Teacher Dismissal Sample Clauses

Teacher Dismissal. Any teacher who is dismissed or discharged shall be entitled to a pre-termination meeting with the Superintendent, or designee, at which time the teacher shall be advised of the evidence in support of his/her dismissal and shall be given an opportunity to respond to the evidence presented. The teacher may be accompanied by a representative(s) of his/her choice. Any teacher who is dismissed or discharged shall have all rights provided under the Illinois School Code. The decision to dismiss or discharge a teacher shall not be subject to the grievance procedure found in this Agreement.
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Teacher Dismissal. If the Board of Education gives notice of its intention to non-renew a certified teacher who has completed at least three full contract years and is in at least a fourth contract year, that teacher may request a meeting with the Board of Education by submitting a written request to the clerk of the Board within ten days of receiving the notice. The Board shall meet with the employee in executive session within twenty days of receiving notice and will state its reason for the non-renewal. The teacher shall be permitted to offer statements in response, which the Board shall consider before making a final decision on non-renewal.
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Teacher Dismissal. Procedures governing teacher dismissal are those provided under Minnesota Statute 122A.40, as amended. Nothing in this Article shall limit the right or obligation of the parties with respect to Minnesota law. Article XIX
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Teacher Dismissal. 9.1 The procedure for suspending and/or dismissing a teacher shall be in accordance with Title 16, Vermont Statutes Annotated, Chapter 53, Section 1752, provided, however, that matters involving suspension or dismissal of a teacher may be brought through the grievance procedure culminating in final and binding arbitration.
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Teacher Dismissal. A. Tenure Teacher Dismissal If a teacher is charged pursuant to 3020a of the Education Law and if the teacher is acquitted of the charges, the teacher shall not be fined, suspended, or dismissed.
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Teacher Dismissal. A. A teacher may be terminated by the Board of Education at any time for just cause, including breach of contract, poor performance, incompetent performance, gross immorality, unprofessional conduct, insubordination, neglect of duty, or violation of any policy or regulation of the School District.
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Teacher Dismissal. 5.1 General Provisions 12 5.2 Factors Used in Discharge 12 5.3 Just Cause for Dismissal 12 5.4 Discipline 12 5.5 Reduction in Force 13 PAGE
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Teacher Dismissal 
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Related to Teacher Dismissal

  • 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:

  • Teacher Discipline In the event the District takes a disciplinary action against a teacher, the standard to be applied is whether or not the disciplinary action was for just cause. It is specifically agreed that this section shall not apply to a decision by the Board to terminate a teacher or to not renew the contract of a teacher.

  • Dismissal The School shall not dismiss or transfer a student involuntarily, unless the dismissal or transfer is accomplished through procedures established by the School that are in compliance with applicable laws and due process requirements, provided that any dismissal of a student with a disability shall comply with the requirements of Ch. 8-60, HAR.

  • 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.

  • 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.

  • 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.

  • 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.

  • Dismissals A dismissed employee is one whose service is terminated for any reason other than transfer, resignation, lay-off (or work completed for temporary or term employees), voluntary retirement or death. 5 In the event the Company warns, demotes, suspends, or dismisses any employee, the Union may appeal such action pursuant to the provisions of Article 9 (Grievance Procedure) of this Agreement.

  • DISCIPLINE AND DISMISSAL 6.8.1 The following principles are to be followed when dealing with disciplinary matters:

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