WITHHOLDING OF SALARY INCREMENTS. Procedures for withholding of salary increments will be as specified in 18A:29-14. There is a current copy of 18A in the board office and in the possession of the WTEA President 18A:29-14. Withholding increments; causes; notice of appeals. Any board of education may withhold for inefficiency or other good cause, the employment increment, or the adjustment increment, or both, of any member in any year by a recorded roll call majority vote of the full membership of the board of education. It shall be the duty of the board of education, within 10 days, to give written notice of such action, together with the reasons therefore, to the member concerned. The member may appeal from such action to the commissioner under rules prescribed by him. The commissioner shall consider such appeal and shall either affirm the actions of the board of education or direct that the increment or increments be paid. The commissioner may designate an assistant commissioner of education to act for him in his place and with his powers on such appeals. It shall not be mandatory upon the board of education to pay any such denied increment in any future year as an adjustment increment. Amended. L. 1968, c. 295, 13 G. REIMBURSEMENTS AND COMPENSATIONS
WITHHOLDING OF SALARY INCREMENTS. While the adoption of a salary schedule shall not serve to lower the basic salary of any educator, neither does it imply an automatic increase to all tenure members of the staff. An increase may be withheld when the professional contribution of a staff member is unsatisfactory. To withhold an increase shall be interpreted as freezing the educator at his/her previous year’s salary. To withhold an increase, however, the staff member in question must have been given notice in writing prior to January 15 that a salary freeze for said staff member is a possibility. A final notice of the freeze shall be given by May 1 of the school year preceding the freeze. The reasons for such action should be written after consultation with the staff member involved. Educators frozen on the salary schedule for reasons of unsatisfactory performance shall be advanced only one step in the salary schedule upon showing evidence of satisfactory performance. At the discretion of the Superintendent of Schools, the educator who has been “frozen” and then demonstrates exemplary performance may be advanced two years on the salary schedule.
WITHHOLDING OF SALARY INCREMENTS. While the adoption of a salary schedule shall not serve to lower the basic salary of any teacher, neither does it imply an automatic increase to all tenure members of the staff. An increase may be withheld when the professional contribution of a staff member is unsatisfactory. To withhold an increase shall be interpreted as freezing the teacher at his/her previous year's salary experience step. When the salary of a teacher at the last experience step is frozen, that teacher's salary shall be frozen to an extent not greater than the amount of the normal increment in that salary lane. To withhold an increase, however, the staff member in question must have been given notice in writing prior to January 1 that any increase for said staff member may be in jeopardy. The reasons for such action should be written after consultation with the staff member involved. Teachers frozen on the salary schedule for reasons of unsatisfactory performance shall be advanced only one (1) step on the salary schedule upon showing evidence of satisfactory performance.
WITHHOLDING OF SALARY INCREMENTS. While an unsatisfactory rating shall not be the basis for lowering the basic salary of an employee, neither is an increase in salary an automatic procedure for such an employee. An increase in salary may be withheld when the professional contribution of a staff member is unsatisfactory. To withhold an increase shall be interpreted as freezing the employee at his/her previous year's salary. Such withholding of an increase shall be taken only upon a specific determination by the Board that the employee's performance during the current school year was less than satisfactory, as determined by the criteria developed in the District's staff evaluation instruments. Such determination by the Board that the employee's performance was less than satisfactory may be made only after the employee has been evaluated under the jointly agreed upon evaluation instrument, following all procedures and criteria therein established, and has been found to have demonstrated a less than satisfactory performance. The employee shall be given written notice by the Superintendent or his/her designee of the intention to make the recommendation to withhold an automatic salary increment, together with the reasons therefore, in writing. Such notice shall also include recommendations that could lead to the corrections of unsatisfactory performance. The employee may appear before the Board at a closed meeting to discuss this recommendation. The employee will be given from the time of notification to the end of the school year or other mutually agreed upon time to remediate the reasons for the recommendations. If satisfactory progress has not been made by the end of the mutually agreed upon time the Board may elect to withhold an automatic salary increment. Employees frozen on their salary schedule for reasons of unsatisfactory performance shall be advanced only one step in the salary schedule upon showing evidence of satisfactory performance. Adoption by the Board of an evaluation instrument into formal Board policy will not be done until an evaluation instrument is properly developed, jointly reviewed and approved by both the Association and the Board. The policy, when written, will include criteria not only designed to provide effective evaluation but also prescribe procedures and schedules for execution.
