Common use of TEACHER PROTECTION AND STUDENT DISCIPLINE Clause in Contracts

TEACHER PROTECTION AND STUDENT DISCIPLINE. A. The Board agrees to provide all reasonable support and assistance to the Teacher with respect to the maintenance of control and discipline in the classroom. When a Teacher believes that a pupil requires the assistance of a Counselor, a Social Worker, a School Psychologist, a law enforcement person, a physician or other professional(s), the Teacher shall file a written referral form with his/her Principal requesting that the necessary assistance be provided. The Board will take reasonable steps to provide the requested assistance. B. It is recognized that discipline problems occur less in classes where student interest is maintained. When discipline problems occur, they may be dealt with constructively by encouragement, praise and emphasis upon the pupil's desirable characteristics. A Teacher may use reasonable force to protect the Teacher, pupils or others from immediate physical injury; to obtain possession of a weapon or other dangerous object within the control of the pupil; and/or to protect property from physical damage and for other reasons permitted by the Revised School Code, as implemented by Board policy. (see MCL 380.1312). C. Each teacher will be provided with a written statement regarding Board policy on the use of corporal punishment and reasonable physical force. This information is included in the employee handbook. D. A Teacher may temporarily remove a pupil from the classroom when the gravity of the offense, the persistence of the misbehavior or the disruptive effect of the violation makes the continued presence of the pupil in the classroom intolerable. The Teacher will provide a written record of the incident to the Principal, as promptly as his/her teaching obligations will allow. The pupil shall not be returned to the classroom until after the Teacher and the Principal consult regarding the incident and the discipline. E. The procedure for the suspension of a pupil from school shall annually be distributed to students, Teachers and parents. F. A Teacher shall promptly notify the Board, or its designated representative(s), of any alleged assault and/or battery incident which occurred during the performance of the Teacher's employment responsibilities. If, in the reasonable opinion of the Board, it becomes necessary to provide legal counsel to advise the Teacher of his/her rights and obligations regarding the handling of the alleged incident by law enforcement and/or judicial authorities, it will do so. G. If a Teacher is on duty on the District premises and a loss of, damage to, or destruction of clothing or personal property occurs as the result of an assault and/or battery incident, the Board will reimburse him/her. A Teacher shall not suffer loss of compensation or a reduction in his/her accumulated sick leave allowance days as a result of an injury received while in the course of his/her employment. H. If a complaint is filed or a suit is brought against a Teacher, as a result of any reasonable action taken by him/her while in the course of his/her employment, the Board will provide all necessary assistance to the Teacher in presenting his/her defense. I. The District's Administration and the Teacher will comply with the Board's student medication policy regarding the administering of medication to students. No Teacher shall prescribe or recommend medication for students nor shall they be required to perform medical procedures on students. J. The behavior of a Teacher's class in the hall, in the lunchroom and/or on the playground is not the responsibility of the Teacher, unless the Teacher is present with the students, or should be present with the students. K. It is the joint responsibility of the District and the Teacher to evaluate a student's educational progress. The initial responsibility for evaluating a student's progress shall rest with the Teacher.

