Common use of Disciplinary Penalties Imposed by the Board Clause in Contracts

Disciplinary Penalties Imposed by the Board. 36 If the Governing Board finds that sufficient cause exists, it may impose disciplinary action proposed by the 37 Superintendent/President or Designee, or it may impose a lesser disciplinary penalty. 38 1 Immediate Demotion or Suspension without Pay or Benefits of Permanent Classified Employee 2 If the Superintendent/President or Designee determines that pending a Board hearing on the demotion, 3 suspension, or dismissal of a permanent Classified employee, the immediate demotion or suspension of the 4 employee without pay would be in the best interests of the District, the following procedure shall be 5 initiated prior to imposing the demotion or suspension: 6 1. In addition to the written notice of the proposed disciplinary action as provided in Section 4, the 7 employee shall be given written notice of the demotion or suspension without pay, the charges 8 upon which this action is based, and their right to respond to those charges both orally at a 9 conference and in writing. 10 2. The employee shall be given notice of the demotion or suspension sufficiently in advance of the 11 action to review the charges and to frame a response. 12 3. The demotion or suspension action should be discussed prior to its occurrence at a conference 13 with the Superintendent/President or Designee, during which time the employee shall have the 14 right to present any rebutting evidence. 15 a. Nothing in this section shall be construed to prohibit an immediate interim suspension prior to 16 notice and a conference where an immediate suspension is required to protect lives or 17 property, provided that: 18 i. The suspended employee is given written notice in person or by deposit in U.S. Certified 20 after suspension. 21 ii. The employee is notified of their right to file a written response or to have a conference 22 with the appropriate Supervisor. 23 iii. A reasonable opportunity is afforded the employee for a conference within five (5) 24 calendar days from the date of suspension.

Disciplinary Penalties Imposed by the Board. 36 If the Governing Board finds that sufficient cause exists, exists it may impose disciplinary action proposed by the 37 Superintendent/President Superintendent or Designee, his designee or it may impose a lesser disciplinary penalty. 1. 38 1 Immediate Demotion or Suspension without Pay or Benefits of Permanent Classified Employee 2 If the SuperintendentSuperintendent or his/President or Designee her designee determines that pending a Board hearing on the demotion, 3 suspension, suspension or dismissal of a permanent Classified classified employee, the immediate demotion or suspension of the 4 employee without pay would be in the best interests of the District, the following procedure shall be 5 initiated prior to imposing the demotion or suspension: 6 1. a. In addition to the written notice of the proposed disciplinary action as provided in Section 4D, the 7 employee shall be given written notice of the demotion or suspension without pay, pay and the charges 8 upon which this action is based, based and their his/her right to respond to those charges both orally at a 9 conference and in writing. 10 2. b. The employee shall be given notice of the immediate demotion or suspension sufficiently in advance of the 11 action to review the charges and to frame a response. 12 3. c. The demotion or suspension action should be discussed prior to its occurrence at a conference 13 with the SuperintendentSuperintendent or his/President or Designeeher designee, during which time the employee shall have the 14 right to present any rebutting evidence. 15 a. 2. Nothing in this section shall be construed to prohibit an immediate interim suspension prior to 16 notice and a conference where an immediate suspension is required to protect lives or 17 property, provided that: 18 i. a. The suspended employee is given written notice in person or by deposit in U.S. the U. S. Certified 20 mail of the charge upon which the suspension was based within one working day after suspension.; 21 ii. b. The employee is notified of their his/her right to file a written response or to have a conference 22 with the appropriate Supervisor.administrator; 23 iii. c. A reasonable opportunity is afforded the employee for a conference within five (5) 24 calendar days from the date of suspension. d. Any employee charged with the commission of any sex offense as defined in Education Code Section 44010 or any narcotics offense as defined in Section 44011 of the Education Code by complaint, information or indictment filed in a Court of competent jurisdiction may be suspended as provided for in Section 45304 of the Education Code.

