Common use of TEACHER RIGHTS Clause in Contracts

TEACHER RIGHTS. A. The Board recognizes its responsibility to continue to give administrative backing to its teachers, although each teacher bears the primary responsibility for maintaining proper control and discipline in the classroom. The Board recognizes its responsibilities to give support and assistance to teachers with respect to maintenance of control and discipline in the classroom. R-96 The teachers recognize that all disciplinary actions and methods invoked by them shall be reasonable and just, and in accordance with established Board policy. The Board shall provide each teacher with a copy of its discipline policy, which the parties agree to follow. It shall be the responsibility of the teacher to report to his/her principal the name of any student who, in the opinion of the teacher, needs particular assistance from skilled personnel. The teacher shall, upon request, be advised by the principal of the disposition of the teacher’s report that a particular student needs such assistance. R-05 B. A teacher may, at all times, use reasonable force to protect himself/herself, any district employee, or a student from immediate physical injury or in other instances as authorized by the school code. Any case of attempted or actual assault or verbal or written threat upon a teacher which had in its inception in a school-centered problem shall be reported immediately to the teacher’s immediate supervisor. In the event of such an assault, the teacher involved may request the assistance of the District. This request from the teacher shall be reduced to writing and be given to the Superintendent or his/her designated representative, who shall make a determination as to whether the incident necessitates assistance from the District and/or law enforcement authorities, and the extent thereof. Said teacher will be given written notification of the determination and/or status within five (5) working days. R-09 In the event the teacher is charged with assaulting a student while on duty, the District shall, upon the request of the teacher, advise the teacher of his/her rights and possible recourse. Any assistance provided by the Board beyond this shall be provided to the extent covered by the Board’s liability insurance. Time lost by a teacher in defense of his/her action in connection with any incident mentioned in this Article shall not be charged against the teacher, provided the teacher was found not to be at fault and was acting in accordance with Board policies and/or administrative directives. C. Any formal complaint regarding a specific teacher shall be promptly called to the attention of the teacher in an attempt to resolve said issue. The teacher shall promptly provide the administration with the full particulars of the alleged incident upon which the complaint is based. The teacher shall have the right to Association representation. In the event the complaint cannot be resolved at the oral level above, the complaint shall be placed in writing and provided to the teacher. In the event the teacher feels the complaint is incomplete or unjust, a rebuttal may be submitted in writing within thirty (30) days of receipt and attached to the complaint before it becomes record. R-96 D. Each teacher shall have the right, upon request, to review the contents of one’s own personnel file, whether maintained at the individual building or District Administration Building, except confidential material such as placement credentials and anecdotal notes maintained by an Administrator. This review shall only be conducted in the presence of an administrator or designee. A representative of the Association may, at the teacher’s request, accompany the teacher in this review. The teacher shall have the right to file a response to material on file and said response shall become part of the personnel file. In the event a teacher disagrees with personnel file material, he/she may file a written rebuttal within thirty (30) days of receipt of such material. R-96 E. The Board will reimburse teachers for any damage or destruction of clothes or personal items while on duty on the premises of the school district up to $200.00 per incident. R-05 F. The Board shall promulgate policy regarding the appropriate use of physical force by teachers. A copy of the same shall be given to each teacher. Said policy shall be consistent with the laws of the State of Michigan, but the question of legality shall not be subject to the grievance procedure. Changes in the policy regarding physical force shall be made only after consultation with the designated local representative(s) of the Association. G. The district shall provide books, periodicals, paper and supplies for each classroom. When teachers are responsible for ordering textbooks and supplies for the following school year, the administration shall provide the student enrollment projections necessary to make such requisition by Memorial Day. N-96 H. The Board and the Association subscribe to a policy of progressive corrective discipline for non-probationary teachers. Discipline shall be issued only for just cause except for probationary teachers. Disciplinary actions directed toward a probationary teacher shall not be arbitrary or capricious. N-96 I. Each teacher will know and implement school rules, such as the school dress code as written, in order to create consistent discipline throughout the district. R-96 J. Teacher Representation Prior to any warning, reprimand, or disciplinary action, a teacher shall be so notified and shall be entitled, upon request, to have a representative of the Association present. When a request for such representative is made, no action shall be taken with respect to the teacher until such representative of the Association is present, but scheduling of a meeting will not exceed 48 hours except by mutual agreement. If the board or administration requests a written statement from a teacher subsequent to any incident or complaint, the teacher shall be entitled to consult with the Association representative prior to issuing such statement provided this does not exceed 48 hours from the time of such request. N-96

TEACHER RIGHTS. A. The Board recognizes its responsibility agrees that every teacher shall have the right to continue to give administrative backing to its teachers, although each teacher bears freely organize and support 473 the primary responsibility Association for maintaining proper control and discipline the purpose of engaging in the classroomcollective bargaining or negotiation. 474 The Board recognizes its responsibilities to give support and assistance to teachers will not discriminate against any teacher with respect to maintenance hours, wages, or 475 any terms or conditions of control and discipline in employment on the classroom. R-96 The teachers recognize that all disciplinary actions and methods invoked basis of race, creed, color, religion, 476 national origin, gender, sexual orientation, marital status, handicap or age or by them shall be reasonable and just, and in accordance with established Board policy. The Board shall provide each teacher with a copy reason 477 of its discipline policy, which the parties agree to follow. It shall be the responsibility of the teacher to report to his/her principal membership in the name Association or collective negotiations with the Board; or 478 his/her institution of any student whogrievance, complaint or proceeding under this agreement or 479 otherwise brought in good faith with respect to any terms or conditions of employment. 480 B. The teacher or his/her designee (see Appendix D) shall have the opinion right to review the 481 contents of his/her personnel records. Other examinations of a teacher’s file(s) shall be 482 limited to the School Board, the Superintendent, the supervising Principal, and such 483 attorney for the Board or other designated, qualified person with a need to know for 484 legitimate Board purposes or supervisory reasons. No material related to a teacher’s job 485 performance or behavior, needs particular assistance from skilled personnelincluding complaints originating after initial employment, 486 will be placed in his/her personnel file unless the teacher has had an opportunity to 487 review the material. The teacher shallmay submit a written notation regarding any material, upon request, 488 and the same shall be advised by attached to the principal file copy of the disposition material to be placed in his/her 489 file. If the teacher believes the material is inappropriate or in error, he/she may request 490 that the material be corrected or expunged from the file, whichever is appropriate. 491 When a teacher is requested to sign material placed in the file, the signature indicates 492 that he/she has read the material, and the signature shall not be interpreted to mean 493 agreement with the content of the material. Any person reviewing a teacher’s report file 494 (including that teacher) shall sign and date a particular student needs such assistance. R-05 B. A teacher may, at all times, use reasonable force to protect himself/herself, any district employee, or a student from immediate physical injury or in other instances as authorized by the school code. Any case of attempted or actual assault or verbal or written threat upon a teacher which had in its inception in a school-centered problem shall be reported immediately sheet attached to the teacher’s immediate supervisorfile for this purpose. In 495 This review shall take place during an agreed upon time; requests to examine the event of such an assault, the teacher involved may request the assistance of the District. This request from the teacher shall file 496 need to be reduced to writing and be given made to the Superintendent or his/her designated representative, who shall make a determination as to whether the incident necessitates assistance from the District and/or law enforcement authorities, designee at least twenty-four (24) 497 hours prior and the extent thereof. Said teacher will be given written notification of the determination and/or status within five (5) working days. R-09 In the event the teacher is charged with assaulting a student while on duty, the District shall, upon the request of the teacher, advise the teacher of his/her rights and possible recourse. Any assistance provided by the Board beyond this shall be provided to the extent covered by the Board’s liability insurance. Time lost by a teacher in defense of his/her action in connection with any incident mentioned in this Article shall not be charged against the teacher, provided the teacher was found not to be at fault and was acting in accordance with Board policies and/or administrative directives. C. Any formal complaint regarding a specific teacher shall be promptly called to the attention of the teacher in an attempt to resolve said issueunreasonably withheld. The teacher shall promptly provide the administration with the full particulars of the alleged incident upon which the complaint is based. The teacher shall have the right to Association representation. In the event the complaint cannot be resolved at the oral level above, the complaint shall be placed in writing and provided to the teacher. In the event the teacher feels the complaint is incomplete or unjust, a rebuttal review may be submitted in writing within thirty (30) days of receipt and attached to the complaint before it becomes record. R-96 D. Each teacher shall have the right, upon request, to review the contents of one’s own personnel file, whether maintained at the individual building or District Administration Building, except confidential material such as placement credentials and anecdotal notes maintained by an Administrator. This review shall only be conducted in the presence of an administrator or designee. A representative of the Association may, at the teacher’s request, accompany the teacher in this review. The teacher shall have the right to file a response to material on file and said response shall become part of the personnel file. In the event a teacher disagrees with personnel file material, he/she may file a written rebuttal within thirty (30) days of receipt of such material. R-96 E. The Board will reimburse teachers for any damage or destruction of clothes or personal items while on duty on the premises of the school district up to $200.00 per incident. R-05 F. The Board shall promulgate policy regarding the appropriate use of physical force by teachers. A copy of the same shall be given to each teacher. Said policy shall be consistent with the laws of the State of Michigan, but the question of legality shall not be subject to the grievance procedure. Changes in the policy regarding physical force shall be made only after consultation with the designated local representative(s) of the Associationsooner if 498 mutually agreed upon. G. The district shall provide books, periodicals, paper and supplies for each classroom. When teachers are responsible for ordering textbooks and supplies for the following school year, the administration shall provide the student enrollment projections necessary to make such requisition by Memorial Day. N-96 H. The Board and the Association subscribe to a policy of progressive corrective discipline for non-probationary teachers. Discipline shall be issued only for just cause except for probationary teachers. Disciplinary actions directed toward a probationary teacher shall not be arbitrary or capricious. N-96 I. Each teacher will know and implement school rules, such as the school dress code as written, in order to create consistent discipline throughout the district. R-96 J. Teacher Representation Prior to any warning, reprimand, or disciplinary action, a teacher shall be so notified and shall be entitled, upon request, to have a representative of the Association present. When a request for such representative is made, no action shall be taken with respect to the teacher until such representative of the Association is present, but scheduling of a meeting will not exceed 48 hours except by mutual agreement. If the board or administration requests a written statement from a teacher subsequent to any incident or complaint, the teacher shall be entitled to consult with the Association representative prior to issuing such statement provided this does not exceed 48 hours from the time of such request. N-96

