FAIR DISMISSAL. Dismissal or non-reemployment of teachers shall be done in conformance with current Oklahoma law pursuant to Teacher Due Process Act of 1990, OKLA. STAT.tit. 70, Section 6-101.20 et seq. For all continuing contract teachers, prior to the first Monday in June of each school year, the building principal or immediate supervisor shall make a written recommendation for any teacher that he/she recommends for non-reemployment. Additionally, the building principal or immediate supervisor will notify the teacher that a recommendation for non-reemployment is being made to the Superintendent. The teacher’s complete personnel file including all written evaluations and written responses shall be presented to the Board at the meeting in which the Board will consider renewal, non-renewal, or consider dismissal of the teacher's contract. Dismissal or non-renewal of probationary teacher shall be for cause and preceded by:
FAIR DISMISSAL. 1. The Board and Association agree to the mutual benefit of a Fair Dismissal procedure for experienced teachers. This provision balances the relative security earned through an extended and successful probationary period with employer expectations of continued quality professional performance.
FAIR DISMISSAL. A. Termination of contract of a teacher shall be in keeping with provisions of O.R.C. Section 3319.16 and related statutory law.
FAIR DISMISSAL. 1. All newly hired bargaining unit members will be on 3 years probation.
FAIR DISMISSAL. 1. When a professional employee is given notice of intent to terminate or non-renew his/her contract, this is in accordance with good cause, the Board, or its designee, shall notify the professional employee in writing of its actions and that professional employee may request a meeting with the Board upon written request filed with the clerk of the Board of Education within 15 calendar days from the date of such notice of nonrenewal or termination. If the professional employee would like to be represented in the meeting with the Board, he/she would include the name of the representative in the meeting request at the time the request is filed with the clerk of the Board of Education. The Board will hear the matter in executive session at the next regularly scheduled Board meeting following the receipt of the filed request.
FAIR DISMISSAL. A. PRINCIPLES: Any teacher recommended for non-renewal who holds a limited teaching contract will be non-renewed in compliance with ORC 3319.11, except as provided in Section (C) below. The recommendation for non-renewal shall be based on his/her inability or unwillingness to correct professional deficiency or deficiencies, identified during the formal Appraisal Process.
FAIR DISMISSAL. A. The Board will continue its policy of offering a hearing before the Board, if so requested, for a non-tenure teacher in the event of discharge or demotion in the employment status of the teacher.
FAIR DISMISSAL. Certified/licensed personnel who are not subject to the provisions of Rhode Island General Laws §16-13-1 et. seq. (the “Tenure Act”) may only be dismissed or suspended for good and just cause. Nothing contained in this section shall limit and/or alter the rights of those certified/licensed personnel who are subject to the provisions of the Tenure Act.
FAIR DISMISSAL. Tenured Teaching Assistants may be dismissed only in accordance with Section 3020-a of the Education Law. Article X (Grievance Procedure) of this Agreement shall not apply to this provision of the contract.
FAIR DISMISSAL. A. A unit member who has worked in the Spencerport School District for more than two years and one day may be dismissed only for just cause. This clause shall not apply to any loss of position occurring as a result of elimination of position or reduction in force. Any arbitration decision rendered under this clause shall be advisory only. Under any grievance arising under this section (a), the Board stage of the grievance shall take place after the arbitration decision.
