12-13 Employee Handbook Cover.psd - Southwest ISD

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, color, religion, gender, national origin, age,
disability, military status, genetic information, 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, page 40.)
Exit Interviews and Procedures
Policies DC and CY
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 including intellectual property, and equipment must be returned upon separation
from employment.
Reports to Texas Education Agency
Policy DF
The dismissal of a certified employee must be reported to the Division of Investigations at
Texas Education Agency whenever the termination is based on a detrmination that the
employee was involved in any of the following:
• A reported criminal history
• Any form of sexual or physical abuse of a minor or any other unlawful conduct with
a student or a minor
• Soliciting or engaging in sexual conduct or a romantic relationship with a student or
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 for the purpose of promotion or additional compensation
• Committing a criminal offense or any part of a criminal offense on district property
or at a school-sponsored event
• Violating assessment instrument security procedures
The Superintendent is also required to notify TEA when a certified employee resigns and
there is reasonable evidence that would support a recommendation to terminate
employment because of the conduct listed above.
Southwest ISD Employee Handbook 70
August 15, 2013