Common use of PROTECTION OF TEACHER Clause in Contracts

PROTECTION OF TEACHER. A. Any case of assault upon a teacher on school property shall be promptly reported to the Board or its designated representative. Time lost by a teacher in connection with any incident of violence on school property heretofore mentioned shall not be charged against the teacher, provided the incident is work related and the teacher is not found to be guilty in a court of competent jurisdiction. B. If a teacher is to be disciplined or reprimanded by the Board or its agents, he or she shall be entitled to have a representative of the Association present. Discipline will be consistent with the Michigan Teacher Tenure Act. If said Act shall have no application to a disciplinary matter, the District will provide a disciplinary due process based upon the principles of just cause and progressive discipline. Said process shall include the right to appeal any disciplinary action to the Superintendent of Schools, and, in matters involving termination, the Board or its designee will provide the bargaining unit member with the opportunity for a hearing before the Board of Education. If resolution is not reached, and the Association chooses, the bargaining unit member may seek resolution through the grievance procedure in Article VI. Beginning at level three. If the Board proceeds under the Michigan Teacher Tenure Act, any pending grievance procedure shall be dismissed immediately upon the filing of charges under the Michigan Teacher Tenure Act, and such act shall thereafter govern all proceedings against the teacher. C. Any complaint by a person directed toward a teacher will be called to the teacher’s attention within five working days. Whether the Board or its designee takes action against the teacher based on the complaint shall be in the sole discretion of the Board or its designee. If the Board or its designee is considering corrective action based on the complaint, the teacher shall have the opportunity to respond to any formal or informal complaint and present his/her explanation and or position prior to the issuance of any written warning or more severe discipline. However, no report shall be made or disciplinary action taken against a teacher unless said complainant has made an official complaint, been identified, and said complaint has been brought to the teacher’s attention and verified. The teacher will have the opportunity to respond to said complaint within ten (10) school days after receipt of said complaint. D. The Employer agrees to follow a policy of progressive discipline that minimally includes a written warning, written reprimand, suspension, and lastly, discharge. In recognition of the concept of progressive discipline, the Employer shall notify the teacher in writing of alleged delinquencies, specify expected correction, and establish a reasonable period of correction. The responsible administrator shall provide reasonable assistance and periodic feedback to the employee concerning assigned corrective directives. An individual’s prior related discipline history or the seriousness of the behavior/ performance may result in modification of the progressive discipline process. E. The Administration and Board both recognize that in cases involving discipline, it is the burden of the administration to establish just cause for the discipline imposed. This includes the obligation to first present its evidence during hearings before the Board or an arbitrator under the Grievance Procedure. F. Employee personnel files will contain the documents outlined in the Xxxxxxx-Xxxxxxxx Personnel Records Act: certifications, transcripts, and evaluative and disciplinary documents. Only one personnel file will be maintained and kept at Central Office. Building administrators will not keep any other records, either formal or informal, regarding employees without the knowledge of the employee. G. Employees will be notified in writing before any document is placed in employee personnel files. Said documents will be initialed and dated by employee and administrator. (Initialing does not reflect employee agreement with the contents of said documents.) H. The Bangor Township Schools' Code of Conduct will be used as a guideline for student discipline.

