen's compensation award for temporary disability due to that administrator's attention. D. Disciplinary action taken against an administrator, resulting from complaints from students, parents, or citizens shall be taken only if the said assault injury for the period for which such complaints are in writing, salary is paid and then only if the complaints have been investigated and deemed justified. Throughout this process appropriate due process shall be afforded by any disability insurance payments made to the administrator. Disciplinary action In no case shall not be taken the administrator on leave receive more take-home pay than he/she would receive for the basis of oral complaintssame period if at work. No record Any excess shall be maintained either withheld or refunded to the Montville Public Schools The Board shall have the right to have the administrator examined by a physician designated by the Board for the purpose of any complaint ultimately found to be conclusively invalid. E. No establishing the length of time the administrator shall be subjected to disciplinary action resulting in reprimand, reduction in rank or compensation, or discharge without just causeis temporarily disabled from performing his/her duties as a result of the assault. In the event of charges being made against an administrator, every effort shall be made to ensure that discussion the administrator is limited to a private and professionally appropriate form. Except for offenses which on first commission justify dismissal or cannot justify continued employment, the parties adopt the concept of progressive discipline designed to necessitate corrected behavior and agree dissatisfied with the concept that the severity conclusions of the infraction should determine the degree of discipline to be imposed. The following steps shall constitute the progressive discipline plan: • Warning • Verbal reprimand • Written reprimand • Suspension (with or without paysuch physician, depending upon circumstances) • Termination of employment F. Each such administrator shall have the right, upon request, right to review the contents be examined by a physician of his/her personnel file, in accordance with MCLA 423.503 (Section 3 own choice. If the two physicians conducting the examination disagree as to the length of time that the administrator is disabled from performing his/her duties as a result of the Xxxxxxx- Xxxxxxxx Employee Right assault, a third doctor agreeable to Know Act, Michigan Public Act 397 of 1978), excluding restricted placement credentials. A representative of the Association may, at the request of the administrator, accompany the administrator in this review. Each administrator's official personnel file, located in the Central Administration Office, shall contain the following minimum items of information: • Administrative evaluation reports • Annual contract • Teaching certificate • Transcripts of academic records When materials relating to an administrator's performance are placed in the administrator's file, Board and the administrator shall be notified in writing, provided examine the administrator and shall make a copy, final and given the opportunity to file a response with said item, subject binding determination as to the restrictions contained in MCLA 423.505 (Section 5 length of the Xxxxxxx-Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 disability. The cost of 1978)the services of such third physician shall be divided equally between the Board and the administrator.

PROTECTION OF ADMINISTRATORS. A. 7.1 Administrators shall not be required to work under unsafe or hazardous conditions or to perform tasks that endanger their health or safety. 7.2 The parties recognize that Board shall give full support to the administrators have responsibility including legal and insurance coverage as is presently carried, for developing a respectful environment while maintaining control and discipline court action brought by parents or citizens against the administrator which acting in the school to which proper discharge of the administrator's duties and shall give full support including legal and insurance coverage as is presently carried for any assault upon the administrator is assigned. The Board recognizes its responsibility to provide support and assistance to administrators while acting in the proper discharge of their the administrator's duties, so long as such duties are discharged in conformity with Board policy and applicable statutes. The Board will not arbitrarily or capriciously overturn or countermand decisions, or otherwise interfere in the administration of school programs, so long as appropriate policies and statutes are followed, except in such cases as it is deemed appropriate after a Board hearing which examines all appropriate evidence. B. If 7.3 Whenever an administrator is complained against or sued by any party for decisions made during absent from employment and is unable to perform his/her duties as a result of wrongful assault sustained in the normal course of his/her job employment, administrators will be on paid leave and no part of such absence shall be charged to his/her personal or accumulated sick leave. 