Termination of Administrative Employment Sample Clauses

Termination of Administrative Employment. Any administrator recommended to the Board of Education by the superintendent or designee for non-renewal of his/her administrative employment contract shall be provided written notice of intent setting forth the reasons therefore at least ninety (90) days prior to the termination date of his/her individual employment contract. The superintendent shall provide such notice at the earliest date practicable, considering all relevant circumstances. Upon written request received within five (5) days of the superintendent’s recommendation for non-renewal, the administrator shall be provided, at his/her option, either: 1. a meeting with the superintendent, or 2. a meeting with the Board relative to the superintendent’s recommendation which must occur not later than the date the Board takes action upon said recommendation. In lieu of a personal appearance, the administrator may set forth his/her position, in writing, and file same with the Board within the aforementioned five (5) day period. If the Board thereafter determines that an administrator’s employment contract is not to be renewed for the following fiscal year, the administrator shall be provided written notice of such non-renewal setting forth the reasons therefore at least sixty (60) days prior to the termination date of said employment contract as required per Section 132 of the School Code of 1976 as amended per Act No. 451 Section 380.1229 of the Public Acts of 1976 and thereafter. Such action of the Board shall not be construed to constitute discipline, demotion, or discharge and is specifically excluded from the grievance procedure. Any discipline, demotion, or discharge of an administrator that is to take effect during the effective dates of his/her employment contract must be supported by the standard applied to tenured teachers, currently a standard that is not arbitrary or capricious.
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Termination of Administrative Employment. SECTION 1 No Administrator shall be discharged, disciplined or reprimanded except for reasonable and just cause. When required by law, due process will be provided in the implementation of this section. • SECTION 2 Any Administrator recommended by the Superintendent, or his/her designee, for non-renewal of his/her administrative employment contract, shall be provided written notice setting forth the reasons therefore, at least ninety (90) days prior to the termination date of his/her individual employment contract. The Superintendent shall provide such notice at the earliest date practicable, considering all relevant circumstances. Upon written request received within five (5) working days of the Superintendent’s recommendation for non-renewal, the Administrator shall be provided a meeting with the Superintendent within five (5) working days to discuss the reasons for non-renewal. The Administrator may be accompanied by Association representatives and/or legal counsel. • SECTION 3 Should an Administrator be removed from position due to communicated and documented continued unsatisfactory performance, the Administrator may elect to return to a classroom position for which he/she is certified and qualified with District approval. The Administrator will be given credit for all previous professional educational experience in determination of placement on the teachers’ salary schedule consistent with the then effective collective bargaining agreement between the Board and the Walled Lake Education Association. The above does not apply to those Administrators leaving positions for the following reasons: 1. Voluntary return to the classroom, initiated by the administrator, in which case all Walled Lake professional experience and outside experience will apply to placement on the teachers’ salary schedule. 2. Discharged for unlawful acts • SECTION 4 The Administrator may terminate his/her association with the District by giving written notice of his/her decision to do so not less than ninety (90) days prior to June 30. In the event of immediate dismissal or demotion, the Administrator and/or Association shall have the right to grieve the discipline imposed.
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Related to Termination of Administrative Employment

  • TYPES OF EMPLOYMENT AND TERMINATION OF EMPLOYMENT 15 General 16 Employees on Daily Hire 17 Casual Employees 18 Employer and Employee Duties 19 Apprentices 20 Sham Contracting 21 Termination of Employment 22 Redundancy 23 Payment of Wages and Time Records 24 Superannuation 25 Insurance 26 Insurance – Minimum Cover / Minimum Benefits 27 Insurance – Employer Liability 28 Accident Makeup Pay 29 Compensation of Tools of Trade and Clothes 30 Application of Site Agreements / Inductions and off the job training / Local Labour – Visa Requirements 31 Hours of Work 32 Presenting for Work but Not Required 33 Overtime 34 Call Back

  • Alternative Employment An employer, in a particular redundancy case, may make application to the Commission to have the general severance pay prescription varied if the employer obtains acceptable alternative employment for an employee.

  • Notice of Termination of Employment 2601 Employment may be terminated voluntarily by a nurse or for just cause by the Employer subject to the following periods of written notice, exclusive of any vacation due: (a) for classifications other than Nurse IV or Nurse V -- four (4) weeks, and (b) for Nurse IV and Nurse V classifications -- six (6) weeks. 2602 Employment may be terminated with less notice or without notice: (a) by mutual agreement between the nurse and the Employer for special circumstances, or (b) during the probationary period of a newly hired nurse subject to Article 31 herein, or (c) in the event a nurse is dismissed for sufficient cause to justify lesser or no notice. 2603 The Employer may give equivalent basic pay in lieu of notice. 2604 Subject to other provisions contained in this Agreement relative to termination of employment, each nurse shall, unless otherwise mutually agreed, upon termination of her/his employment and within five (5) office working days following the completion of her/his last working shift, receive pay in lieu of unused vacation, and all salary earned to date of termination.

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