The School Board of Miami-Dade County
Bylaws & Policies
Unless a specific policy has been amended and the date the policy was revised is noted at the bottom of that policy, the Bylaws and Policies of the Miami-Dade County Public Schools were adopted on May 11, 2011 and were in effect beginning July 1, 2011.


The School Board shall assign instructional staff on the Superintendent's recommendation concerning the terms of contract, assignment, transfer, and appointment. The Board may reject a candidate recommended by the Superintendent for good cause as provided in F.S. 1012.22(1)(a)2. Good cause exists when the candidate is morally or professionally unqualified.

The Superintendent may also transfer any employees during emergencies and submit the action to the Board for approval at its next regular meeting.

When school organization adjustment is necessary, it is intended that all personnel be continued as employees of the Board. Where possible, employees affected by consolidation will be assigned in the areas of work and at the same levels in which they are engaged. Employees shall not be separated from employment or receive a reduction in base salary because of consolidation.

Instructional staff members may be reassigned to any position for which they are qualified in order to meet the needs of the District and pursuant to the collective bargaining agreement.

Loss of a supplement for teachers for duties beyond the regular teaching assignment, as designated in the Salary Handbook, shall not be considered a demotion.

The Superintendent shall assign and communicate the duties, days, and hours of the various classes of instructional personnel.

The District shall not assign a higher percentage than the District average of first-time teachers, temporarily certified teachers, teachers in need of improvement, or out-of-field teachers to schools with above the District average of minority and economically disadvantaged students, or to schools that are graded "D" or "F". These assignments shall be consistent with the collective bargaining agreement.

The District shall annually certify to the Commissioner of Education that this requirement is being met.

Employment and Supervision of Relatives

Administrative supervisors may not employ or directly supervise relatives at the same work location. The administrative supervisor of any District entity or office shall disclose to the Superintendent any relative for whom the supervisor is responsible as to employment decisions, payroll authorization, or job performance evaluations. All employees shall disclose to the Superintendent, the names of all relatives working at the same work location. Failure to immediately advise shall be grounds for disciplinary action, up to and including dismissal.

Board personnel may not directly or indirectly recommend independent contracts between the Board and any relative.

Work location is defined to include payroll cost center or any administrative unit under the direct supervision of a permanent employee of the school system.

"Relative" means an individual who is related to the supervisor as father, mother, son, daughter, brother, sister, uncle, aunt, first cousin, nephew, niece, husband, wife, domestic partner, father-in-law, mother-in-law, son-in-law, daughter-in-law, brother-in-law, sister-in-law, stepfather, stepmother, stepson, stepdaughter, stepbrother, stepsister, half-brother, half-sister, grandfather, grandmother, grandchild or any person who resides in the same residence as the supervisor.

The appropriate area or District office is responsible for resolving substantiated charges of favoritism or disruptive repercussions based on family relationship at a work site.

F.S. 112.3135, 1012.22, 1012.23, 1012.2315, 1012.27