Response to Cause (Investigation a. To respond to an issue of cause, an investigation must take place and substantial evidence must be gathered before any discipline can occur. Administrators may have evidence of cause based on their own interactions with the professional employee. In this case, the administrator may move directly to a meeting with the professional employee.
Response to Cause (Investigation. To respond to an issue of cause, an investigation must take place and substantial evidence must be gathered before any discipline can occur. Administrators may have evidence of cause based on their own interactions with the professional employee. In this case, the administrator may move directly to a meeting with the professional employee. When the administrator meets with the employee, the following should occur: The administrator shall notify the professional employee of the purpose and topic of the meeting with sufficient notice to allow the professional employee to locate representation to join them in the meeting should they desire to do so. A professional employee may decide t request representation at any point in the disciplinary process. The employee may request a short delay in the meeting time to allow their chose representative to plan to be in attendance. If the employee chooses to have representation present at the meeting he/she needs to let the administrator know in advance so that the BOE Representative may also be able to join the meeting if the administrator XXX xxxx this necessary. The employee will be given the opportunity to respond to the allegation or allegations presented. RESULTING ACTION: In the event that cause has been established, the administration shall undertake the appropriate action based on the severity of the behavior that requires disciplinary corrective action. Corrective disciplinary actions shall take the following forms and progress based on severity or repetition of behavior. Administrators shall not act capriciously when investigating for cause or implementing discipline. If the professional employee is unhappy with the dispensation by the administrator, they may appeal to the superintendent.
Response to Cause (Investigation. To respond to an issue of cause, an investigation must take place and substantial evidence must be gathered before any discipline can occur. Administrators may have evidence of cause based on their own interactions with the professional employee. In this case, the administrator may move directly to a meeting with the professional employee. Complaints by staff, students or community members may provide cause for an investigation to occur. At some point in the investigation, the administrator must meet with the professional employee to review the issue. If the administrator deems that a complaint was not important enough to bring to the professional employee’s attention at the time of its occurrence, it shall not become part of any future complaint. A teacher will be notified of the substance of any complaint and by whom it was submitted if the complaint is to be used in the disciplinary process. When the administrator meets with the employee the following should occur: The administrator shall notify the professional employee of the purpose and topic of the meeting with at sufficient notice to allow the professional employee to locate representation to join them in the meeting should they desire to do so. A professional employee may decide to request representation at any point in the disciplinary process. The employee may request a short delay in the meeting time to allow their chosen representative to plan to be in attendance. The employee will be given the opportunity to respond to the allegation or allegations presented.
