PROFESSIONAL BEHAVIOR Clause Samples
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PROFESSIONAL BEHAVIOR. A. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher of alleged delinquencies, indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline shall be promptly reported to the offending teacher. The Association will use its best efforts to correct breaches of professional behavior by any teacher.
B. A teacher shall at all times be entitled to have present a representative of the Association when he is being reprimanded, warned or disciplined for any infractions of discipline or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present.
C. No teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance asserted by the Board or any agent or representative thereof shall be subject to the professional grievance procedure hereinafter set forth.
D. A probationary teacher who, through the evaluation process, is not meeting district standards but is being retained shall be subject to a correction committee. The correction committee shall be composed of the affected teacher’s mentor teacher, if applicable, the evaluating administrator, and, if he/she desires, a Meridian EA representative of the affected teacher’s choice. The committee shall determine the criteria the probationary teacher needs to attain in order to meet the district standards and inform him/her of the committee’s expectations. If, after further evaluation, the teacher has not made sufficient progress, the committee will refer the entire matter to the superintendent for consideration and disposition. He/she may choose to continue the correction process, subject to further evaluation, or dismiss the teacher from employment. This supercedes Article XIV, Section C.
PROFESSIONAL BEHAVIOR. Teachers are expected to comply with rules, regulations, and directions from time to time adopted by the Board or its representatives which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well-being or is professionally demeaning.
PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable rules, regulations and directions presently in effect and from time to time adopted by the Board, or its representatives, which are not inconsistent with the provisions of this Agreement.
B. Bargaining Unit Members whose employment is not regulated by the Teacher Tenure Act, and have completed the probationary period, shall not be disciplined or discharged without just cause. Information forming the basis for disciplinary action or discharge will be made available to the teacher and the Association upon request. Those teachers who are not subject to the Tenure Act (i.e. social workers) will serve a two (2) year probationary period.
C. If a teacher is to be disciplined, suspended, discharged or reprimanded by the Board or its agents, he or she shall be entitled to have representative of the Association present to the extent allowed by law.
PROFESSIONAL BEHAVIOR. A. Teachers shall comply with reasonable rules, regulations, policies and directions adopted by the Board or its representatives that are not inconsistent with the provisions of this Agreement.
B. The Association recognizes that gross abuses of sick leave or other leave, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by ancillary staff reflect adversely upon the profession and create undesirable conditions in the school building. The Association will use its best efforts to correct breaches of professional behavior by any ancillary staff.
PROFESSIONAL BEHAVIOR. 5.1 Teachers shall be responsible for furnishing information requested by administration. This shall include items such as:
.1 Proof of freedom from communicable disease as required by Michigan law.
.2 Medical examinations. See Policies and Procedures, currently in effect.
.3 The return of teacher contracts and/or riders on or before the date or dates specified after ratification of the Collective Bargaining Agreement.
.4 Adequate written records of student performance and behavior.
.5 Adequate daily lesson plans.
.6 Up-to-date transcripts, current State of Michigan teacher’s certificate, and records of educational preparation.
.7 Proof of date of birth.
5.2 Teacher absence shall be limited to those days which qualify under provisions in Article 14, "Illness, Injury, Emergency, or Business Leave Days." Failure to report for work for any other reason shall be considered a serious breach of contract and subject to action up to and including dismissal. It is agreed that teaching is a full-time position and requires the full energies and attention of the teacher.
5.3 The Board agrees that its rules and regulations governing employee conduct will be reasonable and enforcement of discipline will be fair. During the first four (4) full years of employment, no ancillary staff shall be disciplined for a reason that is arbitrary and capricious. After the 4th anniversary date of employment the standard for discipline of ancillary staff shall be just cause. No tenured teachers shall be disciplined for a reason that is arbitrary and capricious. Discipline shall be defined as a warning, reprimand, suspension with or without pay, demotion in rank or compensation, or disciplinary discharge.
.1 In the event of the discharge of a tenure teacher, review of such discharge shall be exclusively pursuant to the Tenure Act provisions. Lesser disciplinary action (demotion, disciplinary layoff, or suspension without pay) shall be reviewable either pursuant to the Tenure Act provisions or through the grievance procedure, but not both. In other words, if a tenure teacher chooses to utilize the Tenure Act provisions, he/she shall not have recourse to the grievance procedure.
.2 Any non-probationary, non-tenured member of the bargaining unit shall be allowed to pursue the applicable provisions of the grievance procedure in the event that they have been subjected to discharge or discipline.
.3 The substantive reasons for termination of a probationary teacher or extension of the probatio...
PROFESSIONAL BEHAVIOR. A. Teachers shall comply with reasonable building and school district rules, regulations and directions adopted by the Board or its representatives, which are not inconsistent with the provisions of this Agreement.
