Common use of PROFESSIONAL BEHAVIOR Clause in Contracts

PROFESSIONAL BEHAVIOR. A. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline shall be promptly reported to the offending teacher. The Association will use its best efforts to correct breaches of professional behavior by any teacher. B. A teacher shall at all times be entitled to have present a representative of the Association when he is being reprimanded, warned or disciplined for any infractions of discipline or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present. C. No teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. D. A probationary teacher who, through the evaluation process, is not meeting district standards but is being retained shall be subject to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.

PROFESSIONAL BEHAVIOR. ‌ A. The Association recognizes that abuses Code of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in Ethics of the Education Profession is considered by the Faculty Senate and the Board as acceptable criteria of professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school buildingbehavior. The Board, Faculty Senate shall address ethical problems in recognition accordance with the terms of such Code of Ethics of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline shall be promptly reported to the offending teacher. The Association will use its best efforts to correct breaches of professional behavior by any teacherEducation Profession (Appendix A). B. No bargaining unit member shall be disciplined or discharged without just cause or without being accorded due process, except as described in Article XI paragraph A, concerning the orientation period. C. Non-disciplinary, paid administrative leave may be issued while an allegation of misconduct is being investigated. The bargaining unit member’s pay shall not be interrupted nor reduced while on non- disciplinary paid administrative leave. Non-disciplinary paid administrative leave is designed to protect the integrity of a fact-finding investigation, and shall not be considered discipline to the bargaining unit member. D. A teacher bargaining unit member shall at all times be entitled to have present a representative of the Association Faculty Senate when he is they are being reprimanded, warned warned, or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher faculty until such representative of the Association Faculty Senate is present. C. E. The bargaining unit member shall sign and receive a copy of each disciplinary action. The signing of this document is not to be construed as an admission of guilt but only as an acknowledgement that such action exists. In imposing any sanction on a current charge, the College shall not consider any prior infraction which occurred more than six (6) years previous to the date of the occurrence of the event on which the current charge is based except in instances specified in Article III, paragraph M. F. No teacher student, parental, citizen, or college personnel complaints originating after initial employment shall be disciplinedplaced in a bargaining unit member’s personnel file unless the bargaining unit member has had an opportunity to review the material, reprimandedto respond to the material, reduced in rank or compensation or deprived and a preponderance of any professional advantage without just causethe evidence that supports that discipline is merited. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by Complaints against the Board or any agent or representative thereof bargaining unit member shall be subject put in writing with names of the complainant(s). The administrator shall attach to the professional grievance procedure hereinafter set forth. D. A probationary teacher whowritten complaint a written explanation of all administrative action taken and administrative expectations (if any) of the bargaining unit member. The bargaining unit member may submit a written notation or reply regarding any complaint, through and the evaluation process, is not meeting district standards but is being retained same shall be subject attached to the file copy of the material in question. When documentation relating to a correction committee. The correction committee complaint is to be placed in a bargaining unit member’s file, the affected bargaining unit member shall be composed given the opportunity to review and sign said material; such signature will be understood to indicate awareness of the affected teacher’s mentor teacher, if applicable, material but in no instance will said signature be interpreted to mean agreement with the evaluating administrator, and, if he/she desires, a Meridian EA representative content of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.material.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with rules, regulations, and directions as set down in their respective Listed Procedures. If a conflict exists between the Listed Procedures and the Master Contract, the Master Contract shall prevail. B. The Association recognizes that abuses abuse of sick leave or other leavesleave, chronic tardiness or absence, willful deficiencies in professional performancebehavior, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall first of all promptly notify the teacher in writing of alleged delinquencies, delinquencies by the use of a memo of verbal warning (Appendix L) which will not be placed in a teacher’s personnel file. The memo shall indicate expected correction, correction and indicate a reasonable period for correction. Alleged breaches of discipline shall also be promptly reported to the offending teacherAssociation. Continued delinquencies of the same specific type may result in the teacher receiving a written reprimand (Appendix M) to be placed in his/her personnel file. The Association will Board recognizes the use its best efforts to correct breaches of professional behavior by any teacherprogressive discipline for the said infractions. B. C. A teacher shall at all times be entitled to have present a representative of the Association when he he/she is being reprimanded, warned warned, or disciplined for any infractions infraction of discipline rules or delinquency deficiencies in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative representation of the Association is present. C. D. No teacher shall be reprimanded, disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, discipline, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. D. A probationary teacher who, through . All information forming the evaluation process, is not meeting district standards but is being retained shall basis for disciplinary action will be subject made available to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, and the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.Association.

PROFESSIONAL BEHAVIOR. A. The Association recognizes Teachers are expected to abide by this master agreement and to comply with the rules, regulations and directions adopted by the Board or its representatives which are not inconsistent with the provisions of this agreement, provided that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect adversely upon may reasonably refuse to carry out an order which threatens physical safety or well-being, except in cases where such refusal jeopardizes the teaching profession health and create undesirable conditions in the school building. The Board, in recognition safety of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline shall be promptly reported to the offending teacher. The Association will use its best efforts to correct breaches of professional behavior by any teacherstudents. B. No teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage, without just cause. Any discipline that is without just cause, any reprimand or reduction in rank, compensation or advantage, asserted by the Board or representative thereof, shall be subject to the grievance procedure. All information forming the basis for disciplinary action will be made available to the teacher and the Association in writing. C. A teacher shall at all times be entitled to have present a representative of the Association when he is being reprimanded, warned or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present. C. No . The teacher shall be disciplinedadvised of their right to representation. When necessary, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of the teacher performance asserted by representative will be granted released time for the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forthabove purpose. D. A probationary The Board agrees to follow a policy of progressive discipline which includes verbal warning, written warning, reprimand and suspension with discharge as a final and last resort. To the extent permitted by law, the Board reserves the right to suspend with pay any teacher whowho within the immediate supervisor's judgment is detrimental to self or others. In such a case, through the evaluation processpolicy of progressive discipline will be waived pending the Board Hearing. E. Any complaint made against a teacher or person for whom the teacher is administratively responsible, by any parent, student or any other person that will be used as a basis for disciplinary action will be promptly called to the attention of the teacher. F. If discharge of a teacher (including denial of tenure) is not meeting district standards but is being retained to be considered, such action shall be subject to a correction committee. The correction committee shall be composed of in compliance with the affected teacher’s mentor teacherTeacher Tenure Act, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.as amended.

PROFESSIONAL BEHAVIOR. A. The Association recognizes that abuses Teachers are expected to comply with rules, regulations and policies adopted by the Board or its representatives, which are not inconsistent with the provisions of sick leave this Agreement. A teacher may refuse to carry out an order, which threatens physical well being or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline shall be promptly reported to the offending teacher. The Association will use its best efforts to correct breaches of professional behavior by any teachersafety. B. A teacher shall at all times be entitled entitled, upon request, to have present a representative of the Association present when he he/she is being reprimanded, warned reprimanded or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such representation is mademade and no representative is made available within five (5) days, no administrative action shall be taken with respect to and a written record of the proceeding shall be furnished the teacher until such representative of and the Association is presentAssociation. C. No probationary teacher in his/her first or second probationary year shall be disciplined, reprimanded, reduced in compensation or deprived of any professional advantage for reasons that are arbitrary or capricious. No probationary teacher in his/her third or fourth probationary year and no tenured teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand reprimand, or reduction in rank, compensation or advantage, including adverse evaluation deprivation of teacher performance asserted advantage by the Board or any agent or representative thereof thereof, shall be subject to done in private unless prohibited by law. The teacher shall be informed of the professional grievance procedure hereinafter set forthbasis for disciplinary action and will be provided with all information concerning the basis of this action. D. In appropriate cases, the Board subscribes to the principle of progressive discipline of employees and recognizes that reasonable promptness in carrying out disciplinary measures is desirable. E. A probationary refusal to teach any child or children based upon race, creed, sex, handicap, or ethnic origin, at any school to which a teacher who, through the evaluation process, is not meeting district standards but is being retained may be assigned shall be subject to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.judged as insubordination.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with rules, regulations and policies adopted by the Board or its representatives that are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order that threatens physical safety or well-being. B. The Board recognizes that the Code of Ethics of the Education Profession is considered by the Association and its membership to define acceptable criteria of professional behavior. The Association shall accept responsibility to deal with ethical problems in accordance with the terms of such Code of Ethics of the Education Profession. C. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline or the Code of Ethics of the Education profession shall be promptly reported to the offending teacherteacher and to the Association. The Association will use its best efforts to correct breaches of professional behavior by any teacher. B. A teacher shall at all times be entitled to have present a representative of the Association when he he/she is being reprimanded, warned or disciplined for any infractions an infraction of discipline rules or delinquency in professional performance. When An Association Representative will not normally be involved when a request for teacher is being verbally reprimanded unless the teacher, during the course of the reprimand conference, requests such representation representation. If a teacher so requests an Association Representative, then the administrator shall cease any further discussion of the situation until an Association Representative is madepresent. Nothing in this part is intended to preclude a supervisor from verbally discussing isolated instances of minor misconduct with an employee, no action which the administrator has reasonable belief will not expand to administrative discipline. If the discussion, according to the teacher, warrants an Association Representative, then the conversation shall be taken with respect to the teacher recessed until such representative of the an Association is presentRepresentative can be in attendance. C. No teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. D. A probationary teacher who, through the evaluation process, is not meeting district standards but is being retained shall be subject to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.

