DFBB(LOCAL) - TERM CONTRACTS: NONRENEWAL
The recommendation to the Board and its decision not to renew a contract under this policy shall not be based on an employee's exercise of Constitutional rights or based unlawfully on an employee's race, color, religion, sex, gender, national origin, age, disability, or any other basis prohibited by law. Reasons for proposed nonrenewal of an employee's term contract shall be:
Deficiencies pointed out in observation reports, appraisals or evaluations, supplemental memoranda, or other communications.
Failure to fulfill duties or responsibilities.
Incompetency or inefficiency in the performance of duties.
Inability to maintain discipline in any situation in which the employee is responsible for the oversight and supervision of students.
Insubordination or failure to comply with official directives.
Failure to comply with Board policies or administrative regulations.
Conducting personal business during school hours when it results in neglect of duties.
Reduction in force because of financial exigency. [See DFFA]
Reduction in force because of a program change. [See DFFB]
The employee is not retained at a campus in accordance with the provisions of a campus turnaround plan. [See AIC]
Drunkenness or excessive use of alcoholic beverages; or possession, use, or being under the influence of alcohol or alcoholic beverages while on District property, while working in the scope of the employee's duties, or while attending any school- or District-sponsored activity.
The illegal possession, use, manufacture, or distribution of a controlled substance, a drug, a dangerous drug, hallucinogens, or other substances regulated by state statutes.
Failure to meet the District's standards of professional conduct.
Failure to report any arrest, indictment, conviction, no contest or guilty plea, or other adjudication for any felony, any crime involving moral turpitude, or other offense listed at DH(LOCAL). [See DH]
Conviction of or deferred adjudication for any felony, any crime involving moral turpitude, or other offense listed at DH(LOCAL); or conviction of a lesser included offense pursuant to a plea when the original charged offense is a felony. [See DH]
Failure to comply with state or District requirements regarding advanced coursework or professional improvement and growth.
Disability, not otherwise protected by law, that prevents the employee from performing the essential functions of the job.
Any activity, school-connected or otherwise, that, because of publicity given it, or knowledge of it among students, faculty, or the community, impairs or diminishes the employee's effectiveness in the District.
Any breach by the employee of an employment contract or any reason specified in the employee's employment contract.
Failure to maintain an effective working relationship, or maintain good rapport, with parents, the community, or colleagues.
A significant lack of student progress attributable to the educator.
Behavior that presents a danger of physical harm to a student or to other individuals.
Assault on a person on District property or at a school-related function, or on an employee, student, or student's parent regardless of time or place.
Use of profanity in the course of performing any duties of employment, whether on or off school premises, in the presence of students, staff, or members of the public, if reasonably characterized as unprofessional.
Falsification of records or other documents related to the District's activities.
Falsification or omission of required information on an employment application.
Misrepresentation of facts to a supervisor or other District official in the conduct of District business.
Failure to fulfill requirements for state licensure or certification, including passing certification or licensing examinations required by state or federal law or by the District, for the employee's assignment.
Failure to maintain licensing and certification requirements, including the completion of required continuing education hours, for the employee's assignment.
Failure to complete certification or permit renewal requirements, or failure to fulfill the requirements of a deficiency plan, under an Emergency Permit or a Temporary Classroom Assignment Permit.
Any attempt to encourage or coerce a child to withhold information from the child's parent or from other District personnel.
Any reason that makes the employment relationship void or voidable, such as a violation of federal, state, or local law.
Any special clause or condition of the employee's contract.
Loss of federal, state, or local monies that funded the employee's salary.
Any reason constituting good cause for terminating the contract during its term.
Recommendations from Administration
Administrative recommendations for renewal or proposed nonrenewal of term contracts shall be provided to the Superintendent, who shall review pertinent information necessary to a decision to recommend proposed nonrenewal. The final decision regarding the recommendation to the Board on each employee's contract shall rest with the Superintendent.
The Superintendent shall present to the Board separate lists of employees whose contracts are recommended for renewal and for proposed nonrenewal. For each employee whose term contract is recommended for proposed nonrenewal, the Superintendent shall inform the Board of the reason or reasons for the recommendation and the Board shall act on all recommendations.