7.4 Administrators shall immediately report cases of assault suffered by them in connection with their employment to their immediate supervisor. Such notification shall be immediately forwarded to the Superintendent (or his/her designee) and the administrator shall comply with any reasonable request from the Superintendent for information in the possession of the administrator relating to the incident or the person involved. The Superintendent or designee shall act if needed as liaison between the administrator, the police and the courts. 7.5 The District shall provide liability coverage, including disciplinary action taken legal assistance for administrators to the extent and subject to the conditions set forth in the Liability Insurance provided by the administrator against a student or employee, the Board will provide appropriate legal counsel and render necessary assistance District for matters related to the scope of the administrator’s duties. 7.6 The District shall reimburse administrators for the replacement of any clothing or other personal property damaged or destroyed as a result of assault or by accident not caused or significantly contributed to by negligence of the administrator while on duty in the school, on the school premises, or at a school sponsored activity. Upon appropriate documentation, total reimbursement shall be limited to the uninsured actual cash value of the clothing or personal property or one thousand dollars ($1,000.00), whichever is less. 7.7 The District shall protect an administrator from public charges of impropriety concerning teaching methods and materials under his/her control, as long as the administrator has functioned within the bounds of Board policies. It is agreed that the Superintendent is free to issue directives that interpret Board policies to meet specific situations as they arise. The District shall not require that any administrator act in an unprofessional or illegal manner with respect to the disclosure of personal information received by an administrator from the students or staff in his/her defense, provided that such administrator has acted within the terms of this agreement, the adopted policies of the Board, and all state and federal laws in regard to discipline and controlcharge. C. Written complaints directed toward the actions of an administrator shall be promptly called to that administrator's attention. D. Disciplinary action taken against an administrator, resulting from complaints from students, parents, or citizens shall be taken only if such complaints are in writing, and then only if the complaints have been investigated and deemed justified. Throughout this process appropriate due process shall be afforded the administrator. Disciplinary action shall not be taken on the basis of oral complaints. No record shall be maintained of any complaint ultimately found to be conclusively invalid. E. No administrator shall be subjected to disciplinary action resulting in reprimand, reduction in rank or compensation, or discharge without just cause. In the event of charges being made against an administrator, every effort shall be made to ensure that discussion is limited to a private and professionally appropriate form. Except for offenses which on first commission justify dismissal or cannot justify continued employment, the parties adopt the concept of progressive discipline designed to necessitate corrected behavior and agree with the concept that the severity of the infraction should determine the degree of discipline to be imposed. The following steps shall constitute the progressive discipline plan: • Warning • Verbal reprimand • Written reprimand • Suspension (with or without pay, depending upon circumstances) • Termination of employment F. Each administrator shall have the right, upon request, to review the contents of his/her personnel file, in accordance with MCLA 423.503 (Section 3 of the Xxxxxxx- Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978), excluding restricted placement credentials. A representative of the Association may, at the request of the administrator, accompany the administrator in this review. Each administrator's official personnel file, located in the Central Administration Office, shall contain the following minimum items of information: • Administrative evaluation reports • Annual contract • Teaching certificate • Transcripts of academic records When materials relating to an administrator's performance are placed in the administrator's file, the administrator shall be notified in writing, provided a copy, and given the opportunity to file a response with said item, subject to the restrictions contained in MCLA 423.505 (Section 5 of the Xxxxxxx-Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978).