PROFESSIONAL BEHAVIOR. A. The Association recognizes Teachers are expected to comply with reasonable written or oral rules, regulations and directives, adopted by the Board or its representatives, which are not inconsistent with the provisions of this agreement, provided that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions may reasonably refuse to carry out an order which threatens physical safety or well being, unless such order is in the interest of providing for the safety and well being of the students. At the beginning of the school buildingyear, each teacher will be provided with a list of rules and regulations that govern the building to which said teacher is assigned. The Board shall provide the Association President with copies of administrative policies and procedures for each building and a copy of the rules and regulations of the Board. Subsequent modifications or changes in these documents shall also be furnished to the Association President. Building policies and procedures, as well as the rules and regulations of the Board, in recognition of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline shall be promptly reported to posted in the offending teacher. The Association will use its best efforts to correct breaches faculty lounge of professional behavior by any teachereach school. B. A teacher shall at all times be entitled to have present a representative of the Association when he is being reprimanded, warned or disciplined for any infractions of discipline or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present. C. No teacher shall be disciplined, reprimanded, reduced in rank or compensation compensation, or deprived of any professional advantage without just causecause and due process. Any such discipline, reprimand reprimand, or reduction in rank, compensation or advantageadvantages, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof thereof, shall be subject to the professional grievance procedure hereinafter set forth. All information forming the basis for disciplinary action will be made available to the teacher. This provision shall not apply to the termination of a probationary teacher’s employment. Due process will be afforded to all members. The Board and Association agree that the following constitutes just cause for immediate termination of employment and that termination of a teacher for the following is not subject to the grievance procedure: 1. Past or recent conviction of a “listed offense” as defined in Section 2 of the Sex Offenders Registration Act. 2. Past or recent conviction of a felony which does not constitute a “listed offense” as defined by Section 2 of the Sex Offenders Registration Act unless the Board and Superintendent of Schools, in their sole discretion, specifically approve continued employment of the employee. 3. Violation of subsection 1230d(1) or subsection 1230d(2) of the Revised School Code. C. The Board and Association recognize that the educational program is not confined to academic pursuits alone, but includes all areas of the curriculum. The Board and Association further recognize that the success of the total educational program is directly dependent upon the quality of the teaching service and the involvement of teachers in all areas of the program. It is, therefore, agreed that teacher attendance at, and involvement in, programs conducted in their respective buildings be considered a professional responsibility. D. A probationary It is hereby agreed and understood between the parties that the daily conference period is time set apart from classroom responsibility for teacher whobreaks, through conferences with students and parents, planning, grading papers and attention to teacher duties. E. Teachers who plan to leave the evaluation process, is not meeting district standards but is being retained shall be subject to a correction committee. The correction committee shall be composed employ of the affected teacher’s mentor teacherschool district shall notify the Board of this decision in writing, if applicableas soon as possible. F. No teacher will be required to administer any first aid or medication prescribed for a student, the evaluating administratornor shall any teacher be required to transport any child for any reason. It is anticipated, andhowever, if he/she desiresthat each teacher will act and react in such situations in a professional, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards reasonable and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.responsible manner.

PROFESSIONAL BEHAVIOR. A. Teachers shall comply with all rules, regulations, directives and policies adopted from time to time by the Board or its representatives, which are not inconsistent with the provisions of this Agreement. Provided, however, that no action shall be taken against any teacher for failure to comply with any Board policy which is not part of the current Teacher's Handbook which shall have been distributed to all teachers and updated as necessary. B. The Board recognizes that the Code of Ethics of the Education Profession is considered by the Association and its membership to define acceptable criteria of professional behavior. The Association shall deal with ethical problems in accordance with the terms of such Code of Ethics of the Education Profession, copy of which is attached hereto and made a part, by reference, of this Agreement. C. No teacher shall be disciplined without just and reasonable cause. A teacher shall at all times be entitled to have present a representative of the Association when he is being reprimanded, warned or disciplined for any infraction of rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present. The Association agrees to provide such representative within a reasonable length of time. This section does not apply to the nonrenewal of a probationary teacher pursuant to the Michigan Teachers Tenure Act. D. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline or the Code of Ethics of the Education Profession shall be promptly reported to the offending teacherteacher and to the Association. The Association will use its best efforts to correct breaches of professional behavior by any teacher and, in appropriate cases, may institute proceedings against the offending teacher. Nothing contained in this paragraph shall deny or abrogate any rights of the Board under existing laws of this state. B. E. A teacher shall at all times be entitled to have present a representative system of the Association when he is being reprimanded, warned or disciplined for any infractions of progressive and corrective discipline or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect applied to all Bargaining Unit Members in the teacher until such representative of district unless unusual circumstances occur which require immediate action. The Board may initiate discipline at the Association is presentappropriate level up to and including discharge. C. No teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause1. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. D. A probationary teacher who, through the evaluation process, is not meeting district standards but is being retained shall be subject to a correction committeeverbal warning 2. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.written warning

PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable rules, regulations, and directions from time to time adopted by the Board or its representatives which are not inconsistent with the provisions of this agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well-being. B. The Association recognizes that abuses of sick paid time off (PTO) leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher teacher, reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher NTPSM in writing of alleged delinquencies, indicate expected correction, and indicate a reasonable period for of correction. Alleged breaches , provided, however, that the Board reserves the right to take immediate action, up to and including suspension and/or discharge of a NTPSM, depending upon the severity of the aforesaid abuses without resort to progressive discipline shall be promptly reported to provided also that no element of the offending teacher. The Association will use its best efforts to correct breaches of professional behavior by any teachertenure act is violated. B. A teacher C. NTPSM shall at all times be entitled to have present a representative of the Association when he he/she is being reprimanded, warned or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present. If a mutually agreed upon person is not found within three (3) days, the administration shall contact the Board of Directors of the GEA and they will appoint a representative. Under emergency conditions, by mutual agreement of both the Board and the Association, the three (3) day waiting period may be waived and the president of the Association and two (2) other Association members may appoint a representative for the NTPSM. C. D. If a formal reprimand of a NTPSM is forthcoming, the NTPSM in question will be notified as to the nature of the reprimand so he/she may use his option of having a GEA representative with him during the reprimand. E. No teacher NTPSM shall be disciplined, reprimanded, reduced in rank or compensation compensation, or deprived of any professional advantage without just cause. Any such discipline, reprimand reprimand, or reduction in rank, compensation compensation, or advantage, including adverse evaluation of teacher NTPSM performance asserted by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. All information forming the basis for disciplinary action will be made available to the NTPSM and the Association. D. A probationary teacher whoF. Elements of professional advantage will be limited to the subject area in which the NTPSM prefers to work, also the hours, wages and working conditions. G. Board policies, and administrative regulations as they relate to placement, layoff, and recall, discipline and discharge are available on the district’s website. The evaluation tool and criteria to be utilized that school year are available through the electronic evaluation process, is system used by the district. The Board may consult with teachers and the Association from time to time regarding implementation of the above - referenced Board Policies and administrative regulations which are not meeting district standards but is being retained shall be subject to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards grievance and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.arbitration procedures.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable rules, regulations, and directions from time to time adopted by the Board or its representatives which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well-being or is professionally demeaning. This section shall not apply to the non-renewal of probationary teachers. B. The Board recognizes that the Code of Ethics of the Education Profession is considered by the Association and its members to define acceptable criteria of professional behavior. After first being initiated by the Board, the Association members shall deal with ethical problems in accordance with the terms of such Code of Ethics of the Education Profession, and shall conduct themselves in the classroom and on school grounds according to the guiding principles of this Code of Ethics. C. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline of the Code of Ethics of the Education Profession shall be promptly reported to the offending teacher. The Association will use its best efforts When the offense needs to correct breaches be brought to the attention of professional behavior by any the teacher, he shall be notified first. Thereafter, if the offense continues, the teacher and the Professional Rights and Responsibilities Committee shall be notified in writing. B. D. A teacher shall at all times be entitled to have present a representative of the Association when he is being reprimanded, warned or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present. C. E. No teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof shall be made subject to the professional grievance procedure hereinafter herein set forth. All information forming the basis for disciplinary action will be made available to the teacher and the Association. This section shall not apply to the non-renewal of probationary teachers. Board or representative thereof shall be made subject to the professional grievance procedure herein set forth. All information forming the basis for disciplinary action will be made available to the teacher and the Association. D. A probationary teacher whoF. Teachers shall not engage in business activities, through the evaluation process, sales or solicitation during school hours or on school premises that is not meeting district standards but is being retained shall be subject directly related to a correction committeeschool fund-raising activity or as a fund-raising activity for a non-profit community service organization. The correction committee shall be composed Any sales, solicitation or fund-raising requires prior approval of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.administration.

PROFESSIONAL BEHAVIOR. A. Teachers agree to comply with reasonable rules, regulations and directions which are adopted from time to time by the Board or its representatives which are not inconsistent with the provisions of this Agreement. Teachers further acknowledge that it shall be the teachers' responsibility to implement students' individualized educational plans and for attending to the educational needs of the student while they are in the class. B. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absenceabsences, willful deficiencies in professional performance, performance or other violations of discipline disciplines by a teacher reflect reflects adversely upon the teaching profession and create creates undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged or suspected breaches of discipline professional conduct shall be promptly reported to the offending teacherteacher and the Association. The Association will agrees to use its best efforts to correct breaches of professional behavior by any teacher. B. . A teacher shall at all times be entitled to have present a representative of the Association present when he he/she is being formally reprimanded, warned or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such Association representation is made, no action shall be taken with respect to the teacher until such representative representation is present unless the urgency of the situation requires immediate action. The Association is presentshall be provided a maximum of two working days to provide such representation and/or three working days to obtain legal counsel if necessary. C. The Board may adopt written rules and regulations not in conflict with the terms of this Agreement concerning the discipline of teachers; but no non-probationary teacher shall be disciplined, including reprimand, suspension with or without pay, demotion or discharge, without just cause. Notwithstanding the foregoing, in the case of the discipline of a tenure teacher within the meaning of the Michigan Teacher Tenure Act, just cause shall be determined under that Act. D. Discipline of teachers shall be subject to the grievance procedure; provided, however, that (1) as to probationary teachers, the Board may give notice of unsatisfactory work and such other notices as shall be required or permitted by the Michigan Teacher Tenure Act during the pendency of any grievance, and (2) as to teachers on Tenure or continuing contracts, pending grievances shall be dismissed upon the filing of written charges under the Tenure Act; and the Tenure Act shall thereafter govern all proceedings against the Teacher. E. The Board of Education and the C.E.A. agree that it is the teacher's responsibility for maintaining conditions conducive to learning in their respective classrooms and buildings. F. No teacher on continuing tenure shall be disciplined, reprimanded, reduced in rank or compensation compensation, or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. D. A probationary teacher who, through the evaluation process, is not meeting district standards but is being retained shall be subject to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.

