FAIR DISMISSAL PROCEDURES Sample Clauses

FAIR DISMISSAL PROCEDURES. Knowing that the purpose and intent of every evaluation is continuous feedback to support improvement and optimal performance, proper time must be provided for Professional Employees to display this growth. In continued efforts to make the most thorough and comprehensive employment decisions, for the first four (4) years of professional employment with the district, Professional Employees are considered probationary and may be non-renewed prior to the statutory deadline for any reason or no reason. Starting in year five (5) of teaching with the district, Professional Employees shall no longer be considered probationary. Non-probationary Professional Employees may be non-renewed for good cause. Good cause is defined as any reason put forward by the administration or board in good faith and which is not arbitrary or capricious and is relevant to the board’s task of building up and maintaining an efficient school system. If the non-renewal is based on a reduction in force, those separate procedures, as outlined in the Professional Negotiated Agreement, shall be followed prior to the non-renewal or termination.
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FAIR DISMISSAL PROCEDURES. The Board shall give to each non-tenured teacher continuously employed since the preceding September 30 either a written or electronic offer of a contract for employment for the next succeeding year providing for at least the same terms and conditions of employment but such increases in salary and benefits as may be required by law or agreement between the Board and the Association, or by May 15, written notice that such employment shall not be offered. If the non- tenured teacher desires to accept such employment, said teacher shall notify the Board of such acceptance in writing on or before June 1.
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FAIR DISMISSAL PROCEDURES. A. Employees shall be notified of their contract or salary status one week following the Board of Education regular April Meeting, but no later than April 30, unless the employee has been employed after September 30.
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FAIR DISMISSAL PROCEDURES. This provision shall not become effective unless Kansas Statutes 72-2253 through 72- 2262 are: i) eliminated in their entirety by the Kansas legislature or ii) materially modified by the Kansas legislature with fewer due process steps than contemplated by this provision, and then this provision shall become effective only on and after the effective date of such statutes being eliminated/materially modified. These fair dismissal procedures (“Due Process Procedures”) shall apply to Faculty who: i) have completed not less than three Continuous Contract Years and been offered a fourth contract at JCCC or ii) have completed not less than two Continuous Contract Years and been offered a third contract at JCCC, if at any time prior to the JCCC employment the Faculty member completed the years of employment requirement in i) above as faculty at another Kansas community college, a technical college or the institute of technology at Xxxxxxxx and for both i) and ii) above, who have also received written notice of a termination of contract/employment or non-renewal of a contract, other than terminations identified as part of a reduction in force and administered in accordance with Article IX - Reduction in Force, below. These Due Process Procedures also shall not apply to grievances or complaints against employees; grievances or complaints concerning working conditions; or, a Grievance under this Master Agreement as set forth earlier in this Article V.
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FAIR DISMISSAL PROCEDURES. 1. Probationary teachers and teaching assistants will be advised of their tenure status no later than at least thirty (30) days prior to the Board meeting at which a recommendation(s) to discontinue service is to be considered, or at least sixty (60) days prior to the expiration of the probationary appointment, whichever is applicable.
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FAIR DISMISSAL PROCEDURES. 28 29 The dismissal procedures for competitive class and non competitive class position 30 employees shall be those contained in Article 75 and 76 of the Civil Service Law. 31 32 The dismissal of a probationary or tenured teaching assistant is governed by the 33 Education Law.
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FAIR DISMISSAL PROCEDURES. A.1. On or before May 15 of each year, the Board shall give to each non-tenure employee continuously employed since the preceding September 30 either:
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FAIR DISMISSAL PROCEDURES. A. In the event the District intends to dismiss an employee, it shall be for just cause, as that term is defined in Article VI. The Superintendent shall provide written notice of such intent, containing a statement of the reasons constituting just cause, and shall conduct a just cause hearing providing the employee with rights of due process. The employee shall be entitled to Association representation in accordance with Article VI, Section B, of this Agreement. Within ten (10) days after receiving notice of any decision resulting from such hearing, the employee may appeal the decision to the Board.
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FAIR DISMISSAL PROCEDURES 
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Related to FAIR DISMISSAL PROCEDURES

  • FAIR DISMISSAL PROCEDURE 19.1 No Employee shall be discharged, disciplined, reprimanded, reduced in rank or compensation, or given an adverse evaluation of his/her services without just cause.

  • Formal Procedures a. Upon presentation to the Vice President of a petition, signed by one-third (1/3) of the full-time members of the department who are eligible to participate, excluding the Department Chair, stating specific reasons for recalling the Department Chair, the Vice President shall promptly give fourteen (14) days written notice to all full-time department members setting forth the time, date and place of a meeting to consider the recall petition and to vote on either a motion that the Department Chair continue in office or a motion to recommend to the President that he/she declare a vacancy to exist in the chair of the department. The Department Chair may be present at this meeting.

