ARTICLE
TWENTY-THREE
DISCHARGE
REVIEW PROCEDURES
It
is the policy of the Board that the discharge of an employee should be based on
good and sufficient reason and that such action should be taken by the
supervisor having such authority only after he/she has given due consideration
to the matter.
If
an employee with more than the equivalent of one school term of continuous
service exclusive of any service as a day-to-day substitute paraprofessional is
discharged, he/she shall, upon his/her request, be given a written notice of
discharge and a statement of the general reasons for such action. Such
employee will also, upon his/her request, be afforded an opportunity for a
prompt and careful review of the discharge in accordance with the provisions set
forth in Article Twenty-Two of this Agreement.
If
the
The
time limits at each step for review of discharge complaints shall be the same as
for grievances filed pursuant to Article Twenty-Two of this Agreement.
In
any arbitration reviewing the discharge of an employee based on allegations of
sexual misconduct there shall be a mandatory penalty of discharge if the
employee is found by the arbitrator to have engaged in sexual misconduct or has
pleaded guilty to or been found guilty of criminal charges for such conduct. For
purposes of this section, sexual misconduct shall include the following conduct
involving a student or a minor who is not a student: sexual touching, serious or
repeated verbal abuse (as defined in Chancellor’s Regulations) of a sexual
nature, action that could reasonably be interpreted as soliciting a sexual
relationship, possession or use of illegal child pornography, and/or actions
that would constitute criminal conduct under Article 130 of the Penal Law
against a student or minor who is not a student.