PROFESSIONAL BEHAVIOR. A. Teachers shall comply with reasonable rules, regulations, and directions from time to time adopted by the Board or its representatives which are consistent with the provisions of this Agreement, provided that a Teacher may reasonably refuse to carry out an order which threatens physical safety or well-being or is professionally demeaning. B. The Board recognizes that a Code of Ethics is considered by the Association and its membership to define acceptable criteria of professional behavior. The Board and the Association will work jointly to develop a Code of Ethics to deal with ethical problems in accordance with the terms of such a Code. C. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect Teacher reflects adversely upon the teaching profession and create creates undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline of the Code of Ethics of the Education Profession shall be promptly reported to the offending teacherTeacher and to the Association. The Association will use its best efforts effort to correct breaches of professional behavior by any teacherTeacher and; in appropriate cases, may institute proceedings against the offending Teacher. B. D. A teacher Teacher shall at all times be entitled to have present a representative of the Association when he he/she is being reprimanded, warned or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher Teacher until such representative of the Association is present. C. No teacher shall E. All information forming the basis for disciplinary action will be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just causemade available to the Teacher and the Association. Any such discipline, reprimand probationary Teacher who is not being offered a further year of probation or reduction in rank, compensation or advantage, including adverse evaluation tenure at the end of teacher performance asserted by the fifth year of probation may grieve that decision to a Board or any agent or representative thereof level hearing only: the probationary Teacher shall be subject not have the right to the professional grievance procedure hereinafter set fortharbitration. D. A probationary teacher whoF. Under the terms of this agreement, through the evaluation process, is any Teacher with an alcohol and/or drug abuse problem who requests diagnosis or treatment for it will not meeting district standards but is being retained shall be subject to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform himjeopardize his/her job rights solely for doing so. Time missed for diagnosis and treatment of such problems under the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent care of qualified medical experts shall qualify for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.use of leave time under this Agreement.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable rules, regulations, and directions from time to time adopted by the Board or its representatives which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well-being. B. The Association recognizes that abuses abuse of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, performance or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify shall: 1. make sure the employee is aware of the rule. 2. upon further infraction, talk to the employee and provide a verbal reprimand followed by a written synopsis given to the teacher of and placed in the teacher’s file that describes the alleged delinquencies, indicate indicates expected correction, and indicate indicates a reasonable period for correction. 3. upon further infraction, provide a written reprimand and outline the steps of progressive discipline. 4. upon further infraction, document the infraction and move down the line of progressive discipline as described in step 3. Alleged breaches of discipline shall be promptly timely reported to the offending teacherteacher before discipline is imposed, and with the consent of the teacher reported to the Association. The Association will use its best efforts to correct assist in correcting breaches of professional behavior by any teacher, and, in appropriate cases, may institute proceedings against the offending teacher. B. C. A teacher shall at all times be entitled to have present a building representative of the Association when he is being reprimanded, warned warned, or disciplined disciplined, for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present. C. No , in no case longer than forty-eight (48) hours or two (2) school days, whichever is longer. If the building representative is involved or not available, the teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forthmay request another representative. D. A probationary Teachers having non-educational business with another teacher who, through shall conduct that business during times other than their scheduled classes. E. All communications between the evaluation process, is not meeting school district standards but is being retained shall and the Association will be subject directed to a correction committeethe Superintendent of Schools or the Association President. The correction committee shall Copies of such correspondence may be composed sent to anyone at the discretion of the affected teacher’s mentor teacher, if applicable, Association President or the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.Superintendent.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable rules, regulations and directions from time to time adopted by the Board or its representatives which are not inconsistent with the provisions of this agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well-being. B. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher teacher, reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher NTPSM in writing of alleged delinquencies, indicate expected correction, and indicate a reasonable period for of correction. Alleged breaches , provided, however, that the Board reserves the right to take immediate action, up to and including suspension and/or discharge of a NTPSM, depending upon the severity of the aforesaid abuses without resort to progressive discipline shall be promptly reported to provided also that no element of the offending teacher. The Association will use its best efforts to correct breaches of professional behavior by any teachertenure act is violated. B. C. A teacher bargaining unit member shall at all times be entitled to have present a representative of the Association when he he/she is being reprimanded, warned or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present. If a mutually agreed upon person is not found within three (3) days, the administration shall contact the Board of Directors of the GEA and they will appoint a representative. Under emergency conditions, by mutual agreement of both the Board and the Association, the three (3) day waiting period may be waived and the president of the Association and two (2) other Association members may appoint a representative for the bargaining unit member. C. ▇. ▇▇ a formal reprimand of a bargaining unit member is forthcoming, the bargaining unit member in question will be notified as to the nature of the reprimand so he may use his option of having a GEA representative with him during the reprimand. E. No teacher NTPSM shall be disciplined, reprimanded, reduced in rank or compensation compensation, or deprived of any professional advantage without just cause. Any such discipline, reprimand reprimand, or reduction in rank, compensation compensation, or advantage, including adverse evaluation of teacher NTPSM performance asserted by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. All information forming the basis for disciplinary action will be made available to the NTPSM and the Association. D. A probationary teacher whoF. Elements of professional advantage will be limited to the subject area in which the NTPSM prefers to work, also the hours, wages and working conditions. G. Board policies, and administrative regulations as they relate to placement, layoff and recall, discipline and discharge are available on the districts website. The evaluation tool and criteria to be utilized that school year are available through the electronic evaluation process, is system used by the district. The Board may consult with teachers and the Association from time to time regarding implementation of the above – referenced Board Policies and administrative regulations which are not meeting district standards but is being retained shall be subject to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards grievance and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.arbitration procedures.

