School Board of the City of Virginia Beach
Regulation 4-3.2

PERSONNEL

Grievance Procedures--Supervisory and Classified Employees

All personnel who are not teachers or otherwise subject to School Board Policy 4-3, Grievances and Grievance Procedures: Teachers, are subject to this policy. A classified employee may be placed on probation, or dismissed for the following reasons: failure to satisfactorily perform assigned duties, non-compliance with School Board policies or division regulations, or for other good and just cause.

A. Probation or Dismissal of Classified Employees

1. The principal or department head who has supervisory authority over the employee may recommend an employees dismissal or placement on probation to the Superintendent or his/her designee. The principal or department head shall inform the employee of this recommendation by written notice setting forth the reason(s) for such action and provide a summary of evidence supporting the action in writing, and in a personal interview, if the employee requests such interview.

2. A copy of the written notice setting forth the reason(s) for the recommendation for dismissal or placement on probation shall be provided to the Assistant Superintendent, Human Resources. This notice shall also be furnished to the employee. The Assistant Superintendent, Human Resources or his/her designee shall interview all witnesses and/or victims, prepare and sign a written report summarizing what the witnesses and/or victims report, and obtain written statements of the witnesses or report in writing why the witnesses would not sign a statement. If the Assistant Superintendent, Human Resources will hold the hearing pursuant to subsection 3, a designee shall investigate the matter and prepare the required report.

3. An employee who is recommended for dismissal or placement on probation shall be afforded a hearing before the Assistant Superintendent, Human Resources or designee. The purpose of the hearing will be for the principal/department head to explain the reason(s) for the recommendation, to present evidence supporting the recommendation and to give the employee an opportunity to respond to the allegations.

4. Following the hearing, the Assistant Superintendent, Human Resources shall give written notice of the action taken to the employee, the Superintendent and the School Board.

5. The employee may appeal the decision of the Assistant Superintendent, Human Resources or designee. Appeal procedures shall be as specified in division regulation 4-3.1, and the time requirements set forth in that regulation shall be strictly enforced. The decision of the Assistant Superintendent, Human Resources, or that of a designee, shall be final if the employee does not file a timely appeal.

6. When an employee is placed on probationary status, the employee will be reduced in salary placement by two steps for the duration of the probationary period.

B. Probationary Status for Administrators

When an administrator is placed on probationary status, the administrator shall be reduced in salary by two (2) steps for the duration of the probationary period. Upon being returned to regular contract status, the administrator shall be placed on the proper salary grade and shall be eligible to resume receiving regular salary step increases.

The administrator may appeal the action to dismiss or the action to place on probation. Appeal procedures shall be followed as specified in School Board Policy 4-3, Grievances and Grievance Procedures: Teachers.

Legal Reference:

Code of Va., § 22.1-79. Powers and duties.

Date of Adoption: January 11, 1986
Date of Revision: July 1, 1989
Revised by Superintendent: January 18, 1994
Revised by Superintendent: January 16, 1996
Revised by Superintendent: June 18, 1998