Common use of TEACHERS’ RIGHTS Clause in Contracts

TEACHERS’ RIGHTS. A. The District will adhere to the principle of progressive discipline, provided the lesser forms of discipline may be omitted in cases of serious misconduct. Before an employee is reprimanded in writing, suspended, or discharged, the employee will be provided written notice of the alleged infraction, and adequate opportunity to respond and rebut the allegations, and have a right to Association representation. B. No teacher shall be disciplined including reprimand, reduction in rank or compensation, suspension or dismissal, or be denied renewal of contract without just cause, except that just cause shall not apply to probationary teachers within RSU #38. Just cause does not apply to the non-appointment of a teacher to a position that is paid via a stipend. C. Whenever any teacher is required to appear before the Superintendent, Board, or member thereof in a disciplinary matter which could adversely affect continuation of that teacher in their office, position or employment, or the salary or any increments pertaining thereto, then they shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interview. D. The Board may place a teacher on administrative leave with pay while conducting an investigation and pending any action. E. The Board may suspend a teacher with or without pay based on formal charges brought against such teachers for alleged crimes classified by the State of Maine as Murder; Class A; Class B; Class C; and Class D; or their equivalent in their states and countries. This article shall not be construed to prevent either the Board or the Association from taking what they deem to be appropriate action pursuant to grievance procedure. F. A teacher shall have the right, upon request, to review the contents of their personnel file and to receive copies at Board expense of any documents contained therein. At least once every three years, a teacher shall have the right to indicate those documents and/or other materials in their file which they believe to be obsolete or otherwise inappropriate to retain. Said documents shall be reviewed by the Superintendent and if the Superintendent determines they are obsolete or otherwise inappropriate to retain, they shall be destroyed. The decision of the Superintendent must be in accordance with Maine and federal law. G. Except for personal references, and a file for medical certificates, the Board shall not establish any separate file which is not available for the teacher's inspection.

TEACHERS’ RIGHTS. A. The District will adhere Pursuant to Chapter 303, Public Laws of 1968, as amended by Chapter 123, Public Law of 1974, N.J.S.A. 34:13A-1 et seq. the principle parties agree that every employee of progressive disciplinethe Board shall have the right freely to organize, provided join and support the lesser forms of discipline may be omitted in cases of serious misconduct. Before an employee is reprimanded in writing, suspended, or dischargedAssociation, the employee will be provided written notice of the alleged infractionNew Jersey Education Association, Mercer County Education Association, and adequate opportunity to respond the National Education Association for the purpose of engaging in collective negotiations concerning the terms and rebut the allegations, and have a right to Association representationconditions of his/her employment. B. No teacher Nothing contained herein shall be disciplined construed to deprive any teachers in the Hopewell Valley Regional School District of any rights now enjoyed by teachers as conferred and guaranteed by the Constitution of the State of New Jersey and of the United States, and all duly enacted laws of the State of New Jersey pursuant thereto, including reprimandbut not by way of limitation Chapter 303, reduction in rank or compensationPublic Laws of 1968, suspension or dismissalas amended by Chapter 123, or be denied renewal Public Law of contract without just cause1974, except that just cause shall not apply to probationary teachers within RSU #38. Just cause does not apply to commonly known as the nonNew Jersey Employer-appointment of a teacher to a position that is paid via a stipendEmployee Relations Act. C. Whenever any teacher is required to appear before the Superintendent, BoardBoard of Education, or any Committee or member thereof in a disciplinary thereof, concerning any matter which could adversely affect the continuation of that teacher in their his/her office, position or employment, or the salary or any increments pertaining thereto, then they he/she shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative person of the Association his/her own choosing present to advise him/her and represent him/her during such meeting or interview. D. The Board may place a No teacher on administrative leave with pay while conducting an investigation and pending any shall be subjected to disciplinary action. E. The Board may suspend a teacher with , reprimanded, or reduced in compensation without pay based on formal charges brought against just cause. Any such teachers for alleged crimes classified action asserted by the State of Maine as Murder; Class A; Class B; Class C; and Class D; or their equivalent in their states and countriesBoard shall be subject to the grievance procedure herein set forth. This article provision shall not be construed to prevent either pertain to a decision by the Board not to re-employ a non-tenure teacher, or to lack of retention in any position for which tenure is either not possible or not required. E. A teacher must have at least forty-eight (48) hours to read over his/her observation or evaluation before the Association from taking what they deem to be appropriate action pursuant to grievance procedureconference is held. F. A No material derogatory to a teacher's conduct, character or personality shall be placed in his/her personnel file unless the teacher shall have the right, upon request, has had an opportunity to review the contents of their personnel file and to receive copies at Board expense of any documents contained thereinmaterial. At least once every three years, a teacher Teachers shall also have the right to indicate those documents and/or other materials in their file which they believe submit a written answer to be obsolete or otherwise inappropriate to retainsuch material within ten (10) days following the conference. Said documents His/her answer shall be reviewed by the Superintendent and if attached to the Superintendent determines they are obsolete or otherwise inappropriate to retain, they shall be destroyed. The decision of the Superintendent must be in accordance with Maine and federal lawfile copy. G. Except for personal references, and a file for medical certificates, the Board shall not establish any separate file which is not available for the teacher's inspection.