PROFESSIONAL BEHAVIOR. A. The Association recognizes board agrees that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by when disciplinary action is warranted against an employee that it will use disciplinary measures that are progressive and appropriate. 1) a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate verbal warning (documented with Maple Valley Schools Employee’s Warning Record) 2) a reasonable period for correction. Alleged breaches of discipline shall be promptly reported to the offending teacherwritten reprimand 3) suspension without pay 4) discharge. The Association will use its best efforts to correct breaches of professional behavior by any teacher. A written reprimand shall notify the employee of any delinquencies, point out expected correction, state a reasonable period of time in which to make the correction, and direct the employee's attention to potential penalties if such corrections are not made. All alleged misconduct shall be promptly reported to the employee. B. A teacher shall at all times be entitled to have present a representative of the Association when he he/she is being reprimanded, warned or disciplined for any infractions of discipline or delinquency in professional performancedisciplined. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present, unless necessity dictates immediate action. If, due to the unavailability of the employee and/or the building representative, a meeting to discuss the discipline has not been scheduled to be held within five (5) workdays, the administrator may proceed with the discipline. The administrator involved may also have another administrator present at the meeting. C. No teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage disciplined without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. D. A probationary teacher who, through the Any complaint directed toward an employee which may result in an adverse evaluation process, is not meeting district standards but is being retained or other disciplinary action shall be subject promptly called to the attention of the employee. Any complaint not directed to the employee's attention may not be used as the basis for any disciplinary action against the employee. E. Complaints by a correction committeeparent or a student directed toward an employee that cannot be resolved by the administrator at the time the complaint is brought to him/her shall be called to the attention of the employee. The correction committee shall be composed administrator shall: 1. Provide the employee an opportunity to meet with the parent or student with the administrator to reach resolution. 2. Provide the employee an opportunity to reduce the employee's version of the affected teacher’s mentor teacher, if applicablematter to writing and to have that version attached to any written record of the matter; and 3. Provide the employee with a copy of the written record which the administrator expects to place in the employee's file. F. The Board and Administration recognize their responsibility to give reasonable support and assistance in the maintenance of control and discipline in the classroom. 1. If a pupil is excluded from the classroom, the evaluating administratorteacher will furnish his/her administrator pertinent details of the incident(s) as promptly as teaching obligations will allow, andbut in no case later than the end of the teacher day unless extenuating circumstances dictate otherwise. Before the principal or assistant returns the pupil to the classroom, if he/she desiresshall inform the teacher, with a Meridian EA representative personal contact or in writing, of the affected corrective measures taken. 2. When requested by the teacher’s choice, the administrator will make reasonable attempts to arrange a conference including the student and his/her parent or legal guardian. 3. Whenever it appears to the teacher and administrator that a particular pupil requires the attention of special counselors, social workers, law enforcement personnel, physicians or other professional persons, the Administration will take such steps as may be necessary to relieve the employee of responsibility with respect to such pupil. G. Any case of assault upon a teacher, which is related to the teacher's responsibilities in the District, shall be reported promptly to the administration and Board. The committee Board shall determine provide the criteria services of an attorney to advise the probationary teacher needs to attain in order to meet the district standards and inform himof his/her rights and obligations with respect to the criminal prosecution of the committee’s expectationsassailant. If, after further evaluationThe teacher shall cooperate with the proper legal authorities in the apprehension and prosecution of the assailant. H. If any teacher is complained against or sued by reason of disciplinary action taken by the teacher against a student, the Board, by discretionary action, shall provide legal counsel if requested in writing by the teacher has not made sufficient progress, the committee will refer the entire matter and render necessary assistance to the superintendent for consideration and disposition. Heteacher in his/she may choose to continue the correction process, subject to further evaluation, or dismiss her defense providing the teacher from employmentacted within the scope of Board of Education policy. This supercedes Such Board action shall be in connection with coverage also involved through the Michigan Education Association Liability Program or the school district's liability insurance carrier. I. Any injury which arises out of or occurs within the course of the employee's employment shall be promptly reported to the building Principal. The employee shall be supplied with the appropriate form in the event a Worker's Compensation claim is to be filed. J. The Board shall investigate any matter covered under this Article XIVand if they find the teacher was not responsible or is unjustly charged, Section C.they shall provide the necessary time off for the teacher to aid in the prosecution of an assailant and/or defense of litigation against the teacher. Such time off shall be without the loss of compensation and shall not be charged against any paid leave time. K. Teachers shall be expected to exercise reasonable care with respect to the safety of pupils and property, but shall not be individually liable, except in the case of negligence or neglect of duty, for any damage or loss to person or property. L. The discipline policies set forth in the respective student handbooks of the District will be made known to all students and staff at the beginning of each school year. Said discipline policies will set forth the general standards of behavior expected of students enrolled in the District whether in the classroom, elsewhere on school premises, on a school bus or other school-related vehicle or at a school sponsored activity or event.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable rules, regulations, and directives adopted by the Board or its representatives which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well-being. B. The Association recognizes that abuses abuse of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline professional behavior by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The BoardAdministration, in recognition of the concept of progressive correction, shall notify the teacher in writing of alleged delinquencies, indicate expected correction, and indicate provide a reasonable period for correction. The administration shall not be precluded from taking disciplinary action appropriate to the circumstances. Alleged breaches of discipline professional behavior shall be promptly reported to the offending teacher, and with the teacher’s consent, to the Association. The Association will shall use its best efforts to correct breaches of professional behavior by any teacher and, in appropriate cases, may institute proceedings against the offending teacher. B. C. A teacher shall at all times be entitled to have present a representative of the Association present when he is being reprimandedformally warned, warned reprimanded or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such a representative of the Association is present. C. No D. In the event a probationary teacher is not continued in employment, the Board will advise the teacher of the reasons therefore in writing with a copy to the Association, if the teacher requests said form to be given to the Association, and provide a hearing before the Board where requested. E. A teacher who is in substantial disagreement with the contents of any material placed in his personnel file after the date of initial employment or with the contents of any formal evaluation may file a grievance in accordance with the procedures set forth in this Agreement, subject, however, to the following limitations and guidelines, namely: 1. A teacher may not proceed to Step 2 of the grievance procedure without the expressed approval of the Executive Committee of the Association. 2. If the Executive Committee agrees that the grievance may be pursued, then and in that event the Association shall first refer the matter to a hearing panel, as hereinafter defined, within ten (10) work days from the date on which the teacher filed with the Superintendent, or his designate, a statement setting forth the ground of his disagreement as provided in Article III, F or Article XIII, E. 3. The hearing panel shall be disciplinedcomprised of the Superintendent, reprimandedwho shall be the convener, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted an Association representative selected by the Board or any agent or representative thereof shall be Association subject to the professional grievance procedure hereinafter set forth. D. A probationary teacher who, through the evaluation process, is not meeting district standards but is being retained shall be subject to a correction committee. The correction committee shall be composed approval of the affected teacher’s mentor teacher, if applicablethe teacher's Principal, the evaluating administrator, and, if he/she desires, and a Meridian EA representative of the affected teacher’s choiceBoard of Education selected by the Board. The committee teacher shall determine have the criteria right to be in attendance and to speak on his own behalf. 4. Within ten (10) work days after the probationary teacher needs matter is referred to attain in order the hearing panel, the convener shall schedule a hearing, the purpose of which shall be to meet review the district standards and inform him/her grounds of the committee’s expectationsteacher's disagreement and to provide an opportunity for the parties to reach an understanding and/or to make whatever adjustments are deemed appropriate under the circumstances. 5. IfAny understanding reached or adjustments made shall be reduced to writing by the Superintendent, after further evaluationor his designate, within ten (10) work days, a copy of which shall be given to each person in attendance at such hearing. If the teacher is satisfied with the results of the hearing, a copy may be placed in the teacher's personnel file at the teacher's request. 6. If the teacher is not satisfied with the results of the hearing, the teacher has not made sufficient progressteacher, within ten (10) work days from the committee will refer date of the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluationhearing, or dismiss receipt of the teacher written statement from employmentthe Superintendent, or his designate, whichever is later, may with the concurrence of the Association, pursue the grievance beginning at Step 2. This supercedes Article XIV, Section C.A copy of the written statement shall be made a part of the grievance file.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable rules, regulations, and directions from time to time adopted by the Board or its representatives which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well-being. B. The Association recognizes that abuses abuse of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, performance or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify shall: 1. make sure the employee is aware of the rule. 2. upon further infraction, talk to the employee and provide a verbal reprimand followed by a written synopsis given to the teacher of and placed in the teacher’s file that describes the alleged delinquencies, indicate indicates expected correction, and indicate indicates a reasonable period for correction. 3. upon further infraction, provide a written reprimand and outline the steps of progressive discipline. 4. upon further infraction, document the infraction and move down the line of progressive discipline as described in step 3. Alleged breaches of discipline shall be promptly timely reported to the offending teacherteacher before discipline is imposed, and with the consent of the teacher reported to the Association. The Association will use its best efforts to correct assist in correcting breaches of professional behavior by any teacher, and, in appropriate cases, may institute proceedings against the offending teacher. B. C. A teacher shall at all times be entitled to have present a building representative of the Association when he is being reprimanded, warned warned, or disciplined disciplined, for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present. C. No , in no case longer than forty- eight (48) hours or two (2) school days, whichever is longer. If the building representative is involved or not available, the teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forthmay request another representative. D. A probationary Teachers having non-educational business with another teacher who, through shall conduct that business during times other than their scheduled classes. E. All communications between the evaluation process, is not meeting school district standards but is being retained shall and the Association will be subject directed to a correction committeethe Superintendent of Schools or the Association President. The correction committee shall Copies of such correspondence may be composed sent to anyone at the discretion of the affected teacher’s mentor teacher, if applicable, Association President or the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.Superintendent.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with rules, regulations and directions from time to time adopted by the Board or its representatives which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which is outside the scope of his or her professional duties. B. The Association Board recognizes that abuses the Code of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in Ethics of the Education Profession is considered by the BFO and its members to define acceptable criteria of professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school buildingbehavior. The Board, BFO shall deal with ethical problems in recognition accordance with the terms of the concept such Code of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Ethics. C. Alleged breaches of discipline the Code of Ethics included herein by reference shall be promptly reported to the offending teacherteacher and to the BFO. In the event of disagreement between the BFO and the Administration as to the merits of the allegation, the matter may be processed through the professional grievance procedure hereinafter set forth. The Association BFO will use its best efforts to correct breaches of professional behavior by any teacherteacher and, in appropriate cases, may institute proceedings against said teacher under the Code of Ethics. B. A D. In the event a teacher is reprimanded, warned, or disciplined for any alleged infraction of rules or delinquency in professional performance, other than observation reports, he or she shall at all times be entitled advised in writing of his or her right, before such matter becomes a part of his or her personal folder or record, to have present a representative of the Association when he is being reprimandedBFO to review such action with the school supervisor involved. All reprimands, warned warnings, or disciplined disciplinary action for any infractions of discipline or delinquency alleged infraction shall be in professional performancecamera. When a request for such representation is made, the BFO shall be afforded two (2) schools days in which to provide representation, during which time no further action shall be taken with respect to the teacher until such representative of the Association is presentteacher. C. E. No teacher material derogatory to the teacher’s conduct, service, character, or personality shall be disciplined, reprimanded, reduced placed in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. D. A probationary teacher who, through the evaluation process, is not meeting district standards but is being retained shall be subject to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, files unless the teacher has had an opportunity to read the material. The teacher shall acknowledge that he or she has read such material by affixing his or her signature on the actual copy to be filed, with the understanding that such signature merely signifies that he or she has read the material to be filed and does not made sufficient progressnecessarily indicate agreement with its content. However, an incident which has not been reduced to writing within thirty (30) days of its occurrence, exclusive of the committee will refer the entire matter summer vacation period, may not later be added to the superintendent file unless it has been reduced to writing within thirty (30) days of the time it was known or later if the school district could not have reasonably learned of its occurrence within thirty (30) days. Every teacher, upon his or her request, shall have the right to inspect all material contained in his or her personal folder. F. Recognizing the need for consideration proper orientation to District philosophy, objectives, goals, and disposition. He/she may choose purpose, teachers who are new to continue the correction process, subject District shall attend scheduled orientation programs to further evaluation, or dismiss be conducted during the teacher from employment. This supercedes Article XIV, Section C.Fall of the school year.

