Union County Catholic Education Association
Current Contract - Article 7 - Renewal and Termination of Employment

A.  Renewal of employment for each teacher for the succeeding School year is solely within the discretion of the School.

B.  Each teacher has the professional responsibility to advise the School in writing by March 15 of each School year if the teacher does not wish to be considered for employment for the succeeding School year. All teachers who do not give such notice will be considered for renewal of employment for the succeeding School year.

C.  The School will advise each teacher by April 15 whether the employment of the teacher will be renewed for the succeeding School year. If circumstances require, this deadline may be extended by the School. The School's delay in making this decision or giving this notice to the teacher shall not confer any rights to renewed employment to the teacher.

D.  The School retains the right to terminate the employment of any teacher for any of the following reasons:

1.  Any conduct or misconduct which reflects grave discredit on the School or which interferes with the religious education ministry of the School;

2.  Any overt immoral conduct or immorality, intemperance, cruelty, neglect of duty, failure to observe and abide by School policies, unprofessional conduct, or other just cause;

3.  Any other conduct or activity which, in the sole determination of the School, tends to seriously impair the teacher's continued usefulness as a teacher or to disrupt the proper operation of the School.

E.  The School retains the right to terminate the employment of any teacher for any other reason which the School deems appropriate. If the School decides to terminate the employment of any teacher under this provision, it shall provide written notice to the teacher not less than thirty days in advance of the effective date of termination, and the teacher shall be paid during that
thirty-day period. The School may decide whether or not the teacher will be required to perform services during that thirty-day period.

F.  Employment of a newly-hired teacher is provisional for a period of six months pending receipt of results of a criminal history background check. Employment of a teacher who is requested by the Principal to update a previous criminal history background check is provisional pending receipt of results.
 

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