Preface
| Pee eta have one of the most rewarding positions in a school district
because they work with a sense of efficacy to operate a school where
staff members teach and students learn. Moreover, principals have broad
responsibilities to manage the school operation to improve student
achievement and expand learning opportunities. In addition, they order
supplies, equipment, and materials; direct pupil services, community rela-
tions, and financial management; and supervise, evaluate, and discipline
students. Indeed, the principal has the challenging job of working with
staff, students, parents, and community members, as well as with central
office administrators. As a final point, principals also have one of the most
complex jobs in the school district: dealing with the misconduct of staff
members in school.
The second edition of How to Handle Staff Misconduct is written from
the perspective of a former principal who understands the intricacy of the
job. I was an assistant principal at a high school, middle school, and at the
K-8 and K-5 levels. Also, I was an elementary and middle school principal.
I must forewarn you that, during your career as a principal, you will have
to handle misconduct action for inappropriate staff behavior.
When misconduct occurs, you must thoroughly investigate the situa-
tion, organize sufficient documentation, follow contractual provisions, and
recommend disciplinary action. If you cannot substantiate that you met the
standards of just cause and provided due process protection rights for the
staff member, or if you do not follow contractual timelines, a third-party
arbitrator may not uphold the disciplinary action that you recommend.
This guide provides a general overview of procedures that you should
follow when a staff member engages in misconduct. Although it is impossible
to develop a “recipe book” to deal with all allegations of misconduct that
involve staff members, this guide provides examples of many misconduct
situations. Even if certain misconduct cases have commonalties, the combi-
nation of circumstances is usually different in each situation. Therefore,
before you use this or any other guide, you should thoroughly review the
following: policies of the school district, policies relative to procedures for
handling staff misconduct, files of past misconduct cases, state statutes rela-
tive to misconduct, and the contractual agreements of the school district.
Written in practical language, this guide gives examples of reasonable
actions that you, as the principal, should follow when a staff member fails