Discipline (Employee)

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Misuse of district technology and subsequent disciplinary procedures (sample “Acknowledgment”)
Cover letter for discipline of three instructions, including notice of unprofessional conduct, memorandum of reprimand and memorandum of concern
Letter to hearing officer regarding disciplinary hearing of a teacher
Letter of reprimand
Due process for disciplining confidential classified employee
Memorandum regarding whether the district can include unprofessional conduct and unsatisfactory performance in charges if he does nothing constituting these charges after Education Code section 87734's notice
Letter regarding discipline of employee: Ed Code section 44936 prevents suspension or dismissal between 5/15-9/15, but section 44936 has an alternative method of discipline in which section 44936 does not apply
Letter regarding excessive teacher absence: what constitutes excessive absence that would establish grounds for dismissal
Disciplinary action; draft of proposed charges; notification letter; proof of service
The district’s options as to an employee who grew marijuana plants in his backyard
Workbook regarding Discipline: Determining Whether Discipline is Appropriate; Determining Appropriate Disciplinary Action; Implementing Disciplinary Process; Judicial Appeal of Disciplinary Decision
Notice of Unprofessional Conduct (verbal harassment)
Recommendation that employment be terminated
Definition of “just cause”
Proposed first amended charges
Reprimand
Procedures to suspend/dismiss district employee
Decision to forego pre-termination conference
Notice of Recommendation of Expulsion and Notice of Expulsion Hearing
Notice of Unprofessional Conduct
Letter re: Reprimand for Insubordination
Disciplinary letter to employee on use of sick leave
Disciplinary options for certificated employee
Classified employee discipline: checklist of procedures necessary to discharge (terminate)
Standards regarding Notice of Unprofessional Conduct
The Malingering Employee. Hypotheticals
Evaluation conference summary
Reprimand for failure to comply with requests for documents for your evaluation
Reprimand for unsatisfactory preparation and performance of IEP meeting
Memorandum of concern regarding special education progress
Proper Notice of Unprofessional Conduct
Certificated layoff, steps in the process, documents for those steps
District's right to access to records of complaint or investigatory materials in the files of the Sheriff Department or District Attorney's office
Compulsory leave of absence for sexual offense
Teacher discipline. Lack of proper documentation of deficiencies/what constitutes proper documentation
Letter regarding materials district will need to initiate suspension proceedings
Letter responding to questions as to what actions the district may take against district employee as a result of his excessive number of days absent due to alleged sickness and frequent failure to notify district of absence
Effective letters of reprimand
Possible termination of a certificated instructor who is legally blind for inability to perform his teaching duties
Reprimand for dishonesty and taking unauthorized leave
Whether an administrator who has been demoted to a teaching position and who fails to report to work can be dismissed by the school district without the 45 or 90 day notice requirement of Ed Code Section 44938
Pursuant to Government Code Section 3543 can a district at any time arbitrate a case with an individual employee
Order to Show Cause (Los Angeles Unified School District v. United Teachers - Los Angeles) enjoined and restrained from picketing, parading, etc., within 100 yards of school
Analysis of evidence regarding use of position with district personally to profit from a transaction under his control, etc. What the district must set forth to establish basis for upholdable discharge
If criminal charges are to be filed against employee, there are five issues to be considered: (1) Do the provisions of the California Evidence Code governing the privilege against self-incrimination apply to a hearing before the personnel board? (2) May an individual refuse to take the witness stand in a civil proceeding by exercising his/her privilege against self-incrimination? (3) If employee takes the stand and claims the privilege against self-incrimination, how should the hearing officer proceed? (4) May the trier of fact draw an unfavorable inference when a civil litigant invokes the privilege against self-incrimination? (5) What instructions should the president of the personnel board give if employee claims the privilege against self-incrimination?
What course of action should be considered in dealing with an employee who has over a period of years been excessively absent from her position due to alleged injuries/illnesses arising out of and in the course of employment
Discipline documents
Disciplinary Action and/or termination of employee because of false testimony offered by him in the deposition regarding another case, his evaluations and other recent conduct by him
Notice of unprofessional conduct. Brown Act memo, evaluation and Education Code provisions are attached
Hearing request following a Notice of Intent to Dismiss (certificated employee)
Dismissal of Certificated Employees regarding behavior or conduct
Statutory procedures and time periods regarding Notices of Unprofessional Conduct and Incompetency (Certificated teachers)
Notice of Disciplinary Action (dismissal from permanent classified position)
Proposed notice of charges and recommended disciplinary action (Skelly conference)
Memo of P & A's in support of motion to strike portions of complaint regarding substitute teacher
Supreme Court reverses dishonesty dismissal decision (Fontana Union School District)
Training materials on Instructor Discipline seminar
Dismissal of permanent classified employee
Standards to be used by the district when establishing the seriousness of written complaints against certificated bargaining unit members
Proposed dismissal of temporary certificated employee regarding unsatisfactory performance
Preliminary Injunction regarding picketing, parading, etc.
School district unidentifiable and so is the addressee

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