District Resource Guide - Polk County School District

the previous step and will communicate with the employee’s
Supervisor/Administrator for the purposes of determining the appropriate
disciplinary action. Factors such as the number and severity of past disciplinary
action(s) are taken into consideration when determining the most appropriate
action. Progressive Discipline is followed as outlined in School Board Policy or
by the collective bargaining agreement, if applicable. Legal counsel may also be
involved in this step of the process, especially if the consequence proposed is
of a severe nature.
c. A Final Disposition Form is completed by the Director of Employee Relations
listing the outcome of the case and the disciplinary action taken. The form is
then signed by the Director of Employee Relations and the assigned
investigator and filed in the “Investigation Dispositions” binder.
d. If a complaint against a teacher is sustained, the investigative packet is sent to
FLDOE Professional Practice Services with the appropriate document completed
that documents this action.
e. All investigative reports become public record 10 calendar days after the Final
Disposition Form is signed.
In addition, all investigators keep track of all assigned cases by logging them into an
Investigations Spreadsheet as well as sending a Weekly Update documenting active cases
and their status. The Weekly Update is sent to the Superintendent’s office, the Assistant
Superintendent of Human Resource Services, the Director of Employee Relations, the
Analyst for Equity & Compliance, and all fellow investigators.
Making a Determination/Recommendation
After analyzing the facts you have gathered in the investigation and before making a
recommendation, consider the following:
‣ Were policies, contracts, or work rules violated?
‣ If you identified a violation, is it a serious violation?
‣ What has happened in the past in similar situations?
‣ Do certain federal and/or state law and/or contract language require you to
take certain action?
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