TEACHER RIGHTS. A. The Board recognizes its responsibility to continue to give administrative backing to its teachers, although each teacher bears the primary responsibility for maintaining proper control and discipline in the classroom. The Board recognizes its responsibilities to give support and assistance to teachers with respect to maintenance of control and discipline in the classroom. R-96 The teachers recognize that all disciplinary actions and methods invoked by them A bargaining unit member shall be reasonable and justentitled to have present a representative of the Association during any meeting in which disciplinary action is to be taken by the Employer. If a teacher feels that he/she is being reprimanded, and warned, disciplined, or advised of delinquency in accordance professional performance during a meeting with established Board policy. The Board the administration, upon request he/she shall provide each teacher with be entitled to have present a copy representative of its discipline policy, which the parties agree to followAssociation. It shall be the responsibility of the administration to notify the teacher when a meeting is to report be conducted for disciplinary purposes. It shall be the responsibility of the Association to advise bargaining unit members of their rights as provided by this Article. B. The administration will notify the teacher each time an entry of a disciplinary nature is made in his/her principal the name personnel file. Any formal complaint(s) by a parent(s) of any student who, in the opinion of the teacher, needs particular assistance from skilled personnel. The teacher shall, upon request, be advised by the principal of the disposition of the teacher’s report that a particular student needs such assistance. R-05 B. A teacher may, at all times, use reasonable force to protect himself/herself, any district employee, or a student from immediate physical injury or in other instances as authorized by the school code. Any case of attempted or actual assault or verbal or written threat upon directed toward a teacher which had in its inception in a school-centered problem shall be reported immediately to the teacher’s immediate supervisor. In the event of such an assault, the teacher involved may request the assistance of the District. This request from the teacher shall be reduced to writing and be given to the Superintendent or his/her designated representative, who shall make a determination as to whether the incident necessitates assistance from the District and/or law enforcement authorities, and the extent thereof. Said teacher will be given written notification of the determination and/or status within five (5) working days. R-09 In the event the teacher is charged with assaulting a student while on duty, the District shall, upon the request of the teacher, advise the teacher of his/her rights and possible recourse. Any assistance provided by the Board beyond this shall be provided to the extent covered by the Board’s liability insurance. Time lost by a teacher in defense of his/her action in connection with any incident mentioned in this Article shall not be charged against the teacher, provided the teacher was found not to be at fault and was acting in accordance with Board policies and/or administrative directives. C. Any formal complaint regarding a specific teacher shall be promptly called to the attention teacher's attention. No anonymous complaints will be placed in a teacher's personnel file. Teachers may submit a written reply regarding any material, including complaints, and the same shall be attached to the file copy of the material in question. If a teacher is asked to sign material that is to be placed in an attempt his/her personnel file, this signature shall be understood to resolve said issue. The teacher indicate awareness of the material but in no instance shall promptly provide the administration signature be interpreted to mean agreement with the full particulars content of the alleged incident upon which the complaint is based. material. C. The teacher Association and its members shall have the right to Association representation. In the event the complaint cannot be resolved at the oral level above, the complaint shall be placed use school buildings and facilities during reasonable hours for meetings provided administrative approval is obtained in writing and provided to the teacher. In the event the teacher feels the complaint is incomplete or unjust, a rebuttal may be submitted in writing within thirty (30) days of receipt and attached to the complaint before it becomes record. R-96 D. Each teacher shall have the right, upon request, to review the contents of one’s own personnel file, whether maintained at the individual building or District Administration Building, except confidential material such as placement credentials and anecdotal notes maintained by an Administrator. This review shall only be conducted in the presence of an administrator or designee. A representative advance of the Association may, at the teacher’s request, accompany the teacher in this reviewmeeting. The teacher Association and its members shall have the right to file a response to material on file use district computers, Internet access, and said response shall become part e-mail for educationally related activities and/or Association business provided such use does not interfere with educational functions and further provided that such use is in compliance with applicable Board policy. D. In accordance with Public Act 103 of 1999, that being Section 1309 of the personnel file. In the event Revised School Code, a teacher disagrees with personnel file materialmay suspend a student from his/her class for conduct prohibited by law, he/she may file a written rebuttal within thirty (30) days Board Policy #5230, or the student handbook. Such suspensions shall be subject to the procedures specified in Board Policy #5233 and Section 1309 of receipt of such material. R-96the Revised School Code. E. The Board will reimburse teachers for any damage or destruction In accordance with Public Act 104 of clothes or personal items while on duty on the premises 1999, that being Section 1311a of the school district up to $200.00 per incident. R-05Revised School Code and Board Policy #5231, students in grade 6 or above committing a verbal or physical assault against a teacher shall be disciplined as provided by that legislation and policy. F. The Board shall promulgate policy regarding the appropriate use of physical force by teachers. A complete copy of the same policies of the Board shall be provided to the Association President and shall also be available for review in the office of the building principals. Notices of changes in either Board of administrative policies shall be given to each teacher. Said policy shall be consistent with the laws of the State of Michigan, but the question of legality shall not be subject to the grievance procedure. Changes in the policy regarding physical force shall be made only after consultation with the designated local representative(s) president of the Association. G. The district shall provide books. Board policies directly impacting teachers in the daily performance of their duties and/or interactions with students, periodicalsstaff, paper and supplies for each classroom. When teachers are responsible for ordering textbooks and supplies for the following school year, the administration shall provide the student enrollment projections necessary to make such requisition by Memorial Day. N-96 H. The Board and the Association subscribe to a policy of progressive corrective discipline for non-probationary teachers. Discipline parents shall be issued only for just cause except for probationary teachers. Disciplinary actions directed toward a probationary teacher shall not included in the Staff Handbook which will be arbitrary or capricious. N-96 I. Each teacher will know updated and implement school rules, such as the school dress code as written, in order to create consistent discipline throughout the district. R-96 J. Teacher Representation Prior to any warning, reprimand, or disciplinary action, a teacher shall be so notified and shall be entitled, upon request, to have a representative of the Association present. When a request for such representative is made, no action shall be taken with respect to the teacher until such representative of the Association is present, but scheduling of a meeting will not exceed 48 hours except by mutual agreement. If the board or administration requests a written statement from a teacher subsequent to any incident or complaint, the teacher shall be entitled to consult with the Association representative prior to issuing such statement provided this does not exceed 48 hours from the time of such request. N-96distributed annually.

TEACHER RIGHTS. A. The Board recognizes its responsibility to continue to give administrative backing to its teachers, although each teacher bears the primary responsibility for maintaining proper control and discipline in the classroom. The Board recognizes its responsibilities to give support and assistance to teachers with respect to maintenance of control and discipline in the classroom. R-96 The teachers recognize that all disciplinary actions and methods invoked by them shall be reasonable and just, and in accordance with established Board policy. The Board shall provide each teacher with a copy of its discipline policy, which the parties agree to follow. It shall be the responsibility of administration will notify the teacher to report to each time an entry of a disciplinary nature is made in his/her principal the name personnel file. Any formal complaint(s) by a parent(s) of any student who, in the opinion of the teacher, needs particular assistance from skilled personnel. The teacher shall, upon request, be advised by the principal of the disposition of the teacher’s report that a particular student needs such assistance. R-05 B. A teacher may, at all times, use reasonable force to protect himself/herself, any district employee, or a student from immediate physical injury or in other instances as authorized by the school code. Any case of attempted or actual assault or verbal or written threat upon directed toward a teacher which had in its inception in a school-centered problem shall be reported immediately to the teacher’s immediate supervisor. In the event of such an assault, the teacher involved may request the assistance of the District. This request from the teacher shall be reduced to writing and be given to the Superintendent or his/her designated representative, who shall make a determination as to whether the incident necessitates assistance from the District and/or law enforcement authorities, and the extent thereof. Said teacher will be given written notification of the determination and/or status within five (5) working days. R-09 In the event the teacher is charged with assaulting a student while on duty, the District shall, upon the request of the teacher, advise the teacher of his/her rights and possible recourse. Any assistance provided by the Board beyond this shall be provided to the extent covered by the Board’s liability insurance. Time lost by a teacher in defense of his/her action in connection with any incident mentioned in this Article shall not be charged against the teacher, provided the teacher was found not to be at fault and was acting in accordance with Board policies and/or administrative directives. C. Any formal complaint regarding a specific teacher shall be promptly called to the attention teacher's attention. No anonymous complaints will be placed in a teacher's personnel file. Teachers may submit a written reply regarding any material, including complaints, and the same shall be attached to the file copy of the material in question. If a teacher is asked to sign material that is to be placed in an attempt his/her personnel file, this signature shall be understood to resolve said issue. The teacher indicate awareness of the material but in no instance shall promptly provide the administration signature be interpreted to mean agreement with the full particulars content of the alleged incident upon which the complaint is based. material. B. The teacher Association and its members shall have the right to Association representation. In the event the complaint cannot be resolved at the oral level above, the complaint shall be placed use school buildings and facilities during reasonable hours for meetings provided administrative approval is obtained in writing and provided to the teacher. In the event the teacher feels the complaint is incomplete or unjust, a rebuttal may be submitted in writing within thirty (30) days of receipt and attached to the complaint before it becomes record. R-96 D. Each teacher shall have the right, upon request, to review the contents of one’s own personnel file, whether maintained at the individual building or District Administration Building, except confidential material such as placement credentials and anecdotal notes maintained by an Administrator. This review shall only be conducted in the presence of an administrator or designee. A representative advance of the Association may, at the teacher’s request, accompany the teacher in this reviewmeeting. The teacher Association and its members shall have the right to file a response to material on file use district computers, Internet access, and said response shall become part e-mail for educationally related activities and/or Association business provided such use does not interfere with educational functions and further provided that such use is in compliance with applicable Board policy. C. In accordance with Public Act 103 of 1999, that being Section 1309 of the personnel file. In the event Revised School Code, a teacher disagrees with personnel file materialmay suspend a student from his/her class for conduct prohibited by law, he/she may file a written rebuttal within thirty (30) days of receipt of such materialBoard Policy #5610, or the student handbook. R-96 E. The Board will reimburse teachers for any damage or destruction of clothes or personal items while on duty on the premises of the school district up to $200.00 per incident. R-05 F. The Board Such suspensions shall promulgate policy regarding the appropriate use of physical force by teachers. A copy of the same shall be given to each teacher. Said policy shall be consistent with the laws of the State of Michigan, but the question of legality shall not be subject to the grievance procedure. Changes procedures specified in the policy regarding physical force shall be made only after consultation with the designated local representative(sBoard Policy/Administrative Guideline(s) #5610 and Section 1309 of the AssociationRevised School Code. G. The district shall provide booksD. In accordance with Public Act 104 of 1999, periodicalsthat being Section 1311a of the Revised School Code and Board Policy #5610.1, paper and supplies for each classroom. When teachers are responsible for ordering textbooks and supplies for the following school year, the administration shall provide the student enrollment projections necessary to make such requisition by Memorial Day. N-96 H. The Board and the Association subscribe to students in grade 6 or above committing a policy of progressive corrective discipline for non-probationary teachers. Discipline shall be issued only for just cause except for probationary teachers. Disciplinary actions directed toward a probationary teacher shall not be arbitrary verbal or capricious. N-96 I. Each teacher will know and implement school rules, such as the school dress code as written, in order to create consistent discipline throughout the district. R-96 J. Teacher Representation Prior to any warning, reprimand, or disciplinary action, physical assault against a teacher shall be so notified disciplined as provided by that legislation and shall be entitled, upon request, to have a representative policy. E. A complete copy of the Association present. When a request for such representative is made, no action shall be taken with respect to the teacher until such representative policies of the Association Board is present, but scheduling of a meeting available on the district website. The Staff Handbook will not exceed 48 hours except by mutual agreement. If the board or administration requests a written statement from a teacher subsequent to any incident or complaint, the teacher shall be entitled to consult with the Association representative prior to issuing such statement provided this does not exceed 48 hours from the time of such request. N-96available online.

