Reappointment Procedure. If the contract of employment of a tenured administrator is terminated because of position elimination, the name of that administrator shall be placed on a reappointment list and remain on such list for a period of two years. If a position within the area of that administrator’s certification becomes open during such period and that person is considered most qualified to fill the vacancy, then that administrator will be notified by certified mail, sent to the last known address of the administrator, at least thirty (30) days prior to the anticipated date of reemployment where possible. In determining whether an administrator is qualified for reappointment, the criteria set forth in Section 4 above shall be considered. The administrator shall accept or reject the appointment in writing within five (5) days after receipt of notification. If the appointment is accepted, the administrator shall receive a written contract within ten (10) days of the administrator’s acceptance of the offer. If the administrator rejects the appointment offer or does not respond within five (5) days after receipt of such notification, the name of the administrator shall be removed ADDENDUM III Board of Education Intent With Regard to Assistance to the Elementary Principals: In light of the quality initiatives begun in our district, the increasing complexity of the elementary school principalship, growing enrollments, etc., the Board of Education accepts as a valid concern the need to provide additional resources, in terms of assistance to the elementary principal, to enhance the instructional leadership, staff development, and program effectiveness of our elementary schools. For the 2000-01 school year, the Board will implement a plan to provide assistance in consultation with the Superintendent and NASA, subject to the availability of funds. ADDENDUM IV Health Savings Account ADDENDUM V
Reappointment Procedure. Except in cases involving retirement or discontinuance of a position determined prior to the sabbatical, the staff member will return to the institution immediately after the sabbatical leave has ended. The staff member may expect to return to their former position at their former salary (plus whatever increments have accrued) unless the position has been terminated. In the latter case, the staff member may expect to return to a position of comparable responsibility and salary unless they have been notified otherwise through the normal reappointment procedures. As part of the annual review conference the year prior to the sabbatical and during the year of the sabbatical, the immediate supervisor must notify the staff member of the employment plans for the year following their sabbatical. Reappointment procedures for staff members on sabbatical are the same as those for all professional staff reappointments. If a member takes a sabbatical, that member will be treated the same as any other active employee for the purposes of position, load, and assignment. If a person on sabbatical returns into a reduction in force situation, they will be treated as any other active employee in applying the reduction in force protocols. If a member intends to retire at the end of sabbatical, they shall notify administration in advance of their sabbatical leave. The member will meet all the requirements of sabbatical. All postponements of sabbatical must be submitted to the Chief Operating Officer by December 1 of each year. A staff member does not accrue time for a second sabbatical until after taking the first sabbatical, with the following exception: If a sabbatical leave is postponed by mutual consent of the College and the individual, or as required by the College, the waiting period for the individual's next sabbatical leave will be reduced accordingly for a period of two years. Postponement beyond two years will be considered only under exceptional circumstances and must be approved by the Chief Operating Officer. If a sabbatical is postponed beyond two years, the time beyond two years will not accrue toward a second sabbatical, unless the staff member has submitted a plan and the College has requested another postponement. The Chief Operating Officer is responsible for determination of accrual at the time of the postponement. A staff member may postpone one sabbatical leave until just prior to retirement; the staff member must submit their plan to do so to the Chief O...
Reappointment Procedure. If the contract of employment of a tenured teacher is terminated because of position elimination, the name of that teacher shall be placed on a reappointment list and remain on such list for a period of two years. If a position within the area of that teacher's certification becomes open during such period and that person is considered most qualified to fill the vacancy, then that teacher will be notified by certified mail, sent to the last known address of the teacher, at least thirty (30) days prior to the anticipated date of reemployment where possible. In determining whether a teacher is qualified for reappointment, the criteria set forth in Section 4 above shall be considered. The teacher shall accept or reject the appointment in writing within ten (10) days after receipt of notification. If the appointment is accepted, the teacher shall receive a written contract within twenty (20) days of the teacher's acceptance of the offer. If the teacher rejects the appointment offer or does not respond within ten
Reappointment Procedure. All appointments to the Medical Staff shall be for a maximum of two (2) years, but shall be renewable by the Board of Managers pursuant to formal reapplication. The Medical Staff Bylaws shall prescribe a procedure for continuing peer-review of the current qualifications and capabilities of all Medical Staff members. Whenever an appointment is not to be renewed, or when privileges have been, or are proposed to be, reduced, altered, suspended or terminated, the Medical Staff member adversely affected shall, under procedures prescribed by the Medical Staff Bylaws, be afforded the opportunity for a fair hearing at every stage of the procedure before appropriate committees of the Medical Staff charged with conducting such hearing, so as to insure due process to the Medical Staff member and to afford a full opportunity for the presentation of all pertinent information in front of a hearing committee, whose members include only those individuals who are not in direct economic competition with the affected Medical Staff member. Such proceedings shall be non-adversarial in nature, but shall entitle both the Medical Staff member and the Hospital to legal representation. The recommendations of such committees shall be submitted in writing, and be supported and accompanied by reliable documentation upon which the Board of Managers may take informed action. Prior to taking final action, the Board of Managers shall give due consideration to the recommendations of the Medical Staff and the documentation upon which they are based.
