Employee Discipline in an Education Environment Module 3:
Executing Employee Discipline

Thurs., June 27, 2013, 8:30 a.m. - 3:30 p.m.
SAI Office, Clive - directions 

When it comes to the issue of employee discipline, many school leaders feel as if they are caught between a rock and a hard place.

On one side, administrators and supervisors know that they need to hold staff accountable for their actions and behaviors. On the other, they know that 75% of all legal claims brought against K-12 institutions are raised by employees - many of whom allege some form due process or Constitutional rights violation before, during or after disciplinary action. 

Whether they ultimately result in disciplinary action or not, the research is clear: Instances of substandard performance - and cases of employee misconduct - can negatively impact student achievement on either a direct or an indirect basis. In fact, performance and/or conduct issues are often found to be undermining school improvement or reform initiatives in buildings designated as persistently "underperforming" or "non- performing" by their respective state departments of education - and even in some otherwise "performing" schools struggling to demonstrate consistent year-over-year student achievement gains.

The question isn't whether or not corrective and/or disciplinary action can or should be taken to address substandard performance or employee misconduct - but how to do so proactively in an effective and defensible manner.

The leadership staff development event Employee Discipline in an Education Environment © (EDEV) establishes a comprehensive framework of best practices for effectively and defensibly managing cases of employee misconduct or substandard performance. EDEV provides registrants with dozens of collaborative opportunities to practice research-supported management strategies using education attorney-hosted tutorials and video-based re-enactments of actual disciplinary situations from across the country.

Want to find out more about the due process, procedural and documentation concerns associated with disciplinary actions? Then join us in Clive for the third module of the EDEV program, Executing Employee Discipline.

During Executing Employee Discipline, participants gain an overview of the general principles and workflows required to reduce the risk associated with disciplinary actions involving employees. After considering the role of progressive discipline guidelines in "quality assuring" the disciplinary process, attention is shifted to the need for establishing a repeatable pattern of formal or informal investigation once allegations of employee competence or lack of professional competence arise. 

Note: You must complete Module 2 before participating in Module 3.

This workshop is available to a limited number of participants, and the deadline to register is June 18. Registration includes continental breakfast, lunch and participant manual.

License Renewal Credit: Participants completing all three Employee Discipline in an Education Environment Modules will receive 1 license renewal credit.

Registration: Register online.

Cancellation information: Notification must be received by June 18. Call (515) 267-1115 to let us know if you're unable to attend.

Agenda

8 - 8:30 a.m.

  Check in and continental breakfast

8:30 - Noon

  • Introduction to Seminar and Executing Employee Discipline
  • Principles for the Execution of Employee Discipline within the LEA
  • Progressive Discipline Guidelines for Employees
  • Investigating Alleged Acts of Employee Misconduct or Lack of Professional Competence 

Noon - 1 p.m.

  • Informal Employee Discipline: Executing an Oral Warning or a Written Warning
  • Working Lunch
  • Formal Employee Discipline: Executing an Official Reprimand

1 - 3:30 p.m.

  • Formal Employee Discipline: Executing a Suspension
  • Formal Employee Discipline: Executing a Termination
  • Session Experience Survey