Withholding of Increment. The District reserves the right to withhold annual increments for employees for neglect of duty, persistent violations of laws, rules, regulations, or directives, inefficiency and other good and sufficient grounds which impair the employee’s proper functioning in his/her position. In the event that an annual increment will be withheld, the employee will be so notified in writing of the deficiency.
Withholding of Increment. The salary guide has been constructed so as to recognize professional improvement and competency. Although normal progress on the guide is the attainment of the next highest step for the subsequent school year, this progression is not automatic. Movement from one step on the guide to the next step is dependent upon satisfactory service and the recommendation of the Superintendent of Schools, in addition to experience. The Board may withhold, for inefficiency or other good cause, the annual increment or adjustment increment or both. Increments may be withheld upon a majority vote of the full Board and a written notice to the teacher giving the reason(s) for the withholding of the increment. Such written notice shall be forwarded to the teacher within ten (10) days of the Board's action.
Withholding of Increment. The Board may withhold increments for inefficiency or other just cause related to the performance of duties, and only in accordance with the following:
1. The immediate superior and/or the Principal shall not forward any recommendation to withhold an employee's increment through the Superintendent to the Board unless, at least ninety (90) calendar days prior thereto, and in no case later than April 1 of the preceding year in which such action would take effect the immediate supervisor and/or Principal has given to the employee against whom the recommendation shall be made, written notice of the alleged cause(s) for the recommendation, specifying the nature thereof with such particulars as to furnish the employee an opportunity to correct and overcome the same.
2. Once a recommendation is forwarded to the employee and the Board, the employee may within ten (10) working days file a grievance commencing at the Superintendent's level. No action shall be taken on the recommendation until the grievance is heard according to the grievance procedure as set forth heretofore in Article X of this Agreement.
3. Any increment withheld under this provision shall be restored the following year unless the procedures set forth in this provision are followed once again, in which case the increment or increments previously withheld and any additional increments, which may be due, may be withheld.
Withholding of Increment. The District reserves the right to withhold annual increments for employees for neglect of duty, persistent violations of laws, rules, regulations, or directives, inefficiency and other good and sufficient grounds which impair the employee’s proper functioning in his/her position. The withholding of increment is subject to a complete evaluation process as defined in the attached memorandum. In the event that an annual increment will be withheld, the employee will be so notified in writing of the deficiency. If an increment is withheld, the supervisor must work with the employee to create a work improvement plan within 10 working days. Employees will advance to the next step upon receiving a successful evaluation (summative score of meeting expectations or higher) resulting in one step advancement or appropriate compensation as defined by the collective bargaining agreement.
Withholding of Increment. It shall be the duty of the Board of Education to give, within ten (10) days following their action to withhold increment, written notice of action, together with statement of the reasons, to the employee concerned.
Withholding of Increment. A. No individual shall be advanced in salary, step, or class unless that individual's service has been rated satisfactory by the supervisor. The Superintendent of Schools shall have recommended such advancement. The withholding of any advance in salary, step, or class for any given school year shall not create an obligation to restore such advancement. The Board, upon recommendation of the Superintendent, may restore the individual to the position on the guide the employee would have had if the increment had not been withheld.
B. Prior to the withholding of an increment, an evaluation of the employee's work shall be completed by the immediate supervisor and suggestions for the improvement of deficiencies will be made. Following an established time period of at least thirty (30) days in which the employee will be allowed to overcome the deficiencies, a reevaluation will be made and the supervisor's recommendation will be forwarded to the Superintendent of Schools.
C. All factors relevant to the employee's evaluation shall be thoroughly considered in making a recommendation for the granting or withholding of an increment. A tenured employee has the right to invoke the grievance procedure as outlined in Section 1- Article VI (Grievances) as well as any other remedies provided by N.J.S.A. 18A.
Withholding of Increment. No individual shall be advanced in salary, step or class unless his/her service shall have been satisfactory, and the Superintendent shall have recommended such advancement. An individual who has had an increment withheld shall be formally evaluated during the following year. Upon completion of one satisfactory evaluation immediately following the withholding of increment, the Superintendent may recommend to the Board of Education restoration of the individual to the position on the guide the person would have had if the increment had not been withheld. Upon the completion of two (2) consecutive satisfactory evaluations immediately following the withholding of an increment, the Board may restore the individual to the position on the guide that the individual would have had if the increment had not been withheld.
Withholding of Increment. No teacher shall be advanced in salary, step, or class unless his/her service shall have been satisfactory, and the Superintendent shall have recommended such advancement. A teacher who has had an increment withheld shall be formally evaluated during the following year. Upon completion of one satisfactory annual summary evaluation immediately following the withholding of an increment, the Superintendent, with Board approval, may restore the teacher to the position on the guide she would have had if the increment had not been withheld. Upon completion of two (2) consecutive satisfactory evaluations immediately following the withholding of an increment, the Superintendent, with Board approval, shall restore the teacher to the position on the guide she would have had if the increment had not been withheld.
Withholding of Increment. Notwithstanding the foregoing sections of 5.03 to 5.10, the annual increment may be withheld for one year where, on the basis of written reports from the person or persons responsible for teacher evaluation, the teacher has been informed that less than satisfactory service has been given and the teacher has been informed, prior to March 1, of the Board's intention to withhold an increment. The annual increment should not be withheld for more than two years. If the teacher's work continues to be unsatisfactory, appropriate steps should be taken to terminate the contract. In subsequent years, if satisfactory improvement is made, the teacher shall be placed at the position on the grid that would have been reached if the increment had not been withheld.
Withholding of Increment. It shall be clearly understood by both parties that the salary increases are not automatic. The Board reserves the right to withhold all increments for inefficiency or other good cause. All actions regarding the withholding of an increment shall be in accordance with due process as prescribed by statute and Board policy. All actions regarding the withholding of an increment shall be in accordance with due process as prescribed by statute and Board policy.