TEACHERS’ RIGHTS. A. The District will adhere Pursuant to the principle Public Employment Relations Act, the Board hereby agrees that every teacher as defined in Article I, Section A of progressive disciplinethis Agreement, provided shall have the lesser forms right freely to organize, join and support the Association for the purpose of discipline engaging in collective bargaining or negotiation and other concerted activities for mutual aid and protection. As a duly elected body exercising governmental power under color of law of the State of Michigan, the Board undertakes and agrees that it will not directly or indirectly discourage any teacher in the employment of any rights conferred by the Public Employment Relations Act or other laws 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 membership in the Association or collective professional negotiations with the Board or institution of any grievance, complaint or proceeding under this Agreement, or otherwise with respect to any terms or conditions of employment. B. The Association and its members shall have the right in accordance with Board policy for rental and use of the Gaylord Community Schools’ buildings and facilities, to use school building facilities at all reasonable hours for meetings, except when school is in session. No one shall be prevented from wearing insignias, common pins, or other identification of membership in the Association, either on or off the school premises. A bulletin board shall be made available to the Association in each building. Communication by the Association to the Association members on association matters may be omitted distributed by use of the teacher mailbox and email, per acceptable use policy. Other communications shall also be clearly identified. C. The Board of Education agrees to furnish the Association, in cases of serious misconduct. Before an employee is reprimanded in writing, suspended, or dischargedresponse to written reasonable requests, the employee available information concerning the financial resources of the District, and such other information as requested in writing which will assist the Association in developing an intelligent, accurate, informative, and constructive program on behalf of the teachers together with other information, in the form in which it is available, which may be necessary for the Association to process any grievance or complaint. Additional copies will be provided written notice of the alleged infraction, and adequate opportunity to respond and rebut the allegations, and have at a right to Association representation. B. No teacher shall be disciplined including reprimand, reduction in rank or compensation, suspension or dismissal, or be denied renewal of contract without just cause, except that just cause shall not apply to probationary teachers within RSU #38. Just cause does not apply to the non-appointment of a teacher to a position that is paid via a stipend. C. Whenever any teacher is required to appear before the Superintendent, Board, or member thereof in a disciplinary matter which could adversely affect continuation of that teacher in their office, position or employment, or the salary or any increments pertaining thereto, then they shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interviewreasonable charge. D. Nothing contained herein shall be construed to deny or restrict to any teacher rights under the Michigan General School Laws or other laws or regulations applicable. The rights granted to teachers hereunder shall be deemed to be in addition to those provided by law or contract. E. The Association recognizes that it shall not have the right to partake in any election campaigns involving the Association during regular school hours. F. The Association may counsel with the Board on any new or modified fiscal, budgetary or tax programs, instruction programs, or major revisions of educational policy, which are proposed and the Association may avail itself of the opportunity to advise the Board with respect to such matters. G. The Board may place a teacher on administrative leave with pay while conducting an investigation and pending the agenda of each regular meeting for consideration under “New Business” any action. E. The Board may suspend a teacher with or without pay based on formal charges matters brought against such teachers for alleged crimes classified to its attention by the State of Maine Association so long as Murder; Class A; Class B; Class C; and Class D; or their equivalent in their states and countries. This article shall not be construed those matters are made known at least four (4) days prior to prevent either the Board or the Association from taking what they deem to be appropriate action pursuant to grievance proceduresaid regular meeting. F. A teacher shall have the right, upon request, to review the contents of their personnel file and to receive copies at Board expense of any documents contained therein. At least once every three years, a teacher shall have the right to indicate those documents and/or other materials in their file which they believe to be obsolete or otherwise inappropriate to retain. Said documents shall be reviewed by the Superintendent and if the Superintendent determines they are obsolete or otherwise inappropriate to retain, they shall be destroyed. The decision of the Superintendent must be in accordance with Maine and federal law. G. Except for personal references, and a file for medical certificates, the Board shall not establish any separate file which is not available for the teacher's inspection.

TEACHERS’ RIGHTS. A. The District will adhere Pursuant to the principle Employer-Employee Relations Act, the Board and the Association agree that every member of progressive disciplinethe unit shall have the right freely to organize, provided join and support the lesser forms Association and its affiliates for the purpose of discipline may be omitted engaging in cases of serious misconduct. Before an employee is reprimanded in writing, suspendedcollective negotiations and other concerted activities for mutual aid and protection, or dischargedto refrain from such activities. The Board and the Association undertake and agree that they shall not directly or indirectly discourage or deprive or coerce any teacher in the enjoyment of any rights conferred by the Employer-Employee Relations Act, or other laws of New Jersey or the employee will be provided written notice constitutions of New Jersey or the alleged infraction, and adequate opportunity to respond and rebut the allegations, and have a right to Association representationUnited States. B. Nothing contained herein shall be construed to deny or restrict to any teacher such rights as he/she may have under New Jersey School Laws or other applicable laws and regulations. The rights granted to teachers hereunder shall be deemed to be in addition to those provided elsewhere. C. No teacher shall be disciplined including reprimanddisciplined, reprimanded or reduced in rank or compensation without just cause. Any such action asserted by the Board, or any agent or representative thereof, shall be subject to the grievance procedure herein set forth. For purposes of this provision, discharge, removal, or non-renewal shall not be considered as discipline, reprimand or reduction in rank or compensation, suspension or dismissal, or be denied renewal of contract without just cause, except that just cause shall not apply to probationary teachers within RSU #38. Just cause does not apply to the non-appointment of a teacher to a position that is paid via a stipend. C. D. Whenever any teacher is required to appear before any Administrator or Supervisor, the Superintendent, BoardBoard or any committee thereof for a meeting or conference, or member thereof in a disciplinary matter the purpose of which could adversely affect continuation concerns the continuance of that teacher in their his/her office, position or employmentposition, or the employment or adversely concerns salary or any increments pertaining thereto, then they he/she shall be given prior written notice of the reasons reason for such meeting or interview conference and shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interview. D. The Board may place conference, provided that no unreasonable delay shall be incurred in the scheduling of such meeting due to a teacher on administrative leave with pay while conducting an investigation and pending any actionlack of representation. E. The Board may suspend shall provide a teacher with or without pay based on formal charges brought against such teachers job description of co- curricular jobs for alleged crimes classified which compensation is provided. This description shall be prepared by the State Board of Maine as Murder; Class A; Class B; Class C; and Class D; or their equivalent Education in their states and countries. This article shall not be construed to prevent either consultation with the Board or the Association from taking what they deem to be appropriate action pursuant to grievance procedureAssociation. F. A teacher shall have the right, upon request, to review the contents of their personnel file and to receive copies at Board expense of any documents contained therein. At least once every three years, a teacher shall have the right to indicate those documents and/or other materials in their file which they believe to be obsolete or otherwise inappropriate to retain. Said documents shall be reviewed by the Superintendent and if the Superintendent determines they are obsolete or otherwise inappropriate to retain, they shall be destroyed. The decision of the Superintendent must be in accordance with Maine and federal law. G. Except for personal references, and a file for medical certificates, the Board shall not establish any separate file which is not available for the teacher's inspection.