PROFESSIONAL BEHAVIOR. A. Teachers shall comply with all rules, regulations, directives and policies adopted from time to time by the Board or its representatives, which are not inconsistent with the provisions of this Agreement. Provided, however, that no action shall be taken against any teacher for failure to comply with any board policy which is not part of the current Teacher's Handbook which shall have been distributed to all teachers and updated from time to time. B. The Board recognizes that the Code of Ethics of the Education Profession is considered by the Association and its membership to define acceptable criteria of professional behavior. The Association shall deal with ethical problems in accordance with the terms of such Code of Ethics of the Education Profession, copy of which is attached hereto and made a part, by reference, of this Agreement. C. No teacher shall be disciplined without just and reasonable cause. A teacher shall at all times be entitled to have present a representative of the Association when he is being reprimanded, warned or disciplined for any infraction of rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present. The Association agrees to provide such representative within a reasonable length of time. D. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline or the Code of Ethics of the Education Profession shall be promptly reported to the offending teacherteacher and to the Association. The Association will use its best efforts to correct breaches of professional behavior by any teacher and, in appropriate cases, may institute proceedings against the offending teacher. Nothing contained in this paragraph shall deny or abrogate any rights of the Board under existing laws of this state. B. E. A teacher shall at all times be entitled to have present a representative system of the Association when he is being reprimanded, warned or disciplined for any infractions of progressive and corrective discipline or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect applied to all bargaining unit members in the teacher until such representative of district unless unusual circumstances occur which require immediate action. The Board may initiate discipline at the Association is presentappropriate level up to and including discharge. C. No teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause1. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. D. A probationary teacher who, through the evaluation process, is not meeting district standards but is being retained shall be subject to a correction committeeverbal warning 2. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.written warning

PROFESSIONAL BEHAVIOR. A. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, correction shall notify the teacher employee in writing of alleged delinquencies, ; indicate expected correction, ; and indicate a reasonable period for correction. Alleged breaches of discipline shall be promptly reported to the offending teacher. The Association will use its best efforts to correct breaches of professional behavior by any teacheremployee. B. A teacher An employee shall at all times be entitled to have present a representative of the Association when he he/she is being reprimanded, warned or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher employee until such representative of the Association is present. When the safety or well being of the employee, other staff or students/clients are in jeopardy the employee may be removed from the premises without loss of pay until such time as representation can be present. The basis for the disciplinary action shall be made available in writing to the employee within a reasonable period of time. C. No teacher employee shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof without just cause shall be subject to the professional provisions of the grievance procedure hereinafter set forth. D. A probationary teacher who, through All information forming the evaluation process, is not meeting district standards but is being retained basis for disciplinary action will be made available to the employee and the Association. E. Employees may review the contents of their personnel files in accordance with the provisions of the Employee Right to Know Act of 1978. Such review shall be subject limited to a correction committeeone (1) per semester and shall be accomplished with an administrator present. An Association Representative may accompany said employee in such review. F. No material originating after original employment will be placed in personnel files unless the employee has had an opportunity to review the material. The correction committee employee may submit a written notation regarding any material and the same shall be composed attached to the file copy of the affected teacher’s mentor teachermaterial in question. If the employee is asked to sign material in his/her file, if applicablesuch signature shall be understood to indicate his/her awareness of the material, but in no instance shall said signature be interpreted to mean agreement with the evaluating administratorcontent of the material. G. Any employee complaint against another employee shall be reduced to writing and presented to the immediate supervisor with a copy going to the complaintee. H. Complaints directed toward an employee may be called to the attention of the employee, and, if but no record of a complaint shall be included in the employee's personnel file unless he/she desires, a Meridian EA representative has been notified of the affected teacher’s choice. The committee shall determine complaint and substantial evidence can be produced to verify the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her validity of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.such complaint.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable rules, regulations, and directions from time to time adopted by the Board or its representatives which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well-being. B. The Board recognizes that the Code of Ethics of the Education Profession is considered by the Association and its membership to define acceptable criteria of professional behavior. The Association shall deal with ethical problems in accordance with the terms of such Code of Ethics of the Education Profession. C. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher in writing of alleged delinquencies, indicate expected correction, and indicate indicating a reasonable period for of correction. Alleged breaches of discipline or the Code of Ethics of the Education profession shall be promptly reported to the offending teacherteacher and to the Association. The Association will use its best efforts to correct breaches of professional behavior by any teacher and, in appropriate cases, shall institute proceedings against the offending teacher. B. D. A teacher shall at all times be entitled to have present a representative of the Association when he said teacher is being reprimanded, warned or disciplined for any infractions of discipline or delinquency in professional performancedisciplined. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present, provided, however, that the meeting need not be delayed for an unreasonable time until such representative can be present and in no event shall the Board be restricted from taking such protective action as may be necessary to protect the rights of students and others pending the holding of such disciplinary meeting. C. No teacher E. Discipline shall include, but not be confined to, an oral or written reprimand, forfeiture of compensation or benefits, suspension, demotion, or discharge and, except as the seriousness of an offense shall otherwise require, shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without progressively applied to all tenured teachers. F. No disciplinary action shall be taken except for just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof cause and all disciplinary action shall be subject to review under the professional grievance procedure hereinafter set forth. D. A probationary teacher whoGrievance Procedure, through except as expressly excluded by the evaluation process, is not meeting district standards but is being retained provisions of such procedure. All information forming the basis for disciplinary action shall be subject to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter available to the superintendent for consideration tenured teacher and disposition. He/she may choose also to continue the correction process, subject to further evaluation, or dismiss Association upon the teacher from employment. This supercedes Article XIV, Section C.written request of tenured teachers only.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable rules, regulations, and directions from time to time adopted by the Board or its representatives which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well-being or is professionally demeaning. B. The Association shall deal with ethical problems arising under the Code of Ethics of the Education Profession in accordance with the Term thereto and the Board recognizes that the Code of Ethics of the Education Profession is considered by the Association and its membership to define acceptable criteria of professional behavior. C. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline of the Code of Ethics of the Education Profession shall be promptly reported to the offending teacherteacher and to the Association. The Association will use its best efforts to correct breaches of professional behavior by any teacher. B. D. A teacher shall at all times be entitled to have present a representative member of the Association when he he/she is being reprimanded, warned or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative representation of the Association is presentpresent unless representation of the association is not readily available, then the Board retains the right to place the teacher immediately on Administrative Leave on any offense that the Board or its designees determines warrants such action. The Board’s designee and the association shall meet within two working days to discuss the charge(s) and the pending measures the Board or its designees are considering to take on the pending charges. C. E. No teacher shall be disciplined, reprimanded, reduced in rank or compensation compensation, or deprived of any professional advantage without just cause. Any such discipline, reprimand reprimand, or reduction in rank, compensation compensation, or advantage, including adverse evaluation of teacher a tenured teacher’s performance asserted by the Board or any agent representative thereof, but excluding the Board’s decision not to grant tenure to, or representative thereof not to renew the contract of, or to extend the probationary period of a probationary teacher, shall be subject to the professional grievance procedure hereinafter set forth. All information forming the basis for disciplinary action will be made available to the teacher. D. A probationary teacher whoF. Sexual harassment against bargaining unit members will not be tolerated in the district’s employment practices. For the purposes of the Article, through the evaluation process, sexual harassment refers to behavior which is not meeting district standards but welcome, that is being retained shall be subject personally offensive, that fails to a correction committeerespect the rights of others, that lowers morale, and that therefore interferes with the victim’s work effectiveness. The correction committee district assures employees that all complaints will be handled confidentially, and investigated without delay. In no event shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her permit or engage in retaliation of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.any kind against any employee who initiates a complaint.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable rules, regulations, and directions from time to time adopted by the Board or its representatives which are not inconsistent with the provisions of this agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well-being. The Association recognizes that abuses of sick paid time off (PTO) leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher teacher, reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher NTPSM in writing of alleged delinquencies, indicate expected correction, and indicate a reasonable period for of correction, provided, however, that the Board reserves the right to take immediate action, up to and including suspension and/or discharge of a NTPSM, depending upon the severity of the aforesaid abuses without resort to progressive discipline provided also that no element of the tenure act is violated. Alleged breaches of discipline shall be promptly reported to the offending teacher. The Association will use its best efforts to correct breaches of professional behavior by any teacher. B. A teacher NTPSM shall at all times be entitled to have present a representative of the Association when he he/she is being reprimanded, warned or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present. C. . If a mutually agreed upon person is not found within three (3) days, the administration shall contact the Board of Directors of the GEA and they will appoint a representative. Under emergency conditions, by mutual agreement of both the Board and the Association, the three (3) day waiting period may be waived and the president of the Association and two (2) other Association members may appoint a representative for the NTPSM. If a formal reprimand of a NTPSM is forthcoming, the NTPSM in question will be notified as to the nature of the reprimand so he/she may use his option of having a GEA representative with him during the reprimand. No teacher NTPSM shall be disciplined, reprimanded, reduced in rank or compensation compensation, or deprived of any professional advantage without just cause. Any such discipline, reprimand reprimand, or reduction in rank, compensation compensation, or advantage, including adverse evaluation of teacher NTPSM performance asserted by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. D. A probationary teacher who. All information forming the basis for disciplinary action will be made available to the NTPSM and the Association. Elements of professional advantage will be limited to the subject area in which the NTPSM prefers to work, also the hours, wages and working conditions. Board policies, and administrative regulations as they relate to placement, layoff, and recall, discipline and discharge are available on the district’s website. The evaluation tool and criteria to be utilized that school year are available through the electronic evaluation process, is system used by the district. The Board may consult with teachers and the Association from time to time regarding implementation of the above - referenced Board Policies and administrative regulations which are not meeting district standards but is being retained shall be subject to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards grievance and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.arbitration procedures.