PROTECTION OF TEACHER. A. Any case of assault upon a teacher on school property shall be promptly reported to the Board or its designated representative. Time lost by a teacher in connection with any incident of violence on school property heretofore mentioned shall not be charged against the teacher, provided the incident is work related and the teacher is not found to be guilty in a court of competent jurisdiction. B. If a teacher is to be disciplined or reprimanded by the Board or its agents, he or she shall be entitled to have a representative of the Association present. Discipline will be consistent with the Michigan Teacher Tenure Act. If said Act shall have no application to a disciplinary matter, the District will provide a disciplinary due process based upon the principles of just cause and progressive discipline. Said process shall include the right to appeal any disciplinary action to the Superintendent of Schools, and, in matters involving termination, the Board or its designee will provide the bargaining unit member with the opportunity for a hearing before the Board of Education. If resolution is not reached, and the Association chooses, the bargaining unit member may seek resolution through the grievance procedure in Article VI. Beginning at level three. If the Board proceeds under the Michigan Teacher Tenure Act, any pending grievance procedure shall be dismissed immediately upon the filing of charges under the Michigan Teacher Tenure Act, and such act shall thereafter govern all proceedings against the teacher. C. Any complaint by a person directed toward a teacher will be called to the teacher’s attention within five working days. Whether the Board or its designee takes action against the teacher based on the complaint shall be in the sole discretion of the Board or its designee. If the Board or its designee is considering corrective action based on the complaint, the teacher shall have the opportunity to respond to any formal or informal complaint and present his/her explanation and or position prior to the issuance of any written warning or more severe discipline. However, no report shall be made or disciplinary action taken against a teacher unless said complainant has made an official complaint, been identified, and said complaint has been brought to the teacher’s attention and verified. The teacher will have the opportunity to respond to said complaint within ten (10) school days after receipt of said complaint. D. The Employer agrees to follow a policy of progressive discipline that minimally includes a written warning, written reprimand, suspension, and lastly, discharge. In recognition of the concept of progressive discipline, the Employer shall notify the teacher in writing of alleged delinquencies, specify expected correction, and establish a reasonable period of correction. The responsible administrator shall provide reasonable assistance and periodic feedback to the employee concerning assigned corrective directives. An individual’s prior related discipline history or the seriousness of the behavior/ performance may result in modification of the progressive discipline process. E. The Administration and Board both recognize that in cases involving discipline, it is the burden of the administration to establish just cause for the discipline imposed. This includes the obligation to first present its evidence during hearings before the Board or an arbitrator under the Grievance Procedure. F. Employee personnel files will contain only the documents outlined in the Xxxxxxx-Xxxxxxxx Personnel Records Act: certifications, transcripts, and evaluative and disciplinary documents. Only one personnel file will be maintained and kept at Central Office. Building administrators will not keep any other records, either formal or informal, regarding employees without the knowledge of the employee. G. Employees will be notified in writing before any document is placed in employee personnel files. Said documents will be initialed and dated by employee and administrator. (Initialing does not reflect employee agreement with the contents of said documents.) H. The Bangor Township Schools' Code of Conduct will be used as a guideline for student discipline.

PROTECTION OF TEACHER. A. Any case of assault upon a teacher on school property shall be promptly reported to the Board or its designated representative. Time lost by a teacher in connection with any incident of violence on school property heretofore mentioned shall not be charged against the teacher, provided the incident is work related and the teacher is not found to be guilty in a court of competent jurisdiction. B. If a teacher is to be disciplined or reprimanded by the Board or its agents, he or she shall be entitled to have a representative of the Association present. Discipline will be consistent with the Michigan Teacher Tenure Act. If said Act shall have no application to a disciplinary matter, the District will provide a disciplinary due process based upon the principles of just cause and progressive discipline. Said process shall include the right to appeal any disciplinary action to the Superintendent of Schools, and, in matters involving termination, the Board or its designee will provide the bargaining unit member with the opportunity for a hearing before the Board of Education. If resolution is not reached, and the Association chooses, the bargaining unit member may seek resolution through the grievance procedure in Article VI. Beginning at level three. If the Board proceeds under the Michigan Teacher Tenure Act, any pending grievance procedure shall be dismissed immediately upon the filing of charges under the Michigan Teacher Tenure Act, and such act shall thereafter govern all proceedings against the teacher. C. X. Any complaint by a person directed toward a teacher will be called to the teacher’s attention within five working days. Whether the Board or its designee takes action against the teacher based on the complaint shall be in the sole discretion of the Board or its designee. If the Board or its designee is considering corrective action based on the complaint, the teacher shall have the opportunity to respond to any formal or informal complaint and present his/her explanation and or position prior to the issuance of any written warning or more severe discipline. However, no report shall be made or disciplinary action taken against a teacher unless said complainant has made an official complaint, been identified, and said complaint has been brought to the teacher’s attention and verified. The teacher will have the opportunity to respond to said complaint within ten (10) school days after receipt of said complaint. D. The Employer agrees to follow a policy of progressive discipline that minimally includes a written warning, written reprimand, suspension, and lastly, discharge. In recognition of the concept of progressive discipline, the Employer shall notify the teacher in writing of alleged delinquencies, specify expected correction, and establish a reasonable period of correction. The responsible administrator shall provide reasonable assistance and periodic feedback to the employee concerning assigned corrective directives. An individual’s prior related discipline history or the seriousness of the behavior/ performance may result in modification of the progressive discipline process. E. The Administration and Board both recognize that in cases involving discipline, it is the burden of the administration to establish just cause for the discipline imposed. This includes the obligation to first present its evidence during hearings before the Board or an arbitrator under the Grievance Procedure. F. Employee personnel files will contain only the documents outlined in the Xxxxxxx-Xxxxxxxx Personnel Records Act: certifications, transcripts, and evaluative and disciplinary documents. Only one personnel file will be maintained and kept at Central Office. Building administrators will not keep any other records, either formal or informal, regarding employees without the knowledge of the employee. G. Employees will be notified in writing before any document is placed in employee personnel files. Said documents will be initialed and dated by employee and administrator. (Initialing does not reflect employee agreement with the contents of said documents.) H. The Bangor Township Schools' Code of Conduct will be used as a guideline for student discipline.