TEACHERS’ RIGHTS. A. The District Board hereby agrees that every teacher (as defined in the Article or “Recognition” of this Agreement) employed by the Board, will adhere have the right, freely to organize, join and support the principle Association for the purpose of progressive disciplineengaging in collective bargaining or negotiation and other lawful concerted activities for mutual aid and protection. As a duly elected body exercising government power under the laws of the State of New York, provided the lesser forms Board undertakes and agrees that it will not directly or indirectly discourage, deprive or coerce any teacher in the enjoyment of discipline may be omitted in cases any rights conferred by the laws of serious misconduct. Before an employee is reprimanded in writingNew York or the Constitutions of New York and the United States; that it will not discriminate against any teacher with respect to hours, suspendedwages, or dischargedany terms or conditions of employment by reason of his/her membership in the Association, the employee will be provided written notice his/her participation in any activities of the alleged infractionAssociation or collective professional negotiations with the Board, and adequate opportunity or his/her institution of any grievance complaint, or proceeding under this Agreement or otherwise with respect to respond and rebut the allegations, and have a right to Association representationany terms or conditions of employment. B. No Nothing contained herein will be construed to deny or restrict any teacher shall rights he/she may have under the New York State Education or Civil Service Laws or other applicable laws and regulations. The rights granted to teachers hereunder will be disciplined including reprimand, reduction deemed to be in rank or compensation, suspension or dismissal, or be denied renewal of contract without just cause, except that just cause shall not apply addition to probationary teachers within RSU #38. Just cause does not apply to the non-appointment of a teacher to a position that is paid via a stipendthose provided elsewhere. C. Whenever any teacher is required to appear before Upon making prior arrangements with the Superintendent, Boardthe Association and its representatives will have the right to use all school facilities at all reasonable hours for meetings, or member thereof regarding school business, provided that, when any meeting is held in the evening and special custodial services are required, the Board may have a disciplinary matter which could adversely affect continuation reasonable charge. Any school supplies used by the Association, in excess of that teacher in their officefifty dollars ($50.00) per year, position or employment, or the salary or any increments pertaining thereto, then they shall be given prior written notice of paid for by the reasons for such meeting or interview and shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interviewAssociation. D. The Board Association may place a post notices of its activities and matters of Association concern on the teacher’s room bulletin board. The Association may use District mail service and teacher on administrative leave with pay while conducting an investigation and pending any actionmail boxes for communications to teachers. E. The Board may suspend a teacher with or without pay based on formal charges brought against such teachers for alleged crimes classified by the State of Maine as Murder; Class A; Class B; Class C; and Class D; or their equivalent in their states and countries. This article shall not be construed to prevent either the Board or the Association from taking what they deem agree to be appropriate action pursuant make available to grievance procedureeach other information and statistics relevant to negotiations and administration of this Contract and for the purpose of processing grievances. F. To the extent practicable, the Board will advise the Association of new or modified fiscal, budgetary or tax programs, construction programs, or major revisions of educational policy, which are proposed or under consideration. The Association will receive two (2) copies of all budgetary statements made available to the public. A teacher copy of the current District rules, regulations and bylaws, as they exist in the Policy Book, shall have be given to the right, upon request, to review the contents of their personnel file and to receive copies at Board expense Association. Copies of any documents contained therein. At least once every three yearsnew or changed rules, a teacher shall have the right to indicate those documents and/or other materials in their file which they believe to be obsolete regulations or otherwise inappropriate to retain. Said documents bylaws shall be reviewed by given to the Superintendent and if Association. A copy of the Superintendent determines they are obsolete or otherwise inappropriate to retain, they official Board Minutes shall be destroyed. The decision available to all members of the Superintendent must be Association for use in accordance with Maine and federal lawthe District Business Office. G. Except for personal referencesThe District shall continue its practice of permitting the Association President, or designee to attend union conferences and programs, up to a file for medical certificatesmaximum of ten (10) days a year. In the discretion of the Superintendent, additional time may be approved. A “union conference or program” is defined as a conference or program organized or hosted by NYSUT or its affiliates. The union president who attends such conferences must be a member of the Board shall not establish any separate file which is not available for NYSUT affiliate hosting the teacher's inspectionevent.

TEACHERS’ RIGHTS. A. The District will adhere Section 1. Pursuant to Chapter 123, Public Laws of 1974, the principle Board hereby agrees that every employee of progressive disciplinethe Board shall have the right to freely organize, provided join and support the lesser forms Association and its affiliates for the purpose of discipline may be omitted engaging in cases negotiations and other concerted activities for mutual aid and protection. As a duly selected board exercising governmental power under the laws of serious misconduct. Before an employee is reprimanded in writingthe State of New Jersey, suspendedthe Board agrees that it shall not directly or indirectly discourage or deprive any teacher the enjoyment of any rights conferred by Chapter 123, public laws of 1974, or dischargedother laws of New Jersey or the Constitutions of New Jersey and the United States, that it shall not discriminate against any teacher with respect to hours, wages or any terms and conditions of employment by reason of his/her membership in the employee will be provided written notice Association and its affiliates, his/her participation in any activities of the alleged infractionAssociation and its affiliate’s collective negotiations with the Board, and adequate opportunity his/her institution of any grievance, complaint or proceeding under this Agreement or otherwise with respect to respond and rebut the allegations, and have a right to Association representationany terms or conditions of employment. B. Section 2. Nothing contained herein shall be construed to deny or restrict any teacher or the Board such rights as they may have under New Jersey School Laws or other applicable laws and regulations. The rights granted to teachers hereinunder shall be in addition to those provided elsewhere. Section 3. No teacher shall be disciplined including reprimanddisciplined, reduction reprimanded, reduced in rank or compensation, suspension compensation or dismissal, or be denied renewal deprived of contract any professional advantage without just cause. Any such action asserted by the Board or any agent or representative thereof, except shall be subject to the grievance procedure herein set forth. The Board shall notify any employee prior to the filing of any formal charges against him or her, or, in the event that just cause notification is difficult under the circumstances, the Board shall make every effort to notify the individual prior to such filing of charges. This provision should not apply to probationary teachers within RSU #38. Just cause does not apply to in the case of the non-appointment renewal of a teacher to non-tenured teacher. In the event that notification is by mail, notification shall be complete upon the Board’s obtaining a position that is paid via a stipendreceipt of mailing from the Post Office. C. Section 4. Whenever any teacher is required to appear before the SuperintendentSuperintendent or his designee, BoardBoard or any committee member, representative or member agent thereof in a disciplinary concerning any matter which could adversely affect continuation of that teacher in their office, position or employment, or the salary or any increments pertaining theretothereof, then they he or she shall be given prior written notice of the reasons reason for such meeting or interview and shall be entitled to have a representative of the Association present to advise him/him or her and represent him/him or her during such meeting or interview. Any suspension of a teacher pending charges shall be with pay. D. The Board may place a Section 5. No teacher on administrative leave with pay while conducting an investigation and pending any actionshall be prevented from wearing pins or other identification of membership in the Association or its affiliates. E. Section 6. The Board may suspend a teacher with shall maintain the right and responsibility to determine grades and other evaluations of students within the grading policies of the ▇▇▇▇▇▇ County Schools of Technology school district based upon his or her professional judgment of available criteria pertinent to any given subject area of activity to which he or she is responsible. No grade or evaluation shall be changed without pay based on formal charges brought against such teachers for alleged crimes classified by approval of the State of Maine as Murder; Class A; Class B; Class C; and Class D; or their equivalent in their states and countries. This article shall not be construed to prevent either the Board or the Association from taking what they deem to be appropriate action pursuant to grievance procedureteacher. F. A Section 7. The teacher shall have the rightauthority in the classroom, upon request, to review the contents of their personnel file and to receive copies at Board expense of provided his/her actions do not conflict with any documents contained therein. At least once every three years, a teacher shall have the right to indicate those documents and/or other materials in their file which they believe to be obsolete educational principles or otherwise inappropriate to retain. Said documents shall be reviewed by the Superintendent and if the Superintendent determines they are obsolete or otherwise inappropriate to retain, they shall be destroyed. The decision of the Superintendent must be in accordance with Maine and federal existing law. G. Except for personal referencesSection 8. Any criticism by a supervisor, administrator, or board member of a teacher and a file for medical certificates, his or her instructional methodology shall be made in confidence and not in the Board presence of students or parents and shall not establish any separate file which is not available for the teacher's inspectionbe made at public gatherings.

