Student Dismissal Clause Samples

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Student Dismissal. The School reserves the right to dismiss a student at any time in its discretion if it is determined that the student’s continued enrollment is no longer in the best interest of the student or of the School. In such case, the School may consider a partial tuition refund on a case by case basis and in the sole discretion of the School.
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Student Dismissal. The School will comply with the Minnesota Pupil Fair Dismissal Act (MPFDA), Minnesota Statutes §§121A.40-.56. The School Board shall maintain a discipline policy and procedure consistent with MPFDA prior to enrolling students.
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Student Dismissal. In each elementary school, two teachers shall supervise student dismissals. This time is not to exceed ten (10) minutes per day for dismissal. Volunteers shall be chosen first. Thereafter, teachers may be assigned by the building principal. In making the assignments, the building principal shall use these assignments to equalize planning/preparation time, and equalize the duty among all teachers over the school year.
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Student Dismissal. Change title from Student Dismissal to Length of Work Day (A) PreSchool Prep Time
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Student Dismissal. Teachers may leave school at student dismissal time once students have been dismissed from their classrooms unless detained by such commitments as staff meetings, detention, bus duty, or extra help.
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Student Dismissal. RISE administration reserves the right, in its sole discretion, to determine and enforce student dismissal, suspension or expulsion at any time for violation of RISE code of conduct.
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Student Dismissal. The Site shall notify the WSSU Experience Coordinator of any Student who is in disciplinary trouble or may be dismissed from the Site prior to any disciplinary or dismissal action. WSSU shall cooperate with the Site to resolve all disciplinary or dismissal actions.
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Student Dismissal. RedLeaf reserves the right to dismiss any student who cannot or will not participate independently and fully in the program, who breaks Canadian law, or is a threat to the safety and well being of fellow students, campers or themselves. No refunds will be issued for any students or campers that have been dismissed from a Red Leaf program. In particular, Red Leaf reminds all parents of the obligation to fully disclose any unusual mental, emotional and physical conditions of their children at the time of registration. Red Leaf is under no obligation to provide for individual care for students with such conditions.
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Student Dismissal. A professional staff person may terminate his/her services to a student with permission of an HISD building principal/supervisor or designee. In all instances applicable board policies, federal, and state laws will apply. The professional staff person will furnish the HISD principal and the local K-12 principal with full information about any incident as soon as his/her service obligations will allow.
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Related to Student Dismissal

  • Instant Dismissal Nothing in clauses 10.2, 10.3, 10.4 or 10.5 prevents instant dismissal without notice in the case of serious misconduct.

  • Dismissal The School shall not dismiss or transfer a student involuntarily, unless the dismissal or transfer is accomplished through procedures established by the School that are in compliance with applicable laws and due process requirements, provided that any dismissal of a student with a disability shall comply with the requirements of Ch. 8-60, HAR.

  • DISCIPLINE AND DISMISSAL 27.01 The Employer may discipline, suspend or dismiss an employee for just cause only, except for the dismissal of a probationary Employee. Unsatisfactory conduct or performance by an Employee which is considered by the Employer to be serious enough to be entered on the Employee's record but not serious enough to warrant suspension or dismissal shall result in a written warning to the Employee and a copy to the Union within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act. The Union shall not deny a request by the Employer to extend the timelines due to availability of persons identified by the Employer to be interviewed. A written warning that is grieved and determined to be unjustified shall be removed from the Employee's record. 27.02 In the event an Employee is suspended or dismissed, the Employer shall provide written reasons for the suspension or dismissal to the Employee and the Union forthwith and in any event not later than five (5) days of the action being taken. The action or suspension or dismissal shall be within fifteen (15) days of the date the Employer first became aware of, or reasonably should have become aware of the occurrence of the act, giving rise to the suspension or dismissal. The Union shall not deny a request by the Employer to extend the timelines due to unavailability of persons identified by the Employer to be interviewed. When action involves a suspension, the notice shall specify the time period of the suspension. 27.03 An Employee who has been subject to disciplinary action may after two (2) years of continuous service from the date the disciplinary measure was invoked, request in writing that their personnel file be cleared of any record of the disciplinary action. Such request shall be granted provided the Employee's file does not contain any further record of disciplinary action during the two (2) year period of which the Employee is aware. The Employer shall confirm in writing to the Employee that such action has been effected. 27.04 The procedures stated in Articles 27.01, 27.02 and 27.03 do not prevent immediate suspension or dismissal for just cause. (a) An Employee required by the Employer to attend an investigation meeting or a disciplinary discussion shall be paid at the applicable rate of pay for time spent in that meeting. (b) Where circumstances permit, the Employer shall schedule a disciplinary discussion with the Employee by giving reasonable advance notice which shall not be less than twenty-four (24) hours. At such discussion an Employee may be accompanied by a representative of the Union. 27.06 In the event that an Employee is reported to their licensing body by the Employer, the Employee shall be so advised, and unless otherwise requested a written copy shall be forwarded to the Union forthwith. In the event, an Employee is reported to their licensing body, by someone other than the Employer, the Employee shall advise the Employer of such and the Employee may copy the Union on such notification. 27.07 An Employee absent for three (3) consecutive work days without good and proper reason and without notifying the Employer shall be considered to have terminated their Employment with the Employer. 27.08 For the purposes of this Article, periods of time referred to in days shall be deemed to mean consecutive calendar days exclusive of Saturdays, Sundays and Named Holidays, which are specified in Article 19.

  • Early Dismissal DTU representatives and/or elective officers shall be permitted to leave the work location at 4:15 p.m., if assigned to administrative buildings, and at the time students are dismissed, if assigned to a school center, in order to attend DTU meetings. Those leaving to attend such meetings must advise the administrator in charge reasonably in advance of such meetings.

  • Right to Grieve Disciplinary Action Employees shall have the right to grieve written censures or warnings, and adverse employee appraisals. Employees shall have the right to rebut in writing any disciplinary notice and that rebuttal will be placed in the employee file, but will not be part of the formal disciplinary record. Should an employee dispute any such entry in his/her file, he/she shall be entitled to recourse through the Grievance Procedure and the eventual resolution thereof shall become part of his/her personal record.