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Resignations
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Dismissal or
Non-Renewal of Contract Employees
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Dismissal of Non-Contract Employees
Exit Interviews and
Procedures
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Reports to the
State Board for Educator Certification
Reports
Concerning Court-Ordered Withholding
Contract employees.
Contract employees may resign their position without penalty at the end of any
school year if written notice is received 45 days before the first day of
instruction of the following school year. A written notice of resignation
should be submitted to their immediate supervisor. Contract employees may
resign at any other time only with the approval of the board of trustees or
designee. Resignation without the consent of the board may result in
disciplinary action by the State Board for Educator Certification.
The superintendent will notify the Texas commissioner of education when an
employee resigns and reasonable evidence exists to indicate that the employee
has engaged in any of the acts listed in Reports to the State Board of
Educator Certification.
Noncontract employees.
Noncontract employees may resign their positions at any time. A written notice
of resignation should be submitted to the Office of Human Resources at least
two weeks prior to the effective date. Employees are encouraged to include the
reasons for leaving in the letter of resignation but are not required to do
so.
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Employees on probationary, term, and continuing contracts can be dismissed
during the school year or nonrenewed at the end of the year according to the
procedures outlined in district policies. Contract employees dismissed during
the school year, suspended without pay, or subject to a reduction in force are
entitled to receive notice of the recommended action, an explanation of the
charges against them, and an opportunity for a hearing. The time lines and
procedures to be followed when a suspension, termination, or nonrenewal occurs
will be provided when a written notice is given to an employee. Information on
the time lines and procedures can be found in the DF policies that are
provided to employees or in the policy manuals located in the Principal’s
office and library of each campus.
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Noncontract employees are employed at will and may be dismissed without
notice, a description of the reasons for dismissal, or a hearing. It is
unlawful for the district to dismiss any employee for reasons of race,
religion, sex, national origin, disability, military status, any other basis
protected by law, or in retaliation for the exercise of certain protected
legal rights. Noncontract employees who are dismissed have the right to grieve
the termination. The dismissed employee must follow the district process
outlined in this handbook when pursuing the grievance.
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Exit interviews will be scheduled for all employees leaving the district.
Information on the continuation of benefits, release of information, and
procedures for requesting references will be provided at this time. Separating
employees are asked to provide the district with a forwarding address and
phone number and complete a questionnaire that provides the district with
feedback on his or her employment experience.
All district keys, books, property, and equipment must be returned upon
separation from employment. The district may withhold the cost of any
unreturned items from the final paycheck.
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The dismissal or resignation of a
certified employee will be reported to the Texas commissioner of education if
there is reasonable evidence that the employee’s conduct involves the
following:
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Any form of sexual or physical abuse of a minor or any other
illegal conduct with a minor
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The possession, transfer, sale, or distribution of a
controlled substance
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The illegal transfer, appropriation, or expenditure of school
property or funds
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An attempt by fraudulent or unauthorized means to obtain or
alter any certificate or permit that would entitle the individual to a
professional position or to receive additional compensation associated with
a position
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Committing a crime on school property or at a
school‑sponsored event
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The district is required to report the
termination of employees that are under court order or writ of withholding for
child support or spousal maintenance to the court and the individual receiving
the support (Texas Family Code §8.210, 158.211). Notice of the following must
be sent to the court and support recipient:
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Termination of employment not later than the seventh day
after the date of termination
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Employee’s last known address
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Name and address of the
employee’s new employer, if known
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