PROTECTION OF ADMINISTRATORS. A. The parties recognize that administrators have responsibility for developing a respectful environment while maintaining control and discipline in the school to which the administrator is assigned. The Board recognizes its responsibility to provide support and assistance to administrators in the discharge of their duties, so long as such duties are discharged in conformity with Board policy and applicable statutes. The Board will not arbitrarily or capriciously overturn or countermand decisions, or otherwise interfere in the administration of school programs, so long as appropriate policies and statutes are followed, except in such cases as it is deemed appropriate after a Board hearing which examines all appropriate evidence. B. If an administrator is complained against or sued by any party for decisions made during the normal course of his/her job including disciplinary action taken by the administrator against a student or employee, the Board will provide appropriate legal counsel and render necessary assistance to the administrator in his/her defense, provided that such administrator has acted within the terms of this agreement, the adopted policies of the Board, and all state and federal laws in regard to discipline and control. C. Written complaints directed toward the actions of an administrator shall be promptly called to that administrator's attention. D. Disciplinary action taken against an administrator, resulting from complaints from students, parents, or citizens shall be taken only if such complaints are in writing, and then only if the complaints have been investigated and deemed justified. Throughout this process appropriate due process shall be afforded the administrator. Disciplinary action shall not be taken on the basis of oral complaints. No record shall be maintained of any complaint ultimately found to be conclusively invalid. E. No administrator shall be subjected to disciplinary action resulting in reprimand, reduction in rank or compensation, or discharge without just cause. In the event of charges being made against an administrator, every effort shall be made to ensure that discussion is limited to a private and professionally appropriate form. Except for offenses which on first commission justify dismissal or cannot justify continued employment, the parties adopt the concept of progressive discipline designed to necessitate corrected behavior and agree with the concept that the severity of the infraction should determine the degree of discipline to be imposed. The following steps shall constitute the progressive discipline plan: • ·∙ Warning • ·∙ Verbal reprimand • ·∙ Written reprimand • ·∙ Suspension (with or without pay, depending upon circumstances) • ·∙ Termination of employment F. Each administrator shall have the right, upon request, to review the contents of his/her personnel file, in accordance with MCLA 423.503 (Section 3 of the Xxxxxxx- Xxxxxxx-Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978), excluding restricted placement credentials. A representative of the Association may, at the request of the administrator, accompany the administrator in this review. Each administrator's official personnel file, located in the Central Administration Office, shall contain the following minimum items of information: • Administrative evaluation reports • Annual contract • Teaching certificate • Transcripts of academic records When materials relating to an administrator's performance are placed in the administrator's file, the administrator shall be notified in writing, provided a copy, and given the opportunity to file a response with said item, subject to the restrictions contained in MCLA 423.505 (Section 5 of the Xxxxxxx-Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978).

PROTECTION OF ADMINISTRATORS. A. The parties recognize that administrators have responsibility for developing a respectful environment while maintaining control and discipline in the school to which the administrator is assigned. The Board recognizes its responsibility to provide support and assistance to administrators in the discharge of their duties, so long as such duties are discharged in conformity with Board policy and applicable statutes. The Board will not arbitrarily or capriciously overturn or countermand decisions, or otherwise interfere in the administration of school programs, so long as appropriate policies and statutes are followed, except in such cases as it is deemed appropriate after a Board hearing which examines all appropriate evidence. B. If an administrator is complained against or sued by any party for decisions made during the normal course of his/her job including disciplinary action taken by the administrator against a student or employee, the Board will provide appropriate legal counsel and render necessary assistance to the administrator in his/her defense, provided that such administrator has acted within the terms of this agreement, the adopted policies of the Board, and all state and federal laws in regard to discipline and control. C. Written complaints directed toward the actions of an administrator shall be promptly called to that administrator's attention. D. Disciplinary action taken against an administrator, resulting from complaints from students, parents, or citizens shall be taken only if such complaints are in writing, and then only if the complaints have been investigated and deemed justified. Throughout this process appropriate due process shall be afforded the administrator. Disciplinary action shall not be taken on the basis of oral complaints. No record shall be maintained of any complaint ultimately found to be conclusively invalid. E. No administrator shall be subjected to disciplinary action resulting in reprimand, reduction in rank or compensation, or discharge without just cause. In the event of charges being made against an administrator, every effort shall be made to ensure that discussion is limited to a private and professionally appropriate form. Except for offenses which on first commission justify dismissal or cannot justify continued employment, the parties adopt the concept of progressive discipline designed to necessitate corrected behavior and agree with the concept that the severity of the infraction should determine the degree of discipline to be imposed. The following steps shall constitute the progressive discipline plan: • _ Warning • _ Verbal reprimand • _ Written reprimand • _ Suspension (with or without pay, depending upon circumstances) • _ Termination of employment F. Each administrator shall have the right, upon request, to review the contents of his/her personnel file, in accordance with MCLA 423.503 (Section 3 of the Xxxxxxx- Xxxxxxx-Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978), excluding restricted placement credentials. A representative of the Association may, at the request of the administrator, accompany the administrator in this review. Each administrator's official personnel file, located in the Central Administration Office, shall contain the following minimum items of information: • Administrative evaluation reports • Annual contract • Teaching certificate • Transcripts of academic records When materials relating to an administrator's performance are placed in the administrator's file, the administrator shall be notified in writing, provided a copy, and given the opportunity to file a response with said item, subject to the restrictions contained in MCLA 423.505 (Section 5 of the Xxxxxxx-Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978).