PROTECTION OF TEACHER. A. Any case of assault upon a teacher on school property shall be promptly reported to the Board or its designated representative. Time lost by a teacher in connection with any incident of violence on school property heretofore mentioned shall not be charged against the teacher, provided the incident is work related and the teacher is not found to be guilty in a court of competent jurisdiction. B. If a teacher is to be disciplined or reprimanded by the Board or its agents, he or she shall be entitled to have a representative of the Association present. Discipline will be consistent with the Michigan Teacher Tenure Act. If said Act shall have no application to a disciplinary matter, the District will provide a disciplinary due process based upon the principles of just cause and progressive discipline. Said process shall include the right to appeal any disciplinary action to the Superintendent of Schools, and, in matters involving termination, the Board or its designee will provide the bargaining unit member with the opportunity for a hearing before the Board of Education. If resolution is not reached, and the Association chooses, the bargaining unit member may seek resolution through the grievance procedure in Article VI. Beginning at level three. If the Board proceeds under the Michigan Teacher Tenure Act, any pending grievance procedure shall be dismissed immediately upon the filing of charges under the Michigan Teacher Tenure Act, and such act shall thereafter govern all proceedings against the teacher. C. X. Any complaint by a person directed toward a teacher will be called to the teacher’s attention within five working days. Whether the Board or its designee takes action against the teacher based on the complaint shall be in the sole discretion of the Board or its designee. If the Board or its designee is considering corrective action based on the complaint, the teacher shall have the opportunity to respond to any formal or informal complaint and present his/her explanation and or position prior to the issuance of any written warning or more severe discipline. However, no report shall be made or disciplinary action taken against a teacher unless said complainant has made an official complaint, been identified, and said complaint has been brought to the teacher’s attention and verified. The teacher will have the opportunity to respond to said complaint within ten (10) school days after receipt of said complaint. D. The Employer agrees to follow a policy of progressive discipline that minimally includes a written warning, written reprimand, suspension, and lastly, discharge. In recognition of the concept of progressive discipline, the Employer shall notify the teacher in writing of alleged delinquencies, specify expected correction, and establish a reasonable period of correction. The responsible administrator shall provide reasonable assistance and periodic feedback to the employee concerning assigned corrective directives. An individual’s prior related discipline history or the seriousness of the behavior/ performance may result in modification of the progressive discipline process.and E. The Administration and Board both recognize that in cases involving discipline, it is the burden of the administration to establish just cause for the discipline imposed. This includes the obligation to first present its evidence during hearings before the Board or an arbitrator under the Grievance Procedure. F. Employee personnel files will contain only the documents outlined in the Xxxxxxx-Xxxxxxx- Xxxxxxxx Personnel Records Act: certifications, transcripts, and evaluative and disciplinary documents. Only one personnel file will be maintained and kept at Central Office. Building administrators will not keep any other records, either formal or informal, regarding employees without the knowledge of the employee. G. Employees will be notified in writing before any document is placed in employee personnel files. Said documents will be initialed and dated by employee and administrator. (Initialing does not reflect employee agreement with the contents of said documents.) H. The Bangor Township Schools' Code of Conduct will be used as a guideline for student discipline.