CHAPTER 7 - PERSONNEL
CHAPTER 8 - NEGOTIATIONS
CHAPTER 9 - INSTRUCTION
CHAPTER 10 - STUDENTS CHAPTER 11 - COMMUNICATIONS CHAPTER 12
CHAPTER 1 - FOUNDATIONS AND BASIC COMMITMENTS CHAPTER 2 - SCHOOL BOARD GOVERNANCE AND OPERATIONS CHAPTER 3 - SCHOOL DIVISION ADMINISTRATION CHAPTER 4 - FISCAL MANAGEMENT CHAPTER 5 - SAFETY SUPPORT SERVICES CONSERVATION CHAPTER 6 - PLANNING AND MAINTAINING THE SCHOOL DIVISION'S PHYSICAL PLANT
CHAPTER 7 - PERSONNEL Section 7.1.1 Definitions Section 7.1.2 Equal Employment Opportunity (EEO) Section 7.1.3 Nepotism Section 7.1.4 Standards of Conduct Section 7.1.5 Communications Between Board and Employees* Section 7.1.6 Conditions of Employment* Section 7.1.7 Compensation* Section 7.1.8 Experience Credit For Starting Salary Purposes Section 7.1.9 Work Schedules* Section 7.1.10 Absence From Work Section 7.1.11 Employee Leave Section 7.1.12 Other Full Time Employee Fringe Benefits Section 7.1.13 Benefits for Part-Time Employees Section 7.1.14 Smoking and Substance Abuse* Section 7.1.15 Personnel Records Section 7.1.16 Evaluation of Employee Performance* Section 7.1.17 Communicable Diseases* Section 7.1.18 Meetings of Employee Groups in School Division Facilities Section 7.1.19 Procedures for Adjusting Employee Grievances Section 7.1.20 Fair Labor Standards Act Compliance* Section 7.1.21 Sexual Harassment* Section 7.1.22 Employee Recognition Program* Section 7.1.23 Substance Abuse Testing Policy for Drivers of Buses and Other Commercial Vehicles* Section 7.1.24:  Sick Leave Bank Section 7.2.1 Contracts With Licensed Employees Section 7.2.2 Probationary Period for New Employees Previously on a Continuing Contract Section 7.2.3 Transfer of Sick Leave for Newly-Hired VDOE Licensed Employees Section 7.2.5 Licensure as a Condition of Employment Section 7.2.6 Substitute Teachers* Section 7.2.7 Assignment and Transfer of Licensed Employees Section 7.2.8 Extracurricular Activities Section 7.2.9 Required Staff Development for Licensed Employees Section 7.2.10 Assignment to Administrative Positions* Section 7.2.11 Reduction in Force of Licensed Employees Section 7.2.12 Suspension of Licensed Employee Section 7.2.13 Dismissal of Licensed Employee Section 7.2.14 Resignation of Licensed Employee Section 7.2.15 Licensed Employee Consulting Activities Section 7.2.16 Tutoring by Licensed Employees Section 7.2.17 Duty-Free Lunch Period for Licensed Employees Section 7.3.1 Administration of Personnel Requiring No License for Employment by the County School Board Section 7.3.3 Assignment and Transfer of Non-Licensed Employees Section 7.3.4 Resignation of Non-Licensed Employees Section 7.3.5 Disciplinary Policy* Section 7.3.6 Reduction in Force of Non-Licensed Employees
CHAPTER 9 - INSTRUCTION Section 9.1 Instruction Section 9.2 Length of Term Section 9.3 Length of School Day, the Duration of Instructional Blocks of Time, and Awarding of Credit* Section 9.4 Organization Section 9.5 Curriculum Section 9.5.1 Curriculum Change Section 9.5.2 Participation in Curriculum Planning Section 9.5.3 Religious Instruction and Released Time Section 9.5.4 Career/Technical Education Section 9.5.5 Music and Art Education Section 9.5.6 Drug Education Section 9.5.7 Family Life Education Section 9.5.8 Driver Education Section 9.5.9 Programs for Students with Disabilities Section 9.5.10 Gifted Education Section 9.5.11 Homebound Instruction* Section 9.5.12 Alternative Education Programs* Section 9.5.13 Summer Academic Programs Section 9.5.14 Extracurricular Activities* Section 9.5.15 Fund Raising Activities Conducted by Schools Section 9.5.16 Sale of Photographs and Related Items to Pupils Section 9.5.17 Interscholastic Athletic Activities Section 9.5.18 Continuing Education Section 9.5.19 Extraordinary Educational Experience* Section 9.5.20 School Guidance and Counseling Section 9.6.1 Class Size Section 9.7.1 Textbooks and Instructional Materials Section 9.7.2 Evaluation and Selection of Instructional Materials and Resources* Section 9.8.1 Teacher Assistants Section 9.8.2 Field Trips* Section 9.8.3 Request for Financial Support for Student Trips Section 9.9.1 Student Evaluation Section 9.9.2 Report Cards Section 9.9.3 Interim Progress Reports Section 9.9.4 Homework Policy* Section 9.9.5 Class Ranking of High School Seniors* Section 9.9.6 Promotion/Retention* Section 9.9.7 Effect of Absences on Promotion Section 9.9.8 Graduation* Section 9.9.9 Commencement Attendance Section 9.9.10 Final Exam Exemptions Section 9.10.1 Testing* Section 9.11.1 Distribution of Non-curricular Materials* Section 9.11.2 State-Mandated Displays Section 9.11.3 Assembly Programs Section 9.11.4 Animals at School Section 9.11.5 Citizenship and Character Education* Section 9.11.6 Alternatives to Animal Dissection Section 9.12 Parental Involvement Policy - Title I* Section 9.13 Instructional Professional Development
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SECTION 7.3.5 - DISCIPLINARY POLICY

SUB-SECTION 7.3.5.1 – POLICY

It is the policy of the County School Board to discourage behavior that violates rules, policy, procedures, acceptable standards of ethical conduct, regulations, and laws, or other intentional conduct that results in unacceptable performance. Disciplinary action is designed to be fair, just, and in proportion to the seriousness of the violation. Supervisors are primarily responsible for beginning the disciplinary process as situations that warrant discipline occur.