PROFESSIONAL BEHAVIOR. The parties agree that this Article in whole is without effect pursuant to PA 100-103 of 2011. Rather than deleting this language from the contract, the parties have agreed to include this clause identifying that portions of this Article have no effect. Should a final decision be issued that any relevant part of PA 100-103 be null and void for any reason, the effected portion of this Article will be given immediate effect. A. Teachers are expected to comply with reasonable rules, regulations and directions from time to time adopted by the Board or its representatives which are consistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well-being or is professionally demeaning. Teachers will dress appropriately avoiding fashion trends that are not accepted in the community. B. The Association recognizes that abuses abuse of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline or the Code of Ethics of the Education Profession shall promptly be promptly reported to the offending teacher and the Association. It is further recognized by the teacher that if, after warnings in writing by the administrator, such practices continue, the Board may institute proceedings against said teacher which may result in that teacher. The Association will use its best efforts to correct breaches of professional behavior by any teacher's dismissal. B. C. A teacher shall at all times be entitled to have present a representative of the Association when he is being reprimanded, warned or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present. C. D. 1. No teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand reprimand, or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof thereof, shall be subject to the professional grievance procedure hereinafter set forth. D. A probationary teacher who, through . All information forming the evaluation process, is not meeting district standards but is being retained shall basis for disciplinary action will be subject to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter available to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.teacher.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable rules, regulations, and directions from time to time adopted by the Board or its representative which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety. B. The Association Local 10/MEA/NEA, Lake ▇▇▇▇▇▇ Unit recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, performance or other violations of discipline the Ethical Code by a teacher reflect adversely upon on the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline shall be promptly reported to the offending teacher. The Association will use its best efforts to correct breaches of professional behavior Breaches by any teachermember may be considered unprofessional behavior and shall constitute good cause as required in the Tenure Act. B. C. A teacher shall at all times any time be entitled to have present request the presence of a representative of the Association Local 10/MEA/NEA, Lake ▇▇▇▇▇▇ Unit when she/he is being reprimanded, warned or disciplined for any infractions infraction of discipline or delinquency in professional performanceperformance by a member of the Administration. When a request for such representation is made, no further action shall be taken with respect to the teacher until such representative of the Association is present. Such representative shall meet with the respective parties as soon as her/his teaching duties allow her/him to be present. C. D. No teacher shall be disciplined, reprimanded, or reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand reprimand, or reduction in rank, compensation or advantagecompensation, including adverse evaluation of teacher performance performances asserted by the Board or any agent or representative representatives thereof without just cause, shall be subject to the professional grievance procedure Professional Grievance Procedure hereinafter set forth. All information forming the basis for disciplinary action will be made available to the teacher. D. A probationary teacher who, through E. If the evaluation process, is not meeting district standards but is being retained shall be subject to administration places false information in a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicablepersonnel file, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.automatic remedy is expungement.

PROFESSIONAL BEHAVIOR. A. Teachers agree to comply with reasonable rules, regulations and directions which are adopted from time to time by the Board or its representatives which are not inconsistent with the provisions of this Agreement. Teachers further acknowledge that it shall be the teachers' responsibility to implement students' individualized educational plans and for attending to the educational needs of the student while they are in the class. B. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absenceabsences, willful deficiencies in professional performance, performance or other violations of discipline disciplines by a teacher reflect reflects adversely upon the teaching profession and create creates undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged or suspected breaches of discipline professional conduct shall be promptly reported to the offending teacherteacher and the Association. The Association will agrees to use its best efforts to correct breaches of professional behavior by any teacher. B. . A teacher shall at all times be entitled to have present a representative of the Association present when he he/she is being formally reprimanded, warned or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such Association representation is made, no action shall be taken with respect to the teacher until such representative representation is present unless the urgency of the situation requires immediate action. The Association is presentshall be provided a maximum of two working days to provide such representation and/or three working days to obtain legal counsel if necessary. C. No The Board may adopt written rules and regulations not in conflict with the terms of this Agreement concerning the discipline of teachers; but no non-probationary teacher shall be disciplined, reprimandedincluding reprimand, reduced in rank suspension with or compensation without pay, demotion or deprived of any professional advantage discharge, without just cause. Any such disciplineNotwithstanding the foregoing, reprimand or reduction in rankthe case of the discipline of a tenure teacher within the meaning of the Michigan Teacher Tenure Act, compensation or advantage, including adverse evaluation just cause shall be determined under that Act. D. Discipline of teacher performance asserted by the Board or any agent or representative thereof teachers shall be subject to the professional grievance procedure hereinafter set forth. D. A procedure; provided, however, that (1) as to probationary teacher whoteachers, through the evaluation process, is not meeting district standards but is being retained Board may give notice of unsatisfactory work and such other notices as shall be subject required or permitted by the Michigan Teacher Tenure Act during the pendency of any grievance, and (2) as to a correction committee. The correction committee teachers on Tenure or continuing contracts, pending grievances shall be composed dismissed upon the filing of written charges under the affected teacher’s mentor teacher, if applicable, Tenure Act; and the evaluating administrator, and, if he/she desires, a Meridian EA representative of Tenure Act shall thereafter govern all proceedings against the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.Teacher.

PROFESSIONAL BEHAVIOR. A. The Association recognizes that abuses Members are expected to comply with reasonable rules, regulations and directions from time to time adopted by the Board or its representatives, which are not inconsistent with the provisions of sick leave this Agreement. B. No member shall be disciplined including reprimanded, suspended with or other leaveswithout pay, chronic tardiness or absence, willful deficiencies in professional performancedemoted, or discharged, without just cause. Just cause will include any violation of rules and regulations set forth in Board policy. The severity of the discipline administered shall be reasonable related to the seriousness of the offense and the service record of the employee. Personnel may be disciplined in the following fashion: 1st offense verbal warning 2nd offense written warning 3rd offense one day suspension without pay 4th offense up to one week suspension without pay 5th offense dismissal If a member wishes, he/she may initiate the grievance procedure. C. Notwithstanding the foregoing, in the case of the disciplining of a Tenure Teacher within the meaning of the Michigan Tenure of Teachers Act, just cause shall be determined under the Act. D. Discipline of members shall be subject to the grievance procedure, provided however, that (1) as to probationary teachers, the Board may give such notices of unsatisfactory work and such other violations notices as shall be required or permitted by the Michigan Tenure of discipline by a teacher reflect adversely Teachers Act during the pendency of any grievance, and (2) as to teachers on Tenure or continuing contracts pending grievances shall be dismissed upon the teaching profession and create undesirable conditions in filing of written charges under the school building. The Board, in recognition Michigan Tenure of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correctionTeachers Act, and indicate a reasonable period for correction. Alleged breaches of discipline the Tenure Act shall be promptly reported to thereafter govern all proceedings against the offending teacher. The Association will use its best efforts to correct breaches of professional behavior by any teacher. B. E. A teacher shall member may at all times be entitled to have present a silent representative of the Association association when he is being reprimanded, warned warned, or disciplined for any infractions infraction of discipline or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present. C. No teacher F. Any complaint by a parent or other complaints received by the system directed toward a member shall be disciplinedcalled to the member's attention, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted writing if it is considered serious by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. D. A probationary teacher who, through the evaluation process, is not meeting district standards but is being retained shall be subject to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacherappropriate administrator or, if applicablewritten, into the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluationmember's personnel file, or dismiss the teacher from employment. This supercedes Article XIV, Section C.if used as a basis for reprimanding a member.

PROFESSIONAL BEHAVIOR. A. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher employee in writing of alleged delinquencies, ; indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline shall be promptly reported to the offending teacher. The Association will use its best efforts to correct breaches of professional behavior by any teacheremployee. B. A teacher An employee shall at all times be entitled to have present a representative of the Association when he he/she is being reprimanded, warned or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher employee until such representative of the Association is present. Representation shall not be unduly delayed, and in no case, beyond 48 hours. When the safety or wellbeing of the employee, other staff or students/clients are in jeopardy the employee may be removed from the premises without loss of pay until such time as representation can be present. The basis for the disciplinary action shall be made available in writing to the employee within a reasonable period of time. C. No teacher Related Services employee shall be disciplined, reprimanded, reduced in rank or compensation compensation, or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, compensation compensation, or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof without just cause shall be subject to the professional provisions of the grievance procedure hereinafter set forth. It is agreed that discipline of a Related Services employee shall not include layoff. D. A probationary No teacher whoshall be disciplined, through demoted, or discharged for reasons that are arbitrary or capricious. It is expressly understood that any discipline, demotion, or discharge that is subject to the evaluation process, is dispute or appeal procedures of the Michigan Teachers’ Tenure Act shall not meeting district standards but is being retained shall be subject to the provisions of the grievance procedure. It is agreed that discipline of a correction committeeteacher shall not include layoff. E. All information forming the basis for disciplinary action will be made available to the employee and the Association. F. Employees may review the contents of their personnel files in accordance with the provisions of the ▇▇▇▇▇▇▇ ▇▇▇▇▇▇▇▇ Employee Right to Know Act of 1978. Such review shall be limited to one (1) per semester and shall be accomplished with an administrator present. An Association Representative may accompany said employee in such review. G. No information related to job performance, adverse or disciplinary material originating after original employment will be placed in personnel files of an employee unless the employee has had an opportunity to review the material. The correction committee employee may submit a written notation regarding any material and the same shall be composed attached to the file copy of the affected teacher’s mentor teachermaterial in question. If the employee is asked to sign material in his/her file, if applicablesuch signature shall be understood to indicate his/her awareness of the material, but in no instance shall said signature be interpreted to mean agreement with the evaluating administratorcontent of the material. H. Any employee complaint against an employee shall be reduced to writing and presented to the immediate supervisor with a copy going to the complainant. I. Complaints directed toward an employee may be called to the attention of the employee, and, if but no record of a complaint shall be included in the employee's personnel file unless he/she desires, a Meridian EA representative has been notified of the affected teacher’s choice. The committee shall determine complaint and substantial evidence can be produced to verify the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her validity of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.such complaint.