  • Arbitration Procedures In the event that the employee and the School Board are unable to resolve any grievance, the grievance may be submitted to arbitration as defined herein:

  • 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:

  • External Arbitration Procedures Any arbitration initiated under this LGIA shall be conducted before a single neutral arbitrator appointed by the Parties. If the Parties fail to agree upon a single arbitrator within ten (10) Calendar Days of the submission of the dispute to arbitration, each Party shall choose one arbitrator who shall sit on a three-member arbitration panel. The two arbitrators so chosen shall within twenty (20) Calendar Days select a third arbitrator to chair the arbitration panel. In either case, the arbitrators shall be knowledgeable in electric utility matters, including electric transmission and bulk power issues, and shall not have any current or past substantial business or financial relationships with any party to the arbitration (except prior arbitration). The arbitrator(s) shall provide each of the Parties an opportunity to be heard and, except as otherwise provided herein, shall conduct the arbitration in accordance with the Commercial Arbitration Rules of the American Arbitration Association (“Arbitration Rules”) and any applicable FERC regulations; provided, however, in the event of a conflict between the Arbitration Rules and the terms of this Article 27, the terms of this Article 27 shall prevail.

  • Dispute Resolution Procedures (a) In the event a dispute arises about the interpretation, application, calculation of Loss, or calculation of payments or otherwise with respect to this Single Family Shared-Loss Agreement (“SF Shared-Loss Dispute Item”), then the Receiver and the Assuming Institution shall make every attempt in good faith to resolve such items within sixty (60) days following the receipt of a written description of the SF Shared-Loss Dispute Item, with notification of the possibility of taking the matter to arbitration (the date on which such 60-day period expires, or any extension of such period as the parties hereto may mutually agree to in writing, herein called the “Resolution Deadline Date”). If the Receiver and the Assuming Institution resolve all such items to their mutual satisfaction by the Resolution Deadline Date, then within thirty (30) days following such resolution, any payment due as a result of such resolution shall be made arising from the settlement of the SF Shared-Loss Dispute.

  • Expedited Arbitration Procedures If the issue to be resolved through the negotiations referenced in Section 14.2 directly and materially affects service to either Party's end user customers, then the period of resolution of the dispute through negotiations before the dispute is to be submitted to binding arbitration shall be five (5) Business Days. Once such a service affecting dispute is submitted to arbitration, the arbitration shall be conducted pursuant to the expedited procedures rules of the Commercial Arbitration Rules of the American Arbitration Association (i.e., rules 53 through 57).

  • Appeal Procedures A. Employees may appeal discipline imposed under this LOA through the Dispute Resolution Procedure contained in the Collective Bargaining Agreement (i.e. grievance procedure) or to the Minneapolis Civil Service Commission.

  • Referral Procedures (a) For signatory Unions now having a job referral system contained in a Schedule A, the Contractor agrees to comply with such system and it shall be used exclusively by such Contractor, except as modified by this Agreement. Such job referral system will be operated in a nondiscriminatory manner and in full compliance with federal, state, and local laws and regulations which require equal employment opportunities and non-discrimination. All of the foregoing hiring procedures, including related practices affecting apprenticeship, shall be operated so as to consider the goals of the College to encourage employment of College residents and utilization of small local businesses on the Project, and to facilitate the ability of all Contractors to meet their employment needs. The Unions will exert their best efforts to recruit and refer sufficient numbers of skilled craft workers to fulfill the labor requirements of the Contractor, including specific employment obligations to which the Contractor may be legally and/or contractually obligated; and to refer apprentices as requested to develop a larger, skilled workforce. The Unions will work with their affiliated regional and national unions, and jointly with the Community Workforce Coordinator and others designated by the College, to identify and refer competent craft persons as needed for Project Work, and to identify and hire individuals, particularly residents of the College, for entrance into joint labor/management apprenticeship programs, or to participation in other identified programs and procedures to assist individuals in qualifying and becoming eligible for such apprenticeship programs, all maintained to increase the available supply of skilled craft personnel for Project Work and future construction of maintenance work to be undertaken by the College.

  • Dispute Procedures The Final Settlement Statement shall become final and binding on the Parties on the 45th day following the date the Final Settlement Statement is received by MLP, unless prior to such date MLP delivers written notice to HOLDINGS of its disagreement with the Final Settlement Statement (a “Settlement Notice”). Any Settlement Notice shall set forth MLP’s proposed changes to the Final Settlement Statement, including an explanation in reasonable detail of the basis on which MLP proposes such changes. If MLP has timely delivered a Settlement Notice, MLP and HOLDINGS shall use good faith efforts to reach written agreement on the disputed items. If the disputed items have not been resolved by MLP and HOLDINGS by the 30th day following HOLDINGS’ receipt of a Settlement Notice, any remaining disputed items shall be submitted to the Independent Accountants for resolution within ten (10) Business Days after the end of the foregoing 30-day period. The fees and expenses of the Independent Accountants shall be borne fifty percent (50%) by HOLDINGS and fifty percent (50%) by MLP. The Independent Accountants’ determination of the disputed items shall be final and binding upon the Parties, and the Parties hereby waive any and all rights to dispute such resolution in any manner, including in court, before an arbiter or appeal.

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