Teacher Helping Student

Personnel Complaints

Pursuant to Policy KEB, complaints about personnel are best handled starting at the school level and, when necessary, should proceed through the various administrative levels.

All complaints shall be referred to the Superintendent or designee for investigation using Form KEB-E. The employee involved shall be given an opportunity, at each administrative level at which the matter is reviewed, for explanation, comment, and presentation of facts, either formally or informally. The employee will be afforded elements of due process as provided in Arizona law.

REQUIRED INFORMATION

Pursuant to Regulation KEB-R, any supervisor or administrator who receives a complaint from a member of the public regarding the conduct of a subordinate employee must record or receive in writing the following information. Any other employee who receives a complaint from a member of the public regarding another employee shall refer the complaint to the appropriate supervisor for collection of the following information:

The following information concerning a complaint is required:

 

  • The name(s) of the person(s) making the complaint.

  • Whether the person(s) making the complaint represents an individual or a group. If a group is represented, information shall be provided about the nature of the group and the manner in which the group has reviewed and taken a position on the matter.

 

  • Whether the person(s) making the complaint has discussed the problem with the employee in question.

 

  • A summary of the complaint(s).

 

  • Recommended resolution.

This regulation applies only to complaints about specific incidents of conduct or misconduct by individual employees. It does not apply to complaints regarding, for example, services, materials, or facilities provided by the District or other aspects of District operations. See Policies KE, KEC, and KED.

PROCESSING OF COMPLAINT(S) FOLLOWING WRITTEN SUMMATION

The complaint shall be presented to the employee toward whom it is directed, together with a suggested solution.

If the complaint is not resolved between the originator of the complaint and the employee within five (5) working days, the complaint shall be reviewed by the employee's supervisor. At that time, the supervisor shall inform the Superintendent or the Superintendent's designee of the complaint, and shall thereafter keep the Superintendent or designee. It is the responsibility of the employee's supervisor to keep the Superintendent informed as the matter is reviewed at the various administrative levels.

If the complaint is not resolved between the originator of the complaint and the employee, the complaint shall be reviewed by the employee's supervisor. Until the matter is resolved, it may be reviewed at each successive administrative level.

The Superintendent shall be the final administrative level.

Following the decision of the Superintendent, if any of the parties concerned deem it necessary, the matter may be referred to the Board within ten (10) working days following the Superintendent's decision.

The Board shall consider all facts and provide the employee with all elements of due process in reaching a decision.