Policy 7030 – Employee Conduct and Discipline

Administrative Leave With Pay – An assigned status that relieves an employee of specified responsibilities but allows them to keep their regular compensation package. Administrative leave is not a disciplinary action.

Dismissal – Discharge from employment.

Due Process – A procedure by which an employee suspected of wrong-doing is given notice of the allegations, an explanation of the evidence, and an opportunity to respond to the allegations.

Employee Assistance Program (EAP) – A referral and treatment program designed to identify employee needs and provide subsequent referral recommendations and services as needed in the areas including, but not limited to, drug and substance abuse, alcoholism, and family or financial problems. Referral to EAP is not a disciplinary action.

Fitness for Duty Evaluation – An evaluation of an employee’s emotional,mental, or physical health status to determine whether they are able to safely perform their job duties. A Fitness for Duty Evaluation is not a disciplinary action.

Immorality – An act or course of conduct or behavior that conflicts with generally held moral principles of the community and is not in keeping with the standards expected of individuals who are employed by the HCPSS.

Incompetence – Lacking in knowledge, skills, ability, or failing to adequately perform the duties and responsibilities of an assigned position.

Insubordination – Failure to follow a valid directive from a person in a position of authority.

Letter of Reprimand – A written statement notifying an employee that there has been a serious or repeated violation of expected conduct or performance and which will be made a part of the employee’s personnel file.

Misconduct in Office – Any wrongdoing by an employee in relation to the duties and responsibilities of his/her assigned position.

Oral Warning – A statement spoken to an employee indicating that his/her conduct or performance fails to meet an acceptable level.

Progressive Discipline – A discipline system that uses a graduated range of responses to employee misconduct and permits an administrator to tailor discipline to the particular circumstances of a case.

Suspension – The temporary removal for disciplinary reasons, without pay, of an employee from his/her assignment.

Willful Neglect of Duty – Failure to knowingly follow a requirement of public school law, Board policies, and HCPSS procedures, school system directives, or job duties and responsibilities.

Written Warning – A written statement to an employee which indicates that conduct or performance fails to meet an acceptable level and which will be made a part of the employee’s personnel file.

Employees will perform their duties and responsibilities in a satisfactory manner and will exhibit the professional conduct necessary to meet these expectations.

Employees will exhibit professional conduct and will model responsible citizenship during work hours as well as during off-duty hours.

Employees will use the internet, email, and other electronic communication in an appropriate manner at all times.

The Board recognizes that any disciplinary action needed will conform to the standards established for employees by law, regulation, policy, and duties and responsibility of the HCPSS. Appropriate disciplinary action for all employees may include suspension or dismissal of the employee.

The Board recognizes the following as reasons that might warrant imposition of disciplinary action. This list is not all inclusive.

Because administrators and supervisors do not hold tenure in their positions, they may be reassigned to positions, including positions of lower rank and pay, without cause.

An employee may be subject to disciplinary action for conduct that violates this policy regardless of whether the conduct occurred outside of work or whether it resulted in criminal prosecution or conviction.

If an employee fails to conform to this policy, administrators and supervisors will take appropriate action to resolve the situation.

Any employee will receive due process before the imposition of any discipline.

Progressive discipline used in the HCPSS encompasses the following kinds of disciplinary action, any of which are available and will be used in accordance with the circumstances of the situation. The specific actions taken will be based on the circumstances involved in the case.

Supervisors and administrators may require an employee to undergo an evaluation for Fitness for Duty or be referred to the Employee Assistance Program(EAP) by the Superintendent/Designee to ensure that the employee is able to discharge their duties without harm to themselves or others.

The Superintendent/Designee may place an employee on administrative leave with pay when it is determined to be in the best interest of the HCPSS.

The Superintendent/Designee will investigate alleged violations of this policy and take appropriate disciplinary action in accordance with this policy.

Supervisors and administrators will take appropriate disciplinary action in accordance with this policy.

The Office of Human Resources will ensure that all newly hired employees receive notification of this policy.

The Superintendent/Designee will ensure that all employees are made aware of policy. Policy updates will be posted on theHCPSS website.