TEACHER RIGHTS. A. The Board recognizes its responsibility Pursuant to continue to give administrative backing to its teachers, although each teacher bears the primary responsibility for maintaining proper control and discipline in the classroom. The Board recognizes its responsibilities to give support and assistance to teachers with respect to maintenance of control and discipline in the classroom. R-96 The teachers recognize that all disciplinary actions and methods invoked by them shall be reasonable and just, and in accordance with established Board policy. The Board shall provide each teacher with a copy of its discipline policy, which the parties agree to follow. It shall be the responsibility Act 379 of the teacher to report to his/her principal Public Acts of 1965, known as the name of any student whoPublic Employment Relations Act ("PERA"), in the opinion Board hereby agrees that every employee of the teacher, needs particular assistance from skilled personnel. The teacher shall, upon request, be advised by the principal of the disposition of the teacher’s report that a particular student needs such assistance. R-05 B. A teacher may, at all times, use reasonable force to protect himself/herself, any district employee, or a student from immediate physical injury or in other instances as authorized by the school code. Any case of attempted or actual assault or verbal or written threat upon a teacher which had in its inception in a school-centered problem shall be reported immediately to the teacher’s immediate supervisor. In the event of such an assault, the teacher involved may request the assistance of the District. This request from the teacher shall be reduced to writing and be given to the Superintendent or his/her designated representative, who shall make a determination as to whether the incident necessitates assistance from the District and/or law enforcement authorities, and the extent thereof. Said teacher will be given written notification of the determination and/or status within five (5) working days. R-09 In the event the teacher is charged with assaulting a student while on duty, the District shall, upon the request of the teacher, advise the teacher of his/her rights and possible recourse. Any assistance provided by the Board beyond this shall be provided to the extent covered by the Board’s liability insurance. Time lost by a teacher in defense of his/her action in connection with any incident mentioned in this Article shall not be charged against the teacher, provided the teacher was found not to be at fault and was acting in accordance with Board policies and/or administrative directives. C. Any formal complaint regarding a specific teacher shall be promptly called to the attention of the teacher in an attempt to resolve said issue. The teacher shall promptly provide the administration with the full particulars of the alleged incident upon which the complaint is based. The teacher shall have the right to freely organize, join and support the Association representationfor the purpose of engaging in collective bargaining or negotiation and other lawful concerted activities for mutual aid and protection. In As a duly elected body exercising governmental power under the event laws of the complaint cannot be resolved at the oral level aboveState of Michigan, the Board undertakes and agrees that it will not directly or indirectly discourage or deprive or coerce any teacher in the enjoyment of any rights conferred by PERA or other laws of Michigan or the Constitutions of Michigan and the United States; that it will not discriminate against any teacher with respect to hours, wages or any terms or conditions of employment by reason of the teacher's membership in the Association, participation in any activities of the Association or collective professional negotiations with the Board, or the institution of any grievance, complaint or proceeding under this Agreement or otherwise with respect to any terms or conditions of employment. B. The Board specifically recognizes the right of its employees to appropriately invoke the assistance of the Michigan Employment Relations Commission, or a mediator from such public agency appointed pursuant to the provisions of the Agreement. C. The Association and its members shall have the right to use school building facilities and communications equipment at all reasonable hours for meetings as permitted by Board policy. Bulletin boards shall be placed in writing and provided made available for Association business but not accessible to the teacher. In the event the teacher feels the complaint is incomplete or unjust, a rebuttal may be submitted in writing within thirty (30) days of receipt and attached students. D. The Board agrees to furnish to the complaint before it becomes record. R-96Association, in response to reasonable requests, from time to time, all available information concerning the financial resources of the district. D. E. All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher. F. Each teacher shall have the right, upon request, to review the contents of one’s his own personnel file, whether files maintained at the individual building teacher’s school or District Administration at the Administrative Building, except confidential material such as placement credentials and anecdotal notes maintained by an Administrator. This review shall only be conducted in the presence of an administrator or designee. A representative of the Association may, at the teacher’s request, accompany the teacher in this review. The teacher shall have review may be made in the right to file a response to material on file presence of the person responsible for the safekeeping of these files. G. All communications, including evaluations by administrators, commendations, and said response shall become part of validated complaints directed toward the teacher, which are included in the personnel file. In the event a teacher disagrees with personnel file material, he/she may file a written rebuttal within thirty (30) days of receipt of such material. R-96 E. The Board will reimburse teachers for any damage or destruction of clothes or personal items while on duty on the premises of the school district up to $200.00 per incident. R-05 F. The Board shall promulgate policy regarding the appropriate use of physical force by teachers. A copy of the same shall be given to each teacher. Said policy shall be consistent with the laws of the State of Michigan, but the question of legality shall not be subject called to the grievance procedure. Changes in teacher’s attention at the policy regarding physical force shall be made only after consultation with the designated local representative(s) time of the Associationinclusion. G. The district shall provide books, periodicals, paper and supplies for each classroom. When teachers are responsible for ordering textbooks and supplies for the following school year, the administration shall provide the student enrollment projections necessary to make such requisition by Memorial Day. N-96 H. The Board and the Association subscribe to a policy of progressive corrective discipline for non-probationary teachers. Discipline shall be issued only for just cause except for probationary teachers. Disciplinary actions Any verbal or written complaint directed toward a probationary teacher shall not be arbitrary or capricious. N-96 I. Each teacher will know and implement school rules, such as the school dress code as written, in order to create consistent discipline throughout the district. R-96 J. Teacher Representation Prior to any warning, reprimand, or disciplinary action, a teacher shall be so notified promptly and privately called to the teacher’s attention unless prohibited by law, within five (5) working days after receipt of the complaint. In those instances where a situation requires a conference between the teacher, parent, administrator or any other parties of interest, the conference will be held within (5) working days from receipt of the complaint at a site separate from the teacher’s classroom. The conference will be held at a mutually agreed upon time and when teaching duties will not be interrupted. The board and the Administration shall not address any complaint against a teacher beyond the principal’s level unless it is in writing. This paragraph is not intended to limit the district’s responsibilities when the health or welfare of a child or other person is endangered or where otherwise required by law. I. A teacher shall at all times be entitled, upon request, entitled to have present a representative of the Association presentwhen he is being reprimanded, warned, or disciplined. When All such reprimands, warnings, or disciplinary actions shall be made in writing which shall include the date or dates of the alleged actions forming the basis for the complaint- the identity of persons involved and any witnesses if known. If a request for such representative representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present, but scheduling of a meeting will not exceed 48 hours except by mutual agreement. If the board or administration requests a written statement from a teacher subsequent to any incident or complaint, the teacher Such action must take place within one (1) school week. No bargaining unit member shall be entitled to consult with the Association representative prior to issuing such statement provided this does not exceed 48 hours from the time of such request. N-96disciplined without just cause.

TEACHER RIGHTS. A. The Board recognizes Association and its responsibility to continue to give administrative backing to its teachers, although each teacher bears the primary responsibility for maintaining proper control and discipline in the classroom. The Board recognizes its responsibilities to give support and assistance to teachers with respect to maintenance of control and discipline in the classroom. R-96 The teachers recognize that all disciplinary actions and methods invoked by them shall be reasonable and just, and in accordance with established Board policy. The Board shall provide each teacher with a copy of its discipline policy, which the parties agree to follow. It shall be the responsibility of the teacher to report to his/her principal the name of any student who, in the opinion of the teacher, needs particular assistance from skilled personnel. The teacher shall, upon request, be advised by the principal of the disposition of the teacher’s report that a particular student needs such assistance. R-05 B. A teacher may, members may use school building facilities at all timesreasonable hours for meetings, use reasonable force to protect himself/herself, any district employee, or a student from immediate physical injury or in other instances as authorized by the school code. Any case of attempted or actual assault or verbal or written threat upon a teacher which had in its inception in a school-centered problem shall be reported immediately to the teacher’s immediate supervisor. In the event of such an assault, the teacher involved may request the assistance of the District. This request from the teacher shall be reduced to writing and be given to the Superintendent or his/her designated representative, who shall make a determination as to whether the incident necessitates assistance from the District and/or law enforcement authorities, and the extent thereof. Said teacher will be given written notification of the determination and/or status within five (5) working days. R-09 In the event the teacher is charged with assaulting a student while on duty, the District shall, upon the request of the teacher, advise the teacher of his/her rights and possible recourse. Any assistance provided by the Board beyond this shall be provided to the extent covered by the Board’s liability insurance. Time lost by a teacher in defense of his/her action in connection with any incident mentioned in this Article shall not be charged against the teacher, provided the teacher was found not to be at fault and was acting in accordance with Board policies and/or administrative directiveson building usage. Use of computers, printers, photocopiers, local telephones and P.A. systems will be limited to general announcements and professional education activities. Campaigning, programming supplies, and other internal organization needs will be met by the Association. All P.A. announcements will be cleared by the principal. B. The Board and the Association agree that all rights and responsibilities concerning hours, wages and working conditions that are in the Board Policy Handbook (xxxx://xxxxxxxxxxxxxx.xxx/schoolboard/) will be followed except those which are inconsistent with those listed in this agreement or prohibited bargaining subjects under the Public Employment Relations Act (PERA). Teachers, however, shall not be responsible for any policies, rules or regulations which have not been distributed. C. Any formal complaint regarding a specific teacher shall be promptly called Teachers are guaranteed Academic Freedom as subject to applicable law and Board policy. D. Grading - It is agreed by the attention parties that the evaluation of student performance is the responsibility of the teacher professional staff within the bargaining unit unless the law expressly requires otherwise. No change in an attempt to resolve said issueany grade or test score assigned a student may be made by the employer or its administrators without the prior knowledge of the bargaining unit member who assigned the grade or score and/or as complied with by law. The teacher shall promptly provide the administration with the full particulars of the alleged incident upon which the complaint is based. The teacher shall have the right to Association representation. In the event the complaint cangrade may not be resolved at the oral level above, the complaint shall be placed in writing and provided to the teacher. In the event the teacher feels the complaint is incomplete or unjust, a rebuttal may be submitted in writing within thirty (30) days of receipt and attached to the complaint before it becomes record. R-96 D. Each teacher shall have the right, upon request, to review the contents of one’s own personnel file, whether maintained at the individual building or District Administration Building, except confidential material such as placement credentials and anecdotal notes maintained by an Administrator. This review shall only be conducted in the presence of an administrator or designee. A representative of the Association may, at changed without the teacher’s request, accompany the teacher consent unless Board policy is consulted and followed. E. No tenured bargaining unit member shall be disciplined for a reason that is arbitrary or capricious. Bargaining Unit Members who do not acquire tenure shall not be disciplined without just cause. The following shall apply to all bargaining unit members unless prohibited by law. The term "discipline" as used in this reviewagreement includes oral warnings and clearly designated written confirmations of oral warnings, written warnings, reprimands, suspensions with or without pay, reductions in rank, compensation, or discharge or other actions of a disciplinary nature. The teacher shall have the right to file a response to material on file and said response shall become part Any such discipline of the personnel file. In the event a teacher disagrees with personnel file material, he/she may file a written rebuttal within thirty (30) days of receipt of such material. R-96 E. The Board will reimburse teachers for any damage or destruction of clothes or personal items while on duty on the premises of the school district up to $200.00 per incident. R-05 F. The Board bargaining unit member shall promulgate policy regarding the appropriate use of physical force by teachers. A copy of the same shall be given to each teacher. Said policy shall be consistent with the laws of the State of Michigan, but the question of legality shall not be subject to the grievance procedureprocedure hereinafter set forth including arbitration. Changes The specific grounds for disciplinary action will be presented in writing to the bargaining unit member, and the Association, at the discretion of the bargaining unit member, twenty-four hours before the discipline is imposed. All steps in the policy regarding physical force disciplinary process shall be clearly designated in the correspondence. Exceptions to the 24-hour notification may be made only after consultation with if an administrator deems the designated local representative(s) situation to be an emergency. This section does not apply to the non-renewal of the Associationa probationary teacher. G. The district shall provide books, periodicals, paper and supplies for each classroom. When teachers are responsible for ordering textbooks and supplies for the following school year, the administration shall provide the student enrollment projections necessary to make such requisition by Memorial Day. N-96 H. The Board and the Association subscribe to F. Upon request a policy of progressive corrective discipline for non-probationary teachers. Discipline bargaining unit member shall be issued only for just cause except for probationary teachers. Disciplinary actions directed toward a probationary teacher shall not be arbitrary or capricious. N-96 I. Each teacher will know and implement school rules, such as the school dress code as written, in order to create consistent discipline throughout the district. R-96 J. Teacher Representation Prior to any warning, reprimand, or disciplinary action, a teacher shall be so notified and shall be entitled, upon request, entitled to have present a representative of the Association presentduring any meeting which will or may reasonably lead to disciplinary action by the Board or its agent. When a request for such representative representation is made, no action shall be taken with respect to the teacher bargaining unit member until such representative of the Association is present, but scheduling of a meeting will not exceed 48 hours except by mutual agreement. . G. If the board or administration requests a written statement from a teacher subsequent Board requires an employee to any incident or complaintundergo medical examination in accord with the provision in Article III.A.6, the teacher employee reserves the right to a second examination by the physician of his or her choosing. All reasonable costs are to be assumed by the Board. The employee must be provided with a letter from the Board of Education or its representatives stating the reason for the medical examination request. H. Teachers shall be entitled provided copies of all materials related to consult with the Association representative prior to issuing such statement provided this does not exceed 48 hours from work performance at the time of such requestinclusion in their personnel files. N-96Such material shall be clearly labeled “personnel file.” I. The Board shall supply the Association president a copy of the "Board Packet" one day before each Board meeting.

