Source: http://leginfo.legislature.ca.gov/faces/billVersionsCompareClient.xhtml?bill_id=201320140AB1221
Timestamp: 2020-02-17 00:36:44
Document Index: 597830296

Matched Legal Cases: ['art 1', 'art 4', 'art 4', 'art 1', 'art 4', 'art 4', 'art 1', 'art 4', 'art 1']

Current Version: 01/06/14 - Amended Assembly Compared to Version: 01/06/14 - Amended Assembly 04/24/13 - Amended Assembly 02/22/13 - Introduced
AB1221:v97#DOCUMENT
(Coauthors: Assembly Members Conway, Beth Gaines, Gorell, Harkey, Jones, Morrell, and Nestande)
An act to amend Sections 44932, 44936, 44938, 44939, and 44944, and 44945of, and to add Section 44932.5 to, and to repeal Section 45047 of, the Education Code, relating to school employees.
AB 1221, as amended, Wilk. School employees: discipline: suspension and dismissal.
(1) Existing law prohibits a permanent school employee from being dismissed except for one or more specified offenses causes.
This bill would include serious or egregious unprofessional conduct, as defined, as a ground for dismissal of a permanent school employee. The bill would also prohibit a collective bargaining agreement entered into or renewed on or after January 1, 2014, 2015, from requiring the removal from an employee’s record, after a specified time period, from an employee’s record of records pertaining to discipline, complaints, reprimands, or investigations relating to the employee’s commission, or potential commission, of one of those specified offenses.
(2) Existing law authorizes a governing board of a school district to give notice to a permanent employee of its intention to dismiss or suspend him or her for specified causes at the expiration of 30 days from the date of service of the notice, unless the employee demands a hearing. Existing law prohibits that notice from being given between May 15th and September 15th in any year.
This bill would remove that prohibition.
(3) Existing law prohibits the governing board of a school district from acting upon any charges of unprofessional conduct, or unsatisfactory performance, unless at least 45, or 90, calendar days, respectively, prior to the date of the filing of the charges the governing board, or its authorized representative, has given the employee written notice, as specified.
This bill would remove those 45-day and 90-day requirements.
(4) Existing law authorizes the governing board of a school district, upon the filing of written charges or upon a written staetment of charges for certain conduct, to immediately suspend the employee from his or her duties in accordance with specified procedures.
This bill would authorize the governing board to immediately suspend an employee for serious or egregious unprofessional conduct pursuant to those procedures.
(5) Existing law establishes a Commission on Professional Competence for each dismissal or suspension hearing requested by an employee, consisting of specified members, and requires the proceeding to be conducted in accordance with the Administrative Procedure Act. Existing law deems the decision of the Commission on Professional Competence to be the final decision of the governing board of the school district.
This bill, for a hearing that involves serious or egregious unprofessional conduct, would delete the provisions providing for the establishment of a Commission on Professional Competence, and would instead require the proceedings to be conducted pursuant to the Administrative Procedure Act by an administrative law judge. The bill would provide that the decision of the administrative law judge would be advisory, and the final decision regarding the discipline of the employee would be determined by action of the governing board of the school district. The bill would provide that an employee requesting a hearing may be placed on administrative leave without pay, and that an employee who is placed on administrative leave would be required to be paid his or her regular salary if he or she furnishes to the school district acceptable security, as specified.
(5)Existing law prohibits testimony from being given or evidence being introduced at the hearing relating to matters that occurred more than 4 years prior to the date of the filing of the notice of dismissal or suspension.
This bill would remove that 4-year limitation.
(6)This bill would make nonsubstantive and conforming changes.
(6) By imposing additional requirements on governing boards of school districts, this bill would impose a state-mandated local program.
(a) No A permanent employee shall not be dismissed except for one or more of the following causes:
(1) Immoral conduct or unprofessional conduct.
(2) Serious or egregious unprofessional conduct as defined in Section 44939.
(8) Persistent violation of or refusal to obey the school laws of the state or reasonable regulations prescribed for the government of the public schools by the State Board of Education state board or by the governing board of the school district employing him or her.
(12) Alcoholism or other drug abuse which that makes the employee unfit to instruct or associate with children.
(b) The governing board of a school district may suspend without pay for a specific period of time on grounds of unprofessional conduct a permanent certificated employee or, in a school district with an average daily attendance of less than 250 pupils, a probationary employee, pursuant to the procedures specified in Sections 44933, 44934, 44935, 44936, 44937, 44943, and 44944. This authorization shall not apply to any a school district which that has adopted a collective bargaining agreement pursuant to subdivision (b) of Section 3543.2 of the Government Code.
A collective bargaining agreement entered into or renewed on or after January 1, 2014, 2015, shall not require the removal from an employee’s record, after a specified time period, from an employee’s record of records pertaining to discipline, complaints, reprimands, or investigations relating to the employee’s commission, or potential commission, of an offense any conduct listed in Section 44932.
The notice of dismissal or suspension in a proceeding initiated pursuant to Section 44934 shall be in writing and be served upon the employee personally or by United States registered mail addressed to the employee at the employee’s last known address. A copy of the charges filed, containing the information required by Section 11503 of the Government Code, together with a copy of the provisions of this article, shall be attached to the notice.