TEACHERS’ RIGHTS. A. The District will adhere ▇. ▇▇▇▇▇▇▇▇ to Chapter 123, Public Laws 1974, the principle Board hereby agrees that every employee of progressive disciplinethe Board shall have the right freely to organize, provided join and support the lesser forms Association and its affiliates for the purpose of discipline may be omitted engaging in cases collective negotiations and other concerted activities for mutual aid and protection. As a duly selected body exercising governmental power under color of serious misconduct. Before an employee is reprimanded the law of the State of New Jersey, the Board undertakes and agrees that it shall not directly or indirectly discourage or deprive or coerce any teacher in writingthe enjoyment of any rights conferred by Chapter 123, suspendedPublic Laws 1974, or dischargedother laws of New Jersey or the Constitution of New Jersey and the United States; that it shall not discriminate against any teacher with respect to hours, wages, or any terms or conditions of employment by reason of his membership in the employee will be provided written notice Association and its affiliates, his participation in any activities of the alleged infractionAssociation and its affiliates, a collective negotiations with the Board, of his institution of and adequate opportunity grievance, complaint or proceeding under this Agreement or otherwise with respect to respond and rebut the allegations, and have a right to Association representationany terms or conditions of employment. B. Nothing contained herein shall be construed to deny or restrict to any teacher such rights as he may have under New Jersey School Laws. C. No teacher shall be disciplined including reprimanddisciplined, reduction reprimanded, reduced in rank or compensation, suspension compensation or dismissal, or be denied renewal deprived of contract any professional advantage without just cause, except . D. Nothing in this Article is intended to impair counseling that just cause shall not apply to probationary teachers within RSU #38. Just cause does not apply to the non-appointment of normally takes place between a teacher to and his school principal or superintendent. However, whenever the principal or superintendent requires a position meeting with a teacher concerning that is paid via a stipend. C. Whenever any teacher is required to appear before the Superintendentteacher's dismissal, Boardsalary, or member thereof in a disciplinary matter which could adversely affect continuation of that transfer: (1) The teacher in their office, position or employment, or the salary or any increments pertaining thereto, then they shall be given prior written at least two days notice of the reasons meeting and the reason for such meeting or interview and holding the meeting; and (2) The teacher shall be entitled to have a TFEA representative of present at the Association present to advise him/her and represent him/her during such meeting or interview. D. The Board may place a teacher on administrative leave with pay while conducting an investigation and pending any action. E. The Board may suspend a teacher with or without pay based on formal charges brought against such teachers for alleged crimes classified by meeting. Should the State of Maine as Murder; Class A; Class B; Class C; and Class D; or their equivalent in their states and countries. This article shall not TFEA representative be construed to prevent either the Board or the Association from taking what they deem to be appropriate action pursuant to grievance procedure. F. A teacher shall have the right, upon request, to review the contents of their personnel file and to receive copies at Board expense of any documents contained therein. At least once every three years, a teacher shall have the right to indicate those documents and/or other materials in their file which they believe to be obsolete or otherwise inappropriate to retain. Said documents shall be reviewed by the Superintendent and if the Superintendent determines they are obsolete or otherwise inappropriate to retain, they shall be destroyed. The decision of the Superintendent must be in accordance with Maine and federal law. G. Except for personal references, and a file for medical certificatespresent, the Board meeting shall not establish any separate file which is not available for take place during the teacher's inspectionduty free time period.

TEACHERS’ RIGHTS. A. The District will adhere Employer, Federation and teachers agree to function under the principle of progressive discipline, provided the lesser forms of discipline may be omitted in cases of serious misconduct. Before an employee is reprimanded in writing, suspended, or discharged, the employee will be provided written notice requirements of the alleged infraction, statue governing municipal public employee bargaining rights and adequate opportunity to respond and rebut all other laws of the allegations, and have a right to Association representationState of Maine. B. No teacher Teachers shall be disciplined including reprimand, reduction in rank or compensation, suspension or dismissal, or be denied renewal of contract without just cause, except that just cause shall not apply retain all rights guaranteed to probationary teachers within RSU #38. Just cause does not apply to them under the non-appointment of a teacher to a position that is paid via a stipendlaw. C. Whenever any teacher is required to appear before the Superintendent, BoardCommittee, or any committee or member thereof in a disciplinary concerning any matter which could may adversely affect the continuation of that teacher in their his/her office, position position, or employment, or the salary or any increments increment pertaining thereto, then they s/he shall be given prior written a twenty-four (24) hour notice of the reasons for such meeting or interview and shall be entitled to have a representative of the Association Federation present to advise him/her and represent him/her during such meeting. Upon receipt of such notice the employee may request the reason(s) for said meeting or interviewfrom the Superintendent. D. The Board may place a No teacher shall be reduced in rank or compensation, disciplined, deprived of any professional advantage nor shall any teacher on administrative leave with pay while conducting continuing contract be dismissed without just cause. Teachers may receive an investigation oral or written reprimand. Teachers or the Federation may respond to a written reprimand and pending any actionattach same to the written statement. A reprimand cannot be grieved. E. The Board Individuals who have received a written reprimand may suspend within fifteen (15) days of such receipt request a teacher with or without pay based on formal charges brought against such teachers for alleged crimes classified by the State of Maine as Murder; Class A; Class B; Class C; and Class D; or their equivalent in their states and countries. This article shall not be construed to prevent either the Board or the Association from taking what they deem to be appropriate action pursuant to grievance procedure. F. A teacher shall have the right, upon request, hearing before an ad hoc committee established to review the contents matter. The committee will be composed of their personnel file one (1) representative appointed by the Superintendent, one (1) representative appointed by the Federation, and one (1) neutral representative selected by the other two representatives. This committee shall conduct a hearing within thirty (30) days of such request by the employee. The charge to receive copies at Board expense the committee shall be to review the reprimand, take testimony or other evidence, and make the determination on the appropriateness of the reprimand. If the committee finds any documents contained therein. At least once every three years, a teacher shall have part of the right to indicate those documents and/or other materials in their file which they believe reprimand to be obsolete or otherwise inappropriate to retaininappropriate, that part of the reprimand will be removed from the employee’s personnel file. Said documents Should the entire reprimand be deemed inappropriate, it will be removed from the employee’s personnel file. If the committee finds that the reprimand was appropriate, its findings shall be reviewed by attached to the Superintendent reprimand and if be placed with the Superintendent determines they are obsolete reprimand in the employee’s personnel file. This section shall neither negate nor modify any other rights which an employee may have under law or otherwise inappropriate to retain, they as established elsewhere in this Agreement. All findings of the committee shall be destroyed. The decision of the Superintendent must be in accordance with Maine final and federal lawbinding. G. Except for personal references, and a file for medical certificates, the Board shall not establish any separate file which is not available for the teacher's inspection.