TEACHER RIGHTS. A. The Board recognizes its responsibility Pursuant to continue to give administrative backing to its teachers, although each teacher bears the primary responsibility for maintaining proper control and discipline in the classroom. The Board recognizes its responsibilities to give support and assistance to teachers with respect to maintenance of control and discipline in the classroom. R-96 The teachers recognize that all disciplinary actions and methods invoked by them shall be reasonable and just, and in accordance with established Board policy. The Board shall provide each teacher with a copy of its discipline policy, which the parties agree to follow. It shall be the responsibility Act 379 of the teacher to report to his/her principal Public Acts of 1965, known as the name of any student whoPublic Employment Relations Act ("PERA"), in the opinion Board hereby agrees that every employee of the teacher, needs particular assistance from skilled personnel. The teacher shall, upon request, be advised by the principal of the disposition of the teacher’s report that a particular student needs such assistance. R-05 B. A teacher may, at all times, use reasonable force to protect himself/herself, any district employee, or a student from immediate physical injury or in other instances as authorized by the school code. Any case of attempted or actual assault or verbal or written threat upon a teacher which had in its inception in a school-centered problem shall be reported immediately to the teacher’s immediate supervisor. In the event of such an assault, the teacher involved may request the assistance of the District. This request from the teacher shall be reduced to writing and be given to the Superintendent or his/her designated representative, who shall make a determination as to whether the incident necessitates assistance from the District and/or law enforcement authorities, and the extent thereof. Said teacher will be given written notification of the determination and/or status within five (5) working days. R-09 In the event the teacher is charged with assaulting a student while on duty, the District shall, upon the request of the teacher, advise the teacher of his/her rights and possible recourse. Any assistance provided by the Board beyond this shall be provided to the extent covered by the Board’s liability insurance. Time lost by a teacher in defense of his/her action in connection with any incident mentioned in this Article shall not be charged against the teacher, provided the teacher was found not to be at fault and was acting in accordance with Board policies and/or administrative directives. C. Any formal complaint regarding a specific teacher shall be promptly called to the attention of the teacher in an attempt to resolve said issue. The teacher shall promptly provide the administration with the full particulars of the alleged incident upon which the complaint is based. The teacher shall have the right to freely organize, join and support the Association representationfor the purpose of engaging in collective bargaining or negotiation and other lawful concerted activities for mutual aid and protection. In As a duly elected body exercising governmental power under the event laws of the complaint cannot be resolved at the oral level aboveState of Michigan, the Board undertakes and agrees that it will not directly or indirectly discourage or deprive or coerce any teacher in the enjoyment of any rights conferred by PERA or other laws of Michigan or the Constitutions of Michigan and the United States; that it will not discriminate against any teacher with respect to hours, wages or any terms or conditions of employment by reason of the teacher's membership in the Association, participation in any activities of the Association or collective professional negotiations with the Board, or the institution of any grievance, complaint or proceeding under this Agreement or otherwise with respect to any terms or conditions of employment. B. The Board specifically recognizes the right of its employees to appropriately invoke the assistance of the Michigan Employment Relations Commission, or a mediator from such public agency appointed pursuant to the provisions of the Agreement. C. The Association and its members shall have the right to use school building facilities and communications equipment at all reasonable hours for meetings as permitted by Board policy. Bulletin boards shall be placed in writing and provided made available for Association business but not accessible to the teacher. In the event the teacher feels the complaint is incomplete or unjust, a rebuttal may be submitted in writing within thirty (30) days of receipt and attached students. D. The Board agrees to furnish to the complaint before it becomes record. R-96Association, in response to reasonable requests, from time to time, all available information concerning the financial resources of the district. D. E. All monitoring or observation of the work performance of a teacher shall be conducted openly and with full knowledge of the teacher. F. Each teacher shall have the right, upon request, to review the contents of one’s his own personnel file, whether files maintained at the individual building teacher’s school or District Administration at the Administrative Building, except confidential material such as placement credentials and anecdotal notes maintained by an Administrator. This review shall only be conducted in the presence of an administrator or designee. A representative of the Association may, at the teacher’s request, accompany the teacher in this review. The teacher shall have review may be made in the right to file a response to material on file presence of the person responsible for the safekeeping of these files. G. All communications, including evaluations by administrators, commendations, and said response shall become part of validated complaints directed toward the teacher, which are included in the personnel file, shall be called to the teacher’s attention at the time of inclusion. In Inclusion of these items in the event a teacher disagrees with teacher’s personnel file material, he/she may file a written rebuttal within thirty (30) days of receipt of such material. R-96 E. The Board will reimburse teachers for any damage or destruction of clothes or personal items while on duty on the premises of the school district up to $200.00 per incident. R-05 F. The Board shall promulgate policy regarding the appropriate use of physical force by teachers. A copy of the same shall be given to each teacher. Said policy shall be consistent with the laws of the State of Michigan, but the question of legality shall is not be subject to the grievance procedure. Changes in the policy regarding physical force shall be made only after consultation with the designated local representative(s) of the Associationprocess. G. The district shall provide books, periodicals, paper and supplies for each classroom. When teachers are responsible for ordering textbooks and supplies for the following school year, the administration shall provide the student enrollment projections necessary to make such requisition by Memorial Day. N-96 H. The Board and the Association subscribe to a policy of progressive corrective discipline for non-probationary teachers. Discipline shall be issued only for just cause except for probationary teachers. Disciplinary actions Any verbal or written complaint directed toward a probationary teacher shall not be arbitrary or capricious. N-96 I. Each teacher will know and implement school rules, such as the school dress code as written, in order to create consistent discipline throughout the district. R-96 J. Teacher Representation Prior to any warning, reprimand, or disciplinary action, a teacher shall be so notified promptly and privately called to the teacher’s attention unless prohibited by law, within five (5) working days after receipt of the complaint. In those instances where a situation requires a conference between the teacher, parent, administrator or any other parties of interest, the conference will be held within (5) working days from receipt of the complaint at a site separate from the teacher’s classroom. The conference will be held at a mutually agreed upon time and when teaching duties will not be interrupted. The board and the Administration shall not address any complaint against a teacher beyond the principal’s level unless it is in writing. This paragraph is not intended to limit the district’s responsibilities when the health or welfare of a child or other person is endangered or where otherwise required by law. I. A teacher shall at all times be entitled, upon request, entitled to have present a representative of the Association presentwhen he is being reprimanded, warned, or disciplined. When All such reprimands, warnings, or disciplinary actions shall be made in writing which shall include the date or dates of the alleged actions forming the basis for the complaint- the identity of persons involved and any witnesses if known. If a request for such representative representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present, but scheduling of a meeting will not exceed 48 hours except by mutual agreement. If the board or administration requests a written statement from a teacher subsequent to any incident or complaint, the teacher Such action must take place within one (1) school week. No bargaining unit member shall be entitled to consult with the Association representative prior to issuing such statement provided this does not exceed 48 hours from the time of such request. N-96disciplined without just cause.

TEACHER RIGHTS. A. The Board recognizes its responsibility X. Xxxxxxxx to continue to give administrative backing to its teachers, although each teacher bears the primary responsibility for maintaining proper control and discipline in the classroom. The Board recognizes its responsibilities to give support and assistance to teachers with respect to maintenance of control and discipline in the classroom. R-96 The teachers recognize that all disciplinary actions and methods invoked by them shall be reasonable and just, and in accordance with established Board policy. The Board shall provide each teacher with a copy of its discipline policy, which the parties agree to follow. It shall be the responsibility Act 336 of the teacher to report to his/her principal the name Public Acts of any student who, in the opinion 1947 as amended by Act 379 of the teacherMichigan Public Acts of 1965, needs particular assistance from skilled personnel. The teacher shall, upon request, be advised by the principal Board hereby agrees that every employee of the disposition of the teacher’s report that a particular student needs such assistance. R-05 B. A teacher may, at all times, use reasonable force to protect himself/herself, any district employee, or a student from immediate physical injury or in other instances as authorized by the school code. Any case of attempted or actual assault or verbal or written threat upon a teacher which had in its inception in a school-centered problem shall be reported immediately to the teacher’s immediate supervisor. In the event of such an assault, the teacher involved may request the assistance of the District. This request from the teacher shall be reduced to writing and be given to the Superintendent or his/her designated representative, who shall make a determination as to whether the incident necessitates assistance from the District and/or law enforcement authorities, and the extent thereof. Said teacher will be given written notification of the determination and/or status within five (5) working days. R-09 In the event the teacher is charged with assaulting a student while on duty, the District shall, upon the request of the teacher, advise the teacher of his/her rights and possible recourse. Any assistance provided by the Board beyond this shall be provided to the extent covered by the Board’s liability insurance. Time lost by a teacher in defense of his/her action in connection with any incident mentioned in this Article shall not be charged against the teacher, provided the teacher was found not to be at fault and was acting in accordance with Board policies and/or administrative directives. C. Any formal complaint regarding a specific teacher shall be promptly called to the attention of the teacher in an attempt to resolve said issue. The teacher shall promptly provide the administration with the full particulars of the alleged incident upon which the complaint is based. The teacher shall have the right freely to Association representation. In the event the complaint cannot be resolved at the oral level aboveorganize, the complaint shall be placed in writing join and provided to the teacher. In the event the teacher feels the complaint is incomplete or unjust, a rebuttal may be submitted in writing within thirty (30) days of receipt and attached to the complaint before it becomes record. R-96 D. Each teacher shall have the right, upon request, to review the contents of one’s own personnel file, whether maintained at the individual building or District Administration Building, except confidential material such as placement credentials and anecdotal notes maintained by an Administrator. This review shall only be conducted in the presence of an administrator or designee. A representative of support the Association mayfor the purpose of engaging in collective bargaining or negotiation and other lawful activities short of strike, at the teacher’s request, accompany the teacher in this reviewfor mutual aid and protection. The teacher shall have the right to file As a response to material on file and said response shall become part of the personnel file. In the event a teacher disagrees with personnel file material, he/she may file a written rebuttal within thirty (30) days of receipt of such material. R-96 E. The Board will reimburse teachers for any damage or destruction of clothes or personal items while on duty on the premises of the school district up to $200.00 per incident. R-05 F. The Board shall promulgate policy regarding the appropriate use of physical force by teachers. A copy of the same shall be given to each teacher. Said policy shall be consistent with duly elected body exercising governmental power under the laws of the State of Michigan, but the question of legality shall Board 'undertakes and agrees that it will not be subject to the grievance procedure. Changes directly or indirectly discourage or deprive or coerce any teacher in the policy regarding physical force shall be made only after consultation enjoyment of any rights conferred by Act 379 or other laws of Michigan or the Constitutions of Michigan and the United States; that it will not discriminate against any teacher with respect to hours, wages, or any terms or conditions of employment by reason of his membership in the designated local representative(s) Association or his participation in any lawful activity of the Association. G. The district shall provide books, periodicals, paper and supplies for each classroom. When teachers are responsible for ordering textbooks and supplies for the following school year, the administration shall provide the student enrollment projections necessary to make such requisition by Memorial Day. N-96 H. The Board and the Association subscribe to a policy of progressive corrective discipline for non-probationary teachers. Discipline shall be issued only for just cause except for probationary teachers. Disciplinary actions directed toward a probationary teacher shall not be arbitrary or capricious. N-96 I. Each teacher will know and implement school rules, such as the school dress code as written, in order to create consistent discipline throughout the district. R-96 J. Teacher Representation Prior to any warning, reprimand, or disciplinary actioncollective professional negotiations with the Board or his institution of any grievance, a teacher shall be so notified and shall be entitledcomplaint, upon request, to have a representative of the Association present. When a request for such representative is made, no action shall be taken or proceeding under this Agreement with respect to any terms or conditions of employment. B. The Board agrees to make available to the Association, in response to reasonable requests from time to time, such information as is necessary for intelligent bargaining and negotiations and processing of grievances. C. The rights granted to teachers hereunder shall be deemed to be in addition to those provided elsewhere. D. No material originating after original employment will be placed in the teacher's personnel file unless the teacher until such representative has had an opportunity to review the material. The teacher may submit a written notation regarding any material and the same shall be attached to the file copy of the Association is present, but scheduling of a meeting will not exceed 48 hours except by mutual agreementmaterial in question. If the board teacher believes that material to be placed in their file is inappropriate, in error, or administration requests a written statement unsubstantiated, they may receive adjustment informally and/or through the grievance procedure provided cause is shown, whereupon the material will be corrected or expunged from a teacher subsequent to any incident or complaint, the file. If the teacher is asked to sign material placed in their file, such signatures shall be entitled understood to consult indicate their awareness of the material, but in no instance shall said signature be interpreted to mean agreement with the Association representative prior to issuing such statement provided this does not exceed 48 hours from content of the time of such request. N-96material.