 

SUB-SECTION 7.3.5.2 – PURPOSE

The primary purpose of discipline is to supplement and strengthen self-discipline within each individual and within each work group. It is the County School Board’s intention to foster throughout the employment relationship the high morale that makes for self-discipline in every employee and group discipline within every work team.

 

SUB-SECTION 7.3.5.3 - REASONS FOR DISCIPLINARY MEASURES

Behaviors warranting disciplinary measures include, but are not limited to, lying, cheating, stealing, disregard for work rules, willful failure to meet job standards, misusing position with the County School Board, conviction of a criminal offense, acts which place property or persons at risk of injury, and using or being under the influence of alcohol or drugs on the job or any of these acts in their various forms.

There are certain types of offenses which may result in severe discipline, including termination. Examples are falsification or improper use of County School Board records, including personnel and payroll documents, sleeping on the job during working hours, on-the-job impairment by alcohol or drugs, any form of gambling during working hours, refusal to comply with reasonable instructions from an authorized supervisor, theft, violation of established safety practices, and doing willful damage to School Board property or equipment. The preceding is intended as a guide for all employees with reference to disciplinary matters. The severity of the penalty will depend on the facts and circumstances of each particular instance.

 

SUB-SECTION 7.3.5.4 – PRINCIPLES

  1. Progressive discipline will generally be used in disciplinary matters, unless the initial or any following offense is of such a serious nature that a higher form of discipline or dismissal is warranted. An employee should be informed and reminded about accepted standards and rules of conduct before more severe penalties are assessed.
  2. Disciplinary penalties are assessed based on deviations from accepted behavior or policy. The reasonableness of disciplinary penalties is to be reviewed before such penalties are assessed.
  3. Disciplinary action should reinforce an employee’s desire to meet established standards and to conform to accepted behavior.

 

SUB-SECTION 7.3.5.5 - WARNING PROCEDURES

The following general warning procedures for discipline are established and, if used, are documented in accordance with Superintendent’s Regulation.

  1. Verbal Warnings.

 

Verbal warnings or reprimands may be imposed by the immediate supervisor and are used in situations where the violation is considered to be minor and the warning or reprimand can be expected to resolve the problem or alert the employee of expected future conduct and the consequences of the recurrence of such behavior. The supervisor will give specific guidance on necessary corrective action as appropriate. Verbal warnings are not documented for any official file but shall be noted in writing for future use by the supervisor in the event that further discipline is needed.

  1. Written Warnings.

 

Written warnings or reprimands are used for more significant first violations or repeated minor infractions. Employees are advised that behavior must improve or further specified actions will be taken. This level of discipline may be imposed by department directors with notice to the Deputy Superintendent for Operations and a copy to the employee’s personnel file.

 

SUB-SECTION 7.3.5.6 – SUSPENSION

  1. Suspension without Pay.

 

Suspension for up to 10 days without pay may be used when a more serious violation occurs or previous warnings have not succeeded in bringing about the desired change in the employee’s behavior. Any suspension requires approval of the Division Superintendent. For suspensions without pay of five (5) days or longer, the employee shall be notified in writing of the reasons for the proposed suspension and the proposed effective date, and shall be afforded an opportunity to schedule an administrative hearing with the Director of Human Resources prior to a suspension being imposed.

  1. Suspension for Alleged Commission of a Crime.

 

Where an employee is charged with a crime for which a jail or prison sentence is possible punishment or part of the possible punishment and a person convicted of such crime would not be suitable for continued employment in his particular job, such employee may be suspended until final disposition of the matter by the court trying the case.

Such suspension may be with or without pay. However, if suspension is without pay and the employee is acquitted, back pay may be restored.

 

SUB-SECTION 7.3.5.7 – DISMISSAL

  1. The Superintendent shall terminate a non-licensed employee or registered nurse convicted of a felony. When a non-licensed employee or registered nurse is convicted of a misdemeanor for which a jail or prison sentence could be imposed, the Superintendent shall terminate the employee unless the Superintendent finds the employee is suitable for continued employment in the school division.
  2. In every case where a non-licensed employee or registered nurse is found not guilty of a felony charge or a misdemeanor 1 charge or a misdemeanor 2 charge the Superintendent shall determine by a review of available facts whether the person should be returned to full employment or terminated as unsuitable for continued employment by the School Board. The Superintendent shall then present his recommendation to the School Board for action.
  3. The Superintendent is authorized to terminate a non-licensed employee or registered nurse for just cause other than a criminal conviction. In every case involving alleged misconduct, the Director of Human Resources shall conduct a pretermination hearing and report the results to the Superintendent prior to the Superintendent’s final decision on a proposed dismissal.

 

SUB-SECTION 7.3.5.8 - SUPERINTENDENT’S REGULATION

The Superintendent shall implement this policy by appropriate regulations.

ADOPTED:                 June 20, 1988
RESTATEMENT:        March 15, 1993
REVISED:                   January 24, 1994; September 25, 1995; January 26, 1998;
March 25, 2002