GDQDDISCIPLINE, SUSPENSION, AND
DISMISSAL OF
SUPPORT STAFF MEMBERS
GDQDProcedures for discipline of a support staff member are important to correcting inappropriate behavior as an option to dismissing the employee. When appropriate, the following procedures may be implemented under the concept of progressive discipline in which the penalty may be increased as the frequency or severity of the infraction increases. An employee who fails to respond to such attempts to correct inappropriate behavior may be dismissed. When an infraction is serious, the support staff member may be suspended or dismissed as a first step.
Categories of Misconduct
Support staff members may be disciplined for infractions that fall into, but are not limited to, the following categories:
A. Committing fraud in securing appointment.
B. Exhibiting incompetency in their work.
C. Exhibiting inefficiency in their work.
D. Exhibiting improper attitudes.
E. Neglecting their duties.
F. Engaging in acts of insubordination.
G. Engaging in acts of child abuse or child molestation.
H. Engaging in acts of dishonesty.
I. Being under the influence of alcohol while on duty.
J. Engaging in the use of narcotics or habit-forming drugs.
K. Being absent without leave.
L. Engaging in discourteous treatment of the public.
M. Engaging in improper political activity.
N. Engaging in willful disobedience.
O. Being involved in misuse or unauthorized use of school property.
P. Being involved in excessive absenteeism.
Q. Carrying or possessing a weapon on school grounds unless they are peace officers or have obtained specific authorization from the appropriate school administrator.
Optional Classifications of
Disciplinary Actions
Infractions may be of three (3) general kinds:
A. Level I. Those that are of an individual and minor nature and are not, in and of themselves, cause for dismissal. In such instances, penalties may include, but not be limited to, warnings, verbal or written reprimands, or suspension without pay.
B. Level II. Combinations or repeated instances of individual and minor infractions, or particularly grievous violations of this policy that, in combination or because of a particularly grievous instance, penalties may include, but not be limited to, reprimand, suspension, dismissal, or some combination of penalties.
C. Level III. Other, more serious, instances of violations of this policy may be cause for suspension, dismissal, or some combination of penalties.
General Provisions for Discipline
Support staff members disciplined:
A. May be suspended without pay by a supervising administrator for a period not to exceed ten (10) working days, providing an opportunity is afforded for presentation of the staff member's version of the incident that is the basis of the alleged infraction to be presented.
B. Shall receive a notice of such suspension in writing, delivered to the employee personally or by United States registered or certified mail addressed to the employee's last-known address. A copy of the reasons shall be attached to the notice.
C. Shall be disciplined under procedures that provide the following additional due process in the event of suspension without pay:
1. An employee who is suspended without pay may request a hearing on the record if such request is submitted to the Superintendent within twenty-four (24) hours of receipt of notice of the suspension. The hearing on the record will be conducted at the next administrative level above the level of the supervising administrator who has imposed the suspension.
2. Only when the suspension without pay is imposed by the Superintendent will the hearing on the record be held by the Board or by a person or persons designated by the Board.
Recommendation for dismissal. A support staff member recommended for dismissal shall receive a notice of such disciplinary action in writing, delivered to the employee personally or by United States registered or certified mail addressed to the employee's last-known address. A copy of the reasons shall be attached to the notice. If the support staff employee is under contract a request for [a pretermination hearing] [a hearing on the record] may be filed with the Superintendent within three (3) working days after receipt of notice of the disciplinary action.
The [pretermination hearing] [hearing on the record] may be conducted by the Board or by a person or persons designated by the Board.
Additional Provisions
and Conditions
During the pendency of the appeal hearing, neither the support staff member nor the supervising administrator shall contact the Superintendent or any Board member to discuss the merits of the supervising administrator's recommendation or charges and proposed discipline except as provided by this policy. No attempt shall be made during such period to discuss the merits of the charges with the person designated to act as hearing officer.
The assigned hearing officer, if any, shall, by use of a mechanical device, make a record of any hearing.
Not all administrative actions regarding a support staff member are considered "discipline," even though they may involve alleged or possible violations by the support staff member. This policy addresses only discipline and has no application to any of the following:
A. The support staff member evaluation procedure or the resulting evaluations as they pertain to the adequacy of the support staff member's job performance.
B. Letters or memorandums directed to a support staff member containing directives or instructions for future conduct.
C. Counseling of a support staff member concerning expectations of future conduct.
D. The discretion of the Superintendent in placing support staff members on administrative leave.
Adopted: date of Manual adoption
LEGAL REF.:
A.R.S.
13-2911
15-153
15-341
15-502
41-770
CROSS REF.:
DKA - Payroll Procedures/Schedules