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8.31—CLASSIFIED PERSONNEL RENEWAL AND TERMINATION

Renewal

When determining whether to make a recommendation of renewal of an employee’s contract to the District’s Board of Directors, the superintendent, with input from the appropriate employee’s supervisor, shall make the determination based upon the following, as applicable:
  1. Effectiveness, including the employee’s evaluations;
  2. Performance, including disciplinary infractions;
  3. Qualifications, including relevant education degrees or credentials.

Seniority shall be used in determining whether or not an employee shall be renewed only when determining whom to renew and all else is equal between the employees in question.

If the superintendent finds probable cause that an employee has engaged in sexual misconduct with a minor, then the superintendent shall not recommend the renewal of the employee.

Following the superintendent’s recommendation for renewal and approval by the Board, a copy of the next year’s employment contract shall be provided to each employee.

Termination

The superintendent is empowered to make a recommendation to terminate an employee’s employment contract to the Board for an employee’s violation of District policies; State or Federal laws; State Rules; or Federal regulations. If the superintendent determines that it is necessary to make a recommendation for termination, the superintendent shall provide the employee written notice of the superintendent’s intention to recommend that the employee be terminated. The written notice may be mailed to the employee’s address on file with the District, e-mailed to the employee’s District provided e-mail address, or hand delivered to the employee. The written notice shall contain a statement:

* Of the grounds for the recommendation of termination that are set forth in separately numbered paragraphs;
* Of the date, time, and location when the superintendent’s recommendation for termination shall be presented to the Board, which shall be no earlier than ten (10) days and no later than the next regular scheduled Board meeting following the ten (10) day period unless another date is agreed to in writing by the superintendent and the employee;
* That time shall be provided for the employee to provide a defense against the recommendation for termination at a hearing before the Board;
* That the hearing before the Board shall be open to the public; and
* That the superintendent shall present the reason for recommending termination of the employee to the Board in executive session should the employee choose not to attend the hearing or choose not to provide a defense at the hearing.

The superintendent shall provide the employee written notification of the Board’s decision regarding the recommendation for termination as soon as possible by mail to the employee’s address on file with the District, e-mail to the employee’s District provided e-mail address, or hand delivery to the employee.

Date Adopted: June 8, 2009
Last Revised: May 18, 2023

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