Última modificación: 8 de octubre de 2024

Policy No. 1509: Superintendent Dismissal, Relief of Duties, and Suspension

Download Policy No. 1509: Superintendent Dismissal, Relief of Duties, and Suspension

Terminación

El Superintendente puede ser cesado durante el período de su nombramiento por el voto de dos tercios del Consejo.

Ausencia de acciones adversas basadas en motivos ilegales

La decisión de la Junta de cesar, despedir o tomar cualquier otra medida laboral adversa contra el Superintendente no se basará en el ejercicio por parte del Superintendente de los derechos garantizados por la Constitución, ni se basará ilegalmente en la raza, el color, la religión, el sexo, el origen nacional, la discapacidad o la edad.

Causas enumeradas

Las causas de cese del Superintendente pueden ser, entre otras, las siguientes:

Deficiencias señaladas en evaluaciones, memorandos complementarios u otras comunicaciones;
Descuido de deberes o responsabilidades, o la realización de asuntos personales durante el horario escolar;
Incompetencia o ineficacia en el desempeño de las funciones requeridas o asignadas;
Insubordinación o incumplimiento de las directivas, políticas o reglamentos administrativos del Consejo;
Embriaguez o uso excesivo de bebidas alcohólicas; uso ilegal de drogas, alucinógenos u otras sustancias controladas, o la posesión, uso o estar bajo la influencia de alcohol, bebidas alcohólicas, drogas o sustancias controladas mientras se está en la propiedad de la escuela, actuando dentro del ámbito de las funciones del Superintendente, o asistiendo a cualquier actividad patrocinada por la escuela o el Distrito;
Condena por un delito grave o cualquier delito que implique vileza moral;
Incumplimiento de las normas de conducta profesional del Distrito;
Discapacidad, no protegida de otro modo por la ley, que impide el desempeño de las funciones requeridas;
Inmoralidad, que es la conducta que la Junta determina que no está en conformidad con las normas morales aceptadas de la comunidad abarcada por el distrito;
Any activity, school-connected or otherwise, that, because of publicity given it or knowledge of it among students, faculty, or community, impairs or diminishes the Superintendent’s effectiveness in the district;
Motivos especificados en el contrato de trabajo individual que reflejen condiciones especiales de empleo, o no mantener un certificado de supervisión válido;
No mantener una relación de trabajo eficaz, o mantener una buena relación con los padres, la comunidad, el personal o la Junta;
Agresión a un empleado o alumno;
Falsification of records or other documents related to the district’s activities;
Tergiversación de los hechos ante la Junta u otros funcionarios del Distrito en el desempeño de sus funciones;
Mala gestión de los bienes del Distrito;
Mala gestión de los recursos financieros del Distrito; o
No velar adecuadamente por la seguridad de los alumnos.

Leave with Pay or Relief of Duties

The Board may, by majority vote, for any cause enumerated place the Superintendent on leave with pay or for no cause, place the Superintendent on leave with pay or place him or her in another position with equivalent pay and employment-related benefits, and such action shall not constitute termination. However, if these actions are taken for cause, the Superintendent is entitled to the notice set out in the following section and may request a hearing to contest the action as provided in the hearing section below.

Aviso

Antes de que el Superintendente sea despedido o se adopte otra medida laboral basada en una causa, se le notificará razonablemente la medida propuesta y se le expondrán los motivos con suficiente detalle para que pueda demostrar imparcialmente cualquier error que pueda existir. Se informará al Superintendente de los nombres de los testigos adversos y de la naturaleza de su testimonio.

Audición

If, upon written notification, the Superintendent desires to be heard and contest the proposed action of the Board, the Superintendent shall make a written request for a hearing before the Board within 15 days of receiving the notification. The hearing shall be set on a date that affords the Superintendent reasonable time to prepare an adequate defense but not more than 30 days from the Board’s receipt of the written request, unless postponed by mutual consent. The Board may conduct the hearing in open session or in closed session if the meeting is properly closed under Policy 1402 Closed Board Meetings, unless the Superintendent requests a public hearing, in which case the hearing shall be open to the public. At the hearing before the Board, the Superintendent may employ counsel. The Superintendent also has the right to hear the evidence upon which the charges are based, to cross-examine all adverse witnesses, and to present evidence of innocence or extenuating circumstances. Prior to termination or adverse action for cause, the Board shall determine the existence of good cause for the termination or action. Such determination shall be based solely on the evidence presented in the hearing. Termination may only be by a vote of two-thirds of the Board. The Board shall notify the Superintendent of its decision within 15 days after the hearing. Suspension

At the discretion of the Board by majority vote, the Superintendent may be placed on leave with pay pending the outcome of the termination hearing. Notice to the State Board of Education and UPPAC

The President of the Board shall notify the Utah State Board of Education and the Utah Professional Practices Advisory Commission (UPPAC) whenever the Board becomes aware that the Superintendent has been determined, in any judicial or administrative proceeding, to have violated any of the Utah Educator Standards. The President of the Board shall also notify UPPAC within 30 days of the Board receiving an allegation from a parent that the Superintendent has violated any of the Utah Educator Standards. If possible, the notification shall be made using the form provided by the UPPAC Executive Secretary. The Board shall also notify UPPAC of any criminal charges filed by a prosecuting agency. For each matter about which notice is given, the Board shall also notify UPPAC of the related Board investigation or proceeding, any disciplinary action taken (or that no action was taken), the evidence supporting that decision, and any evidence that may be relevant if UPPAC chooses to investigate the matter. In submitting the notification to UPPAC, the Board may make a recommendation to the UPPAC Executive Secretary regarding whether UPPAC investigation would be appropriate under the circumstances, taking into consideration any employment action taken by the Board.

Referencias legales y sinopsis

Utah Admin. Rules R277-217-5 (10 de enero de 2024)

Aprobado por el Consejo

13 de agosto de 2013

Revisado

27 de septiembre de 2024