TEACHER RIGHTS. A. The Board recognizes Association and its responsibility to continue to give administrative backing to its teachers, although each teacher bears the primary responsibility for maintaining proper control and discipline in the classroom. The Board recognizes its responsibilities to give support and assistance to teachers with respect to maintenance of control and discipline in the classroom. R-96 The teachers recognize that all disciplinary actions and methods invoked by them shall be reasonable and just, and in accordance with established Board policy. The Board shall provide each teacher with a copy of its discipline policy, which the parties agree to follow. It shall be the responsibility of the teacher to report to his/her principal the name of any student who, in the opinion of the teacher, needs particular assistance from skilled personnel. The teacher shall, upon request, be advised by the principal of the disposition of the teacher’s report that a particular student needs such assistance. R-05 B. A teacher may, members may use school building facilities at all timesreasonable hours for meetings, use reasonable force to protect himself/herself, any district employee, or a student from immediate physical injury or in other instances as authorized by the school code. Any case of attempted or actual assault or verbal or written threat upon a teacher which had in its inception in a school-centered problem shall be reported immediately to the teacher’s immediate supervisor. In the event of such an assault, the teacher involved may request the assistance of the District. This request from the teacher shall be reduced to writing and be given to the Superintendent or his/her designated representative, who shall make a determination as to whether the incident necessitates assistance from the District and/or law enforcement authorities, and the extent thereof. Said teacher will be given written notification of the determination and/or status within five (5) working days. R-09 In the event the teacher is charged with assaulting a student while on duty, the District shall, upon the request of the teacher, advise the teacher of his/her rights and possible recourse. Any assistance provided by the Board beyond this shall be provided to the extent covered by the Board’s liability insurance. Time lost by a teacher in defense of his/her action in connection with any incident mentioned in this Article shall not be charged against the teacher, provided the teacher was found not to be at fault and was acting in accordance with Board policies and/or administrative directiveson building usage. Use of computers, printers, photocopiers, local telephones and P.A. systems will be limited to general announcements and professional education activities. Campaigning, programming supplies, and other internal organization needs will be met by the Association. All P.A. announcements will be cleared by the principal. B. The Board and the Association agree that all rights and responsibilities concerning hours, wages and working conditions that are in the Board Policy Handbook (xxxx://xxxxxxxxxxxxxx.xxx/schoolboard/) will be followed except those which are inconsistent with those listed in this agreement or prohibited bargaining subjects under the Public Employment Relations Act (PERA). Teachers, however, shall not be responsible for any policies, rules or regulations which have not been distributed. C. Any formal complaint regarding Teachers are guaranteed Academic Freedom as subject to applicable law and Board policy. X. Xxxxxxx - It is agreed by the parties that the evaluation of student performance is the responsibility of the professional staff within the bargaining unit unless the law expressly requires otherwise. No change in any grade or test score assigned a specific teacher student may be made by the employer or its administrators without the prior knowledge of the bargaining unit member who assigned the grade or score and/or as complied with by law. The grade may not be changed without the teacher‘s consent unless Board policy is consulted and followed. E. No tenured bargaining unit member shall be promptly called disciplined for a reason that is arbitrary or capricious. Bargaining Unit Members who do not acquire tenure shall not be disciplined without just cause. The following shall apply to the attention all bargaining unit members unless prohibited by law. The term "discipline" as used in this agreement includes oral warnings and clearly designated written confirmations of oral warnings, written warnings, reprimands, suspensions with or without pay, reductions in rank, compensation, or discharge or other actions of a disciplinary nature. Any such discipline of the teacher in an attempt to resolve said issue. The teacher bargaining unit member shall promptly provide the administration with the full particulars of the alleged incident upon which the complaint is based. The teacher shall have the right to Association representation. In the event the complaint cannot be resolved at the oral level above, the complaint shall be placed in writing and provided to the teacher. In the event the teacher feels the complaint is incomplete or unjust, a rebuttal may be submitted in writing within thirty (30) days of receipt and attached to the complaint before it becomes record. R-96 D. Each teacher shall have the right, upon request, to review the contents of one’s own personnel file, whether maintained at the individual building or District Administration Building, except confidential material such as placement credentials and anecdotal notes maintained by an Administrator. This review shall only be conducted in the presence of an administrator or designee. A representative of the Association may, at the teacher’s request, accompany the teacher in this review. The teacher shall have the right to file a response to material on file and said response shall become part of the personnel file. In the event a teacher disagrees with personnel file material, he/she may file a written rebuttal within thirty (30) days of receipt of such material. R-96 E. The Board will reimburse teachers for any damage or destruction of clothes or personal items while on duty on the premises of the school district up to $200.00 per incident. R-05 F. The Board shall promulgate policy regarding the appropriate use of physical force by teachers. A copy of the same shall be given to each teacher. Said policy shall be consistent with the laws of the State of Michigan, but the question of legality shall not be subject to the grievance procedureprocedure hereinafter set forth including arbitration. Changes The specific grounds for disciplinary action will be presented in writing to the bargaining unit member, and the Association, at the discretion of the bargaining unit member, twenty-four hours before the discipline is imposed. All steps in the policy regarding physical force disciplinary process shall be clearly designated in the correspondence. Exceptions to the 24-hour notification may be made only after consultation with if an administrator deems the designated local representative(s) situation to be an emergency. This section does not apply to the non-renewal of the Associationa probationary teacher. G. The district shall provide books, periodicals, paper and supplies for each classroom. When teachers are responsible for ordering textbooks and supplies for the following school year, the administration shall provide the student enrollment projections necessary to make such requisition by Memorial Day. N-96 H. The Board and the Association subscribe to F. Upon request a policy of progressive corrective discipline for non-probationary teachers. Discipline bargaining unit member shall be issued only for just cause except for probationary teachers. Disciplinary actions directed toward a probationary teacher shall not be arbitrary or capricious. N-96 I. Each teacher will know and implement school rules, such as the school dress code as written, in order to create consistent discipline throughout the district. R-96 J. Teacher Representation Prior to any warning, reprimand, or disciplinary action, a teacher shall be so notified and shall be entitled, upon request, entitled to have present a representative of the Association presentduring any meeting which will or may reasonably lead to disciplinary action by the Board or its agent. When a request for such representative representation is made, no action shall be taken with respect to the teacher bargaining unit member until such representative of the Association is present, but scheduling of a meeting will not exceed 48 hours except by mutual agreement. . G. If the board or administration requests a written statement from a teacher subsequent Board requires an employee to any incident or complaintundergo medical examination in accord with the provision in Article III.A.6, the teacher employee reserves the right to a second examination by the physician of his or her choosing. All reasonable costs are to be assumed by the Board. The employee must be provided with a letter from the Board of Education or its representatives stating the reason for the medical examination request. H. Teachers shall be entitled provided copies of all materials related to consult with the Association representative prior to issuing such statement provided this does not exceed 48 hours from work performance at the time of such requestinclusion in their personnel files. N-96Such material shall be clearly labeled ―personnel file.‖ I. The Board shall supply the Association president a copy of the "Board Packet" one day before each Board meeting.

