GDQD
DISCIPLINE,  SUSPENSION,  AND
DISMISSAL  OF
SUPPORT  STAFF  MEMBERS

(Discipline)

Minor  Disciplinary  Action

A support 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, suspension with pay, or suspension without pay for a period of five (5) days or less.  Minor disciplinary action shall be imposed by the support staff member's supervisor.  A support 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 support 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  Five  Days

At-will employees.  The employment of an at-will employee may be suspended without pay for a period of more than five (5) days by action of the Superintendent for any conduct by the employee that, in the judgment of the Superintendent, is inappropriate.  Before suspending an at-will employee, the Superintendent 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.

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 desires.  If the Superintendent 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 to the Governing Board prior to the Board meeting a written response to the recommendation.  If the at-will employee chooses to attend the 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.

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:

A.  Any administrative recommendation or Governing Board action, discussion, or consideration involving the nonrenewal of a term employee.

B.  Ratings, comments, and recommendations made in the course of an evaluation of a support staff member.

C.  The decision of the Superintendent to place a support staff member on administrative leave.

D.  Counseling of or directives to a support staff member regarding future conduct.

Adopted:  date of Manual adoption

LEGAL REF.:
A.R.S.
13-2911
15-153
15-341
15-502
41-773

CROSS REF.:
DKA - Payroll Procedures/Schedules