TEACHER PROTECTION AND STUDENT DISCIPLINE. A. The Board agrees to provide all reasonable support and assistance to the Teacher with respect to the maintenance of control and discipline in the classroom. When a Teacher believes that a pupil requires the assistance of a Counselor, a Social Worker, a School Psychologist, a law enforcement person, a physician or other professional(s), the Teacher shall file a written referral form with his/her Principal requesting that the necessary assistance be provided. The Board will take reasonable steps to provide the requested assistance. B. It is recognized that discipline problems occur less in classes where student interest is maintained. When discipline problems occur, they may be dealt with constructively by encouragement, praise and emphasis upon the pupil's desirable characteristics. A Teacher may use reasonable force to protect the Teacher, pupils or others from immediate physical injury; to obtain possession of a weapon or other dangerous object within the control of the pupil; and/or to protect property from physical damage and for other reasons permitted by the Revised School Code, as implemented by Board policy. (see MCL 380.1312). C. Each teacher will be provided with a written statement regarding Board policy on the use of corporal punishment and reasonable physical force. This information is included in the employee handbook. D. A Teacher may temporarily remove a pupil from the classroom when the gravity of the offense, the persistence of the misbehavior or the disruptive effect of the violation makes the continued presence of the pupil in the classroom intolerable. The Teacher will provide a written record of the incident to the Principal, as promptly as his/her teaching obligations will allow. The pupil shall not be returned to the classroom until after the Teacher and the Principal consult regarding the incident and the discipline. E. The procedure for the suspension of a pupil from school shall annually be distributed to students, Teachers and parents. F. A Teacher shall promptly notify the Board, or its designated representative(s), of any alleged assault and/or battery incident which occurred during the performance of the Teacher's employment responsibilities. If, in the reasonable opinion of the Board, it becomes necessary to provide legal counsel to advise the Teacher of his/her rights and obligations regarding the handling of the alleged incident by law enforcement and/or judicial authorities, it will do so. G. If a Teacher is on duty on the District premises and a loss of, damage to, or destruction of clothing or personal property occurs as the result of an assault and/or battery incident, the Board will reimburse him/her. A Teacher shall not suffer loss of compensation or a reduction in his/her accumulated sick leave allowance days as a result of an injury received while in the course of his/her employment. H. X. If a complaint is filed or a suit is brought against a Teacher, as a result of any reasonable action taken by him/her while in the course of his/her employment, the Board will provide all necessary assistance to the Teacher in presenting his/her defense. I. The District's Administration and the Teacher will comply with the Board's student medication policy regarding the administering of medication to students. No Teacher shall prescribe or recommend medication for students nor shall they be required to perform medical procedures on students. J. X. The behavior of a Teacher's class in the hall, in the lunchroom and/or on the playground is not the responsibility of the Teacher, unless the Teacher is present with the students, or should be present with the students. K. It is the joint responsibility of the District and the Teacher to evaluate a student's educational progress. The initial responsibility for evaluating a student's progress shall rest with the Teacher.

TEACHER PROTECTION AND STUDENT DISCIPLINE. A. The Board agrees to provide all reasonable support and assistance to the Teacher with respect to the maintenance of control and discipline in the classroom. When a Teacher believes that a pupil requires the assistance of a Counselor, a Social Worker, a School Psychologist, a law enforcement person, a physician physi- cian or other professional(s), the Teacher shall file a written referral form with his/her Principal requesting that the necessary assistance be provided. The Board will take reasonable steps to provide the requested assistance. B. It is recognized that discipline problems occur less in classes where student interest is maintained. When discipline problems occur, they may be dealt with constructively by encouragement, praise and emphasis upon the pupilpu- pil's desirable characteristics. A Teacher may use reasonable force to protect the Teacher, pupils or others from immediate physical injury; to obtain possession of a weapon or other dangerous object within the control of the pupil; and/or to protect property from physical damage and for other reasons permitted by the Revised School Code, as implemented by Board policy. (see MCL MCLA 380.1312). C. Each teacher will be provided with a written statement regarding Board the school board policy on the use of corporal punishment and reasonable physical forcepunishment. This information is included in- cluded in the an employee handbook. D. A Teacher may temporarily remove a pupil from the classroom when the gravity of the offense, the persistence of the misbehavior or the disruptive effect of the violation makes the continued presence of the pupil in the classroom intolerable. The Teacher will provide a written record of the incident to the Principal, as promptly as his/her teaching obligations will allow. The pupil shall not be returned to the classroom until after the Teacher and the Principal consult regarding the incident and the discipline. E. The procedure for the suspension of a pupil from school shall annually be distributed to students, Teachers and parents. F. A Teacher shall promptly notify the Board, or its designated representative(srepresenta- tive(s), of any alleged assault and/or battery incident which occurred during dur- ing the performance of the Teacher's