B. A teacher shall at all times be entitled to have present a representative of the Association when he/she is being warned or threatened of a reduction in rank, compensation, or loss of a professional advantage, including evaluation of teacher performance.
C. When a request for such representation is made no further action shall be taken with respect to the teacher until such representative of the Association is present. The Association agrees to promptly, following the request, provide a representative.
PROFESSIONAL BEHAVIOR. 23-1 Educators are expected to comply with rules, regulations, and directions adopted by the Board or its representatives which are not inconsistent with the express provisions of this Agreement, except that an educator may refuse to carry out an order which reasonably threatens the educator’s physical safety.
23-2 Educators are expected to use appropriate channels of communication for comments, suggestions, grievances and other professional matters. Such channels include normal administrative channels, the grievance procedure, CSC, teacher organization representatives, and negotiations. No reprisals may be taken against educators, CSC, SLT and Personnel Committee members due to the exercise of the responsibilities of these positions.
23-3 The District affirms the principles that educators have the full rights and responsibilities of citizenship and that an educator’s private life and activities are not an appropriate concern of the District, except to the extent that they detract from the effective accomplishment of the educator’s professional duties or are grounds for dismissal under Colorado statutes.
PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable rules, regulations, and directions from time to time adopted by the Board or its representatives which are not inconsistent with the provisions of this Agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well-being or is professionally demeaning.
B. The Association recognizes that abuses of sick leave or other leaves, chronic tardiness or absence, willful deficiencies in professional performance, or other violations of discipline by a teacher reflect adversely upon the teaching profession and create undesirable conditions in the school building. The Board, in recognition of the concept of progressive correction, shall notify the teacher in writing of alleged delinquencies indicate expected correction, and indicate a reasonable period for correction. Alleged breaches of discipline or the Code of Ethics of the Education Profession shall be promptly reported to the offending teacher and the Association. The Association will use its best efforts to correct breaches of professional behavior by any teacher and, in appropriate cases, may institute proceedings against the offending teacher.
C. A teacher shall at all times be entitled to have present a representative of the Association when he is being reprimanded, warned or disciplined for any infraction of rules or delinquency in professional performance. When a request for such representation is made, no action shall be taken with respect to the teacher until such representative of the Association is present.
D. No teacher shall be disciplined, reprimanded, reduced in rank or compensation or deprived of any professional advantage without just cause. Any such discipline, reprimand or reduction in rank, compensation or advantage, including adverse evaluation of teacher performance imposed by the Board or representative thereof shall be subject to the professional grievance procedure thereafter set forth. All information forming the basis for disciplinary action will be made available to the teacher.
PROFESSIONAL BEHAVIOR. A. Teachers are expected to comply with reasonable written and oral rules, regulations and directives, adopted by the Board or its representatives, which are not inconsistent with the provisions of this agreement, provided that a teacher may reasonably refuse to carry out an order which threatens physical safety or well-being, unless such order is in the interest of providing for the safety and well- being of the students. At the beginning of the school year each teacher will be provided with a list of rules and regulations that govern the building to which said teacher is assigned. The Board shall provide the Association President with copies of administrative policies and procedures for each building and a copy of the rules and regulations of the Board. Subsequent modification or changes in these documents shall also be furnished to the Association President. Building policies and procedures, as well as rules and regulations of the Board, shall be posed in the faculty lounge of each school.
B. The Board and Association recognize that the educational program is not confined to academic pursuits alone, but includes all areas of the curriculum. The Board and Association further recognize that the success of the total educational program is directly dependent upon the quality of the teaching service and the involvement of teachers in all areas of the program. It is, therefore, agreed that teacher attendance at, and involvement in, programs conducted in their respective buildings be considered a professional responsibility.
C. It is hereby agreed and understood between the parties that the daily conference period is time set apart from classroom responsibility for teacher breaks, conferences with students and parents, planning, grading papers and attention to teacher duties.
D. Teachers who plan to leave the employ of the school district shall notify the Board of this decision in writing, as soon as possible.
E. No teacher will be required to administer any first aid or medication prescribed for a student, nor shall any teacher be required to transport any child for any reason. It is anticipated, however, that each teacher will act and react in such situations in a professional, reasonable and responsible manner.
PROFESSIONAL BEHAVIOR. Abuses of sick leave or other leaves, chronic tardiness or absence, and other deficiencies in professional behavior reflect adversely upon the professionalism of district teachers and professional staff. If, after warning in writing (copies initially retained by the administrator or supervisor), such deficiencies continue, the District may institute discipline and/or evaluation procedures which may result in the employee’s dismissal. Nothing in this section precludes the District from initiating a written reprimand or more severe discipline when warranted by just cause (for ancillary staff) or as long as such discipline shall not be arbitrary or capricious (for teachers).