PROFESSIONAL BEHAVIOR. A. The Association recognizes that abuses Whenever circumstances may result in discipline, bargaining unit members will be made aware of sick leave complaints by the building principals or other leaves, chronic tardiness or absence, willful deficiencies the building principal’s designee in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school buildingprompt manner. The Board, in recognition member’s immediate administrator or the administrator’s designee shall make a good faith effort to resolve the complaints and facilitate a resolution of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline shall be promptly reported to the offending teacher. The Association will use its best efforts to correct breaches of professional behavior by any teacherthis matter. B. No bargaining unit member shall be disciplined without just cause. The term “discipline” as used in this Agreement includes warnings (verbal or written); reprimands; suspensions with or without pay; reduction in rank, compensation, or occupational advantage; discharges; and non-renewal of probationary or tenured bargaining unit members. Any such discipline, including adverse evaluation of bargaining unit member performance, shall be subject to the grievance procedure, hereinafter set forth, including arbitration. In the event of any reprimand other than written, the specific grounds for disciplinary action will be presented in writing to the member and the Association no later than at the time discipline is imposed. The District shall conclude any investigations/disciplinary hearings within thirty (30) business days of the initial complaint. C. Written warning or reprimands or suspensions will be given in the form of a formal letter with the full signature of the administrator taking the action. The member shall also sign the letter to acknowledge receipt. D. Any member wishing to take exception to a written disciplinary action must respond, in writing, and shall present a copy of the letter to his or her appropriate administrator/supervisor. An additional copy shall be presented to the Assistant Superintendent of Human Resources, who shall cause same to be attached directly to the written warning, reprimand, or suspension notice in the member’s personnel file. E. A teacher bargaining unit member shall be informed at all times the inception of any meeting where a disciplinary action might ensue. The member shall be entitled to have present a representative of the Association when he is being reprimanded, warned during any meeting which will or disciplined for any infractions of discipline or delinquency in professional performancemay lead to disciplinary action by the District. When a request for such representation is made, no action shall be taken with respect to the teacher bargaining unit member until such representative of the Association is present. Should disciplinary action be likely to occur at a given meeting, the bargaining unit member shall be advised immediately of said possibility. C. No teacher shall F. If the appropriate administrator, member, and BEA representative agree, a written warning, signed by all three may remain in the building affected for a finite amount of time, to be disciplined, reprimanded, reduced stipulated in rank or compensation or deprived of any professional advantage the document. This step is desirable in some situations to serve as a strong warning without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof shall be subject permanent damage to the professional grievance procedure hereinafter set forthmember. D. A probationary teacher who, through the evaluation process, is not meeting district standards but is being retained shall be subject to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable rules, regulations and directions from time to time adopted by the Board or its representatives which are consistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well-being or is professionally demeaning. Teachers will dress appropriately avoiding fashion trends that are not accepted in the community. B. The Association recognizes that abuses abuse of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline or the Code of Ethics of the Education Profession shall promptly be promptly reported to the offending teacher and the Association. It is further recognized by the teacher that if, after warnings in writing by the administrator, such practices continue, the Board may institute proceedings against said teacher which may result in that teacher. The Association will use its best efforts to correct breaches of professional behavior by any teacher's dismissal. B. C. A teacher shall at all times be entitled to have present a representative of the Association when he is being reprimanded, warned or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present. C. D. 1. No teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand reprimand, or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof thereof, shall be subject to the professional grievance procedure hereinafter set forth. D. A probationary teacher who, through . All information forming the evaluation process, is not meeting district standards but is being retained shall basis for disciplinary action will be subject to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter available to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.teacher.

PROFESSIONAL BEHAVIOR. A. The Association recognizes that abuses Members are expected to comply with reasonable rules, regulations and directions from time to time adopted by the Board or its representatives which are not inconsistent with the provisions of sick leave this Agreement. B. No member shall be disciplined, including reprimanded, suspended with or other leaveswithout pay, chronic tardiness or absence, willful deficiencies in professional performancedemoted, or discharged, without just cause. Just cause will include any violation of rules and regulations set forth in Board policy. The severity of the discipline administered shall be reasonable related to the seriousness of the offense and the service record of the employee. Personnel may be disciplined in the following fashion: 1st offense verbal warning 2nd offense written warning 3rd offense one day suspension without pay 4th offense up to one week suspension without pay 5th offense dismissal If a member wishes, he/she may initiate the grievance procedure. C. Notwithstanding the foregoing, in the case of the disciplining of a Tenure Teacher within the meaning of the Michigan Tenure of Teachers Act, just cause shall be determined under the Act. D. Discipline of members shall be subject to the grievance procedure, provided however, that (1) as to probationary teachers, the Board may give such notices of unsatisfactory work and such other violations notices as shall be required or permitted by the Michigan Tenure of discipline by a teacher reflect adversely Teachers Act during the pendency of any grievance, and (2) as to teachers on Tenure or continuing contracts pending grievances shall be dismissed upon the teaching profession and create undesirable conditions in filing of written charges under the school building. The Board, in recognition Michigan Tenure of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correctionTeachers Act, and indicate a reasonable period for correction. Alleged breaches of discipline the Tenure Act shall be promptly reported to thereafter govern all proceedings against the offending teacher. The Association will use its best efforts to correct breaches of professional behavior by any teacher. B. E. A teacher shall member may at all times be entitled to have present a silent representative of the Association association when he is being reprimanded, warned warned, or disciplined for any infractions infraction of discipline or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present. C. No teacher F. Any complaint by a parent or other complaints received by the system directed toward a member shall be disciplinedcalled to the member's attention, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted writing if it is considered serious by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. D. A probationary teacher who, through the evaluation process, is not meeting district standards but is being retained shall be subject to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacherappropriate administrator or, if applicablewritten, into the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluationmember's personnel file, or dismiss the teacher from employment. This supercedes Article XIV, Section C.if used as a basis for reprimanding a member.

PROFESSIONAL BEHAVIOR. ‌ A. Teachers are expected to comply with reasonable rules, regulations, and directions from time to time adopted by the Board or its representatives which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well-being. B. The Board recognizes that the Code of Ethics of the Education Profession is considered by the Association and its membership to define acceptable criteria of professional behavior. The Association shall deal with ethical problems in accordance with the terms of such Code of Ethics of the Education Profession. C. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performanceperform- ance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher in writing of alleged delinquencies, indicate expected correction, and indicate indicating a reasonable period for of correction. Alleged breaches of discipline disci- ▇▇▇▇▇ or the Code of Ethics of the Education profession shall be promptly reported to the offending teacherteacher and to the Association. The Association will use its best efforts to correct breaches of professional behavior by any teacher and, in appropriate cases, shall institute proceedings against the offending teacher. B. D. A teacher shall at all times be entitled to have present a representative of the Association when he said teacher is being reprimanded, warned or disciplined for any infractions of discipline or delinquency in professional performancedisciplined. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present, provided, however, that the meeting need not be delayed for an unreasonable time until such representative can be present and in no event shall the Board be restricted from taking such protective action as may be necessary to protect the rights of students and others pending the holding of such disciplinary meeting. C. No teacher E. Discipline shall include, but not be confined to, an oral or written repri- mand, forfeiture of compensation or benefits, suspension, demotion, or discharge and, except as the seriousness of an offense shall otherwise require, shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without progressively applied. F. No disciplinary action shall be taken except for just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof cause and all disci- plinary action shall be subject to review under the professional grievance procedure hereinafter set forth. D. A probationary teacher whoGrievance Procedure, through except as expressly excluded by the evaluation process, is not meeting district standards but is being retained provisions of such procedure. All information forming the basis for disciplinary action shall be subject made avail- able to a correction committee. The correction committee shall be composed the teacher and also to the Association upon the written request of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C..

PROFESSIONAL BEHAVIOR. A. The Association recognizes that abuses Whenever circumstances may result in discipline, bargaining unit members will be made aware of sick leave complaints by the building principals or other leaves, chronic tardiness or absence, willful deficiencies the building principal’s designee in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school buildingprompt manner. The Board, in recognition member’s immediate administrator or the administrator’s designee shall make a good faith effort to resolve the complaints and facilitate a resolution of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline shall be promptly reported to the offending teacher. The Association will use its best efforts to correct breaches of professional behavior by any teacherthis matter. B. No bargaining unit member shall be disciplined for a reason which is arbitrary or capricious without just cause. The term “discipline” as used in this Agreement includes warnings (verbal or written); reprimands; suspensions with or without pay; reduction in rank, compensation, or occupational advantage; discharges; and non-renewal of probationary or tenured bargaining unit members. Any such discipline, including adverse evaluation of bargaining unit member performance, shall be subject to the grievance procedure, hereinafter set forth, including arbitration. In the event of any reprimand other than written, the specific grounds for disciplinary action will be presented in writing to the member and the Association no later than at the time discipline is imposed. The District shall conclude any investigations/disciplinary hearings within thirty (30) business days of the initial complaint. C. Written warning or reprimands or suspensions will be given in the form of a formal letter with the full signature of the administrator taking the action. The member shall also sign the letter to acknowledge receipt. D. Any member wishing to take exception to a written disciplinary action must respond, in writing, and shall present a copy of the letter to his or her appropriate administrator/supervisor. An additional copy shall be presented to the Assistant Superintendent of Human Resources, who shall cause same to be attached directly to the written warning, reprimand, or suspension notice in the member’s personnel file. E. A teacher bargaining unit member shall be informed at all times the inception of any meeting where a disciplinary action might ensue. The member shall be entitled to have present a representative of the Association when he is being reprimanded, warned during any meeting which will or disciplined for any infractions of discipline or delinquency in professional performancemay lead to disciplinary action by the District. When a request for such representation is made, no action shall be taken with respect to the teacher bargaining unit member until such representative of the Association is present. Should disciplinary action be likely to occur at a given meeting, the bargaining unit member shall be advised immediately of said possibility. C. No teacher shall F. If the appropriate administrator, member, and BEA representative agree, a written warning, signed by all three may remain in the building affected for a finite amount of time, to be disciplined, reprimanded, reduced stipulated in rank or compensation or deprived of any professional advantage the document. This step is desirable in some situations to serve as a strong warning without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof shall be subject permanent damage to the professional grievance procedure hereinafter set forthmember. D. A probationary teacher who, through the evaluation process, is not meeting district standards but is being retained shall be subject to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.

