FAIR DISMISSAL POLICY. Should Chapter 13 of Title 16 of the General Laws of Rhode Island be amended or repealed, then the due process procedure contained therein shall immediately become part of this Agreement.
FAIR DISMISSAL POLICY. A. Any teacher employed under a limited contract whom the Superintendent intends not to recommend for re-employment shall be so notified by the Superintendent in writing on or before April 30.
FAIR DISMISSAL POLICY. 8-4.1 A teacher shall not be suspended or dismissed except for just reason.
FAIR DISMISSAL POLICY. A. Notification of intention to suspend or discharge shall be given to the employee in writing and the reason for discharge or suspension stated therein. Such written notification shall be given to the employee at least thirty (30) calendar days prior to the date when said suspension or discharge shall take place, except in cases of extreme emergency. In cases where a teacher's contract is not going to be renewed for the succeeding year, the teacher shall be notified before March 1 of the preceding school year.
FAIR DISMISSAL POLICY. A. 1. Before a recommendation for non-renewal may be taken to the Board, the teacher shall be granted a conference with the principal and the local Superintendent. The teacher shall be notified of such conference at least twenty-four (24) hours in advance and shall be allowed to bring a person of the teacher’s choice to said meeting. The Board reserves the right to have legal counsel present at all conferences. Written reasons based on the evaluations completed in accordance with Article 8 and plans for improvement or other documented facts pertinent to those evaluations or written reasons based on documentation of an incident(s) shall be given at this time. The evaluations completed and the plans for improvement must be for the current school year.
FAIR DISMISSAL POLICY. Notification of intention to suspend or discharge shall be given to the employee in writing and the reasons for discharge or suspension stated therein. Such written notification shall be given to the employee at least fifteen (15) school days prior to the date when said suspension or discharge shall take place. In case of extreme emergency, suspension may be immediate with no prior notice. In cases where a teacher's contract is not going to be renewed for the coming year, the teacher shall be notified in accordance with Rhode Island General Law.
FAIR DISMISSAL POLICY. Teacher Due Process When a teacher is given written notice of a board's intention to not renew the teacher's contract, the teacher may request a meeting with the board by filing a written request with the clerk of the board within 10 days from the date of receipt of the written statement of nonrenewal of a contract. The board shall hold such meeting within 10 days after the filing of the teacher's request. The meeting provided for under this section shall be held in executive session and, at such meeting, the board shall specify the reason or reasons for the board's intention to not renew the teacher's contract. The teacher shall be afforded an opportunity to respond to the board. Neither party shall have the right to have counsel present but SETA members may access peer support with the representative selected by the active SETA president. Within 10 days after the meeting, the board shall reconsider its reason or reasons for nonrenewal and shall make a final decision as to the matter. The provisions of this section shall apply only to teachers who have completed five (5) consecutive years of employment as a teacher in the district and have started their sixth (6th) year in the district. 2021-2022 Salary Schedule Steps BS BS+10 BS+20 BS+30 MS MS+10 MS+20 MS+30 SP/MS+40 1 $ 41,017 $ 41,567 $ 42,367 $ 42,867 $ 43,867 $ 44,667 $ 45,267 $ 45,867 $ 46,467 2 $ 41,267 $ 41,867 $ 42,667 $ 43,167 $ 44,302 $ 45,102 $ 45,702 $ 46,302 $ 46,902 3 $ 41,702 $ 42,317 $ 43,117 $ 43,617 $ 45,002 $ 45,802 $ 46,402 $ 46,902 $ 47,402 4 $ 42,137 $ 42,767 $ 43,567 $ 44,067 $ 45,502 $ 46,302 $ 46,902 $ 47,502 $ 48,102 5 $ 42,575 $ 43,202 $ 44,017 $ 44,517 $ 46,302 $ 47,102 $ 47,702 $ 48,302 $ 48,902 6 $ 43,007 $ 43,637 $ 44,467 $ 44,967 $ 47,002 $ 48,002 $ 48,702 $ 49,302 $ 49,902 7 $ 43,442 $ 44,072 $ 44,917 $ 45,417 $ 47,552 $ 48,902 $ 49,702 $ 50,302 $ 50,902 8 $ 43,877 $ 44,507 $ 45,367 $ 45,867 $ 48,052 $ 49,402 $ 50,202 $ 50,802 $ 51,402 9 $ 43,877 $ 44,942 $ 45,817 $ 46,317 $ 48,552 $ 49,902 $ 50,702 $ 51,302 $ 51,902 10 $ 43,877 $ 45,377 $ 46,267 $ 46,802 $ 49,052 $ 50,402 $ 51,202 $ 51,852 $ 52,452 11 $ 43,877 $ 45,377 $ 46,717 $ 47,287 $ 49,537 $ 50,902 $ 51,702 $ 52,352 $ 52,952 12 $ 43,877 $ 45,377 $ 47,167 $ 47,772 $ 50,022 $ 51,402 $ 52,202 $ 52,852 $ 53,352 13 $ 43,877 $ 45,377 $ 47,167 $ 48,057 $ 50,507 $ 51,902 $ 52,702 $ 53,352 $ 53,952 14 $ 43,877 $ 45,377 $ 47,167 $ 48,742 $ 50,992 $ 52,402 $ 53,202 $ 53,852 $ 54,452 15 $ 43,877 $ 45,377 $ 47,167 $ 49,227 $ 52...
FAIR DISMISSAL POLICY. A. The West Haven Board agrees that no member of the professional staff shall be discharged, or suspended, except as provided by State Statutes and/or the pertinent provision of this agreement.
FAIR DISMISSAL POLICY. Teacher Due Process When a teacher is given written notice of a board's intention to not renew the teacher's contract, the teacher may request a meeting with the board by filing a written request with the clerk of the board within 10 days from the date of receipt of the written statement of nonrenewal of a contract. The board shall hold such meeting within 10 days after the filing of the teacher's request. The meeting provided for under this section shall be held in executive session and, at such meeting, the board shall specify the reason or reasons for the board's intention to not renew the teacher's contract. The teacher shall be afforded an opportunity to respond to the board. Neither party shall have the right to have counsel present but SETA members may access peer support with the representative selected by the active SETA president. Within 10 days after the meeting, the board shall reconsider its reason or reasons for nonrenewal and shall make a final decision as to the matter.
FAIR DISMISSAL POLICY. A. An Employee, not on continuing contract status, whom the Board has determined to non-renew, may demand a written statement from the Board describing the circumstances leading to its decision not to re-employ the teacher. This demand must be filed with the Treasurer, in writing, within ten (10) days of the teacher's receipt of the written notice of non-renewal from the Board.