employment responsibilities. If, in the reasonable opinion of the Board, it becomes necessary to provide legal counsel to advise the Teacher of his/her rights and obligations regarding the handling of the alleged incident by law enforcement and/or judicial authoritiesau- thorities, it will do so. When there is a charge of an alleged act of assault and/or battery upon a Teacher by a student, the Teacher and the Administration will follow the procedure outlined in the Novi Student Code of Conduct in handling the situation. G. If a Teacher is on duty on the District premises and a loss of, damage to, or destruction of clothing or personal property occurs as the result of an assault as- sault and/or battery incident, the Board will reimburse him/her. A Teacher shall not suffer loss of compensation or a reduction in his/her accumulated ac- cumulated sick leave allowance days as a result of an injury received while in the course of his/her employment. H. If a complaint is filed or a suit is brought against a Teacher, as a result of any reasonable action taken by him/her while in the course of his/her employmentem- ployment, the Board will provide all necessary assistance to the Teacher in presenting his/her defense. I. The District's Administration and the Teacher will comply with the Board's student medication policy regarding the administering of medication to students. No Teacher shall prescribe or recommend medication for students nor shall they be required to perform medical procedures on students. J. The behavior of a Teacher's class in the hall, in the lunchroom and/or on the playground is not the responsibility of the Teacher, unless the Teacher is present with the students, or should be present with the students. K. It is the joint responsibility of the District and the Teacher to evaluate a studentstu- dent's educational progress. The initial responsibility for evaluating a student's progress shall rest with the Teacher.

TEACHER PROTECTION AND STUDENT DISCIPLINE. A. The Board agrees to provide all reasonable support and assistance to the Teacher with respect to the maintenance of control and discipline in the classroom. When a Teacher believes that a pupil requires the assistance of a Counselor, a Social So- cial Worker, a School Psychologist, a law enforcement person, a physician or other professional(s), the Teacher shall file a written referral form with his/her Principal requesting that the necessary assistance be provided. The Board will take reasonable steps to provide the requested assistance. B. It is recognized that discipline problems occur less in classes where student interest in- terest is maintained. When discipline problems occur, they may be dealt with constructively by encouragement, praise and emphasis upon the pupil's desirable desira- ble characteristics. A Teacher may use reasonable force to protect the Teacher, pupils or others from immediate physical injury; to obtain possession of a weapon or other dangerous object within the control of the pupil; and/or to protect property from physical damage and for other reasons permitted by the Revised School Code, as implemented by Board policy. (see MCL MCLA 380.1312). C. Each teacher will be provided with a written statement regarding Board the school board policy on the use of corporal punishment and reasonable physical forcepunishment. This information is included in the employee handbook. D. A Teacher may temporarily remove a pupil from the classroom when the gravity of the offense, the persistence of the misbehavior or the disruptive effect of the violation makes the continued presence of the pupil in the classroom intolerable. The Teacher will provide a written record of the incident to the Principal, as promptly as his/her teaching obligations will allow. The pupil shall not be returned to the classroom until after the Teacher and the Principal consult regarding the incident and the discipline. E. The procedure for the suspension of a pupil from school shall annually be distributed dis- tributed to students, Teachers and parents. F. A Teacher shall promptly notify the Board, or its designated representative(s), of any alleged assault and/or battery incident which occurred during the performance perfor- xxxxx of the Teacher's employment responsibilities. If, in the reasonable opinion of the Board, it becomes necessary to provide legal counsel to advise the Teacher of his/her rights and obligations regarding the handling of the alleged incident by law enforcement and/or judicial authorities, it will do so. When there is a charge of an alleged act of assault and/or battery upon a Teacher by a student, the Teacher and the Administration will follow the procedure out- lined in the Novi Student Code of Conduct in handling the situation. G. If a Teacher is on duty on the District premises and a loss of, damage to, or destruction de- struction of clothing or personal property occurs as the result of an assault and/or battery incident, the Board will reimburse him/her. A Teacher shall not suffer loss of compensation or a reduction in his/her accumulated accu- mulated sick leave allowance days as a result of an injury received while in the course of his/her employment. H. If a complaint is filed or a suit is brought against a Teacher, as a result of any reasonable rea- sonable action taken by him/her while in the course of his/her employment, the Board will provide all necessary assistance to the Teacher in presenting his/her defense. I. The District's Administration and the Teacher will comply with the Board's student stu- dent medication policy regarding the administering of medication to students. No Teacher shall prescribe or recommend medication for students nor shall they be required to perform medical procedures on students. J. The behavior of a Teacher's class in the hall, in the lunchroom and/or on the playground is not the responsibility of the Teacher, unless the Teacher is present with the students, or should be present with the students. K. It is the joint responsibility of the District and the Teacher to evaluate a student's educational progress. The initial responsibility for evaluating a student's progress shall rest with the Teacher.