PROFESSIONAL BEHAVIOR. ‌ A. Teachers are expected to comply with reasonable rules, regulations, and directives adopted by the Board or its representatives which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well-being. B. The Association recognizes that abuses abuse of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline professional behavior by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The BoardAdministration, in recognition of the concept of progressive correction, shall notify the teacher in writing of alleged delinquencies, indicate expected correction, and indicate provide a reasonable period for correction. The administration shall not be precluded from taking disciplinary action appropriate to the circumstances. Alleged breaches of discipline professional behavior shall be promptly reported to the offending teacher, and with the teacher’s consent, to the Association. The Association will shall use its best efforts to correct breaches of professional behavior by any teacher and, in appropriate cases, may institute proceedings against the offending teacher. B. C. A teacher shall at all times be entitled to have present a representative of the Association present when he is being reprimandedformally warned, warned reprimanded or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such a representative of the Association is present. C. No D. In the event a probationary teacher shall is not continued in employment, the Board will advise the teacher of the reasons therefore in writing with a copy to the Association, if the teacher requests said form to be disciplinedgiven to the Association, reprimandedand provide a hearing before the Board where requested. E. Any teacher who believes that he has been subject to unjust disciplinary action, reduced including a reprimand, or reduction in rank or compensation compensation, may file a grievance in accordance with the procedures set forth in this Agreement, except that such grievance procedure shall not apply to any event or deprived transaction in which: 1. The Administration has commenced a teacher tenure proceeding and the teacher elects to participate therein, the remedy set forth in the Tenure Act shall be exclusive. 2. The Association and/or any teacher has commenced a proceeding before any state or federal court, administrative agency or tribunal. All information forming the basis for disciplinary action shall be made available to the teacher and the Association, if such teacher requests that such information be made available to the Association. F. A teacher who is in substantial disagreement with the contents of any professional advantage material placed in his personnel file after the date of initial employment or with the contents of any formal evaluation may file a grievance in accordance with the procedures set forth in this Agreement, subject, however, to the following limitations and guidelines, namely: 1. A teacher may not proceed to Step 2 of the grievance procedure without just causethe expressed approval of the Executive Committee of the Association. 2. Any such disciplineIf the Executive Committee agrees that the grievance may be pursued, reprimand then and in that event the Association shall first refer the matter to a hearing panel, as hereinafter defined, within ten (10) work days from the date on which the teacher filed with the Superintendent, or reduction his designate, a statement setting forth the ground of his disagreement as provided in rankArticle III, compensation F or advantageArticle XIII, including adverse evaluation E. 3. The hearing panel shall be comprised of teacher performance asserted the Superintendent, who shall be the convener, an Association representative selected by the Board or any agent or representative thereof shall be Association subject to the professional grievance procedure hereinafter set forth. D. A probationary teacher who, through the evaluation process, is not meeting district standards but is being retained shall be subject to a correction committee. The correction committee shall be composed approval of the affected teacher’s mentor teacher, if applicablethe teacher's Principal, the evaluating administrator, and, if he/she desires, and a Meridian EA representative of the affected teacher’s choiceBoard of Education selected by the Board. The committee teacher shall determine have the criteria right to be in attendance and to speak on his own behalf. 4. Within ten (10) work days after the probationary teacher needs matter is referred to attain in order the hearing panel, the convener shall schedule a hearing, the purpose of which shall be to meet review the district standards and inform him/her grounds of the committee’s expectationsteacher's disagreement and to provide an opportunity for the parties to reach an understanding and/or to make whatever adjustments are deemed appropriate under the circumstances. 5. IfAny understanding reached or adjustments made shall be reduced to writing by the Superintendent, after further evaluationor his designate, within ten (10) work days, a copy of which shall be given to each person in attendance at such hearing. If the teacher is satisfied with the results of the hearing, a copy may be placed in the teacher's personnel file at the teacher's request. 6. If the teacher is not satisfied with the results of the hearing, the teacher has not made sufficient progressteacher, within ten (10) work days from the committee will refer date of the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluationhearing, or dismiss receipt of the teacher written statement from employmentthe Superintendent, or his designate, whichever is later, may with the concurrence of the Association, pursue the grievance beginning at Step 2. This supercedes Article XIV, Section C.A copy of the written statement shall be made a part of the grievance file.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable rules, regulations and directions from time to time adopted by the Board or its representatives which are not inconsistent with the provisions of this agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well-being. B. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher teacher, reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher in writing of alleged delinquencies, indicate expected correction, and indicate a reasonable period for of correction. Alleged breaches , provided, however, that the Board reserves the right to take immediate action, up to and including suspension and/or discharge of a teacher, depending upon the severity of the aforesaid abuses without resort to progressive discipline shall be promptly reported to provided also that no element of the offending teacher. The Association will use its best efforts to correct breaches of professional behavior by any teachertenure act is violated. B. C. A teacher shall at all times be entitled to have present a representative of the Association when he is being reprimanded, warned or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present. If a mutually agreed upon person is not found within three (3) days, the administration shall contact the Board of Directors of the GEA and they will appoint a representative. Under emergency conditions, by mutual agreement of both the Board and the Association, the three (3) day waiting period may be waived and the president of the Association and two (2) other Association members may appoint a representative for the teacher. C. D. If a formal reprimand of a teacher is forthcoming, the teacher in question will be notified as to the nature of the reprimand so he may use his option of having a GEA representative with him during the reprimand. E. No teacher shall be disciplined, reprimanded, reduced in rank or compensation compensation, or deprived of any professional advantage without just cause. Any such discipline, reprimand reprimand, or reduction in rank, compensation compensation, or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. D. A probationary teacher who, through . All information forming the evaluation process, is not meeting district standards but is being retained shall basis for disciplinary action will be subject made available to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, and the committee Association. Elements of professional advantage will refer the entire matter be limited to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss area in which the teacher from employment. This supercedes Article XIVprefers to teach, Section C.also the hours, wages and working conditions of this agreement and the tenure act.

PROFESSIONAL BEHAVIOR. A. Teachers agree to comply with reasonable rules, regulations and directions which are adopted from time to time by the Board or its representatives which are not inconsistent with the provisions of this Agreement. Teachers further acknowledge that it shall be the teachers' responsibility to implement students' individualized educational plans and for attending to the educational needs of the student while they are in the class. B. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absenceabsences, willful deficiencies in professional performance, performance or other violations of discipline disciplines by a teacher reflect reflects adversely upon the teaching profession and create creates undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged or suspected breaches of discipline professional conduct shall be promptly reported to the offending teacherteacher and the Association. The Association will agrees to use its best efforts to correct breaches of professional behavior by any teacher. B. . A teacher shall at all times be entitled to have present a representative of the Association present when he he/she is being formally reprimanded, warned or disciplined for any infractions infraction of discipline rules or delinquency in professional performance. When a request for such Association representation is made, no action shall be taken with respect to the teacher until such representative representation is present unless the urgency of the situation requires immediate action. The Association is presentshall be provided a maximum of two working days to provide such representation and/or three working days to obtain legal counsel if necessary. C. The Board may adopt written rules and regulations not in conflict with the terms of this Agreement concerning the discipline of teachers; but no non-probationary teacher shall be disciplined, including reprimand, suspension with or without pay, demotion or discharge, without just cause. Notwithstanding the foregoing, in the case of the discipline of a tenure teacher within the meaning of the Michigan Teacher Tenure Act, just cause shall be determined under that Act. D. Discipline of teachers shall be subject to the grievance procedure; provided, however, that (1) as to probationary teachers, the Board may give notice of unsatisfactory work and such other notices as shall be required or permitted by the Michigan Teacher Tenure Act during the pendency of any grievance, and (2) as to teachers on Tenure or continuing contracts, pending grievances shall be dismissed upon the filing of written charges under the Tenure Act; and the Tenure Act shall thereafter govern all proceedings against the Teacher. E. The Board of Education and the C.E.A. agree that it is the teacher's responsibility for maintaining conditions conducive to learning in their respective classrooms and buildings. F. No teacher on continuing tenure shall be disciplined, reprimanded, reduced in rank or compensation compensation, or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forth. D. A probationary teacher who, through the evaluation process, is not meeting district standards but is being retained shall be subject to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.

PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable rules, regulations, and directives adopted by the Board of its representatives, including teaching the required body of knowledge, identified as the core curriculum, which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well- being or is professionally demeaning. B. The Association Board recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, the Association supports professional behavior and dress. The parties recognize that willful deficiencies in professional performance, performance or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline or deficiencies shall be promptly reported to the offending teacher. The Association will use its best efforts attempt to correct breaches of professional behavior by any teacherassist the teacher in the correction. B. C. A teacher shall at all times be entitled to have present a representative of the Association when he he/she is being reprimanded, warned warned, or disciplined for any infractions infraction of discipline or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present. In a conference between a teacher and an administrator that may lead to the discipline of that teacher, the above provisions are applicable. C. D. No teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance or violation of professional ethics asserted by the Board or any agent or representative thereof shall be subject to the professional grievance negotiations procedure hereinafter set forth. All information forming the basis for disciplinary action will be made available to the teacher and the Association. D. E. A probationary teacher whoshall receive a copy of any disciplinary action that is to be placed in his/her personnel file and may respond, through in writing, within ten (10) school days from the evaluation process, is not meeting district standards but is being retained receipt of such materials. A teacher shall be subject to a correction committee. The correction committee shall advised that written warnings and reprimands may be composed of placed in the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.personnel file.