• UTAH COUNTY ACADEMY OF SCIENCES

    Policies and Procedures on          

    EMPLOYEE MISCONDUCT, ARRESTS, AND EVALUATION PROCEDURES

    POLICY GG 

    All UCAS employees are at-will employees.  The employment agreement may be terminated at will by either party, with or without cause, and with or without notice at any time.  UCAS will strive to be fair and honest in their dealings with the employees.  Certain acts of misconduct will result in an employee being dismissed or corrected.  The current state laws require that UCAS follow procedures dealing with the termination of employment of an employee.  If this policy varies from current state law, UCAS will follow the current state law.  All other provisions will remain in effect.

    Evaluation Procedures

    The Board of Trustees has given the UCAS Principal the responsibility of evaluating the performance of all UCAS employees and to determine, with Board approval, the status of employment for those employees.  The Principal or designee will evaluate and observe all UCAS employees as they perform the duties for which they were hired, and investigate all credible reports of events or behavior that may affect the employment status of those employees.  The observations may occur at any time during the regular school assignment. They may be scheduled or unannounced and may be formal or informal in nature.

    Classroom teachers will have at least two classroom evaluations during each year by the Principal or his/her designee.  All teachers will be asked to complete a self-evaluation form and to have their students complete a class/instructor evaluation form each year.  The Principal will provide a copy of the Principal’s classroom evaluation form to each teacher prior to any formal evaluation visit.  All evaluation forms will be available from the Principal or school office.

    The Principal or designee will personally visit with all employees whose evaluation is less than satisfactory.  The employee will be informed of the areas of concern and offered training or suggestions for improvement.  Repeated poor performance or failure to follow the directions of the Principal may result in job action.

    The evaluation of the UCAS Principal will be conducted by the Board President with decisions regarding employment of the Principal made in an open public meeting by a majority vote of the Board.

    Misconduct

    An employee may be dismissed at any time for misconduct including but not limited to:

    Dishonesty or theft;                                        Dangerous or disorderly conduct;

    Immoral conduct;                                           Abuse of another person;

    Commission of a criminal act;                        Harassment or illegal discrimination;

    Misuse or abuse of benefits;                           Violation of “Orderly and Safe Schools” Policy;

    Use of school property for personal gain;       Negligent or willful damage to school property;

    Neglect of duty;                                              Falsification of information provided to the school;

    Repeated unexcused absences or tardiness;   Insubordination;

    Failure to comply with directives from the UCAS administration;

    Failure to maintain the proper teacher to student professional relationship.

    Employee Arrests

    Utah State Board of Education Rule 277-516 directs licensed educators to report arrests for alleged sex offenses, alleged alcohol-related offenses, alleged drug-related offenses and alleged “offenses against the person” under Utah Code Section 76-5.  Educators must also report convictions, including pleas in abeyance and diversion agreements.

    All Employees of UCAS, including those who are not licensed educators, are required to report all arrests to the UCAS Principal within 48 hours of the arrest.  The Principal must notify the Utah State Office of Education (USOE) within 48 hours of notification by an educator. The Principal will notify the UCAS Board of Trustees and begin an investigation to evaluate the incident to determine what job action (warning, reprimand, employment termination, no action) may be appropriate.  The USOE will determine if an action on an educator’s license is taken.

    Approved 2/17/2015