TEACHERS’ RIGHTS. A. The District will adhere In accordance with existing laws, the Board hereby agrees that every teacher employed by the Board shall have the right freely to organize, join and support the principle Association and its affiliates for the purpose of progressive disciplineengaging in collective negotiations and other concerted activities for mutual aid and protection. As a duly selected body exercising governmental power under the laws of the State of New Jersey, provided the lesser forms Board undertakes and agrees that it shall not directly or indirectly discourage or deprive or coerce any teacher in the employment of discipline may be omitted in cases any rights conferred by Chapter 123, Public Laws 1974 or other laws of serious misconduct. Before an employee is reprimanded in writingNew Jersey or the Constitution of New Jersey and the United States; that it shall not discriminate against any teacher with respect to hours, suspendedwages, or dischargedany terms or conditions of employment by reason of his/her membership in the Association and its affiliates, the employee will be provided written notice his/her participation in any activities of the alleged infractionAssociation and its affiliates, and adequate opportunity collective negotiations with the Board or his/her institution of any grievance, complaint or proceeding under this Agreement or otherwise with respect to respond and rebut the allegations, and have a right to Association representationany terms or conditions or employment. B. Nothing contained herein shall be construed to deny or restrict to any teacher such rights as he/she may have under New Jersey School Laws or other applicable laws and regulations. The rights granted to teachers hereunder shall be deemed to be in addition to those provided elsewhere. C. No teacher shall be disciplined including reprimand, reduction in rank or compensation, suspension or dismissal, or be denied renewal of contract without just cause. Any such action asserted by the Board or any agent or representative thereof, except that just cause shall not apply to probationary teachers within RSU #38. Just cause does not apply be subject to the non-appointment of a teacher grievance procedure herein set forth, subject to a position that is paid via a stipendlaw. C. D. Whenever any teacher is required directed to appear before the SuperintendentChief School Administrator, Board, Board or any committee or member thereof in a disciplinary concerning any matter which could adversely affect the continuation of that teacher in their his office, position or employment, employment or the salary or any increments pertaining thereto, then they he shall be given five (5) calendar days prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interview. D. The Board may place a teacher on administrative leave with pay while conducting an investigation and pending any action. E. The Board may suspend a teacher with or without pay based on formal charges brought against such teachers for alleged crimes classified by the State of Maine as Murder; Class A; Class B; Class C; and Class D; or their equivalent in their states and countries. This article shall not be construed to prevent either the Board or the Association from taking what they deem to be appropriate action pursuant to grievance procedure. F. A teacher shall have the right, upon request, to review the contents of their personnel file and to receive copies at Board expense of any documents contained therein. At least once every three years, a teacher shall have the right to indicate those documents and/or other materials in their file which they believe to be obsolete or otherwise inappropriate to retain. Said documents shall be reviewed by the Superintendent and if the Superintendent determines they are obsolete or otherwise inappropriate to retain, they shall be destroyed. The decision of the Superintendent must be in accordance with Maine and federal law. G. Except for personal references, and a file for medical certificates, the Board shall not establish any separate file which is not available for the teacher's inspection.

TEACHERS’ RIGHTS. A. Upon initial employment, the School District will give each teacher a copy of this agreement and Teacher Evaluation guide. B. The District will adhere to shall post, in the principle of progressive disciplineteachers’ room, provided the lesser forms of discipline may be omitted in cases of serious misconduct. Before an employee is reprimanded in writingand via school email, suspended, or discharged, the employee will be provided written notice of all teaching position vacancies in the alleged infractionschool as soon as the vacancy occurs. ▇▇▇▇▇▇▇▇▇ teachers who apply for the vacant position by the closing date stated on the posting will be granted an interview as long as the applicant is properly certified for the position at the time of the interview. C. Professional employees shall not be disciplined or discharged except for just cause. Such discipline or discharge shall exclude non-renewal of first, second, and adequate opportunity to respond and rebut the allegations, and have a right to Association representation. B. No teacher shall be disciplined including reprimand, reduction in rank or compensation, suspension or dismissal, or be denied renewal of contract without just cause, except that third year teachers. This just cause shall not apply to probationary teacher evaluations. The Board recognizes that teachers within RSU #38have certain rights under state law with respect to disciplinary actions. Just cause does not apply to the non-appointment of a teacher to a position that is paid via a stipend. C. Whenever any teacher is required to appear before the Superintendent, Board, or member thereof All disciplinary actions will be conducted in a disciplinary matter which could adversely affect continuation of that teacher in their office, position or employment, or the salary or any increments pertaining thereto, then they shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interviewaccordance with these rights. D. The Board may A teacher shall be called out of class for a meeting relating to disciplinary matters only when there is an emergency, or when time is of the essence. All other disciplinary meetings should take place outside of class hours, in a private setting. Whenever possible, a teacher on administrative leave with pay while conducting an investigation and pending should receive advance notice of a scheduled meeting. Any time a teacher is asked to meet relating to disciplinary matters, any actionrequest for representation during a disciplinary meeting shall be honored by the district. E. The Board may suspend agrees to maintain a teacher safe and comfortable work environment. The Board agrees to comply with or without pay based on formal charges brought against such teachers for alleged crimes classified by the State of Maine as Murder; Class A; Class B; Class C; municipal and Class D; or their equivalent in their states and countries. This article shall not be construed to prevent either the Board or the Association from taking what they deem to be appropriate action pursuant to grievance procedurelocal regulations. F. A All reassignments will be for sound educational reasons, and the person being reassigned will be so notified in writing prior to signing the contract for the following year. Any teacher being re-assigned to a new position will be compensated $150 for curriculum preparation for his or her new assignment, moving materials, and setting up the classroom. All teachers who are reassigned will be provided a current copy of grade-level curriculum standards and a list of programs being implemented, including teaching materials and equipment used at that new grade level. Any teacher being reassigned must be certified in the area of reassignment for reassignment to occur. If reassignment requires that a teacher box up and move their room then the parties agree that the teacher shall be afforded custodial assistance for the move provided they have notified the right, upon request, custodial staff two weeks prior to review the contents of their personnel file and to receive copies at Board expense of any documents contained thereinfly up day. At least once every three years, a teacher shall have the right to indicate those documents and/or other materials in their file which they believe to be obsolete or otherwise inappropriate to retain. Said documents shall be reviewed by the Superintendent and if the Superintendent determines they are obsolete or otherwise inappropriate to retain, they shall be destroyed. The decision of the Superintendent must be All reassignments done in accordance with Maine and federal lawthis article shall be non-grievable. G. Except for personal references, and a file for medical certificates, the Board shall not establish any separate file which is not available for the teacher's inspection.

