Suspension, Demotion, or Termination. Infractions that warrant disciplinary action beyond a written Reprimand include, but are not limited to, suspension without pay, demotion, and termination. Such discipline will be completed in accordance with the discipline procedures set forth herein and the California Education Code. Layoffs, reduction in assigned time in lieu of layoff, Voluntary demotions and bumping are not considered “discipline”. No disciplinary action shall be taken for any cause which arose more than two years preceding the date of the filing of this notice of proposed disciplinary action unless such cause was concealed by such employee or the District could not reasonably have known such cause.
Suspension, Demotion, or Termination. 42 The El Reno Board of Education has adopted the following procedure for the suspension, 43 demotion or termination of support personnel in accordance with Title 70 of Oklahoma Statutes, 44 Sections 6-101.40 through 6-101.47. 45 For the purpose of this policy “support employee” means a full-time employee as 46 determined by the standard period of labor which is customarily understood to constitute full-time 47 employment for the type of services performed by the employee who is employed a minimum of 48 one hundred seventy-two days and who provides those services which are not performed by 49 certified teachers, principals, superintendents or administrators and which are necessary for the 50 efficient and satisfactory functioning of a school district. 51 No support employee who has been employed in the school district for more than one 52 year may be suspended, discharged, or non-renewed except within the provisions of this policy. 53 However, this policy shall not be construed to prevent layoffs or reductions-in-force for lack of 54 funds or work. 55 1 When the immediate suspension of a support employee is in the best interest of the school, the 2 superintendent or the superintendent’s designee may temporarily suspend the employee with pay 3 without notice or hearing. If an employee is suspended for a period exceeding ten (10) days, the 4 superintendent shall initiate termination proceedings. However, in a case involving a criminal 5 charge, the suspension may be delayed until the case is adjudicated at trial. Nothing herein shall 6 prevent proceeding against the employee for termination of employment during or after the 7 suspension.
Suspension, Demotion, or Termination. Prior to the imposition of any suspension, demotion or termination, the affected employee, after notice of the charges against him or her, shall have the opportunity, at his or her option, to meet with the disciplining authority and the Director of Human Resources, or his/her designee. At such a meeting, the affected employee shall have the right to be accompanied by an FOP representative and/or his or her attorney. In the event the affected employee is proceeding without the assistance or representation of the FOP, the FOP may have one representative present as an observer only. At the meeting with the disciplining authority and the Director of Human Resources, the affected employee shall have the right to present any evidence on the charges and/or to otherwise argue why the proposed disciplinary action shall not be taken. The presentation of evidence may be orally or in writing. The meeting may be taped at either party’s option. After the imposition of discipline, the effected employee shall have the right to challenge the discipline per Article 35, the Grievance Procedure and Article 36
