5281 Staff Disciplinary Action and Discharge
Staff who fail to fulfill their job responsibilities or follow the reasonable directions of their supervisor; who conduct themselves on or off the job in ways that significantly impact their effectiveness on the job; engage in unprofessional conduct; or violate District policies or written rules, will be subject to discipline.
Behavior, conduct, or action that may generate disciplinary action or discharge may include, but is not limited to:
Discipline shall be reasonably appropriate to the circumstances and may include suspension or discharge. The District will follow any applicable due process and just cause or proper cause standards contained in collective bargaining agreements. The Superintendent or his or her designee is authorized to create a District Guide to Handling Employee Misconduct.
Abuse or Misconduct
In the event that allegations or charges are made against a staff member for misconduct with minors, the Superintendent or his or her designee may contact the child protective services central registry for evidence regarding the staff member as an adjudicated or admitted perpetrator of child abuse or neglect. Discharge or other adverse action affecting the contract status of certificated staff shall be instituted by the Superintendent or his or her designee in the manner prescribed by law.
When allegations of sexual, verbal, or physical abuse are made against an employee, the District shall make a determination whether the abuse or misconduct occurred. When there is reasonable cause to believe that a child has suffered abuse or neglect, the required school person(s) shall report the incident to the proper law enforcement agency or state agency as required under RCW 26.44.
If the District determines that sufficient information exists to conclude that the abuse or misconduct occurred and that the abuse or misconduct resulted in the employee’s leaving his or her position at the District, the District must forward known information about the employee’s sexual misconduct to prospective school district employers when contacted.
Pursuant to state law, the District is prohibited from entering into any contract, resignation agreement, or severance agreement that has the effect of suppressing information about verbal or physical abuse or sexual misconduct by a present or former employee. Neither shall the District expunge such information from the employee’s personnel or investigative file. “Verbal abuse,” “physical abuse,” and “sexual misconduct” are defined in WAC 181-88.
State Professional Code of Conduct
In cases where the allegations involve violations of the state Professional Code of Conduct for certificated staff, the Superintendent or his or her designee shall file a report with the Office of Professional Practice in the state Superintendent’s Office. When the district or Superintendent discharges, fails to renew the contract or permits a certificated staff member to resign for violating the Professional Code of Conduct, the Superintendent shall notify the Office of Professional Practice of such termination of employment.