Notice of Proposed Nonrenewal
After the Board votes to propose nonrenewal, the Superintendent or designee shall deliver written notice of proposed nonrenewal in accordance with law.
If the notice of proposed nonrenewal does not contain a statement of the reason or reasons for the proposed action, and the employee requests a hearing, the Superintendent shall provide notice of the reasons within a reasonable time before the hearing. The initial notice or any subsequent notice shall inform the employee of the procedure for a hearing.
Request for Hearing
If the employee desires a hearing, he or she shall submit a written request for a hearing to the Board President not later than the 15th day after the date of receiving notice.
When a timely request for a hearing on a proposed nonrenewal is received by the presiding officer, the Board shall notify the employee whether the hearing will be conducted by the Board [see Hearing by the Board, below] or an attorney designated by the Board [see Hearing by an Attorney Designated by the Board, below].
In either case, the hearing shall be held not later than the 15th day after receipt of the request, unless the parties mutually agree to a delay. The employee shall be given notice of the hearing date as soon as it is set.
Hearing by the Board
Unless the employee requests that the hearing be open to the public, the hearing shall be conducted in closed meeting. In a closed hearing, only the following persons shall be in attendance: the members of the Board, any person assisting the Board in the conduct of the hearing, the employee, the Superintendent, any representatives for the administration and the employee, and witnesses. At the request of either party, witnesses may be excluded from the hearing until called to present evidence. If either party intends to be represented at the hearing, notice, including the representative's name, must be given to the other party at least five days before the hearing date. Failure to give such notice may result in postponement of the hearing.
The conduct of the hearing shall be under the control of the presiding officer or a person designated by the Board and generally shall follow this order:
After consultation with the parties, the presiding officer shall impose reasonable time limits for presentation of evidence and closing arguments.
The administration shall present testimonial or documentary proof, or both, in support of one or more of its reasons for proposing nonrenewal.
The employee may cross-examine any witnesses for the administration.
The employee shall present such testimonial or documentary proof, or both, in rebuttal of the administration's evidence or in general support of the contention that the contract should be renewed.
The administration may cross-examine any witnesses for the employee and offer rebuttal to the employee's evidence.
Each party shall have the opportunity to make a closing argument.
A record of the hearing shall be made so that a certified transcript can be prepared, if required.
In arriving at its decision, the Board shall consider only the evidence presented at the hearing. The Board may vote to renew or nonrenew the contract, but shall vote to nonrenew only if one or more of the reasons for recommending that the contract not be renewed is supported by the preponderance of the evidence. To the best of its ability, the Board shall ensure that its decision is not unlawful, arbitrary, or capricious. The Board shall notify the employee of its decision in writing not later than the 15th day after the date that the hearing is concluded.
Hearing by an Attorney Designated by the Board
The hearing must be private unless the employee requests in writing that the hearing be public, except that the attorney may close the hearing to maintain decorum. If the employee does not request a public hearing, only the attorney designated by the Board, the employee, the Superintendent, their representatives, and witnesses shall be permitted to be in attendance, and witnesses may be excluded from the hearing until called to present evidence. The employee and the administration may choose a representative. Notice, at least five days in advance of the hearing, shall be given by each party intending to be represented, including the name of the representative. Failure to give such notice may result in postponement of the hearing.
The conduct of the hearing shall be under the control of the attorney designated by the Board and shall generally follow the steps listed at Hearing by the Board.
Not later than the 15th day after the completion of the hearing, the attorney shall provide to the Board a record of the hearing and his or her recommendation on renewal.
The Board shall consider the record of the hearing and the attorney's recommendation at the first Board meeting for which notice can be posted, unless the parties agree in writing to a different date. The Board shall notify the employee of the meeting date as soon as it is set. At the meeting, the Board shall allow each party an equal amount of time to present oral arguments. The Board shall notify the employee in writing of the Board's decision on renewal not later than the 15th day after the date of the meeting.
If the employee fails to request a hearing, the Board shall take the appropriate action and notify the employee in writing of that action not later than the 30th day after the date the notice of proposed nonrenewal was sent.