Common use of Termination of Administrative Employment Clause in Contracts

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.

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 capriciouscalled for in the Teacher Tenure Act.

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 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 capriciousjust and reasonable cause.

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, oror‌ 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. 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.