SCHOOL DISMISSAL Sample Clauses

SCHOOL DISMISSAL. Students will attend on an early dismissal schedule on the Wednesday before Thanksgiving and on last day of school. Certificated staff will also work on an early dismissal schedule on the Wednesday before Thanksgiving.
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SCHOOL DISMISSAL. E. The SLEO IIIs shall have full powers and duties similar to those of a permanent, regularly appointed full-time police officer while providing security at the Board’s Schools.
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SCHOOL DISMISSAL. If a student is dismissed from New Hope Christian Academy by the administration for any reason, the tuition for the remainder of the school year is due in full, as well as any outstanding fees. If a student is dismissed from The Nest Daycare and Preschool by the administration for any reason, the tuition for the next 30 days is due in full, as well as any outstanding fees. Application/Enrollment fees are non-refundable nor transferrable at any time.
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SCHOOL DISMISSAL. If school is not in session due to health or building conditions that could be dangerous to one’s health, there will be no work for all employees. If school is not in session due to blocked roads caused by snow and the conditions are not harmful or dangerous for employees to get to work, those employees whose positions are not related to direct supervision or feeding of children, shall attempt to report to work on their regular schedule, if they can do so safely.
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SCHOOL DISMISSAL. Car riders. 2:55pm Bus riders. 3:05pm Walkers. 3:15pm Car riders are to be picked up at the drive-through on the south side of the building. Please do not arrive and/or park in the car pick up line before 2:30. ATTENDANCE POLICY Arkansas Statute 80-1502, Section 1, states: Students between the ages of 5 and 21, both inclusive, (until the 21st birthday is reached), who have not been officially excluded from school and must be in attendance as mandated by law.
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Related to SCHOOL DISMISSAL

  • Dismissal The School shall not dismiss or transfer a student involuntarily, unless the dismissal or transfer is accomplished through procedures established by the School that are in compliance with applicable laws and due process requirements, provided that any dismissal of a student with a disability shall comply with the requirements of Ch. 8-60, HAR.

  • Instant Dismissal Nothing in clauses 10.2, 10.3, 10.4 or 10.5 prevents instant dismissal without notice in the case of serious misconduct.

  • Dismissal for Cause The following procedures shall apply in all cases of dismissal for cause:

  • Dismissals A dismissed employee is one whose service is terminated for any reason other than transfer, resignation, lay-off (or work completed for temporary or term employees), voluntary retirement or death. 5 In the event the Company warns, demotes, suspends, or dismisses any employee, the Union may appeal such action pursuant to the provisions of Article 9 (Grievance Procedure) of this Agreement.

  • Early Dismissal DTU representatives and/or elective officers shall be permitted to leave the work location at 4:15 p.m., if assigned to administrative buildings, and at the time students are dismissed, if assigned to a school center, in order to attend DTU meetings. Those leaving to attend such meetings must advise the administrator in charge reasonably in advance of such meetings.

  • Formal Grievance Step 1 6

  • DISCIPLINE AND DISMISSAL 8.4.1 The following principles are to be followed when dealing with disciplinary matters:

  • Voluntary Mediation a) The central parties may, on mutual agreement, request the assistance of a mediator.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.

  • Religious Objection Any employee who is a member of and adheres to established and traditional tenets or teachings of a bona fide religion, body, or sect which has historically held conscientious objections to joining or financially supporting labor organizations shall not be required to join or financially support the Union as a condition of employment. Such an employee shall, in lieu of dues and fees, pay sums equal to such dues and fees to a non-religious charitable fund. These religious objections and decisions as to which fund will be used must be documented and declared in writing to the Union. Any employee exercising their right of religious objection must provide the Union with a receipt of payment to an appropriate charity on a monthly basis.

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