PROTECTION OF ADMINISTRATORS. A. 1. The parties recognize that Board shall provide all necessary support and assistance to administrators have responsibility for developing a respectful environment while maintaining with respect to maintenance of control and discipline in the buildings, on school grounds, and at district related functions. 2. Complaints by a citizen directed toward an administrator shall be called to which the administrator's attention if an official record is to be made of such a complaint. The administrator shall be notified, in writing, within a reasonable time period. No official record shall be made until the administrator is assignedhas had an opportunity to provide a written response. 3. Except under exigent circumstances the Board will direct such citizen to discuss the complaint with the administrator involved. If the citizen appeals to a higher authority, such administrator shall be given an opportunity to provide the necessary background information in person and/or by confidential memorandum. 4. Procedures involving citizen complaints and the consequences resulting there from shall not circumvent the administrative evaluation and/or disciplinary procedures. 5. If an administrator has a legal complaint lodged against him/her as a result of any legal action within his/her jurisdiction, the Board shall provide legal counsel and render all necessary assistance for the protection of the administrator. The Board recognizes its responsibility shall arrange for and maintain appropriate insurance to provide support cover all such liability. This provision shall not apply to actions alleging criminal complaints not within the scope of the administrator's responsibility. 6. No administrator shall be disciplined, demoted or discharged except for a reason that is not arbitrary or capricious. Written notice of the reason for such proposed action and assistance an opportunity for a hearing on such action by the Board's duly designated representative shall be provided to administrators the administrator. Any such actions shall be subject to the grievance procedure, except that binding arbitration shall be denied to probationary employees. 7. Time lost by an administrator in connection with a complaint or suit, as mentioned in this Article, shall not be charged against the discharge of their duties, so long as such duties are discharged in conformity with Board policy and applicable statutesadministrator. 8. The Board will not arbitrarily reimburse the administrator for any loss, damage or capriciously overturn or countermand decisionsdestruction of any personal property suffered while on duty on school property, on school premises, or otherwise interfere in at school sponsored or related activities. Such reimbursement shall be made only upon the administration occurrence of school programs, so long as appropriate policies and statutes are followed, except in such cases as it is deemed appropriate after a Board hearing which examines all appropriate evidenceone of the following: a. Assault or result of physical force used upon the administrator. B. If an administrator is complained against or sued by any party for decisions made during b. Theft from the normal course of his/her job including disciplinary action taken administrator. Reimbursement by the administrator against Board shall not exceed seven hundred fifty dollars (S750.00) for any item and shall be null and void if negligence can be determined. c. Verified malicious destruction of the administrator's personal property. If reimbursement for such damage, loss or destruction is otherwise covered by a student or employeepolicy of insurance, the Board shall be liable for the deductible portion of such coverage or the difference between actual insurance payment and the replacement cost of the item in question but in no case shall such liability exceed seven-hundred, fifty dollars ($750.00). 9. Any case of assault upon an administrator while on duty or within the scope of the administrator's responsibility, shall be promptly reported to the Board or its delegated representative. The Board will provide appropriate legal counsel and shall render necessary all assistance to the administrator in his/her defense, provided that such administrator has acted within connection with the terms of this agreement, the adopted policies handling of the Board, incident by the law enforcement and all state and federal laws in regard to discipline and controljudicial authorities. C. Written complaints directed toward the actions of an administrator shall be promptly called to that administrator's attention. D. Disciplinary action taken against an administrator, resulting from complaints from students, parents, or citizens shall be taken only if such complaints are in writing, and then only if the complaints have been investigated and deemed justified. Throughout this process appropriate due process shall be afforded the administrator. Disciplinary action shall not be taken on the basis of oral complaints. No record shall be maintained of any complaint ultimately found to be conclusively invalid. E. No administrator shall be subjected to disciplinary action resulting in reprimand, reduction in rank or compensation, or discharge without just cause. In the event of charges being made against an administrator, every effort shall be made to ensure that discussion is limited to a private and professionally appropriate form. Except for offenses which on first commission justify