TEACHER RIGHTS. A. The Board recognizes its responsibility A teacher shall not be required to continue to give administrative backing to its teachers, although each teacher bears the primary responsibility for maintaining proper control and discipline in the classroom. The Board recognizes its responsibilities to give support and assistance to teachers with respect to maintenance of control and discipline in the classroom. R-96 The teachers recognize that all disciplinary actions and methods invoked by them shall be reasonable and just, and in accordance with established Board policy. The Board shall provide each teacher with a copy of its discipline policy, carry out an assignment which the parties agree to follow. It shall be the responsibility of the teacher to report to his/her principal the name of any student who, in the opinion of the teacher, needs particular assistance from skilled personnel. The teacher shall, upon request, be advised by the principal of the disposition of threatens the teacher’s report that a particular student needs such assistance. R-05physical safety. B. A teacher may, at all times, use reasonable force to protect himself/herself, any district employee, or a student from immediate physical injury or in other instances as authorized by the school code. Any case of attempted or actual assault or verbal or written threat upon a teacher which had in its inception in a school-centered problem phone shall be reported immediately provided in either the teachers’ lounge or work area of each school building, if phones are not available in each individual teacher’s classroom or work area in that building. C. Teachers shall be permitted to have access to their personnel file(s) with the exception of information designated as confidential secured in the course of employing the teacher’s immediate supervisor. In the event of such an assault, the teacher involved may request the assistance of the District. This request from the . D. A teacher shall be reduced to writing and be given to the Superintendent or his/her designated representative, who shall make a determination as to whether the incident necessitates assistance from the District and/or law enforcement authorities, and the extent thereof. Said teacher will be given written notification of the determination and/or status notified within five (5) working daysdays if anything of a derogatory nature is placed in his / her personnel file(s). R-09 In Derogatory material may become a part of the event supportive data included in the summative evaluation by the building principal. If the teacher is charged with assaulting a student while on dutychooses to respond, the District shallhe/she shall do so, upon the request of the teacherin writing, advise the teacher of within five (5) working days after notification that such material has been placed in his/her rights and possible recoursefile(s). Any assistance provided by the Board beyond this Such response shall be provided to the extent covered by the Board’s liability insurance. Time lost by a teacher in defense of his/her action in connection with any incident mentioned in this Article shall not be charged against the teacher, provided the teacher was found not to be at fault and was acting in accordance with Board policies and/or administrative directives. C. Any formal complaint regarding a specific teacher shall be promptly called to the attention of the teacher in an attempt to resolve said issue. The teacher shall promptly provide the administration with the full particulars of the alleged incident upon which the complaint is based. The teacher shall have the right to Association representation. In the event the complaint cannot be resolved at the oral level above, the complaint shall be placed in writing and provided to the teacher. In the event the teacher feels the complaint is incomplete or unjust, a rebuttal may be submitted in writing within thirty (30) days of receipt and attached to the complaint before it becomes recordmaterial and placed in the teacher’s personnel file(s). R-96 D. Each teacher shall have the rightAll derogatory material, upon request, to review the contents of one’s own personnel file, whether maintained at the individual building or District Administration Building, except confidential material such as placement credentials and anecdotal notes maintained by an Administrator. This review shall only be conducted in the presence of an administrator or designee. A representative of the Association may, at the teacher’s request, accompany shall be removed from the teacher in this reviewteacher’s personnel file(s) if such material has been on file for three (3) years and there has been no recurrence of circumstances similar to those which prompted the inclusion of the derogatory material. The teacher shall have the right to file a response to material on file and said response shall become part of the personnel file. In the event a teacher disagrees with personnel file material, he/she may file a written rebuttal within thirty (30) days of receipt of such material. R-96 E. The Board will reimburse teachers for any damage or destruction of clothes or personal items while on duty on the premises of the school district up to $200.00 per incident. R-05 F. The Board shall promulgate policy regarding the appropriate use of physical force by teachers. A copy of the same shall be given to each teacher. Said policy shall be consistent with the laws of the State of Michigan, but the question of legality formal evaluation instrument shall not be subject to the grievance procedure. Changes in the policy regarding physical force shall be made only after consultation with the designated local representative(s) of the Associationsuch removal. G. The district shall provide books, periodicals, paper and supplies for each classroom. When teachers are responsible for ordering textbooks and supplies for the following school year, the administration shall provide the student enrollment projections necessary to make such requisition by Memorial Day. N-96 H. The Board and the Association subscribe to a policy of progressive corrective discipline for non-probationary teachers. Discipline shall be issued only for just cause except for probationary teachers. Disciplinary actions directed toward a probationary E. A teacher shall not be arbitrary suspended or capricious. N-96terminated without just cause and due process. I. Each teacher will know and implement school rules, such as the school dress code as written, in order to create consistent discipline throughout the district. R-96 J. Teacher Representation Prior to any warning, reprimand, or disciplinary action, a F. No teacher shall be so notified required to administer medication or to provide any medical procedure beyond basic first aid. G. In all elementary grades one (1) through six (6), art, music, and physical education shall be entitled, upon request, taught by licensed specialists in those areas. Any waiver to have a representative of the Association present. When a request for such representative is made, no action this shall be taken with respect mutually agreed upon by parties. H. No teacher shall be required to create any document or report for the teacher until such representative sole purpose of inclusion in the Association is presentbuilding administrator’s performance pay supporting notebook. However, but scheduling of this provision shall not prevent a meeting will not exceed 48 hours except by mutual agreement. If the board or administration requests a written statement building administrator from requesting from a teacher subsequent a copy of a previously prepared document or report or requesting teachers to any incident or complaint, complete a survey about the building administrator’s performance. I. No teacher shall be entitled required to consult with grade the Association representative prior objective portion of any School Corporation supplied test, unless the teacher has access to issuing such statement provided this does not exceed 48 hours a scan-tron, or other automated grading, machine in the teacher’s building, and an adequate supply of scan-tron, or other automatic grading, forms are available. J. A teacher’s seniority shall be the length of the teacher’s continuous service from the time teacher’s last hire by the School Corporation. The teacher’s “last date of such requesthire” shall mean the earlier of the date the teacher signs a letter of intent to work for the School Corporation or the first day the teacher actually teaches for the School Corporation as a regular teacher. N-96A teacher shall hold seniority in each of the teacher’s certifications/endorsements. When any decision required under this Agreement must be determined on the basis of seniority and two (2) or more teachers affected by the decision have the same seniority, the identification of the most senior teacher shall be made by lot unless otherwise specifically provided in this Agreement.

TEACHER RIGHTS. A. The Board recognizes its responsibility to continue to give administrative backing to its teachers, although each teacher bears 5.1 As a duly elected body exercising governmental power within the primary responsibility for maintaining proper control and discipline in the classroom. The Board recognizes its responsibilities to give support and assistance to teachers with respect to maintenance of control and discipline in the classroom. R-96 The teachers recognize that all disciplinary actions and methods invoked by them shall be reasonable and just, and in accordance with established Board policy. The Board shall provide each teacher with a copy of its discipline policy, which the parties agree to follow. It shall be the responsibility laws of the teacher to report to his/her principal the name State of any student who, in the opinion of the teacher, needs particular assistance from skilled personnel. The teacher shall, upon request, be advised by the principal of the disposition of the teacher’s report that a particular student needs such assistance. R-05 B. A teacher may, at all times, use reasonable force to protect himself/herself, any district employee, or a student from immediate physical injury or in other instances as authorized by the school code. Any case of attempted or actual assault or verbal or written threat upon a teacher which had in its inception in a school-centered problem shall be reported immediately to the teacher’s immediate supervisor. In the event of such an assaultVermont, the teacher involved may request the assistance of the District. This request from the teacher shall be reduced to writing and be given to the Superintendent or his/her designated representative, who shall make a determination as to whether the incident necessitates assistance from the District and/or law enforcement authorities, and the extent thereof. Said teacher will be given written notification of the determination and/or status within five (5) working days. R-09 In the event the teacher is charged with assaulting a student while on duty, the District shall, upon the request of the teacher, advise the teacher of his/her rights and possible recourse. Any assistance provided by the Board beyond this shall be provided to the extent covered by the Board’s liability insurance. Time lost by a teacher in defense of his/her action in connection with any incident mentioned in this Article shall not be charged against the teacher, provided the teacher was found not to be at fault and was acting in accordance with Board policies and/or administrative directives. C. Any formal complaint regarding a specific teacher shall be promptly called to the attention of the teacher in an attempt to resolve said issue. The teacher shall promptly provide the administration with the full particulars of the alleged incident upon which the complaint is based. The hereby agrees that every teacher shall have the right to freely organize, join or not join and support the Association representationfor the purpose of engaging in collective negotiations. In The Board shall not discriminate against any teacher with respect to hours, wages or any terms or conditions of employment by reason of his/her membership in the event Association and its affiliates, his/her participation in any legitimate activities of the Association, collective negotiations with the Board, or his/her institution of any grievance, complaint cannot be resolved at or proceeding under this Agreement. 5.2 Whenever any teacher is required to appear before the oral level aboveSuperintendent, Board, principal or any committee or member thereof, the complaint shall be placed in writing and provided to intent of which meeting concerns any matter which could adversely affect the teacher. In the event the teacher feels the complaint is incomplete or unjust, a rebuttal may be submitted in writing within thirty (30) days continuation of receipt and attached to the complaint before it becomes record. R-96 D. Each teacher shall have the right, upon request, to review the contents of one’s own personnel file, whether maintained at the individual building or District Administration Building, except confidential material such as placement credentials and anecdotal notes maintained by an Administrator. This review shall only be conducted in the presence of an administrator or designee. A representative of the Association may, at the teacher’s request, accompany the that teacher in this review. The teacher shall have the right to file a response to material on file and said response shall become part his/her office or position of the personnel file. In the event a teacher disagrees with personnel file materialemployment, he/she may file a written rebuttal within thirty (30) days of receipt of such material. R-96 E. The Board will reimburse teachers for any damage or destruction of clothes or personal items while on duty on the premises of the school district up to $200.00 per incident. R-05 F. The Board shall promulgate policy regarding the appropriate use of physical force by teachers. A copy of the same shall be given to each teacher. Said policy shall be consistent with the laws of the State of Michigan, but the question of legality shall not be subject to the grievance procedure. Changes in the policy regarding physical force shall be made only after consultation with the designated local representative(s) of the Association. G. The district shall provide books, periodicals, paper and supplies for each classroom. When teachers are responsible for ordering textbooks and supplies for the following school year, the administration shall provide the student enrollment projections necessary to make such requisition by Memorial Day. N-96 H. The Board and the Association subscribe to a policy of progressive corrective discipline for non-probationary teachers. Discipline shall be issued only for just cause except for probationary teachers. Disciplinary actions directed toward a probationary teacher shall not be arbitrary or capricious. N-96 I. Each teacher will know and implement school rules, such as the school dress code as written, in order to create consistent discipline throughout the district. R-96 J. Teacher Representation Prior to any warning, reprimand, or disciplinary action, a teacher shall be so notified and shall be entitled, upon request, entitled to have a representative of the Association presentpresent to advise him/her and represent him/her during such meeting or interview. 5.3 No teacher will be held on step, disciplined, suspended, dismissed, placed on probation, or non-renewal without just and sufficient cause. When a request for such representative is madeProbationary teachers and those hired pursuant to one-year non-renewable contracts shall not have just cause rights regarding suspension, dismissal or non-renewal of their contracts. The non-renewal, suspension and dismissal of all non-probationary teachers may be appealed by either 16 V.S.A. §1752, or the grievance and arbitration procedures of this Agreement. The election of one method of appeal shall preclude the other. 5.4 The foregoing will in no action shall be taken with respect way limit the authority of the Superintendent to recommend dismissal under state law to the teacher until such representative Board, or the authority of the Association is presentBoard, but scheduling under state law, to dismiss teachers. 5.5 The ANWSD Faculty/Employee Handbook will be updated annually before the start of a meeting each school year. A draft copy will not exceed 48 hours except by mutual agreement. If be provided to the board or administration requests a written statement from a teacher subsequent to any incident or complaint, the teacher shall be entitled to consult with Secretary of ANTA for review on August 5 annually; the Association representative prior will have ten (10) calendar days to issuing such statement provided this does not exceed 48 hours from complete its review and to provide feedback to the time Superintendent. The ANWSD Faculty/Employee Handbook will be distributed no later than the first day of such request. N-96in-service.

