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