Employees of the Weber School District may be suspended or dismissed for cause subject to the requirements of the Utah Orderly School Termination Act, any applicable written agreements and this policy.

It is the policy of Weber School District, where appropriate, to apply corrective action principles to remedy concerns about employee job performance. The District Administration shall prepare a guide and train its Administrators on appropriate corrective action methods.

Cause for corrective action, up to and including suspension (with or without pay) non-renewal, or dismissal, shall include, but not be limited to, the following acts or omissions by an employee: 

1. 1. IMPROPER CONDUCT
   
   
   • 1.1 Conduct which violates any school district or State Board established rule, regulation, policy or directive.
   • 1.2 Conduct which violates any provision of the professional agreement between the Board of Education and teacher association.
   • 1.3 Conduct which violates the criminal law of this state or of the United States.
   • 1.4 Conduct which violates common established standards of moral, professional or competent conduct.
   • 1.5 Conduct which exposes the District to censure, ridicule, damage or reproach
   • 1.6 Bringing an intoxicant onto school property; consuming an intoxicant on school property; or reporting for work under the influence of an intoxicant.
   • 1.7 Bringing a narcotic (as defined in policy # 7300) or other controlled substance onto school property; using the narcotic or other controlled substance on school property; or reporting for work under the influence of a narcotic or other controlled substance.
   • 1.8 Theft
   • 1.9 Use of District property for personal gain.
   • 1.10 Negligent or willful damage to District property.
   • 1.11 Dishonesty or falsification on any information supplied to the School District, including data on application forms, employment records, or other information given to the District.
   • 1.12 Sexual harassment.
   • 1.13 Hazing and or Bullying as defined in policy # 5200
   • 1.14 Failure to report arrests and or convictions as specified in policy # 7110
     
     
2.  NEGLECT OF DUTY - Each employee, teacher, secretary, custodian, etc, is expected to be on duty during regular work hours and to fulfill the responsibilities of the employee’s position. If not, the employee is not doing the job. This requirement includes, but is not limited to:
   
   
   • 2.1 Unexcused absence.
   • 2.2 Excessive tardiness.
   • 2.3 Abuse of leave policies.
   • 2.4 Excessive unexcused absenteeism.
     
     
3. Insubordination – Although this runs the total continuum of behavior, it is basically the failure to follow a clear and reasonable order, request, or directive.
4. Incompetency or unprofessional behavior.
5. Failure to perform duties properly.
6. Incapacity due to mental or physical disability. (May require an accommodation for a disability)
7. Professional standards of personal appearance and dress.
8. Conduct which undermines the effectiveness or role model responsibility of the employee.
9. Any reason that the District, in its sole discretion, deems reasonable and appropriate (applies to provisional employees only).

Procedures for termination and non-renewal of contract are included in the applicable written agreement.

Approved by the Board 02/03/2010