最終更新日10月 8, 2024

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

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

終了

管理人は、理事会の3分の2の投票により、その任期の途中で解任することができる。

不法な理由に基づく不利益処分の禁止

教育長に対する解雇、解任、またはその他の不利な雇用処分を行う理事会の決定は、教育長が憲法で保証された権利を行使したことに基づくものであってはならず、また、人種、肌の色、宗教、性別、国籍、ハンディキャップ、または年齢に違法に基づくものであってはならない。

列挙された原因

スーパーバイザーの解雇原因には以下のものが含まれるが、これに限定されるものではない：

評価、補足的覚書、その他のコミュニケーションにおいて指摘された不備；
義務や責任を怠ったり、学校の授業時間中に私用を行ったりすること；
要求された職務または割り当てられた職務の遂行において、無能または非効率であること；
Insubordination or failure to comply with Board directives, policies, or administrative regulations;
泥酔またはアルコール飲料の過度の使用、薬物、幻覚剤、その他の規制薬物の違法使用、または学校敷地内、教育長の職務の範囲内での行動、学校または地区が主催する活動への参加中に、アルコール、アルコール飲料、薬物、規制薬物を所持、使用、またはその影響下にあること；
重罪または道徳的汚点を伴う犯罪の前科；
当地区の職業上の行動基準を満たさない場合；
必要な職務の遂行に支障をきたす、法律で保護されていない障害；
Immorality, which is conduct the Board determines is not in conformity with the accepted moral standards of the community encompassed by the district;
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;
特別な雇用条件を反映した個々の雇用契約に明記されている理由、または有効な監督者資格を保持していない場合；
保護者、地域社会、職員、理事会との効果的な協力関係を維持できなかったり、良好な関係を維持できなかった場合；
従業員または学生に対する暴行；
Falsification of records or other documents related to the district’s activities;
地区の業務遂行において、理事会または他の地区役員に対して虚偽の事実を伝えること；
地区の財産の不始末；
地区の財源を不当に管理した場合。
生徒の安全を十分に確保しなかったこと。

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.

お知らせ

管理責任者が解雇される、またはその他の雇用処分が理由に基づいて行われる前に、管理責任者は、提案された処分と、存在する可能性のある誤りを公正に示すことができるように十分詳細に記載された理由について、合理的な通知を受けるものとする。教育長には、不利な証人の名前と証言内容を通知するものとする。

ヒアリング

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.

参考文献とあらすじ

Utah Admin. Rules R277-217-5 (January 10, 2024)

取締役会承認

2013年8月13日

改訂版

2024年9月27日