TEACHERS’ RIGHTS. A. The District will adhere to Except as herein provided, public employees shall have, and shall be protected in the principle of progressive discipline, provided the lesser forms of discipline may be omitted in cases of serious misconduct. Before an employee is reprimanded in writing, suspended, or dischargedexercise of, the employee will be provided written notice of the alleged infraction, and adequate opportunity to respond and rebut the allegations, and have a right to Association representationform, join and assist, freely and without fear of reprisal, any employee organization or to refrain from any such activity. B. No teacher shall be disciplined including reprimand, reduction in rank or compensation, suspension or dismissal, or be denied renewal of contract without just cause, except that just cause shall not apply to probationary teachers within RSU #38. Just cause does not apply to the non-appointment of a teacher to a position that is paid via a stipend. C. Whenever any teacher is required to appear before the Superintendent, Board, or member thereof in a disciplinary matter Board concerning specific charges which could adversely affect the continuation of that teacher in their office, position or employment, teacher’s employment or the salary or any increments pertaining thereto, then they he/she shall be given prior written notice of the reasons for one week before such meeting or interview and shall be entitled to have a representative of the Association present to advise him/her and represent him/her during such meeting or interview. Any suspension of a teacher by the Superintendent or principal shall be with pay until charges have been heard by the Board at a formal Board meeting. C. Adverse criticism by an administrator of a teacher and his/her instructional methodology shall continue to be made in confidence and not in the presence of students, parents or other public gatherings. D. Nothing contained herein shall be construed to deny or restrict to any teacher such rights as he/she may have under New Jersey School Laws or other applicable laws and regulations. The rights granted to teachers hereunder shall be deemed to be in addition to those provided elsewhere in this contract, provided said rights do not limit or interfere in any way with the powers and duties and responsibilities of the Board may place a teacher on administrative leave with pay while conducting an investigation and pending any actionunder applicable law. E. The Board may suspend a teacher with No discipline or reprimand shall result in reduction of rank, compensation or deprivation of any professional advantage without pay based on formal charges brought against just cause. Any such teachers for alleged crimes classified action asserted by the State of Maine as Murder; Class A; Class B; Class C; and Class D; or their equivalent in their states and countries. This article shall not be construed to prevent either the Board or any agent or representative thereof, shall be subject to the Association from taking what they deem to be appropriate action pursuant to grievance procedureprocedure herein set forth, with the exception of a nonrenewal of nontenure teacher’s contract. F. A No teacher shall have be prevented from wearing pins or other reasonable identification of membership in the right, upon request, to review the contents of their personnel file and to receive copies at Board expense of any documents contained therein. At least once every three years, a teacher shall have the right to indicate those documents and/or other materials in their file which they believe to be obsolete Association or otherwise inappropriate to retain. Said documents shall be reviewed by the Superintendent and if the Superintendent determines they are obsolete or otherwise inappropriate to retain, they shall be destroyed. The decision of the Superintendent must be in accordance with Maine and federal lawits affiliates. G. Except for personal references, and a file for medical certificates, the Board shall not establish any separate file which is not available for the teacher's inspection.

TEACHERS’ RIGHTS. A. The District will adhere ▇. ▇▇▇▇▇▇▇▇ to Chapter 303, Public Laws of 1968, as amended by Chapter 123, Public Law of 1974, N.J.S.A. 34:13A-1 et seq. the principle parties agree that every employee of progressive disciplinethe Board shall have the right freely to organize, provided join and support the lesser forms of discipline may be omitted in cases of serious misconduct. Before an employee is reprimanded in writing, suspended, or dischargedAssociation, the employee will be provided written notice of the alleged infractionNew Jersey Education Association, ▇▇▇▇▇▇ County Education Association, and adequate opportunity to respond the National Education Association for the purpose of engaging in collective negotiations concerning the terms and rebut the allegations, and have a right to Association representationconditions of his/her employment. B. No teacher Nothing contained herein shall be disciplined construed to deprive any teachers in the Hopewell Valley Regional School District of any rights now enjoyed by teachers as conferred and guaranteed by the Constitution of the State of New Jersey and of the United States, and all duly enacted laws of the State of New Jersey pursuant thereto, including reprimandbut not by way of limitation Chapter 303, reduction in rank or compensationPublic Laws of 1968, suspension or dismissalas amended by Chapter 123, or be denied renewal Public Law of contract without just cause1974, except that just cause shall not apply to probationary teachers within RSU #38. Just cause does not apply to commonly known as the nonNew Jersey Employer-appointment of a teacher to a position that is paid via a stipendEmployee Relations Act. C. Whenever any teacher is required to appear before the Superintendent, BoardBoard of Education, or any Committee or member thereof in a disciplinary thereof, concerning any matter which could adversely affect the continuation of that teacher in their his/her office, position or employment, or the salary or any increments pertaining thereto, then they he/she shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative person of the Association his/her own choosing present to advise him/her and represent him/her during such meeting or interview. D. The Board may place a No teacher on administrative leave with pay while conducting an investigation and pending any shall be subjected to disciplinary action. E. The Board may suspend a teacher with , reprimanded, or reduced in compensation without pay based on formal charges brought against just cause. Any such teachers for alleged crimes classified action asserted by the State of Maine as Murder; Class A; Class B; Class C; and Class D; or their equivalent in their states and countriesBoard shall be subject to the grievance procedure herein set forth. This article provision shall not be construed to prevent either pertain to a decision by the Board not to re-employ a non-tenure teacher, or the Association from taking what they deem to be appropriate action pursuant to grievance procedurelack of retention in any position for which tenure is either not possible or not required. F. E. A teacher must have at least forty-eight (48) hours to read over his/her observation or evaluation before the conference is held. ▇. No material derogatory to a teacher's conduct, character or personality shall have be placed in his/her personnel file unless the right, upon request, teacher has had an opportunity to review the contents of their personnel file and to receive copies at Board expense of any documents contained thereinmaterial. At least once every three years, a teacher Teachers shall also have the right to indicate those documents and/or other materials in their file which they believe submit a written answer to be obsolete or otherwise inappropriate to retainsuch material within ten (10) days following the conference. Said documents His/her answer shall be reviewed by the Superintendent and if attached to the Superintendent determines they are obsolete or otherwise inappropriate to retain, they shall be destroyed. The decision of the Superintendent must be in accordance with Maine and federal lawfile copy. G. Except for personal references, and a file for medical certificates, the Board shall not establish any separate file which is not available for the teacher's inspection.