TEACHER RIGHTS. A. Nondiscrimination The Board recognizes its responsibility District shall not discriminate against any certificated employee due to continue to give administrative backing to its teachersparticipation, although each teacher bears the primary responsibility for maintaining proper control and discipline membership, or non-membership in the classroom. Association, so long as the activity does not conflict with local, state, or federal regulations or laws. B. Right to Comment and Criticize The Board District recognizes its responsibilities to give support and assistance to teachers with respect to maintenance of control and discipline in the classroom. R-96 The teachers recognize that all disciplinary actions and methods invoked by them shall be reasonable and just, and in accordance with established Board policy. The Board shall provide each teacher with a copy of its discipline policy, which the parties agree to follow. It shall be the responsibility of the teacher to report to his/her principal the name of any student who, in the opinion of the teacher, needs particular assistance from skilled personnel. The teacher shall, upon request, be advised by the principal of the disposition of the teacher’s report that a particular student needs such assistanceright to comment and criticize as per AS 14.20.095. C. Open Personnel Files All teachers’ personnel files shall be maintained under the following conditions: 1. R-05 B. A teacher mayAll materials, at all timesexcept references and information originating outside the District on the basis of confidentiality, use reasonable force to protect himself/herself, any district employee, or a student from immediate physical injury or in other instances as authorized by the school code. Any case of attempted or actual assault or verbal or written threat upon a teacher which had in its inception placed in a school-centered problem teacher’s personnel file, shall be reported immediately available to that teacher upon request and in the teacher’s immediate supervisor. In the event of such an assaultpresence of, the teacher involved may request the assistance of the District. This request from the teacher shall be reduced to writing and be given to the Superintendent or his/her designated representative, who shall make a determination as to whether the incident necessitates assistance from the District and/or law enforcement authorities, and the extent thereofdesignee. Said teacher will be given written notification of the determination and/or status within five (5) working days. R-09 In the event the teacher is charged with assaulting a student while on duty, the District shall, upon the request of the teacher, advise the teacher of his/her rights and possible recourse. Any assistance provided by the Board beyond this shall be provided to the extent covered by the Board’s liability insurance. Time lost by a teacher in defense of his/her action in connection with any incident mentioned in this Article Anonymous material shall not be charged against placed in the teacher, provided the teacher was found not to be at fault and was acting in accordance with Board policies and/or administrative directivesfile. C. Any formal complaint regarding a specific teacher shall be promptly called to the attention of the teacher in an attempt to resolve said issue2. The teacher shall promptly provide receive a copy of all material to be placed in that teacher’s personnel file regarding conduct, performance, character or personality during the administration teacher’s employment with the full particulars District. No material describing conduct or performance will be placed in a teacher’s file unless the teacher has had an opportunity to read and sign the document. Such signature does not necessarily indicate agreement with the content of the alleged incident upon which the complaint is basedsuch material. 3. The teacher shall have the right to Association representationrespond in writing to material filed under this subsection and have the response placed in the file with materials referenced in the response. 4. In Evaluation forms and other documents pertaining to teacher performance and character shall remain a permanent part of the event teacher’s personnel file and no such items shall be removed without written permission of the complaint cannot teacher. 5. The teacher shall be resolved furnished copies of materials in the teacher’s personnel file upon written request on a one-time basis at the oral level aboveDistrict-expense. On an annual basis, the complaint shall teacher may also make a written request for copies of newly filed materials, also at District- expense. Additional requests and copies will be placed in writing and provided to the teacher. In the event the teacher feels the complaint is incomplete or unjust, a rebuttal may be submitted in writing within thirty (30) days of receipt and attached to the complaint before it becomes record. R-96 D. Each teacher shall have the right, upon request, to review the contents of one’s own personnel file, whether maintained at the individual building or District Administration Building, except confidential material such as placement credentials and anecdotal notes maintained by an Administrator. This review shall only be conducted in the presence of an administrator or designee. A representative of the Association may, at the teacher’s expense. For purposes of this paragraph, the term “teacher” shall include the teacher’s designee provided that the designee’s authorization is in writing and filed with the District. 6. Upon the teacher’s written request, accompany the teacher in this review. The teacher shall have the right material found to file a response to material on file and said response shall become part of the personnel file. In the event a teacher disagrees with personnel file material, he/she may file a written rebuttal within thirty (30) days of receipt of such material. R-96 E. The Board will reimburse teachers for any damage be inaccurate or destruction of clothes or personal items while on duty on the premises of the school district up to $200.00 per incident. R-05 F. The Board shall promulgate policy regarding the appropriate use of physical force by teachers. A copy of the same shall be given to each teacher. Said policy shall be consistent with the laws of the State of Michigan, but the question of legality shall not be subject to untrue as determined through the grievance procedure, will be removed from the teacher’s personnel file. D. Assignment of Administrative Duties When the site administrator must be off site s/he shall, in writing, appoint a designee to assume his/her duties with copies sent to immediate supervisor and superintendent. Changes in the policy regarding physical force shall The designee will not be made only after consultation with the designated local representative(s) responsible for staff evaluations. Prior to planned absences of the Association. G. The district shall provide books, periodicals, paper and supplies for each classroom. When teachers are responsible for ordering textbooks and supplies for the following school yearsite administrator, the administration shall provide designee will be briefed on responsibilities and procedures. The designee will be compensated at the student enrollment projections necessary to make such requisition by Memorial Dayrate of $75 per day (based upon the head teacher compensation). N-96 H. The Board and the Association subscribe to A substitute may be provided on a policy of progressive corrective discipline for noncase-probationary teachers. Discipline shall be issued only for just cause except for probationary teachers. Disciplinary actions directed toward a probationary teacher shall not be arbitrary or capricious. N-96 I. Each teacher will know and implement school rules, such as the school dress code as written, in order to create consistent discipline throughout the district. R-96 J. Teacher Representation Prior to any warning, reprimand, or disciplinary action, a teacher shall be so notified and shall be entitled, upon request, to have a representative of the Association present. When a request for such representative is made, no action shall be taken with respect to the teacher until such representative of the Association is present, but scheduling of a meeting will not exceed 48 hours except by mutual agreement. If the board or administration requests a written statement from a teacher subsequent to any incident or complaint, the teacher shall be entitled to consult with the Association representative prior to issuing such statement provided this does not exceed 48 hours from the time of such request. N-96by-case basis.

TEACHER RIGHTS. A. The Board recognizes its responsibility 1. No teacher shall be disciplined - including earnings, suspensions, discharges, furlough/layoffs, or other actions of a disciplinary nature - without just cause. Any such discipline shall be subject to continue to give administrative backing to its teachers, although each teacher bears the primary responsibility for maintaining proper control and discipline in the classroomgrievance procedure including arbitration. The Board recognizes its responsibilities specific grounds forming the basis for disciplinary action will be made available to give support and assistance the bargaining unit member in writing. This article does not apply to teachers dismissal of probationary teachers. 2. A bargaining unit member shall be entitled to have present a representative of the Association during any meeting which leads to disciplinary action. When a request for such representation is made, no action shall be taken with respect to maintenance the bargaining unit member until such representative of control and discipline in the classroomAssociation is present. R-96 The teachers recognize that all Should disciplinary actions and methods invoked by them action be likely to occur at a given meeting, the bargaining unit member shall be reasonable advised immediately of said possibility and just, and in accordance with established Board policy. The Board shall provide each teacher with a copy of its discipline policy, which the parties agree to follow. It shall be the responsibility of the teacher to report to his/her principal the name of any student who, in the opinion of the teacher, needs particular assistance from skilled personnel. The teacher shall, upon request, be advised by the principal of the disposition of the teacher’s report that a particular student needs such assistance. R-05 B. A teacher may, at all times, use reasonable force to protect himself/herself, any district employee, or a student from immediate physical injury or in other instances as authorized by the school code. Any case of attempted or actual assault or verbal or written threat upon a teacher which had in its inception in a school-centered problem shall be reported immediately to the teacher’s immediate supervisor. In the event of such an assault, the teacher involved may request the assistance of the District. This request from the teacher shall be reduced to writing and be given to the Superintendent or his/her designated representative, who shall make a determination as to whether the incident necessitates assistance from the District and/or law enforcement authorities, and the extent thereof. Said teacher will be given written notification of the determination and/or status within five (5) working days. R-09 In the event the teacher is charged with assaulting a student while on duty, the District shall, upon the request of the teacher, advise the teacher of his/her rights and possible recourse. Any assistance provided by the Board beyond this shall be provided to the extent covered by the Board’s liability insurance. Time lost by a teacher in defense of his/her action in connection with any incident mentioned in this Article shall not be charged against the teacher, provided the teacher was found not to be at fault and was acting in accordance with Board policies and/or administrative directives. C. Any formal complaint regarding a specific teacher shall be promptly called to the attention of the teacher in an attempt to resolve said issue. The teacher shall promptly provide the administration with the full particulars of the alleged incident upon which the complaint is based. The teacher shall have the right to Association representationrepresentation under this provision of the agreement. 3. In the event the complaint cannot be resolved at the oral level above, the complaint shall be placed in writing and provided to the teacher. In the event the teacher feels the complaint is incomplete or unjust, a rebuttal may be submitted in writing within thirty (30) days of receipt and attached to the complaint before it becomes record. R-96 D. Each teacher employee shall have the right, upon request, to review the contents of onehis/her personnel file and to attach a written response to any of its contents. 4. Should the district receive a FOIA (Freedom of Information Act) request for items from an employee’s own personnel file, whether maintained at the individual building employee will be given a copy of the FOIA request and a copy of the information from his/her personnel file provided through the request. 5. Within five (5) days, if any material derogatory to an employee's conduct, service, character or District Administration Buildingpersonality be placed in his/her personnel file, except confidential the employee shall acknowledge placement by signing the document with the understanding that such signature merely signifies that he/she has been shown the material such as placement credentials and anecdotal notes maintained by an Administratordoes not necessarily indicate agreement with it’s contents. This review shall only No material which may be conducted used for punitive action may be placed in the presence of an administrator or designee. A representative personnel file if thirty (30) calendar days have elapsed from the date the employee and immediate supervisor had knowledge of the Association may, at occurrence. The thirty day calendar limit does not include materials being placed in the teacher’s request, accompany personnel file describing or referring to patterns of unsatisfactory performance. 6. SCHOOL CODE RIGHTS - Whenever any rights or benefits accorded employees under the teacher SCHOOL CODE OF THE STATE OF ILLINOIS or under other laws and regulations exceed the benefits accorded employees elsewhere in this reviewAgreement, then such rights and benefits shall be incorporated into, and become a part of, this Agreement. 7. The teacher Carrier Xxxxx-Stonefort Unit 2 Teacher Evaluation Plan shall have the right to file a response to material on file and said response shall become part meet state guidelines. The SCAT members of the personnel filePERA joint committee shall be appointed by the association president. 8. In the event of staff reduction (RIF), recall rights for teachers eligible for recall rights shall be in effect from the date of termination for one (1) calendar year beginning with the next school term. The RIF’d employee has the responsibility to keep a teacher disagrees with personnel current address on file material, he/she may file a written rebuttal within thirty (30) days of receipt of such material. R-96in the district office. E. The Board will reimburse teachers for any damage or destruction of clothes or personal items while on duty on the premises of the school district up to $200.00 per incident. R-05 F. The Board shall promulgate policy regarding the appropriate use of physical force by teachers9. A copy of the same RIF (Reduction in Force) Joint Committee shall be given established each year prior to each teacher. Said policy shall be consistent with the laws December 1, consisting of the State equal numbers of Michigan, but the question of legality shall not be subject to the grievance procedure. Changes in the policy regarding physical force shall be made only after consultation with the designated local representative(s) of the Association. G. The district shall provide books, periodicals, paper and supplies for each classroom. When teachers are responsible for ordering textbooks and supplies for the following school year, the administration shall provide the student enrollment projections necessary to make such requisition by Memorial Day. N-96 H. The Board representatives from SCAT and the Association subscribe to a policy of progressive corrective discipline for non-probationary teachers. Discipline shall be issued only for just cause except for probationary teachers. Disciplinary actions directed toward a probationary teacher shall not be arbitrary or capricious. N-96 I. Each teacher will know and implement school rules, such as the school dress code as written, in order to create consistent discipline throughout the district. R-96 J. Teacher Representation Prior to any warning, reprimand, or disciplinary action, a teacher shall be so notified and shall be entitled, upon request, to have a representative of the Association present. When a request for such representative is made, no action shall be taken with respect to the teacher until such representative of the Association is present, but scheduling of a meeting will not exceed 48 hours except by mutual agreement. If the board or administration requests a written statement from a teacher subsequent to any incident or complaint, the teacher shall be entitled to consult with the Association representative prior to issuing such statement provided this does not exceed 48 hours from the time of such request. N-96Board (Administration).

