Dismissal of Tenured Faculty Members for Cause Sample Clauses

Dismissal of Tenured Faculty Members for Cause. The dismissal for cause of a faculty member who has tenure shall be in accordance with the provisions of 110 Illinois Compiled Statutes Section 805/3B-4. Persons whose tenured appointment may be terminated shall be so notified and may discuss basis for dissatisfaction with the appropriate Vice. If the cause for possible termination is considered remediable, the facultymember will be given reasonable warning, in writing, stating the causes which, if not removed, may result in charges. If the dismissal of a tenured faculty member is sought for cause, the Board shall first approve a motion by a majority vote of all its members. The specific reason or reasons for dismissal shall be confidential but shall be issued to the tenured faculty member upon request. If a majority of all the members of the Board approve a motion to dismiss a tenured faculty member, such decision shall be final unless the tenured faculty member submits to the Board within ten (10) days a written request that a hearing be scheduled. The faculty member may request, in writing to the College President, a written statement of the basis for the recommendation of dismissal to the Board, which statement shall be sent to the faculty member by certified mail or hand delivered within ten (10) calendar days of the request. Upon the submission of such a written request, the Board shall schedule a hearing on the charges before a disinterested hearing officer on a date not less than forty-five
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Dismissal of Tenured Faculty Members for Cause. Dismissal of tenured faculty members for cause will be subject to the provisions of 110 ILCS 805/3B-4, of the Illinois Public Community College Act.
Sample 1

Related to Dismissal of Tenured Faculty Members for Cause

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

  • Re-employment After Voluntary Termination or Dismissal for Cause Where an employee voluntarily leaves the Employer's service, or is dismissed for cause and is later re-engaged, seniority and all perquisites shall date only from the time of re-employment, according to regulations applying to new employees.

  • Resolution of Employee Dismissal or Suspension Disputes The following procedure shall be used for the resolution of disputes relating to the dismissal or suspension of an employee(s):

  • DISCIPLINE, DISMISSAL AND RESIGNATION 23.01 Unsatisfactory conduct by an Employee which is considered by the Employer to be serious enough to be entered on the Employee’s record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within ten (10) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. A written warning that is grieved and determined to be unjustified shall be removed from the Employee’s record.

  • Discipline for Cause No member shall be reduced in pay or position, suspended, removed, or reprimanded except for just cause. In the event of a grievance, employees shall appeal disciplinary actions which result in time-off without pay, or removal to Step Three of the grievance procedure within seven (7) calendar days after written notice of such action is served upon the affected member. Probationary removals or reductions are not appealable to the grievance procedure. Employees given written reprimands of record may, upon request, meet with the Chief Deputy and/or the Sheriff (or designee) to discuss the discipline. This meeting can be conducted with or without Union representation. The results of such meetings shall not be subject to appeal through the grievance procedure. If a member disagrees with the verbal or written reprimand, the member may write a memorandum to the Sheriff explaining the reason(s) for the disagreement. The memorandum will be attached to the reprimand.

  • TERMINATION BY DISTRICT FOR CAUSE Contractor shall be in default of its obligations pursuant to this Contract, and District may terminate Contractor’s right to perform the Work for cause, if: (a) Contractor refuses or fails to perform the Work or any component thereof in accordance with this Contract, including, but not limited to, the Contract Documents; (b) Contractor refuses or fails to perform any portion of the Work within the time required; (c) the Work is not, or reasonably will not be, fully completed within the contract time; (d) Contractor persistently or repeatedly refuses or fails to supply enough properly skilled workers and/or proper materials;

  • Without Cause by District District may, at any time, with or without reason, terminate this Agreement and compensate Consultant only for services satisfactorily rendered to the date of termination. Written notice by District shall be sufficient to stop further performance of services by Consultant. Notice shall be deemed given when received by the Consultant or no later than three days after the day of mailing, whichever is sooner.

  • Discipline for Just Cause Disciplinary action shall be taken only for just cause, however probationary employees may be discharged without just cause and shall have no right to grieve discharge (see Article 7, Probationary Period). Disciplinary action, except discharge, shall have as its purpose the correction or elimination of incorrect work-related behavior by an employee. Supervisors may not take disciplinary action against an employee who, in good faith, reports a violation of any federal or state law or regulation to a governmental body or law enforcement official. Disciplinary action may not be taken against an employee who is requested by a public agency to participate in an investigation, hearing, or inquiry, as well as an employee who refuses to participate in any activity that the employee, in good faith, believes violates state or federal law.

  • NON-DISCRIMINATION IN HIRING AND EMPLOYMENT Competitive Supplier agrees to conduct its operations and activities under this ESA in accordance with all applicable state and federal laws regarding non-discrimination in hiring and employment of employees.

  • 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.

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