Dismissal Suspension Disciplinary Action. An employee shall not be disciplined without just cause. A supervisor shall not discipline an employee in the presence of students unless an immediate and compelling situation threatens the welfare or safety of students or staff. An employee shall be entitled, except in the case of evaluation conferences, to have a witness present during any disciplinary interview which is likely to result in a written reprimand, loss of pay, or dismissal. The employee shall be notified of his/her right to have a witness present. It shall be the responsibility of the employee to arrange for the presence of the witness at such reasonable time and place for the interview as the supervisor shall determine. Except in extraordinary situations, the employee shall be afforded not less than four (4) hours prior notice of the interview. However, the employee may agree to have the interview take place at an earlier time. Dismissal actions shall be approved by the Superintendent or his/her designee. Prior to any such approval, the Superintendent or his/her designee shall meet with the employee. At the meeting, the Superintendent or his/her designee shall give the employee written notice of the charges against him/her and an explanation of the evidence in support of those charges. The employee shall then be provided a reasonable opportunity to tell his/her side of the story and respond to the charges. If an employee is permitted to resign in lieu of dismissal, the supervisor shall notify the Superintendent in writing and shall set forth the reasons why the employee would have been dismissed had he/she not resigned. A resignation in lieu of dismissal shall be considered a resignation not in good standing. An employee appointed to fill a temporary position may be terminated at any time at the discretion of the Superintendent or his/her designee without any hearing or review rights under the grievance procedure.
Dismissal Suspension Disciplinary Action a. Progressive Discipline: Progressive discipline is the systematic approach to the improvement of job performance beginning with the least severe response and gradually moving to more serious action.
Dismissal Suspension Disciplinary Action. [8] Alternatively, if the evaluator and employee agree, a permanent employee shall be evaluated at least every five years provided he/she has been employed by the district at least 10 years, was rated in his/her previous evaluation as meeting or exceeding standards, and meets the qualifications of a highly qualified teacher as defined in 20 USC 7801, if his/her position requires such qualifications. Either the evaluator or the employee may withdraw consent for the alternative schedule at any time. (Education Code 44664) [5]
Dismissal Suspension Disciplinary Action