dismissal or cannot justify continued employment, the parties adopt the concept of progressive discipline designed to necessitate corrected behavior and agree with the concept that the severity of the infraction should determine the degree of discipline to be imposed. The following steps shall constitute the progressive discipline plan: • Warning • Verbal reprimand • Written reprimand • Suspension (with or without pay, depending upon circumstances) • Termination of employment F. Each administrator shall have the right, upon request, to review the contents of his/her personnel file, in accordance with MCLA 423.503 (Section 3 of the Xxxxxxx- Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978), excluding restricted placement credentials. A representative of the Association may, at the request of the administrator, accompany the administrator in this review. Each administrator's official personnel file, located in the Central Administration Office, shall contain the following minimum items of information: • Administrative evaluation reports • Annual contract • Teaching certificate • Transcripts of academic records When materials relating to an administrator's performance are placed in the administrator's file, the administrator shall be notified in writing, provided a copy, and given the opportunity to file a response with said item, subject to the restrictions contained in MCLA 423.505 (Section 5 of the Xxxxxxx-Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978).

PROTECTION OF ADMINISTRATORS. A. The parties recognize that administrators have responsibility for of developing a respectful environment while maintaining control and discipline in the school to which the administrator is assigned. The Board recognizes its responsibility to provide support and assistance to administrators in the discharge of their duties, so long as such duties are discharged in conformity with Board policy and applicable statutes. The Board will not arbitrarily or capriciously overturn or countermand decisions, or otherwise interfere in the administration of school programs, so long as appropriate policies and statutes are followed, except in such cases as it is deemed appropriate after a Board hearing which examines all appropriate evidence. B. If an administrator is complained against against, or sued by any party party, for decisions made during the normal course of his/her job including disciplinary action taken by the administrator against a student or employee, the Board will provide appropriate legal counsel and render necessary assistance to the administrator in his/her defense, provided that such administrator has acted within the terms of this agreement, the adopted policies of the BoardBoard of Education, and all state State and federal Federal laws in regard to discipline and control. C. Written complaints directed toward the actions of an administrator shall be promptly called to that administrator's attention. D. Disciplinary action taken against an administrator, resulting from complaints from students, parents, or citizens shall be taken only if such complaints are in writing, and then only if the complaints have been investigated and deemed justified. Throughout this process appropriate due process shall be afforded the administrator. Disciplinary action shall not be taken on the basis of oral complaints. No record shall be maintained of any complaint ultimately found to be conclusively invalid. E. No administrator shall be subjected to disciplinary action resulting in reprimand, reduction in rank or compensation, or discharge without just cause. In the event of charges being made against an administrator, administrator every effort shall be made to ensure insure that discussion is limited to a private and professionally appropriate form. Except for offenses which on first commission justify dismissal or cannot justify continued employment, the parties adopt the concept A policy of progressive corrective discipline designed to necessitate corrected behavior and agree with the concept that the severity of the infraction should determine the degree of discipline to shall be imposed. The following steps shall constitute the progressive discipline plan: • Warning • Verbal reprimand • Written reprimand • Suspension (with or without pay, depending upon circumstances) • Termination of employmentfollowed in disciplining administrators. F. Each administrator shall have the right, upon request, to review the contents of his/her personnel file, in accordance with MCLA 423.503 (Section 3 of the Xxxxxxx- Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978), excluding restricted placement credentials. A representative of the Association may, at the request of the administrator, administrator accompany the administrator in this review. Each administrator's official personnel file, located in the Central Administration Officeoffice, shall contain the following minimum items of information: • Appropriate medical information. • Administrative evaluation reports reports. • Annual contract contract. • Teaching certificate certificate. • Transcripts of academic records records. When materials relating to an administrator's performance are placed in the administrator's file, the administrator shall be notified in writing, provided a copy, and given the opportunity to file a response with said item, subject to the restrictions contained in MCLA 423.505 (Section 5 of the Xxxxxxx-Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978).