Disciplinary Penalties Imposed by the Board. 36 11 If the Governing Board finds that sufficient cause exists, it may impose disciplinary action proposed by the 37 the‌‌‌‌‌ 12 Superintendent/President or Designee, or it may impose a lesser disciplinary penalty. 38 1 13 Immediate Demotion or Suspension without Pay or Benefits of Permanent Classified Employee 2 14 If the Superintendent/President or Designee determines that pending a Board hearing on the demotion, 3 15 suspension, or dismissal of a permanent Classified employee, the immediate demotion or suspension of the 4 16 employee without pay would be in the best interests of the District, the following procedure shall be 5 17 initiated prior to imposing the demotion or suspension: 6 : 18 1. 20 21 22 2. 23 24 3. 25 26 27 28 29 30 31 32 33 34 35 36 In addition to the written notice of the proposed disciplinary action as provided in Section 4, the 7 employee shall be given written notice of the demotion or suspension without pay, the charges 8 upon which this action is based, and their right to respond to those charges both orally at a 9 conference and in writing. 10 2. writing.‌‌ The employee shall be given notice of the demotion or suspension sufficiently in advance of the 11 action to review the charges and to frame a response. 12 3. response.‌ The demotion or suspension action should be discussed prior to its occurrence at a conference 13 with the Superintendent/President or Designee, during which time the employee shall have the 14 right to present any rebutting evidence.evidence.‌‌ 15 a. Nothing in this section shall be construed to prohibit an immediate interim suspension prior to 16 notice and a conference where an immediate suspension is required to protect lives or 17 property, provided that: 18 i. The suspended employee is given written notice in person or by deposit in U.S. Certified 20 Mail of the charges upon which the suspension was based within one (1) working day after suspension. 21 ii. The employee is notified of their right to file a written response or to have a conference 22 with the appropriate Supervisor. 23 iii. A reasonable opportunity is afforded the employee for a conference within five (5) 24 calendar days from the date of suspension.

Disciplinary Penalties Imposed by the Board. 36 If the Governing Board finds that sufficient cause exists, exists it may impose disciplinary action proposed by the 37 Superintendent/President Superintendent or Designee, his designee or it may impose a lesser disciplinary penalty. 1. 38 1 Immediate Demotion or Suspension without Pay or Benefits of Permanent Classified Employee 2 If the SuperintendentSuperintendent or his/President or Designee her designee determines that pending a Board hearing on the demotion, 3 suspension, suspension or dismissal of a permanent Classified classified employee, the immediate demotion or suspension of the 4 employee without pay would be in the best interests of the District, the following procedure shall be 5 initiated prior to imposing the demotion or suspension: 6 1. a. In addition to the written notice of the proposed disciplinary action as provided in Section 4D, the 7 employee shall be given written notice of the demotion or suspension without pay, pay and the charges 8 upon which this action is based, based and their his/her right to respond to those charges both orally at a 9 conference and in writing. 10 2. b. The employee shall be given notice of the immediate demotion or suspension sufficiently in advance of the 11 action to review the charges and to frame a response. 12 3. c. The demotion or suspension action should be discussed prior to its occurrence at a conference 13 with the SuperintendentSuperintendent or his/President or Designeeher designee, during which time the employee shall have the 14 right to present any rebutting evidence. 15 a. 2. Nothing in this section shall be construed to prohibit an immediate interim suspension prior to 16 notice and a conference where an immediate suspension is required to protect lives or 17 property, provided that: 18 i. a. The suspended employee is given written notice in person or by deposit in U.S. the U. S. Certified 20 mail of the charge upon which the suspension was based within one working day after suspension.; 21 ii. b. The employee is notified of their his/her right to file a written response or to have a conference 22 with the appropriate Supervisor.administrator; 23 iii. c. A reasonable opportunity is afforded the employee for a conference within five (5) 24 calendar days from the date of suspension. 3. Any employee charged with the commission of any sex offense as defined in Education Code Section 44010 or any narcotics offense as defined in Section 44011 of the Education Code by complaint, information or indictment filed in a Court of competent jurisdiction may be suspended as provided for in Section 45304 of the Education Code.