TEACHER PROTECTION AND STUDENT DISCIPLINE. A. The Board agrees to provide all reasonable support and assistance to the Teacher with respect to the maintenance of control and discipline in the classroom. When a Teacher believes that a pupil requires the assistance of a Counselor, a Social Worker, a School Psychologist, a law enforcement person, a physician or other professional(s), the Teacher shall file a written referral form with his/her Principal requesting that the necessary assistance be provided. The Board will take reasonable steps to provide the requested assistance. B. It is recognized that discipline problems occur less in classes where student interest is maintained. When discipline problems occur, they may be dealt with constructively by encouragement, praise and emphasis upon the pupil's desirable characteristics. A Teacher may use reasonable force to protect the Teacher, pupils or others from immediate physical injury; to obtain possession of a weapon or other dangerous object within the control of the pupil; and/or to protect property from physical damage and for other reasons permitted by the Revised School Code, as implemented by Board policy. (see MCL 380.1312). C. Each teacher will be provided with a written statement regarding Board policy on the use of corporal punishment and reasonable physical force. This information is included in the employee handbook. D. A Teacher may temporarily remove a pupil from the classroom when the gravity of the offense, the persistence of the misbehavior or the disruptive effect of the violation makes the continued presence of the pupil in the classroom intolerable. The Teacher will provide a written record of the incident to the Principal, as promptly as his/her teaching obligations will allow. The pupil shall not be returned to the classroom until after the Teacher and the Principal consult regarding the incident and the discipline. E. The procedure for the suspension of a pupil from school shall annually be distributed to students, Teachers and parents. F. A Teacher shall promptly notify the Board, or its designated representative(s), of any alleged assault and/or battery incident which occurred during the performance of the Teacher's employment responsibilities. If, in the reasonable opinion of the Board, it becomes necessary to provide legal counsel to advise the Teacher of his/her rights and obligations regarding the handling of the alleged incident by law enforcement and/or judicial authorities, it will do so. When there is a charge of an alleged act of assault and/or battery upon a Teacher by a student, the Teacher and the Administration will follow the procedure outlined in the Novi Student Code of Conduct in handling the situation. G. If a Teacher is on duty on the District premises and a loss of, damage to, or destruction of clothing or personal property occurs as the result of an assault and/or battery incident, the Board will reimburse him/her. A Teacher shall not suffer loss of compensation or a reduction in his/her accumulated sick leave allowance days as a result of an injury received while in the course of his/her employment. H. If a complaint is filed or a suit is brought against a Teacher, as a result of any reasonable action taken by him/her while in the course of his/her employment, the Board will provide all necessary assistance to the Teacher in presenting his/her defense. I. The District's Administration and the Teacher will comply with the Board's student medication policy regarding the administering of medication to students. No Teacher shall prescribe or recommend medication for students nor shall they be required to perform medical procedures on students. J. The behavior of a Teacher's class in the hall, in the lunchroom and/or on the playground is not the responsibility of the Teacher, unless the Teacher is present with the students, or should be present with the students. K. It is the joint responsibility of the District and the Teacher to evaluate a student's educational progress. The initial responsibility for evaluating a student's progress shall rest with the Teacher.