Sequence of Honorable Dismissal Sample Clauses

Sequence of Honorable Dismissal. (Formerly known as a Reduction in Force or RIF) On June 13, 2011, Illinois signed into law the Education Reform Act of 2011. PA 97-0008 (Senate Bill 7 or SB 7) made various changes to the Illinois School Code with respective implementation dates. Though not inclusive, substantial changes were made to collective bargaining, acquisition of tenure/certified staff dismissal, Reduction in Force/Recall, the filling of new/vacant certified staff positions and certified staff evaluation. To the reader of this Collective Bargaining Agreement, the Board and Association agree to comply will all provisions in SB 7. Whereas previous Agreements provided text for Reduction in Force/Recall, evaluation of certified staffs, et al, this Agreement cites the new law only and the administration of these provisions will be applied according to statute. Subcommittees related to both SB 7 and PERA will be utilized to negotiate items that are bargainable under the applicable statutes.
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Sequence of Honorable Dismissal. If the Board decides it is necessary to reduce the number of employees pursuant to Section 24-12 of the Illinois School Code, the Association will be advised of such reduction in staff in advance of any public announcement. Length of Continuing Service
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Sequence of Honorable Dismissal. The length of continuous service defined in Paragraph 10.1 shall be used to determine seniority within the Sequence of Honorable Dismissal groupings.
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Sequence of Honorable Dismissal. Each school year, the District, in consultation with the DEA, will establish a Sequence of Honorable Dismissal List categorized by positions and in groups 1 through 4. All full-time LSMs and part-time tenured LSMs shall be categorized into one or more positions for which the staff members are qualified to hold, based upon legal qualifications and any other qualifications established in a district job description that was in effect on or before May 10th of the previous school year. Copies of this list must be distributed to the DEA at least seventy-five (75) calendar days before the end of the school year. Among LSMs qualified to hold a position, the staff members shall be dismissed in accord with the law and any agreements made by the Joint RIF Committee. If the Joint RIF Committee makes changes to these groupings, the changes will be documented and posted on the employee portal. Performance evaluation ratings from other school districts will not be considered when placing LSMs into a group.
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Related to Sequence of Honorable Dismissal

  • Early Dismissal DTU representatives and/or elective officers shall be permitted to leave the work location at 4:15 p.m., if assigned to administrative buildings, and at the time students are dismissed, if assigned to a school center, in order to attend DTU meetings. Those leaving to attend such meetings must advise the administrator in charge reasonably in advance of such meetings.

  • Re-employment After Voluntary Termination or Dismissal for Cause Where an employee voluntarily leaves the Employer's service, or is dismissed for cause and is later re-engaged, seniority and all perquisites shall date only from the time of re-employment, according to regulations applying to new employees.

  • Dismissal for Cause The following procedures shall apply in all cases of dismissal for cause:

  • Instant Dismissal Nothing in clauses 10.2, 10.3, 10.4 or 10.5 prevents instant dismissal without notice in the case of serious misconduct.

  • Resolution of Employee Dismissal or Suspension Disputes The following procedure shall be used for the resolution of disputes relating to the dismissal or suspension of an employee(s):

  • FAIR DISMISSAL Dismissal or non-reemployment of teachers shall be done in conformance with current Oklahoma law pursuant to Teacher Due Process Act of 1990, OKLA. STAT.tit. 70, Section 6-101.20 et seq. For all continuing contract teachers, prior to the first Monday in June of each school year, the building principal or immediate supervisor shall make a written recommendation for any teacher that he/she recommends for non-reemployment. Additionally, the building principal or immediate supervisor will notify the teacher that a recommendation for non-reemployment is being made to the Superintendent. The teacher’s complete personnel file including all written evaluations and written responses shall be presented to the Board at the meeting in which the Board will consider renewal, non-renewal, or consider dismissal of the teacher's contract. Dismissal or non-renewal of probationary teacher shall be for cause and preceded by:

  • VERIFICATION OF EMPLOYMENT STATUS The Contractor is required to be registered with the U.S. Department of Homeland Security’s E-Verify system prior to entering into a contract with Orange County. The Contractor shall use the E-Verify system to verify the employment eligibility of all new employees hired by the Contractor during the contract term. The Contractor shall include an express provision in all of its subcontracts requiring subcontractors, who perform work or provide services pursuant to the contract, to use the E-Verify system to verify the employment eligibility of all new employees hired by the subcontractor during the contract term. For more information on this process, please refer to United States Citizenship and Immigration Service site at: xxxx://xxx.xxxxx.xxx/portal/site/uscis. Only those employees determined eligible to work within the United States shall be employed under this contract. By submission of a bid in response to this solicitation, the Contractor affirms that all employees in the above categories shall undergo e-verification before placement on this contract. The Contractor shall commit to comply with this requirement by completing the E-Verification certification, attached to this solicitation. A public employer, contractor, or subcontractor who has a good faith belief that a person or entity with which it is contracting has knowingly violated Section 448.09(1), Florida Statutes is obligated to terminate the contract with the person or entity pursuant to Section 448.095(2)(c)1, Florida Statutes. If Orange County terminates the contract for the foregoing reason, the contractor may not be awarded a public contract for at least one (1) year after the date on which the contract was terminated, and the contractor will be liable for any additional costs incurred by Orange County as a result of the termination of the contract.

  • DISCIPLINE, DISMISSAL AND RESIGNATION 23.01 Unsatisfactory conduct by an Employee which is considered by the Employer to be serious enough to be entered on the Employee’s record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within ten (10) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. A written warning that is grieved and determined to be unjustified shall be removed from the Employee’s record.

  • Grantee’s Notification of Change of Contact Person or Key Personnel The Grantee shall notify in writing their contract manager assigned within ten days of any change to the Grantee's Contact Person or Key Personnel.

  • FAIR DISMISSAL PROCEDURE 19.1 No Employee shall be discharged, disciplined, reprimanded, reduced in rank or compensation, or given an adverse evaluation of his/her services without just cause.

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