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3.16 Employee Disciplinary Action Policy District Employees who fail to perform their jobs in a satisfactory manner, whose conduct violates any school district policy or rule, or whose conduct otherwise interferes with or disrupts school district operations will be subject to disciplinary action, up to and including termination of employment. Employees may be suspended with pay at anytime if in the best interest of the school district as determined by management, pending an investigation of the employee’s performance or behavior. The District will conduct an investigation of the accused employee’s conduct. The investigation must show substantial evidence that the employee’s conduct warrants disciplinary action before any disciplinary action can occur. Employees will be informed of the performance deficiency and/or conduct that violates school district policy/rule or disrupts school district operations and will be given an opportunity to respond prior to disciplinary action occurring. Employees may be suspended with pay at anytime if in the best interest of the school district as determined by management, pending an investigation of the employee’s performance or behavior. Supervisors shall, when appropriate, use progressive discipline and discipline shall be administered in a consistent non-discriminatory manner. However, the appropriateness of using progressive discipline in each case lies within the discretion of management. The specific disciplinary actions taken depend on the nature and severity of the performance deficiency and/or behavior that violates school district policy/rule or that disrupts school district operations. Types of disciplinary action, which could be initiated, are: Verbal Warning; Written Warning; Suspension without pay; Demotion; and Termination of employment. The Superintendent or superintendent’s designee is authorized to suspend an employee immediately. The District will provide a written report to the Superintendent of Public Instruction if a teacher, administrator, or specialist is terminated or not renewed or if a teacher, administrator or specialist resigns to prevent termination or nonrenewal because the District has reason to believe that the teacher, administrator or specialist engaged in conduct that may be grounds for revocation of their certification as describe in Montana Law. Policy History: Adopted On: 01.14.2003 Revised On:	chap 3: personnel 3.00 board goal personnel 3.01 assignment 3.02 particip. in prof. act. 3.03 student relationships 3.04 use of school property 3.05 school duties 3.06 substitute teaching 3.07 chemical dependency 3.08 temp certified teachers 3.09 extra-curric. activities 3.10 communic. expectations 3.11 affirm act. policy statem 3.12 civil rights policy 3.13 sexual hrsmt prev. polic 3.14 fingerpr & crim. bckgrnd 3.15 student teacher interns 3.16 emp. disc. action policy 3.17 abus. & neg. child rptg 3.18 drug-free workpl. pol. 3.19 drug and alcohol testing 3.20 personal conduct 3.21 pmt of wages upon termin 3.22 resolution of staff compl 3.23 breastfeeding support
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