ARTICLE 5 EMPLOYMENT STANDARDS

Cumberland School District

A.  Teachers shall be provided a healthy and safe work environment.

B. Teachers hired will be offered employment at a salary no less than that which is required by the provisions of R.I.G.L. §16-7-29.  The Committee may, but shall not be required, to hire such teachers at a higher step based on credit for years of teaching and/ or vocational experience not recognized by law.

C. A teacher who has taught more than one hundred and thirty-five (135) days in a given school year, on either a regular or a substitute basis, or a combination thereof, shall be given credit for a full school year and placed on the next salary step, if said teacher is hired for the next school year.

D. Employment may be terminated by mutual consent at any time providing that such consent has been reduced to writing and signed by both parties. Employment may be terminated by the Committee for good and just cause as is provided by state statute and case law.  The teacher may resign by submitting written notice at least thirty (30) days prior to the effective date of resignation.

E. The Committee may require, provided a request is made to the teacher on a leave of absence on or before January 15th, that the teacher give written notice on or before February 15th that he/she will return to work the following school year.  A teacher's failure to respond to such request in timely fashion shall be conclusive and constitute his/her resignation effective at the end of the current school year. If requested, the Committee shall grant an extension of time to respond after February 15.

F. For informational purposes only, the Committee will post, on the school web site, notice of vacant coaching positions, stating the general qualifications, duties and salary, if determined, of each position.   It is understood and agreed that the filling of these positions, their duties and their compensation are not subject to collective bargaining.

G. No teacher will be disciplined, including reprimand (whether oral or written), suspension, or discharge, reduced in rank or compensation, or deprived of any professional advantage without good and just cause. Where appropriate, discipline will be administered in a manner that will not embarrass the teacher before other employees or the public. Disciplinary action shall be progressive, where appropriate, and may include verbal coaching, oral reprimands, written reprimands, suspension and discharge. When documented verbal reprimands, written reprimands or suspensions are administered, documentation will be placed in the teacher's personnel file. Documentation of written reprimands and suspensions shall remain in the teacher's personnel file on a permanent basis. Association members shall be permitted to provide written rebuttals to items placed in their personnel file and these rebuttals shall be placed in the teacher's personnel file along with the disputed item.