Non-renewal, Adverse Action, and Discharge Clause Samples

Non-renewal, Adverse Action, and Discharge. In the event that there is determined to be probable cause to non-renew, adversely affect, or discharge a teacher, the teacher shall receive written notice and the District will follow the procedures specified in Washington Revised Code 28A.400 et. seq.
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Non-renewal, Adverse Action, and Discharge. In the event that there is determined to be probable cause to non-renew, adversely affect, or discharge a teacher, the teacher shall receive written notice and the District will follow the procedures specified in Washington Revised Code 28A.400 et. seq. I. Evaluation results shall be used: A. To acknowledge, recognize, and encourage excellence in professional performance. B. To document the level of performance by a teacher of his/her assigned duties. C. To identify specific areas in which the teacher may need improvement according to the criteria included on the evaluation instrument. D. To document performance by a teacher judged unsatisfactory based on the District evaluation criteria. E. As one of the multiple factors in Human Resources and personnel decisions, only as defined elsewhere in this Agreement. II. Evaluation results shall not be: A. Shared or published with any other teacher with identifying information unless required by law. B. Shared with others than those on a need to know basis. C. Used to determine any type of base or additional compensation. D. Evaluators shall not consider school or District-wide employee evaluation summative scores when evaluating individual scores, i.e. nothing prohibits an evaluator from evaluating all teachers as distinguished within a school.
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Non-renewal, Adverse Action, and Discharge. Non-renewal, adverse action, and discharge of provisional and continuing contract staff members will be consistent with the laws and regulations of the state. A. Written notice of non-renewal of a continuing contract staff member will be provided no later than May 15 each year. Rights of the staff member to notice, reasons, and a hearing will be provided pursuant to law. B. Written notice of non-renewal of a provisional staff member will be provided no later than May 15 each year. Rights of the staff member to notice, reasons, and a hearing will be provided pursuant to law. C. In the event that there is probable cause to discharge a staff member, the staff member will receive written notice and reasons as provided pursuant to law.
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Non-renewal, Adverse Action, and Discharge. 33 In the event that there is determined to be probable cause to non-renew, adversely affect, or 34 discharge a teacher, the teacher shall receive written notice and the District will follow the 35 procedures specified in Washington Revised Code 28A.400 et. seq. 36 37 38 39 40 41 42 43 44 45 46 47 PAGE 32.19 3 Only the final summative evaluation document, along with any comments submitted by the 4 teacher, shall be kept in the personnel files. All other evaluation documents shall, be returned to 5 the teacher and will not be used for future evaluations. 6 Evaluation results shall be used to recognize and encourage excellence in teaching, document 7 levels of performance, and identify areas needing improvement. 8 9 Evaluation results shall not be:
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Non-renewal, Adverse Action, and Discharge. In the event that there is determined to be probable cause to non-renew, adversely affect, or discharge a teacher, the Association and teacher shall receive written notice and the District will follow the procedures specified in RCW 28A.400 et. seq. Beginning with the 2015-16 school year, evaluation results for certificated classroom teachers and principals must be used as one of multiple factors in making human resource and personnel decisions. Human resource decisions include, but are not limited to: Staff assignment, including the consideration of an agreement to an assignment by an appropriate teacher, principal, and superintendent; and reduction in force. Nothing in this section limits the ability to collectively bargain how the multiple factors shall be used in making human resource or personnel decisions, with the exception that evaluation results must be a factor.
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Related to Non-renewal, Adverse Action, and Discharge

  • Satisfaction and Discharge SECTION 401.

  • Release and Discharge 11.1 The acceptance by the Designer of the last payment under the provisions of Article 6.5 or Article 12 in the event of termination of the Contract, shall in each instance, operate as and be a release to the Owner and the Authority and their employees and officers, from all claims of the Designer and its Subconsultants for payment for services performed and/or furnished, except for those written claims submitted by the Designer to the Owner with, or prior to, the last invoice.

  • Suspension and Discharge An employee who has not completed the probationary period may be released without appeal through the grievance procedure. Employees having successfully completed their probationary period shall only be disciplined or discharged for just cause. Prior to suspending or discharging an employee, provided they have completed their probationary period, such employee and the Union ▇▇▇▇▇▇▇ shall be given the reasons in writing, by the Employer, for the suspension or discharge.

  • DISCIPLINE AND DISCHARGE A. Disciplinary actions or measures shall include but not be limited to the following: Oral Reprimand Written Reprimand Suspension - Maximum of 30 days (notice given in writing) Discharge - (notice given in writing) A demotion in classification may be substituted by the Employer in place of a suspension or a discharge; a disciplinary transfer may be made in lieu of an oral or written reprimand. Discipline shall be uniformly applied using a progressive disciplinary procedure, where appropriate. B. Disciplinary action may be imposed upon an employee only for failure to fulfill his/her responsibilities as an employee. Suspensions of less than ten (10) days and lesser disciplining actions may be administered by the Superintendent or his/her designee. C. No discipline of record shall be given to any employee until the employee has read the written statement and had an opportunity to attach a statement of explanation or rebuttal; or if the employee so desires, be given a hearing. At such hearing, the employee may have Union representation. The employee will be asked to sign the disciplinary report to signify knowledge of the statement only. The signature will not be interpreted to signify acceptance or denial of guilt of the charges or statement. D. Upon request by the employee, records of oral and written reprimands shall be removed from an employee's record twelve (12) months from the date of the offense and records of suspensions shall be removed from an employee's records two (2) years from the date of the offense. E. The Employer shall not discipline or discharge any employee without just cause. Any disciplinary action may be appealed through the grievance procedure. Steps of the grievance procedure may mutually be waived in order that the grievance may be filed with the person issuing such disciplinary actions.

  • Good Discharge (a) Any payment to be made in respect of the Secured Liabilities by the Security Agent may be made to the Facility Agent on behalf of the Secured Parties and any payment made in that way shall be a good discharge, to the extent of that payment, by the Security Agent. (b) The Security Agent is under no obligation to make the payments to the Facility Agent under paragraph (a) above in the same currency as that in which the obligations and liabilities owing to the relevant Finance Party are denominated.