Common use of TERMINATION OF EMPLOYMENT CONTRACT Clause in Contracts

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.

TERMINATION OF EMPLOYMENT CONTRACT. Termination shall be by the Board. Depending upon the severity of the offense/violation for which discipline is deemed necessary, disciplinary action may be initiated at the discretion of the Superintendent or his/her designee at any step. 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.