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.
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.
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.
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.
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.
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.
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:
FAIR DISMISSAL PROCEDURES. PARAPROFESSIONALS
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.
FAIR DISMISSAL PROCEDURES. The termination of probationary teachers and teaching assistants shall be in accordance with Sections 3019-a and 3031 of the New York State Education Law, and/or other statutory provisions and regulations.
