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Exit Interviews and Procedures	Reports to the State Board for Educator Certification	Reports Concerning Court-Ordered Withholding	Click any to return to top of this page

Resignations

Policy DFE

Contract Employees:  Contract employees may resign their position without penalty at the end of any school year if written notice is received 45 days before the first day of instruction of the following school year.  A written notice of resignation should be submitted to the Superintendent.  Contract employees may resign at any other time only with the approval of the board of trustees.  Resignation without the consent of the board may result in disciplinary action by the State Board for Educator Certification (SBEC).  

The Superintendent will notify the SBEC when an employee resigns and reasonable evidence exists to indicate that the employee has engaged in any of the acts listed in Reports to the State Board for Educator Certification, on page 46. 

Noncontract Employees:  Noncontract employees may resign their positions at any time.  A written notice of resignation should be submitted to the Superintendent at least two weeks prior to the effective date.  Employees are encouraged to include the reasons for leaving in the letter of resignation but are not required to do so.

Dismissal or Nonrenewal of Contract Employees

Policies DFAA, DFAB, DFBA, DFBB, DFCA, DFD, DFF

Employees on probationary, term, and continuing contracts can be dismissed during the school year or nonrenewed at the end of the year according to the procedures outlined in district policies.  Contract employees dismissed during the school year, suspended without pay, or subject to a reduction in force are entitled to receive notice of the recommended action, an explanation of the charges against them, and an opportunity for a hearing.  The time lines and procedures to be followed when a suspension, termination, or nonrenewal occurs will be provided when a written notice is given to an employee.  Advance notification requirements do not apply when a contract employee is dismissed for failing to obtain or maintain appropriate certification or whose certification is revoked for misconduct.  Information on the time lines and procedures can be found in the DF policies that are provided to employees or in the policy manuals located in the principal’s office.

Dismissal of Noncontract Employees

Policy DCD

Noncontract employees are employed at will and may be dismissed without notice, a description of the reasons for dismissal, or a hearing.  It is unlawful for the district to dismiss any employee for reasons of race, religion, sex, national origin, disability, military status, any other basis protected by law, or in retaliation for the exercise of certain protected legal rights.  Noncontract employees who are dismissed have the right to grieve the termination.  The dismissed employee must follow the district process outlined in this handbook when pursuing the grievance.  (See Complaints and Grievances, pages 28-29.)

Exit Interviews and Procedures

Policy DC

Exit interviews will be scheduled for all employees leaving the district.  Information on the continuation of benefits, release of information, and procedures for requesting references will be provided at this time.  Separating employees are asked to provide the district with a forwarding address and phone number and complete a questionnaire that provides the district with feedback on his or her employment experience. 

All district keys, books, property, and equipment must be returned upon separation from employment.  The district may withhold the cost of any unreturned items from the final paycheck.

Reports to the State Board for Educator Certification

Policy DF

The dismissal or resignation of a certified employee will be reported to the SBEC when the Superintendent first learns about an alleged incident of conduct that involves the following:

¨      Any form of sexual or physical abuse of a minor or any other illegal conduct with a student or a minor

¨      The possession, transfer, sale, or distribution of a controlled substance

¨      The illegal transfer, appropriation, or expenditure of school property or funds

¨      An attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle the individual to a professional position or to receive additional compensation associated with a position

¨      Committing a crime on school property or at a school sponsored event

¨      Violating assessment instrument security procedures

Reports Concerning Court-Ordered Withholding

The district is required to report the termination of employees that are under court order or writ of withholding for child support or spousal maintenance to the court and the individual receiving the support (Texas Family Code, Sections 8.210, 158.211).  Notice of the following must be sent to the court and support recipient:

• Termination of employment not later than the seventh day after the date of termination  
   
• Employee’s last known address  
   
• Name and address of the employee’s new employer, if known