RESIGNATION
A teacher shall give the Superintendent notice of resignation at least thirty (30) days before the effective date of the resignation. The Board may waive the thirty (30) days’ notice requirement and permit a teacher to resign in good standing.

The conditions under which it is permissible to break a contract with the Board are as follows:

• The incapacity on the part of the teacher to perform the contract as evidenced by the certified statement of a physician approved by the Board; or
• The release by the Board of the teacher from the contract that the teacher has entered into with the Board.

Any teacher on leave shall notify the Superintendent in writing at least thirty (30) days prior to the date of return if the teacher does not intend to return to the position from which he/she has taken leave. Failure to render such notice may be considered a breach of contract. 

Grounds for Suspension or Dismissal:
Employees may be suspended or dismissed for reasons including, but not limited to:

• Violation of school policies or code of conduct
• Insubordination or refusal to perform assigned duties
• Poor performance or failure to meet job requirements
• Misconduct, including harassment, discrimination, or unethical behavior
• Theft, fraud, or other criminal activities
• Endangering the safety of students, staff, or school property
• Unauthorized Absence or Tardiness
• Falsification of Records
  

Suspension:

• Suspension may be used as a disciplinary measure pending investigation of serious allegations or as a temporary removal from the workplace.
• Suspensions may be with or without pay, depending on the nature of the allegations and in accordance with applicable laws and contracts.
• The employee will be notified in writing of the suspension, including the reason, duration, and any conditions for return.

Investigation:

• Upon receipt of a complaint or identification of a potential violation, the school will conduct a prompt, thorough, and impartial investigation.
• The employee will have an opportunity to respond to the allegations.

Dismissal:

• Dismissal may occur after an investigation confirms serious misconduct or failure to meet performance standards.
• The employee will be given written notice of dismissal, including the reasons and effective date.
• In cases of immediate dismissal (e.g., gross misconduct), the employee may be terminated without prior suspension.

Appeals:

• Employees have the right to appeal suspensions or dismissals by submitting a written request to the Human Resources Department within 7 days of receiving notice.
• Appeals will be reviewed by an impartial panel or designated administrator, and a final decision will be communicated promptly.

Confidentiality:
All matters related to suspension or dismissal will be handled confidentially to protect the privacy of all parties involved.

Compliance:
This policy complies with applicable employment laws and contractual obligations.