The Board of Education is itself authorized and authorizes the
Superintendent or designee to suspend an employee with pay (1) during an
investigation into allegations of misconduct whenever the employee's
continued presence in his/her position would not be in the best
interests of the School District, (2) for misconduct which is
detrimental to the District, or (3) pending a hearing to suspend an
employee without pay.
Further, the Board of Education is itself authorized and authorizes
the Superintendent or designee to suspend an employee without pay (1)
for up to ten (10) employment days for misconduct which is detrimental
to the District, or (2) pending a tenured teacher dismissal hearing as
provided by law. Non-teaching employees who are exempt from the overtime
provisions of the Fair Labor Standards Act may be suspended without pay
only in increments of five (5) employment days (one work week). No
employee shall be suspended for more than thirty (30) days of employment
without pay during any school year.
Misconduct deemed detrimental to the District includes, but is not
limited to, unprofessional actions, conduct, or judgment; any failure to
follow any oral or written directive, order or policy or procedure of
the Board, administration, or any supervisor; or any act or failure to
act that constitutes a violation or an attempt to violate any law or
local ordinance that relates to the employee's duties.
If an employee is suspended during an investigation of allegations
that lead to a criminal conviction, the employee shall be required to
repay the District for all compensation and the value of all benefits
received by the employee during the suspension. The Superintendent shall
notify the employee of this obligation when the employee is suspended
for an offense that may lead to a criminal conviction.
The Superintendent is authorized to establish administrative procedures designed to implement this policy.
Adopted: May 16, 2011