Common use of Dismissal Procedure Clause in Contracts

Dismissal Procedure. a. A conference will be held between the immediate supervisor and the employee during which the supervisor will inform the employee, in writing, of the reasons for recommending dismissal. b. A copy of the recommendation for dismissal will be forwarded to an administrator designated by the Superintendent, who will investigate the charges. c. The employee will be notified by the investigating administrator of the results of the investigation and the recommendation to be made by the Superintendent to the Board. This notification shall be in writing. d. If the employee desires to meet with the Superintendent prior to the final action being taken on the dismissal, the classified employee shall, within five (5) days of receiving the written recommendation from the investigating administrator, request a meeting with the Superintendent in writing. e. The Superintendent or the Superintendent's designee will thereupon meet with the employee and discuss the reasons for their recommendation of dismissal and give the employee an opportunity to explain the employee's position. The Superintendent or the Superintendent's designee, whichever the case may be, shall notify the employee in writing of his/her decision no later than five (5) days following the meeting. f. The decision of the Superintendent or the Superintendent's designee shall be considered final as to the dismissal of the employee, unless within fifteen (15) days following the receipt of the Superintendent's or the Superintendent's designee's decision, the employee files a written request with the Board for a hearing before the School Board. g. The hearing before the Board will insure that the employee has the opportunity to be properly represented, to present and examine witnesses, and to present and challenge evidence.

Dismissal Procedure. a. A conference will be held between the immediate supervisor and the employee during which the supervisor will inform the employee, in writing, of the reasons for recommending dismissal. b. A copy of the recommendation for dismissal will be forwarded to an administrator designated by the Superintendent, who will investigate the charges. c. The employee will be notified by the investigating administrator of the results of the investigation and the recommendation to be made by the Superintendent to the Board. This notification shall be in writing. d. If the employee desires to meet with the Superintendent prior to the final action being taken on the dismissal, the classified employee shall, within five (5) days of receiving the written recommendation from the investigating administrator, request a meeting with the Superintendent in writing. e. The Superintendent or the Superintendent's designee will thereupon meet with the employee and discuss the reasons for their recommendation of dismissal and give the employee an opportunity to explain the employee's position. The Superintendent or the Superintendent's designee, whichever the case may be, shall notify the employee in writing of his/her their decision no later than five (5) days following the meeting. f. The decision of the Superintendent or the Superintendent's designee shall be considered final as to the dismissal of the employee, unless within fifteen (15) days following the receipt of the Superintendent's or the Superintendent's designee's decision, the employee files a written request with the Board for a hearing before the School Board. g. The hearing before the Board will insure ensure that the employee has the opportunity to be properly represented, to present and examine witnesses, and to present and challenge evidence.

Dismissal Procedure. a. A conference will be held between the immediate supervisor and the employee during which the supervisor will inform the employee, in writing, of the reasons for recommending dismissal. b. A copy of the recommendation for dismissal will be forwarded to an administrator designated by the Superintendent, who will investigate the charges. c. The employee will be notified by the investigating administrator of the results of the investigation and the recommendation to be made by the Superintendent to the Board. This notification shall be in writing. d. If the employee desires to meet with the Superintendent prior to the final action being taken on the dismissal, the classified employee shall, within five (5) days of receiving the written recommendation from the investigating administrator, request a meeting with the Superintendent in writing. e. The Superintendent or the Superintendent's designee will thereupon meet with the employee and discuss the reasons for their recommendation of dismissal and give the employee an opportunity to explain the employee's position. The Superintendent or the Superintendent's designee, whichever the case may be, shall notify the employee in writing of his/her their decision no later than five (5) days following the meeting. f. The decision of the Superintendent or the Superintendent's designee shall be considered final as to the dismissal of the employee, unless the employee or the Association files a timely grievance at Level II or, within fifteen (15) days following the receipt of the Superintendent's or the Superintendent's designee's decision, the employee files a written request with the Board for a hearing before the School Board. If the employee or Association elects to file a Level II grievance any hearing before the Board will occur according to the procedures outlined in Article 14. g. The hearing before the Board will insure ensure that the employee has the opportunity to be properly represented, to present and examine witnesses, and to present and challenge evidence. The Board’s decision will be final unless the Association moves to contest the decision through a grievance filed at Level IV as outlined in Article 14.