TEACHER RIGHTS. A. 6.1 The Board recognizes its responsibility Mascenic Regional School system agrees that it will in no way discriminate against bargaining unit members because of their race, creed, religion, color, national origin or ancestry, age, sex, marital status, physical characteristics, disability, sexual orientation, or Association membership. 6.2 Teachers shall have the right, upon reasonable notice, to continue to give administrative backing to its teachers, although each teacher bears the primary responsibility for maintaining proper control review and discipline in the classroom. The Board recognizes its responsibilities to give support and assistance to teachers with respect to maintenance of control and discipline in the classroom. R-96 The teachers recognize that all disciplinary actions and methods invoked by them shall be reasonable and just, and in accordance with established Board policy. The Board shall provide each teacher with a copy of its discipline policy, which the parties agree to follow. It shall be the responsibility of the teacher to report to his/her principal the name make copies of any student whoinformation in their file, in the opinion of the teacher, needs particular assistance from skilled personnel. The teacher shall, upon request, be advised by the principal of the disposition of the teacher’s report that a particular student needs such assistance. R-05 B. A teacher may, at all times, use reasonable force to protect himself/herself, any district employee, or a student from immediate physical injury or in other instances as authorized by the school code. Any case of attempted or actual assault or verbal or written threat upon a teacher which had in its inception in a schoolexcept confidential pre-centered problem shall be reported immediately to the teacher’s immediate supervisor. In the event of such an assault, the teacher involved may request the assistance of the District. This request from the teacher shall be reduced to writing and be given to the Superintendent or his/her designated representative, who shall make a determination as to whether the incident necessitates assistance from the District and/or law enforcement authorities, and the extent thereof. Said teacher will be given written notification of the determination and/or status within five (5) working days. R-09 In the event the teacher is charged with assaulting a student while on duty, the District shall, upon the request of the teacher, advise the teacher of his/her rights and possible recourse. Any assistance provided by the Board beyond this shall be provided to the extent covered by the Board’s liability insurance. Time lost by a teacher in defense of his/her action in connection with any incident mentioned in this Article shall not be charged against the teacher, provided the teacher was found not to be at fault and was acting in accordance with Board policies and/or administrative directives. C. Any formal complaint regarding a specific teacher shall be promptly called to the attention of the teacher in an attempt to resolve said issue. The teacher shall promptly provide the administration with the full particulars of the alleged incident upon which the complaint is basedemployment references. The teacher shall have the right to be accompanied by an Association representationrepresentative. In Notice of request will be given in writing to the event the complaint cannot be resolved at the oral level above, the complaint Superintendent or his designee. The file shall be placed in writing and provided to the teacher. In the event the teacher feels the complaint is incomplete or unjust, a rebuttal may be submitted in writing within thirty (30) days of receipt and attached to the complaint before it becomes record. R-96 D. Each teacher shall have the right, upon request, to review the contents of one’s own personnel file, whether maintained at the individual building or District Administration Building, except confidential material such as placement credentials and anecdotal notes maintained by an Administrator. This review shall only be conducted located in the presence of an administrator or designee. A representative of the Association may, at the teacher’s request, accompany the teacher in this reviewSAU central office. The teacher shall have the right receive copies of any material to be placed in his/her file and may attach a response to any material on file and said response shall become part of in the personnel file. In the event a teacher disagrees with personnel file material, he/she may file a written rebuttal within thirty (30) days The signature of receipt of such material. R-96 E. The Board will reimburse teachers for any damage or destruction of clothes or personal items while on duty on the premises of the school district up to $200.00 per incident. R-05 F. The Board shall promulgate policy regarding the appropriate use of physical force by teachers. A copy of the same shall be given to each teacher. Said policy shall be consistent with the laws of the State of Michigan, but the question of legality shall not be subject to the grievance procedure. Changes in the policy regarding physical force shall be made only after consultation with the designated local representative(s) of the Association. G. The district shall provide books, periodicals, paper and supplies for each classroom. When teachers are responsible for ordering textbooks and supplies for the following school year, the administration shall provide the student enrollment projections necessary to make such requisition by Memorial Day. N-96 H. The Board and the Association subscribe to a policy of progressive corrective discipline for non-probationary teachers. Discipline shall be issued only for just cause except for probationary teachers. Disciplinary actions directed toward a probationary teacher shall not be arbitrary or capricious. N-96 I. Each teacher will know and implement school rules, such as the school dress code as written, in order to create consistent discipline throughout the district. R-96 J. Teacher Representation Prior to any warning, reprimand, or disciplinary action, a teacher shall be so notified and shall be entitled, upon request, to have a representative of the Association present. When a request for such representative is made, no action shall be taken with respect to the teacher until such representative of the Association is present, but scheduling of a meeting will not exceed 48 hours except by mutual agreement. If the board or administration requests a written statement from a teacher subsequent to any incident or complaint, the teacher shall be entitled evidence of receipt of copy and not as assent to consult with the Association representative prior contents. No documents may be used as evidence against a teacher in any proceeding unless the document is included in the official file of the teacher maintained at the SAU central office and available to issuing the teacher for inspection. No document in the Principal’s personal files may be used in any proceeding against a teacher and are maintained only for the personal use of the Principal. 6.3 Under the terms of this agreement, an employee shall not be disciplined up to and including non-renewal and dismissal, except for just cause. Just cause, for the purposes of this agreement, shall mean the evidence supports the disciplinary action. Non-renewal of probationary teachers pursuant to RSA 189:14 shall be excluded under this section. 6.4 Any person elected before June 30 for employment in the following school year shall, no later than August 1, provide to the Superintendent’s office proof that such statement provided member holds appropriate and then current New Hampshire or other required credentials for the position to which the person was elected. For purposes of this does section “appropriate credentials” would include any statutory or regulatory exceptions, alternatives, or waivers to full credentials (e.g., “Permission to Employ” letters, “In Process of Certification” status, etc.). 6.5 Complaints or concerns by parents or other members of the community shall not exceed 48 hours from be used in the time evaluation or discipline of such request. N-96a bargaining unit member, unless he or she is given full knowledge of the origin and substance of those concerns or complaints and given the opportunity for rebuttal.

TEACHER RIGHTS. A. 6.1 The Board recognizes its responsibility Mascenic Regional School system agrees that it will in no way discriminate against bargaining unit members because of their race, creed, religion, color, national origin or ancestry, age, sex, marital status, physical characteristics, disability, sexual orientation, or Association membership. 6.2 Teachers shall have the right, upon reasonable notice, to continue to give administrative backing to its teachers, although each teacher bears the primary responsibility for maintaining proper control review and discipline in the classroom. The Board recognizes its responsibilities to give support and assistance to teachers with respect to maintenance of control and discipline in the classroom. R-96 The teachers recognize that all disciplinary actions and methods invoked by them shall be reasonable and just, and in accordance with established Board policy. The Board shall provide each teacher with a copy of its discipline policy, which the parties agree to follow. It shall be the responsibility of the teacher to report to his/her principal the name make copies of any student whoinformation in their file, in the opinion of the teacher, needs particular assistance from skilled personnel. The teacher shall, upon request, be advised by the principal of the disposition of the teacher’s report that a particular student needs such assistance. R-05 B. A teacher may, at all times, use reasonable force to protect himself/herself, any district employee, or a student from immediate physical injury or in other instances as authorized by the school code. Any case of attempted or actual assault or verbal or written threat upon a teacher which had in its inception in a schoolexcept confidential pre-centered problem shall be reported immediately to the teacher’s immediate supervisor. In the event of such an assault, the teacher involved may request the assistance of the District. This request from the teacher shall be reduced to writing and be given to the Superintendent or his/her designated representative, who shall make a determination as to whether the incident necessitates assistance from the District and/or law enforcement authorities, and the extent thereof. Said teacher will be given written notification of the determination and/or status within five (5) working days. R-09 In the event the teacher is charged with assaulting a student while on duty, the District shall, upon the request of the teacher, advise the teacher of his/her rights and possible recourse. Any assistance provided by the Board beyond this shall be provided to the extent covered by the Board’s liability insurance. Time lost by a teacher in defense of his/her action in connection with any incident mentioned in this Article shall not be charged against the teacher, provided the teacher was found not to be at fault and was acting in accordance with Board policies and/or administrative directives. C. Any formal complaint regarding a specific teacher shall be promptly called to the attention of the teacher in an attempt to resolve said issue. The teacher shall promptly provide the administration with the full particulars of the alleged incident upon which the complaint is basedemployment references. The teacher shall have the right to be accompanied by an Association representationrepresentative. In Notice of request will be given in writing to the event the complaint cannot be resolved at the oral level above, the complaint Superintendent or his designee. The file shall be placed in writing and provided to the teacher. In the event the teacher feels the complaint is incomplete or unjust, a rebuttal may be submitted in writing within thirty (30) days of receipt and attached to the complaint before it becomes record. R-96 D. Each teacher shall have the right, upon request, to review the contents of one’s own personnel file, whether maintained at the individual building or District Administration Building, except confidential material such as placement credentials and anecdotal notes maintained by an Administrator. This review shall only be conducted located in the presence of an administrator or designee. A representative of the Association may, at the teacher’s request, accompany the teacher in this reviewSAU central office. The teacher shall have the right receive copies of any material to be placed in his/her file and may attach a response to any material on file and said response shall become part of in the personnel file. In the event a teacher disagrees with personnel file material, he/she may file a written rebuttal within thirty (30) days The signature of receipt of such material. R-96 E. The Board will reimburse teachers for any damage or destruction of clothes or personal items while on duty on the premises of the school district up to $200.00 per incident. R-05 F. The Board shall promulgate policy regarding the appropriate use of physical force by teachers. A copy of the same shall be given to each teacher. Said policy shall be consistent with the laws of the State of Michigan, but the question of legality shall not be subject to the grievance procedure. Changes in the policy regarding physical force shall be made only after consultation with the designated local representative(s) of the Association. G. The district shall provide books, periodicals, paper and supplies for each classroom. When teachers are responsible for ordering textbooks and supplies for the following school year, the administration shall provide the student enrollment projections necessary to make such requisition by Memorial Day. N-96 H. The Board and the Association subscribe to a policy of progressive corrective discipline for non-probationary teachers. Discipline shall be issued only for just cause except for probationary teachers. Disciplinary actions directed toward a probationary teacher shall not be arbitrary or capricious. N-96 I. Each teacher will know and implement school rules, such as the school dress code as written, in order to create consistent discipline throughout the district. R-96 J. Teacher Representation Prior to any warning, reprimand, or disciplinary action, a teacher shall be so notified and shall be entitled, upon request, to have a representative of the Association present. When a request for such representative is made, no action shall be taken with respect to the teacher until such representative of the Association is present, but scheduling of a meeting will not exceed 48 hours except by mutual agreement. If the board or administration requests a written statement from a teacher subsequent to any incident or complaint, the teacher shall be entitled evidence of receipt of copy and not as assent to consult with the Association representative prior contents. No documents may be used as evidence against a teacher in any proceeding unless the document is included in the official file of the teacher maintained at the SAU central office and available to issuing the teacher for inspection. No document in the Principal's personal files may be used in any proceeding against a teacher and are maintained only for the personal use of the Principal. 6.3 Under the terms of this agreement, an employee shall not be disciplined up to and including non-renewal and dismissal, except for just cause. Just cause, for the purposes of this agreement, shall mean the evidence supports the disciplinary action. Non-renewal of probationary teachers pursuant to RSA 189:14 shall be excluded under this section. 6.4 Any person elected before June 30 for employment in the following school year shall, no later than July 1, provide to the Superintendent's office proof that such statement provided member holds appropriate and then current New Hampshire or other required credentials for the position to which the person was elected. For purposes of this does section "appropriate credentials" would include any statutory or regulatory exceptions, alternatives, or waivers to full credentials (e. g., "Permission to Employ" letters, "In Process of Certification" status, etc.). 6.5 Complaints or concerns by parents or other members of the community shall not exceed 48 hours from be used in the time evaluation or discipline of such request. N-96a bargaining unit member, unless he or she is given full knowledge of the origin and substance of those concerns or complaints and given the opportunity for rebuttal.