8:5
8:6
9:1
9:2
9:3
B. The purpose of the probationary period is to provide a reasonable period of time for an
employee to learn the fundamental requirements of the position, and for management to
assess an employee’s potential for successful performance in the position.
Cc. The Superintendent may dismiss an employee during the initial probationary period for any
reason. An employee who was employed with the District immediately prior to assuming a
new position may be returned to his or her former position or a comparable position if such
a position is available.
Discipline
A. The Association recognizes the right of the Nashua School District to discipline or discharge
employees for cause. Discipline shall be corrective in nature and ordinarily utilized
progressively, and shall follow due process. Progressive disciplinary actions normally follow
the following order:
Verbal Warning
Written Warning
Suspension without pay
Termination
Pw
B. The severity of any particular infraction may warrant an immediate disciplinary consequence
at a higher level, up to and including termination.
C. All disciplinary actions shall be documented and signed by both parties. The original will be
placed in the employee's personnel folder in the Human Resource office.
D. All disciplinary actions are subject to appeal following the grievance procedure outlined in
Article XII.
Resignations and Retirements
Unless for health reasons, Association members shall provide no less than thirty (30) calendar days
notice of resignations and retirements.
ARTICLE IX
Performance Appraisals
All evaluations and job performance appraisals will be in accordance with the evaluation and
performance forms and procedures adopted jointly by the Administration and Union. The evaluation
and job performance appraisal process shall include establishing performance goals for the ensuing
year. Annual evaluations shall be completed by June 30" each year.
Association members shall have the right to comment on any material contained in their respective
performance appraisals and their comments shall be affixed to the pertinent appraisal.
In those instances when an employee’s job performance consistently fails to meet minimum
performance expectations despite prior counseling and/or warnings from the employee’s supervisor,
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