PROTECTION OF ADMINISTRATORS. A. 1. The parties recognize that Board shall provide all necessary support and assistance to administrators have responsibility for developing a respectful environment while maintaining with respect to maintenance of control and discipline in the buildings, on school grounds, and at district related functions. 2. Complaints by a citizen directed toward an administrator shall be called to which the administrator's attention if an official record is to be made of such a complaint. The administrator shall be notified, in writing, within a reasonable time period. No official record shall be made until the administrator is assignedhas had an opportunity to provide a written response. 3. Except under exigent circumstances the Board will direct such citizen to discuss the complaint with the administrator involved. If the citizen appeals to a higher authority, such administrator shall be given an opportunity to provide the necessary background information in person and/or by confidential memorandum. 4. Procedures involving citizen complaints and the consequences resulting there from shall not circumvent the administrative evaluation and/or disciplinary procedures. 5. If an administrator has a legal complaint lodged against him/her as a result of any legal action within his/her jurisdiction, the Board shall provide legal counsel and render all necessary assistance for the protection of the administrator. The Board recognizes its responsibility shall arrange for and maintain appropriate insurance to provide support cover all such liability. This provision shall not apply to actions alleging criminal complaints not within the scope of the administrator's responsibility. 6. No administrator shall be disciplined, demoted or discharged except for a reason that is not arbitrary or capricious. Written notice of the reason for such proposed action and assistance an opportunity for a hearing on such action by the Board's duly designated representative shall be provided to administrators the administrator. Any such actions shall be subject to the grievance procedure, except that binding arbitration shall be denied to probationary employees. 7. Time lost by an administrator in connection with a complaint or suit, as mentioned in this Article, shall not be charged against the discharge of their duties, so long as such duties are discharged in conformity with Board policy and applicable statutesadministrator. 8. The Board will not arbitrarily reimburse the administrator for any loss, damage or capriciously overturn or countermand decisionsdestruction of any personal property suffered while on duty on school property, on school premises, or otherwise interfere in at school sponsored or related activities. Such reimbursement shall be made only upon the administration occurrence of school programs, so long as appropriate policies and statutes are followed, except in such cases as it is deemed appropriate after a Board hearing which examines all appropriate evidenceone of the following: a. Assault or result of physical force used upon the administrator. B. If an administrator is complained against or sued by any party for decisions made during b. Theft from the normal course of his/her job including disciplinary action taken administrator. Reimbursement by the administrator against Board shall not exceed seven hundred fifty dollars ($750.00) for any item and shall be null and void if negligence can be determined. c. Verified malicious destruction of the administrator's personal property. If reimbursement for such damage, loss or destruction is otherwise covered by a student or employeepolicy of insurance, the Board shall be liable for the deductible portion of such coverage or the difference between actual insurance payment and the replacement cost of the item in question but in no case shall such liability exceed seven-hundred, fifty dollars ($750.00). 9. Any case of assault upon an administrator while on duty or within the scope of the administrator's responsibility shallbe promptly reported to the Board or its delegated representative. The Board will provide appropriate legal counsel and shall render necessary all assistance to the administrator in his/her defense, provided that such administrator has acted within connection with the terms of this agreement, the adopted policies handling of the Board, incident by the law enforcement and all state and federal laws in regard to discipline and controljudicial authorities. C. Written complaints directed toward the actions of an administrator shall be promptly called to that administrator's attention. D. Disciplinary action taken against an administrator, resulting from complaints from students, parents, or citizens shall be taken only if such complaints are in writing, and then only if the complaints have been investigated and deemed justified. Throughout this process appropriate due process shall be afforded the administrator. Disciplinary action shall not be taken on the basis of oral complaints. No record shall be maintained of any complaint ultimately found to be conclusively invalid. E. No administrator shall be subjected to disciplinary action resulting in reprimand, reduction in rank or compensation, or discharge without just cause. In the event of charges being made against an administrator, every effort shall be made to ensure that discussion is limited