GDQD ©DISCIPLINE, SUSPENSION, AND
DISMISSAL OF
CLASSIFIED STAFF MEMBERS
GDQD ©(Discipline)
Minor Disciplinary Action
A classified staff member may be disciplined for any conduct that, in the judgment of the District, is inappropriate. Minor disciplinary action includes, without limitation thereto, verbal or written reprimands, or suspension without pay for a period of ten (10) days or less. Minor disciplinary action shall be imposed by the classified staff member's supervisor. A classified staff member who wishes to object to a minor disciplinary action shall submit a written complaint to the supervisor's superior within five (5) work days of receiving notice of the disciplinary action. The supervisor's superior will review the complaint and may confer with the classified staff member, the supervisor, and such other persons as the supervisor's superior deems necessary. The decision of the supervisor's superior will be final.
Suspension without Pay for
More than Ten Days
At-will employees. An at-will employee may be suspended without pay for a period of more than ten (10) days by action of the Superintendent, or designee for any conduct by the employee that, in the judgment of the Superintendent, or designee, is inappropriate. Before suspending an at-will employee, the Superintendent, or designee will inform the employee of intent to suspend the employee and will give the employee an informal opportunity to explain why, in the employee's opinion, the suspension should not be imposed. The Superintendent's decision will be final.
Term employees. A term employee may be suspended without pay for a period of more than ten (10) days by action of the Superintendent, or designee for any conduct that, in the judgment of the Superintendent, or designee, is inappropriate. If the Superintendent, or designee intends to suspend a term employee without pay for more than ten (10) days, the notice and hearing procedures prescribed for the dismissal of term employees shall be followed, except that the hearing officer shall be designated by the Superintendent, or designee and the findings of the hearing officer shall be a final decision. At the Superintendent's option, the Superintendent, or designee may request that the Governing Board act as the hearing officer. If the hearing officer or the Governing Board finds that there is not cause to suspend the employee without pay for more than ten (10) days, the Superintendent, or designee may, after reviewing the findings, impose minor disciplinary action.
Dismissal
At-will employees. The employment of an at-will employee may be terminated by action of the Governing Board for any reason, or for no reason, with or without advance notice, as the Governing Board determines. If the Superintendent, or designee recommends that the Governing Board terminate an at-will employee, the recommendation shall be submitted to the Governing Board in writing and a copy of the recommendation shall be delivered to the employee. The at-will employee may submit a written response to the recommendation to the Governing Board prior to the Governing Board meeting. If the at-will employee attends the Governing Board meeting when the recommendation is considered, the Governing Board may, in its discretion, permit the employee to address the Governing Board concerning only the recommendation.
Term employees. The employment of a term employee may be terminated for cause by action of the Governing Board at any time prior to the expiration of the term of employment. For the purposes of this provision, cause means any conduct that, in the judgment of the District, is detrimental to the interests of the District or its personnel or students and shall include, without limitation thereto, the following:
● Absence without leave ● Incompetence or inefficiency
● Abuse of leave ● Insubordination
● Alcohol or drug impairment ● Neglect of duty
● Child abuse or molestation ● Unauthorized possession of a weapon on school grounds
● Discourteous treatment of the public ● Unauthorized use of school property
● Dishonesty ● Unlawful conduct
● Excessive absenteeism ● Use of illegal drugs
● Fraud in securing employment ● Violation of a directive of a supervisor
● Improper attitude ● Violation of a District policy or regulation
If the Superintendent recommends termination of a term employee, a copy of the recommendation shall be delivered to the employee. The employee may request a hearing within five (5) work days after receipt of the recommendation. If a hearing is requested, the Superintendent shall deliver a written notice of the time and place of the hearing and a written statement that gives the reasons for the recommendation, a list of persons whom the Superintendent expects to testify in support of the recommendation (together with a brief summary of what each person is expected to say), and a general description of any other evidence that the Superintendent at the time believes may be presented at the hearing in support of the recommendation.
The hearing shall be conducted by the Governing Board or designee within not less than five (5) working days and not more than thirty (30) calendar days after a request for hearing is submitted by the employee. The date of the hearing may be postponed by stipulation of the employee and the District, or by and in the sole discretion of the Governing Board or the hearing officer, or at the request of the aggrieved employee or the District for such reason or reasons as the Governing Board or hearing officer may deem appropriate.
The employee may be represented at the hearing by counsel, at the employee's expense. The employee shall have the opportunity to present witnesses and to cross-examine any witnesses presented by the District. Formal rules of evidence shall not apply. A record of the hearing shall be made by use of a mechanical device.
If a hearing officer is used, the hearing officer shall prepare a written statement of findings as to whether there is cause for termination of the employee and submit it to the Governing Board within ten (10) working days after the conclusion of the hearing. The Governing Board shall review the written statement and, if desired, the record, and the Governing Board's decision whether to accept the findings and whether to terminate employment or to impose other discipline shall be a final decision.
If the Governing Board conducts the hearing, it shall render a decision within ten (10) days after the conclusion of the hearing.
General Matters
Failure to object to a disciplinary action or take other action within the time limitations set forth in this policy shall mean that the employee does not wish to pursue the matter further. Complaints filed after the expiration of the applicable time limitation will not be considered.
The filing or pendency of a complaint or other form of grievance pursuant to this policy shall in no way limit or delay action taken by the supervisor or the Superintendent authorized by this policy to take such action.
A complaint relating to minor disciplinary action, suspension without pay for more than five (5) days, or dismissal shall not be processed as a grievance.
None of the procedures of this policy shall alter the status of an at-will employee.
This policy does not apply to:
● Any administrative recommendation or Governing Board action, discussion, or consideration involving the nonrenewal of a term employee.
● Ratings, comments, and recommendations made in the course of an evaluation of a classified staff member.
● The decision of the Superintendent to place a classified staff member on administrative leave.
● Counseling of or directives to a classified staff member regarding future conduct.
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