SECTION 10B. Any case of assault and/or battery upon a teacher will be promptly reported to the Board or its designated representative. The Board shall render all reasonable assistance to the teacher in connection with handling of the incident by law enforcement and judicial authorities. The Board shall reimburse teachers for any damage to or destruction of clothing or personal effects normally used by people in the course of their day-to-day activities when such damage or destruction occurs while the teacher is on duty in or for the Xxxx Township School District and is caused by a student of the District. This amount is not to exceed $500.00 per incident. Teachers are expected to submit documentation of the value of articles damaged, resulting in a request for reimbursement. Parents wishing to make complaints against a teacher at a Board meeting or otherwise shall be requested by the Board or the Administration to follow district policy.
SECTION 10B. Any case of assault and/or battery upon a teacher will be promptly reported to the Board or its designated representative. The Board shall render all reasonable assistance to the teacher in connection with handling of the incident by law enforcement and judicial authorities. The Board shall reimburse teachers for any damage to or destruction of clothing or personal effects normally used by people in the course of their day-to-day activities when such damage or destruction occurs while the teacher is on duty in or for the Republic-Michigamme School District and is caused by a student of the District. In the event the Board and the teacher involved are unable to agree upon the amount of reimbursement to be paid under this section, then the matter shall be referred to a joint Association-Board ad hoc committee for discussion. In the event that the ad hoc committee is unable to agree as to the amount of reimbursement to be paid, the matter shall be referred to a third party acceptable to the Board and the Association whose decision shall be final and binding. Parents wishing to make complaints against a teacher at a Board meeting or otherwise shall be requested by the Board or the Administration to meet with the teacher and attempt to resolve the complaint. Should the parent express dissatisfaction after such meeting with the teacher, the matter shall be discussed with the appropriate administrator, the teacher, and the parent. If the matter is not resolved, a meeting between the appropriate administrator, the parent, and the teacher involved shall be taken up in closed session with the teacher and appropriate administrator(s) present. Parents or legal guardians shall adhere to the following criteria when a classroom visit is desired:
SECTION 10B. Other Terms...................................................................................57 Section 10C. Accounting Principles, Terms and Determinations...............................................77 iii 5
SECTION 10B. III of the Agreement is hereby deleted in its entirety and replaced as follows:
SECTION 10B. The WTA may, if it so desires, call upon the professional services of the Connecticut Education Association and/or the National Education Association for consultation and assistance at any stage of the procedure. ¶ 308. Section 10(c). When, pursuant to the Grievance Procedure prescribed by this Article, the WTA considers that it is necessary to investigate an alleged grievance during school hours, then, with the permission of the Superintendent (which permission shall not be unreasonably or arbitrarily withheld) a representative of the WTA Committee on Professional Rights and Responsibilities, or other representative designated by the WTA, shall be released for one (1) school day, without loss of pay, to investigate the alleged grievance.
SECTION 10B. VHS Holdco I's Right to Cure........................................................... 98
SECTION 10B. The second sentence of Section 10(b) of the Agreement is hereby deleted in its entirety and replaced with the following: “In the event of the Company’s termination of Employee’s employment without Cause or Employee’s Constructive Termination, in either case on or within twelve (12) months after a Change in Control, in lieu of the foregoing, the Company shall: (i) pay to the Employee in a single lump sum an amount equal to the sum of (A) twenty-four (24) months’ of the Employee’s then current base salary under this Agreement, plus (B) two (2) times the average of the last three (3) years’ cash bonus paid to the Employee (excluding commissions, if any, payable pursuant to a separate commissions agreement) (the “CIC Severance Payment”), (ii) pay any accrued salary (including all earned commission pay, if any, payable pursuant to a separate commissions agreement) and accrued but unused vacation pay to which the Employee may be entitled hereunder as of the termination date, and (iii) continue to provide Employee with group medical insurance at the Company’s expense (whether through reimbursement of COBRA premiums or otherwise in the Company’s discretion) for a period of eighteen (18) months from the date of the Employee’s Separation from Service or until Employee becomes covered under another group medical insurance plan, whichever occurs first.”
SECTION 10B. 02 No Payment on Guarantees in Certain Circumstances . . . 94 Section 10B.03
SECTION 10B. 04 Payments May Be Paid Prior to Dissolution . . . . . . . 98
SECTION 10B. 05 Subrogation . . . . . . . . . . . . . . . . . . . .