to a private and professionally appropriate form. Except for offenses which on first commission justify dismissal or cannot justify continued employment, the parties adopt the concept of progressive discipline designed to necessitate corrected behavior and agree with the concept that the severity of the infraction should determine the degree of discipline to be imposed. The following steps shall constitute the progressive discipline plan: • Warning • Verbal reprimand • Written reprimand • Suspension (with or without pay, depending upon circumstances) • Termination of employment F. Each administrator shall have the right, upon request, to review the contents of his/her personnel file, in accordance with MCLA 423.503 (Section 3 of the Xxxxxxx- Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978), excluding restricted placement credentials. A representative of the Association may, at the request of the administrator, accompany the administrator in this review. Each administrator's official personnel file, located in the Central Administration Office, shall contain the following minimum items of information: • Administrative evaluation reports • Annual contract • Teaching certificate • Transcripts of academic records When materials relating to an administrator's performance are placed in the administrator's file, the administrator shall be notified in writing, provided a copy, and given the opportunity to file a response with said item, subject to the restrictions contained in MCLA 423.505 (Section 5 of the Xxxxxxx-Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978).

PROTECTION OF ADMINISTRATORS. A. The parties recognize that administrators have responsibility for developing a respectful environment while maintaining control and discipline in the school to which the administrator is assigned. The Board recognizes its responsibility to provide support and assistance to administrators in the discharge of their duties, so long as such duties are discharged in conformity with Board policy and applicable statutes. The Board will not arbitrarily or capriciously overturn or countermand decisions, or otherwise interfere in the administration of school programs, so long as appropriate policies and statutes are followed, except in such cases as it is deemed appropriate after a Board hearing which examines all appropriate evidence. B. If an administrator is complained against or sued by any party for decisions made during the normal course of his/her job including disciplinary action taken by the administrator against a student or employee, the Board will provide appropriate legal counsel and render necessary assistance to the administrator in his/her defense, provided that such administrator has acted within the terms of this agreement, the adopted policies of the Board, and all state and federal laws in regard to discipline and control. C. Written complaints directed toward the actions of an administrator shall be promptly called to that administrator's attention. D. Disciplinary action taken against an administrator, resulting from complaints from students, parents, or citizens shall be taken only if such complaints are in writing, and then only if the complaints have been investigated and deemed justified. Throughout this process appropriate due process shall be afforded the administrator. Disciplinary action shall not be taken on the basis of oral complaints. No record shall be maintained of any complaint ultimately found to be conclusively invalid. E. No administrator shall be subjected to disciplinary action resulting in reprimand, reduction in rank or compensation, or discharge without just cause. In the event of charges being made against an administrator, every effort shall be made to ensure that discussion is limited to a private and professionally appropriate form. Except for offenses which on first commission justify dismissal or cannot justify continued employment, the parties adopt the concept of progressive discipline designed to necessitate corrected behavior and agree with the concept that the severity of the infraction should determine the degree of discipline to be imposed. The following steps shall constitute the progressive discipline plan: • Warning • Verbal reprimand • Written reprimand • Suspension (with or without pay, depending upon circumstances) • Termination of employment F. Each administrator shall have the right, upon request, to review the contents of his/her personnel file, in accordance with MCLA 423.503 (Section 3 of the Xxxxxxx- Xxxxxxx-Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978), excluding restricted placement credentials. A representative of the Association may, at the request of the administrator, accompany the administrator in this review. Each administrator's official personnel file, located in the Central Administration Office, shall contain the following minimum items of information: • Administrative evaluation reports • Annual contract • Teaching certificate • Transcripts of academic records When materials relating to an administrator's performance are placed in the administrator's file, the administrator shall be notified in writing, provided a copy, and given the opportunity to file a response with said item, subject to the restrictions contained in MCLA 423.505 (Section 5 of the Xxxxxxx-Xxxxxxxx Employee Right to Know Act, Michigan Public Act 397 of 1978).