TEACHERS’ RIGHTS. A. The District will adhere Pursuant to Chapter 424, Public Law of the principle State of progressive disciplineMaine, provided the lesser forms Board hereby agrees that every certificated, professional, public employee of discipline may be omitted the Board has the right freely to organize, join, and support the Association and its affiliates for the purpose of engaging in cases collective negotiations and other concerted activities for mutual aid and protection. As a duly selected body exercising governmental power under the Law of serious misconduct. Before an employee is reprimanded in writingthe State of Maine, suspendedthe Board undertakes and agrees that it shall not directly or indirectly discourage, deprive, or dischargedcoerce any teacher in the enjoyment of any rights conferred under Chapter 424, the employee will be provided written notice Public Laws of the alleged infractionState of Maine or other laws of Maine or the Constitution of Maine and the United States; that it shall not discriminate against any teacher with respect to hours, wages or any terms or conditions of employment by reason of his membership in the Association and adequate opportunity its affiliates; his participation in any activities of the Association and its affiliates; collective negotiations with the Board of his institution of a grievance, complaint, or proceeding under this agreement or otherwise with respect to respond and rebut the allegations, and have a right to Association representationany terms or conditions of employment. B. No teacher shall be disciplined including reprimanddisciplined, reduction dismissed, denied renewal of contract*, reduced in rank or compensation, suspension or dismissal, deprived of any professional advantage without just cause. Any such action asserted by the Board or any agent or representative thereof shall be denied subject to the Grievance Procedure herein set forth before such actions shall become final.** * Non-renewal of contract without just cause, except that just cause shall applies only to continuing contract teachers. Probationary teacher non-renewals are not apply to probationary teachers within RSU #38. Just cause does not apply subject to the nonGrievance Procedure. ** Does not include extra-appointment of a teacher to a position that is paid via a stipendcurricular positions. C. Whenever any teacher is required to appear before the Superintendent, Board, or any committee or member thereof in a disciplinary formal hearing concerning any matter which could adversely affect the continuation of that teacher in their his office, position position, or employment, employment or the salary or any increments pertaining thereto, then they he shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative of the Association present to advise him/her him and represent him/her him during such meeting or interview. Any suspension of a teacher pending charges shall be with pay. D. The Board may place a teacher on administrative leave with pay while conducting an investigation and pending any action. E. The Board may suspend a teacher with or without pay based on formal charges brought against such teachers for alleged crimes classified by the State of Maine as Murder; Class A; Class B; Class C; and Class D; or their equivalent in their states and countries. This article Teachers shall not be construed required to prevent either the Board work under unsafe or the Association from taking what they deem hazardous conditions, nor to be appropriate action pursuant to grievance procedureperform tasks which endanger their health, safety or well-being. F. 1. A teacher shall have the right, upon request, to review the contents of their his personnel file and to receive copies copies, at Board expense the District's expense, of any documents contained thereinherein, with the exception of confidential letters of recommendation. At least once every three yearsA teacher shall be entitled to have a representative of the Association accompany him during such a review. One, a and only one, personnel file shall be kept at the Superintendent's office for any teacher. 2. A teacher shall have the right right, upon request, to indicate those review his personnel file in his principal's office, with the exception of confidential letters of recommendation. He may receive copies, at the school's expense, of any documents and/or other materials in their file which they believe to be obsolete or otherwise inappropriate to retaincontained herein. Said documents A teacher shall be reviewed entitled to have a representative of the Association accompany him during such a review. One, and only one, personnel file shall be kept at the principal's office for any teacher. 3. A teacher’s personnel file shall be limited to work performance, discipline, and routine personnel data. Complaints, whether formal or informal, are covered in sections E and F. No records indicating students’ performance on standardized tests, including, but not limited to scores on the test(s) required by the Superintendent Elementary and if Secondary Education ACT (ESEA), the Superintendent determines they are obsolete No Child Left Behind Act and/or the Department of Education, will be placed and/or maintained in the personnel file. E. Any formal written complaint regarding a teacher by a parent, students, or otherwise inappropriate to retain, they other person shall be destroyedcalled to the attention of the teacher. The decision teacher shall be given an opportunity to respond and/or rebut such complaint. Pending verification of the Superintendent must content of any formal written complaint, the complaint and such response/rebuttal as may be appended to it by the employee shall be included in accordance with Maine the employee’s personnel file and federal lawshall remain in such file for at least five (5) years from date of entry. At the end of that period, such material will be removed and placed in a separate and secure file. F. Any informal complaint, which will be placed in a teacher's personnel file, much be brought to that teacher's attention so that he may address and respond to the complaint. G. Except The Board shall place on the agenda of each regular Board meeting any matters brought to its consideration by the teacher, so long as those matters are made known to the Superintendent's office five (5) school days prior to said regular meeting. It is understood that emergency items would be considered on shorter notice. It shall remain the Board’s prerogative to determine which agenda item to include at any given meeting. The Board will make every reasonable effort to allow time on the agenda for personal references, and a file for medical certificates, matters brought to the Board shall not establish any separate file which is not available for the teacher's inspectionby teacher(s).

