|Kent City Community Schools|
|Bylaws & Policies|
3139 - STAFF DISCIPLINE
Whenever it becomes necessary to discipline a member of the staff, the Superintendent shall utilize the following procedures.A teacher may only be discharged, demoted or otherwise disciplined for a reason that is not arbitrary or capricious. In all instances, discipline, discharge and demotion shall occur in accordance with the statutory requirements under the Teacher Tenure Act and the Revised School Code.
The teacher shall be provided with oral or written notice of the issue or incident being investigated by the appropriate administrator.
The administrator/Superintendent shall conduct an investigation of any alleged act of omission by a teacher that could result in disciplinary action. The investigation shall include, at a minimum, interviews of appropriate persons and a meeting with the subject teacher and, if requested or if required by the bargaining agreement, his/her designated representative (either another employee or a union representative if part of a bargaining unit). The teacher shall be advised of the alleged act or omissions and provided an opportunity to respond to the complaint. Prior notice of this meeting shall be provided to the teacher for any discipline that will result in a suspension or loss of pay. The meeting shall not proceed without the teacherís designated representative; however, the meeting shall not be unduly delayed to secure the attendance of the teacherís preferred representative. The District may substitute another representative from the union to timely process the investigation.
After completion of the investigation, if discipline is to be imposed, the teacher shall receive written notice of the discipline and this notice shall also be placed in the teacherís file.
Discipline can include, but is not limited to:
|C.||Suspension (paid or unpaid);|
The District does not have to apply discipline in a progressive manner, but, rather, may impose discipline consistent with seriousness of the teacherís conduct, as determined by the District. Additionally, nothing in this policy limits the Districtís right to take other appropriate action such as placing a teacher on administrative leave during the pendency of an investigation or issuing a counseling memorandum, which is considered instructional, not disciplinary.
If it appears that disciplinary action beyond written reprimand may be necessary, the administrator should contact the superintendent to discuss the disciplinary action that is to be taken.
The administratorís decision to impose any disciplinary action is final, with the exception of the following, which are subject to board revision.
|A.||Discharge of a tenured or probationary teacher;|
|B.||Demotion of a tenured teacher (which includes suspension for fifteen (15) or more consecutive days without pay or a reduction in compensation by more than equivalent of thirty (30) days compensation in one (1) school year);|
|C.||Non-renewal of a probationary teacher;|
|D.||Discharge, demotion or non-renewal of an administrator.|
M.C.L. 38.74, et seq.
© Neola 2015