Fill in the Blanks

It has been pointed out to me that the disciplinary letter in my last post looks a lot like a sample letter the DOE suggests for their principals in the
PRINCIPAL'S HANDBOOK. http://parentadvocates.org/nicemedia/documents/principal's%20manual2.pdf

SAMPLE CORPORAL PUNISHMENT LETTER NUMBER TWO

(Date—within 3 months of the occurrence)

(Employee Name)
(School and Position)
(Employee File No.)

Dear (employee name):

On (date of meeting) I met with you and your union representative (insert name), to review an allegation against you that was made by (insert student name). Specifically it was alleged that on date of incident you (state specific allegation, for example “on (date) you grabbed John Doe by the arm, twisted it, and ejected him from the classroom in violation of Chancellor’s Regulation A-420,” or “you called John a ‘moron’ when he asked you to explain the homework assignment in violation of Chancellor’s Regulation A-421.”)

At our meeting, I shared with you the specific allegation made against you as stated above and shared the statements of witnesses who were interviewed. In response, you stated that, (state exactly what the employee said). (NOTE: Only provide student witness statements with names of students if the employee signs the privacy acknowledgment. If the employee does not sign, then s/he may have the witness statements without the names of the students. Be careful not to disclse other documents with the names of the students I the absence of a signed privacy acknowledgement.)

(If the employee denies the allegation, ask (a) why the employee believes the witnesses would lie, and (b) if there are any witnesses who would corroborate the employee’s version of events. You should mention in this letter that you asked these questions. If the employee gives reasons why witness would lie, or answers yes to question (b), you must investigate these new facts to determine whether the witness statements remain reliable, or whether the additional witnesses alter your conclusion, before substantiating in this letter.)

After reviewing the complaint against you, the complainant’s statement, the witness(es) statements, and your explaination, I conclude that (insert your specific findings. For example: “you grabbed John Doe by the arm, twisted it, and ejected him from the classroom” or “you called John a ‘moron’ when he asked you to explain the homework assignment”) on (insert date).

(Note, if there are contradicting witness statements, then you must explain why you believed one story over the other. For example: “While you claim that you did not twist John’s arm, or eject him from the classroom, six students stated that they witnessed you do so, and their statements were consistent as each contained the same details.”)

This violated (Chancellor’s Regulation A-420 which prohibits corporal punishment and/or Chancellor’s Regulations A-420 or 421 which prohibits verbal abuse.) I note that you were given a copy of Chancellor’s Regulations A-420 or 421 at our first faculty conference in September (see attached copy of yur signed acknowledgement of receipt).

(If you substantiate corporal punishment for a tenured teacher, include the following: “You are hereby advised that the above-described conduct may lead to further disciplinary action, including an unsatisfactory rating, and disciplinary charges that could lead to the termination of your employment.”

Consult with the Administrative Trials Unit if you believe there is sufficient evidence to initiate disciplinary charges leading to the employee’s termination.)

(If you substantiate corporal punishment for probationary teacher and believe termination is warranted, please consult your LIS. Only the LIS may terminate a probationary teacher. If termination is not warranted, describe the warranted discipline (e.g. suspension without pay) and conclude with: “You are hereby advised that you are (suspendend without pay the above-described conduct may lead to further disciplinary action, including a suspension without pay, unsatisfactory rating and/or the termination of your employment.”)

(If you substantiate corporal punishment for a school aide, parent coordinator or paraprofessional, conclude with: “You are hereby suspended without pay until (insert date) OR terminated effective today.”)

(If you do not substantiate corporal punishment, but you find the employee exercised poor judgment conclude with: “Although I do not find that the above act rises to the level of corporal punishment, I conclude that you exercised poor judgment when you (state what the action was, e.g. “you said ‘you are a twit’ in front of your class.” When appropriate, include, “If you have difficulty in managing your class, please consult a supervisor who will provide you with professional development to improve your classroom management skills.”)

Sincerely,


(Name), Principal (School)

I have received a copy of this letter and understand that it will be placed in my official file.

Employee Name

Date

Attachment: Witness Statements, Privacy Acknowledgment, School Policy Manual