TEACHERS’ RIGHTS. A. The District will adhere Pursuant to Chapter 303, Public Laws of 1968, as amended by Chapter 123, Public Law of 1974, N.J.S.A. 34:13A-1 et seq. the principle parties agree that every employee of progressive disciplinethe Board shall have the right freely to organize, provided join and support the lesser forms of discipline may be omitted in cases of serious misconduct. Before an employee is reprimanded in writing, suspended, or dischargedAssociation, the employee will be provided written notice of the alleged infractionNew Jersey Education Association, ▇▇▇▇▇▇ County Education Association, and adequate opportunity to respond the National Education Association for the purpose of engaging in collective negotiations concerning the terms and rebut the allegations, and have a right to Association representationconditions of his/her employment. B. No teacher Nothing contained herein shall be disciplined construed to deprive any teachers in the Hopewell Valley Regional School District of any rights now enjoyed by teachers as conferred and guaranteed by the Constitution of the State of New Jersey and of the United States, and all duly enacted laws of the State of New Jersey pursuant thereto, including reprimandbut not by way of limitation Chapter 303, reduction in rank or compensationPublic Laws of 1968, suspension or dismissalas amended by Chapter 123, or be denied renewal Public Law of contract without just cause1974, except that just cause shall not apply to probationary teachers within RSU #38. Just cause does not apply to commonly known as the nonNew Jersey Employer-appointment of a teacher to a position that is paid via a stipendEmployee Relations Act. C. Whenever any teacher is required to appear before the Superintendent, BoardBoard of Education, or any Committee or member thereof in a disciplinary thereof, concerning any matter which could adversely affect the continuation of that teacher in their his/her office, position or employment, or the salary or any increments pertaining thereto, then they he/she shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative person of the Association his/her own choosing present to advise him/her and represent him/her during such meeting or interview. D. The Board may place a No teacher on administrative leave with pay while conducting an investigation and pending any shall be subjected to disciplinary action. E. The Board may suspend a teacher with , reprimanded, or reduced in compensation without pay based on formal charges brought against just cause. Any such teachers for alleged crimes classified action asserted by the State of Maine as Murder; Class A; Class B; Class C; and Class D; or their equivalent in their states and countriesBoard shall be subject to the grievance procedure herein set forth. This article provision shall not be construed to prevent either pertain to a decision by the Board not to re-employ a non-tenure teacher, or to lack of retention in any position for which tenure is either not possible or not required. E. A teacher must have at least 48 hours to read over his/her observation or evaluation before the Association from taking what they deem to be appropriate action pursuant to grievance procedureconference is held. F. A No material derogatory to a teacher's conduct, character or personality shall be placed in his/her personnel file unless the teacher shall have the right, upon request, has had an opportunity to review the contents of their personnel file and to receive copies at Board expense of any documents contained thereinmaterial. At least once every three years, a teacher Teachers shall also have the right to indicate those documents and/or other materials in their file which they believe submit a written answer to be obsolete or otherwise inappropriate to retainsuch material within ten (10) days following the conference. Said documents His/her answer shall be reviewed by the Superintendent and if attached to the Superintendent determines they are obsolete or otherwise inappropriate to retain, they shall be destroyed. The decision of the Superintendent must be in accordance with Maine and federal lawfile copy. G. Except for personal references, and a file for medical certificates, the Board shall not establish any separate file which is not available for the teacher's inspection.

TEACHERS’ RIGHTS. A. The District will adhere ▇. ▇▇▇▇▇▇▇▇ to Chapter 303, Public Laws of 1968, as amended by Chapter 123, Public Law of 1974, N.J.S.A. 34:13A-1 et seq. the principle parties agree that every employee of progressive disciplinethe Board shall have the right freely to organize, provided join and support the lesser forms of discipline may be omitted in cases of serious misconduct. Before an employee is reprimanded in writing, suspended, or dischargedAssociation, the employee will be provided written notice of the alleged infractionNew Jersey Education Association, ▇▇▇▇▇▇ County Education Association, and adequate opportunity to respond the National Education Association for the purpose of engaging in collective negotiations concerning the terms and rebut the allegations, and have a right to Association representationconditions of his/her employment. B. No teacher Nothing contained herein shall be disciplined construed to deprive any teachers in the Hopewell Valley Regional School District of any rights now enjoyed by teachers as conferred and guaranteed by the Constitution of the State of New Jersey and of the United States, and all duly enacted laws of the State of New Jersey pursuant thereto, including reprimandbut not by way of limitation Chapter 303, reduction in rank or compensationPublic Laws of 1968, suspension or dismissalas amended by Chapter 123, or be denied renewal Public Law of contract without just cause1974, except that just cause shall not apply to probationary teachers within RSU #38. Just cause does not apply to commonly known as the nonNew Jersey Employer-appointment of a teacher to a position that is paid via a stipendEmployee Relations Act. C. Whenever any teacher is required to appear before the Superintendent, BoardBoard of Education, or any Committee or member thereof in a disciplinary thereof, concerning any matter which could adversely affect the continuation of that teacher in their his/her office, position or employment, or the salary or any increments pertaining thereto, then they he/she shall be given prior written notice of the reasons for such meeting or interview and shall be entitled to have a representative person of the Association his/her own choosing present to advise him/her and represent him/her during such meeting or interview. D. The Board may place a No teacher on administrative leave with pay while conducting an investigation and pending any shall be subjected to disciplinary action. E. The Board may suspend a teacher with , reprimanded, or reduced in compensation without pay based on formal charges brought against just cause. Any such teachers for alleged crimes classified action asserted by the State of Maine as Murder; Class A; Class B; Class C; and Class D; or their equivalent in their states and countriesBoard shall be subject to the grievance procedure herein set forth. This article provision shall not be construed to prevent either pertain to a decision by the Board not to re-employ a non-tenure teacher, or the Association from taking what they deem to be appropriate action pursuant to grievance procedurelack of retention in any position for which tenure is either not possible or not required. F. E. A teacher must have at least 48 hours to read over his/her observation or evaluation before the conference is held. ▇. No material derogatory to a teacher's conduct, character or personality shall have be placed in his/her personnel file unless the right, upon request, teacher has had an opportunity to review the contents of their personnel file and to receive copies at Board expense of any documents contained thereinmaterial. At least once every three years, a teacher Teachers shall also have the right to indicate those documents and/or other materials in their file which they believe submit a written answer to be obsolete or otherwise inappropriate to retainsuch material within ten (10) days following the conference. Said documents His/her answer shall be reviewed by the Superintendent and if attached to the Superintendent determines they are obsolete or otherwise inappropriate to retain, they shall be destroyedfile copy. The decision of the Superintendent must be This material will stay in accordance with Maine and federal law. G. Except for personal references, and a file for medical certificates, the Board shall not establish any separate file which is not available for the teacher's inspectionfile for three (3) school years.