The Board retains the right and the responsibility to manage the work force. When the discipline of a staff member becomes necessary, such action shall be in proportion to the employee’s offense or misconduct, consistent with appropriate procedural and substantive due process, State law, and/or the specific provisions of any applicable collective bargaining agreement.

Pursuant to F.S. 1006.061(2), Policy 8141 – Mandatory Reporting of Misconduct by Certificated Employees shall be posted in a prominent place at each school site and on each school’s Internet website, if available. Policy 8141 sets forth the procedures for reporting alleged misconduct by instructional staff members which affects the health, safety, or welfare of a student; identifies the Superintendent as the contact person to whom the report is made; and prescribes the penalties that will be imposed on instructional staff members or school administrators who fail to report suspected or actual child abuse or alleged misconduct by other instructional staff members or school administrators.

The Board, or any of its employees, may not enter into a confidentiality agreement regarding terminated or dismissed instructional staff members, or instructional staff members who resign in lieu of termination, based in whole or in part on misconduct that affects the health, safety, or welfare of a student, and may not provide an instructional staff member with employment references or discuss the instructional staff member’s performance with prospective employers in another educational setting, without disclosing the instructional staff member’s misconduct. Any part of an agreement or contract that has the purpose or effect of concealing misconduct by an instructional staff member which affects the health, safety, or welfare of a student is void, is contrary to public policy, and may not be enforced (F.S. 1001.42(6)).

F.S. 1006.061(2), 1001.42(6)

Adopted 4/28/09