TERMINATION OF EMPLOYMENT CONTRACT. This Contract shall terminate, the Lead Groundsman employment shall cease, and no salary shall be paid, under any one of the following circumstances:
TERMINATION OF EMPLOYMENT CONTRACT. This employment contract may be terminated by:
A. Mutual agreement of the parties.
B. The Facilities Manager may terminate this employment contract upon sixty (60) days written notice to the Board or the Superintendent, as the case may be.
TERMINATION OF EMPLOYMENT CONTRACT. A. This Contract shall terminate, the Superintendent's employment will cease, and no compensation shall thereafter be paid, under any one of the following circumstances:
(1) failure to possess/obtain proper certification;
(2) revocation or suspension of the Superintendent's certificate, in which case this Contract shall be null and void as of the date of revocation, as required by N.J.S.A. 18A:17-15.1; (3) forfeiture under N.J.S.A. 2C: 51-2;
TERMINATION OF EMPLOYMENT CONTRACT a. This Contract shall terminate, the Business Administrator/Board Secretary's employment shall cease, and no compensation shall thereafter be paid, under any one of the following circumstances: ● Failure of the Business Administrator/Board Secretary to possess/obtain proper certification; ● Revocation or suspension of the Business Administrator/Board Secretary's certificate(s); ● Forfeiture under N.J.S.A. 2C: 51-2; ● Mutual agreement of the parties; or
b. Nothing in this Contract shall affect the Board's rights with regard to suspension under
c. The Business Administrator/Board Secretary may terminate this Employment Contract upon at least 60 calendar days written notice to the Board, filed with the Superintendent of Schools, of intention to resign with the last day of pay being the last day he works as Business Administrator/Board Secretary or is otherwise entitled to payment pursuant to any rights of leave or vacation time as provided in this Contract.
d. Effective January 27, 2019, the Business Administrator/Board Secretary achieved positional tenure in the District. The Board may only seek to terminate the employment of the Business Administrator/Board Secretary, for just cause, upon providing him with written notice at least 60 calendar days prior to termination.
e. The Business Administrator/Board Secretary shall not be dismissed or reduced in compensation during the term of this Contract, except as authorized by paragraphs B. and C. of this Section and as otherwise provided by N.J.S.A. 18A:1-1 et seq.
TERMINATION OF EMPLOYMENT CONTRACT. A notice period of * day(s) /week(s)/ month(s) or an equivalent amount of payment in lieu of notice (notice period not less than 7 days). During the probation period (if applicable) : - within the first month : without notice or payment in lieu of notice - after the first month : a notice period of * day(s)/ week(s)/ month(s) or an equivalent amount of payment in lieu of notice (notice period not less than 7 days).
TERMINATION OF EMPLOYMENT CONTRACT a. This Contract shall terminate, the Assistant Superintendent for Curriculum and Instruction employment shall cease, and no compensation shall thereafter be paid, under any one of the following circumstances: ● Failure of the Assistant Superintendent for Curriculum and Instruction to possess/obtain proper certification; ● Revocation or suspension of the Assistant Superintendent for Curriculum and Instruction's certificate(s); ● Forfeiture under N.J.S.A. 2C: 51-2; ● Mutual agreement of the parties; or
b. Nothing in this Contract shall affect the Board's rights with regard to suspension under N.J.S.A. 18A:6-8.3 and applicable case law.
c. The Assistant Superintendent for Curriculum and Instruction may terminate this Employment Contract upon at least 60 calendar days written notice to the Board, filed with the Board Secretary, of intention to resign with the last day of pay being the last day the Assistant Superintendent for Curriculum and Instruction works as Assistant Superintendent for Curriculum and Instruction or is otherwise entitled to payment pursuant to any rights of leave or vacation time as provided in this Contract.
d. The Assistant Superintendent for Curriculum and Instruction shall not be dismissed or reduced in compensation during the term of this Contract, except as authorized by paragraphs B. and C. of this Section and as otherwise provided by N.J.S.A. 18A:1-1 et seq.
e. The Board may terminate the employment of the Assistant Superintendent for curriculum and Instruction upon providing him with written notice at least 60 calendar days prior to termination.
TERMINATION OF EMPLOYMENT CONTRACT. This Contract shall terminate, the Co-Manager of Information Technology employment shall cease, and no salary shall be paid, under any one of the following circumstances:
TERMINATION OF EMPLOYMENT CONTRACT. A. This employment contract may be terminated by:
1. Mutual agreement of the parties;
2. Resignation of the Superintendent;
3. Discharge for Cause;
TERMINATION OF EMPLOYMENT CONTRACT. A. This Contract shall terminate, the Superintendent/Elementary School Principal's employment will cease, and no compensation shall thereafter be paid, except as otherwise provided in this contract, under any one of the following circumstances:
(1) failure to possess/obtain proper certification;
(2) revocation or suspension of the Superintendent/Elementary School Principal's certificate, in which case this Contract shall be null and void as of the date of revocation, as required by N.J.S.A. 18A:17-15.1;
(3) forfeiture under N.J.S.A. 2C: 51-2;
(4) mutual agreement of the parties;
(5) notification in writing by the Board to the Superintendent/Elementary School Principal on or before January 30, 2027 of the Board’s intent not to renew this Contract; or
(6) material misrepresentation of employment history, educational and professional credentials, and criminal background; or
(7) upon 90 days’ written notice of termination by the Superintendent/Elementary School Principal, from the date the notice is received by the Board Secretary; or
(8) pursuant to successful prosecution the Superintendent/Elementary School Principal in accordance with N.J.S.A. 18A: 17-20.2; or
(9) disability retirement of the Superintendent/Elementary School Principal.
B. In the event the Superintendent/Elementary School Principal is arrested and charged with a criminal offense, which could result in forfeiture under N.J.S.A. 2C: 51-2, the Board reserves the right to suspend him pending resolution of the criminal charges. Such suspension shall be with pay prior to indictment, and may be with or without pay, at the Board's discretion, subsequent to indictment, unless the Board certifies]. The Board may also elect to file contractual tenure charges pursuant to N.J.S.A. 18A:17-20.2.
C. Nothing in this Contract shall affect the Board's rights with regard to suspension under N.J.S.A. 18A:6-8.3 and applicable case law.
D. The Superintendent/Elementary School Principal shall not be dismissed or reduced in compensation during the term of this Contract, except as authorized by paragraphs B. and C. supra and N.J.S.A. 18A:17-20.2, provided, however, that the Board shall have the authority to relieve the Superintendent/Elementary School Principal of the performance of his duties in accordance with N.J.S.A. 18A:27-9, so long as it continues to pay his salary and benefits for the duration of the term. The parties understand that any early termination must comply with the provisions of P.L.2007, c. 53, Th...
TERMINATION OF EMPLOYMENT CONTRACT. Termination shall be by the Board.
5. The employee’s personnel file shall not include any record of discipline action, except as specified below, taken longer than the past twenty-four (24) months, provided no other similar infraction occurs during those twenty-four (24) months. Disciplinary action involving sexual harassment/discrimination, drug offenses or abuse of a child shall be maintained indefinitely in the employee’s personnel file.
6. The employee may grieve any disciplinary action directly to Step 3 of the grievance procedure. An employee, however, may not appeal the Superintendent’s Step 3 decision to Step 4 (Arbitration) for a grievance concerning a Step 1 (Warning) or Step 2 (Reprimand) disciplinary action.
7. If the matter is not satisfactorily resolved at Step 3 of the grievance procedure, the employee may proceed to Binding Arbitration.
8. The penalty proposed shall not be implemented until the employee has exhausted his/her rights under Article 6, Step 3 (Superintendent’s Level).
9. A disciplinary grievance may be settled at any time following the serving of notice of discipline. The terms of the settlement shall be reduced to writing. An employee offered such a settlement shall be granted a reasonable opportunity to have the OAPSE representative(s) of his/her choice review the proposed settlement before approving the settlement in writing.