(a) The governing board of any school district shall not act upon any charges of unprofessional conduct unless the governing board or its authorized representative has given the employee against whom the charge is filed written notice of the unprofessional conduct, specifying the nature of the unprofessional conduct with specific instances of behavior and with particularity as to furnish the employee an opportunity to correct his or her faults and overcome the grounds for the charge. The written notice shall include the evaluation made pursuant to Article 11 (commencing with Section 44660) of Chapter 3, if applicable to the employee.
(1) The governing board or its authorized representative has given the employee against whom the charge is filed, written notice of the unsatisfactory performance, specifying the nature of the unsatisfactory performance with specific instances of behavior and with particularity as to furnish the employee an opportunity to correct his or her faults and overcome the grounds for the charge. The written notice shall include the evaluation made pursuant to Article 11 (commencing with Section 44660) of Chapter 3, if applicable to the employee.
(2) The governing board may act during the time period composed of the last one-fourth of the schooldays it has scheduled for purposes of computing apportionments in any fiscal year if, before the beginning of that time period, the governing board or its authorized representative has given the employee against whom the charge is filed written notice of the unsatisfactory performance, specifying the nature of the unsatisfactory performance with specific instances of behavior and with particularity as to furnish the employee an opportunity to correct his or her faults and overcome the grounds for the charge. The written notice shall include the evaluation made pursuant to Article 11 (commencing with Section 44660) of Chapter 3, if applicable to the employee.
(c) (1) “Unprofessional conduct” as used in this section means, and refers to, the unprofessional conduct particularly specified as a cause for dismissal or suspension in Sections 44932 and 44933, other than serious or egregious unprofessional conduct, and does not include any other cause for dismissal specified in Section 44932.
(2) “Unsatisfactory performance” as used in this section means, and refers only to, the unsatisfactory performance particularly specified as a cause for dismissal in Section 44932 and does not include any other cause for dismissal specified in Section 44932.
SEC. 4.Section 44939 of the Education Code is amended to read:
(a)Upon the filing of written charges, duly signed and verified by the person filing them with the governing board of a school district, or upon a written statement of charges formulated by the governing board, charging a permanent employee of the district with immoral conduct, conviction of a felony or of any crime involving moral turpitude, with incompetency due to mental disability, with willful refusal to perform regular assignments without reasonable cause, as prescribed by reasonable rules and regulations of the employing school district, with violation of Section 51530, with knowing membership by the employee in the Communist Party or with violation of any provision in Sections 7001 to 7007, inclusive, the governing board may, if it deems such action necessary, immediately suspend the employee from his or her duties and give notice to the employee of his or her suspension, and that 30 days after service of the notice, he or she will be dismissed, unless he or she demands a hearing.
(b)If the permanent employee is suspended upon charges of knowing membership by the employee in the Communist Party or for any violation of Section 7001, 7002, 7003, 7006, 7007, or 51530, he or she may within 10 days after service of notice of suspension, file with the governing board a verified denial, in writing, of the charges. A permanent employee who demands a hearing within the 30-day period shall continue to be paid his or her regular salary during the period of suspension and until the final decision of the governing board of the school district, if and during such time as the employee furnishes to the school district a suitable bond, or other security acceptable to the governing board, as a guarantee that the employee will repay to the school district the amount of salary paid during the period of suspension in case the decision of the governing board is that the employee shall be dismissed. If it is determined that the employee may not be dismissed, the school board shall reimburse the employee for the cost of the bond.
(a) Upon the filing of written charges, duly signed and verified by the person filing them with the governing board of a school district, or upon a written statement of charges formulated by the governing board, charging a permanent employee of the district with serious or egregious unprofessional conduct, immoral conduct, conviction of a felony or of any crime involving moral turpitude, with incompetency due to mental disability, with willful refusal to perform regular assignments without reasonable cause, as prescribed by reasonable rules and regulations of the employing school district, with violation of Section 51530, with knowing membership by the employee in the Communist Party or with violation of any provision in Sections 7001 to 7007, inclusive, the governing board may, if it deems such action necessary, immediately suspend the employee from his duties and give notice to him of his suspension, and that 30 days after service of the notice, he will be dismissed, unless he demands a hearing. If the permanent employee is suspended upon charges of knowing membership by the employee in the Communist Party or for any violation of Section 7001, 7002, 7003, 7006, 7007, or 51530, he may within 10 days after service upon him of notice of such suspension file with the governing board a verified denial, in writing, of the charges. In such event the permanent employee who demands a hearing within the 30-day period shall continue to be paid his regular salary during the period of suspension and until the entry of the decision of the Commission on Professional Competence, if and during such time as he furnishes to the school district a suitable bond, or other security acceptable to the governing board, as a guarantee that the employee will repay to the school district the amount of salary so paid to him during the period of suspension in case the decision of the Commission on Professional Competence is that he shall be dismissed. If it is determined that the employee may not be dismissed, the school board shall reimburse the employee for the cost of the bond.
(b) As used in this article, “serious or egregious unprofessional conduct” means misconduct reasonably related to any offense as described in Sections 44010 and 44011 of this code, and Sections 11165.2 to 11165.6, inclusive, of the Penal Code.
SEC. 5.Section 44944 of the Education Code is amended to read:
(a)(1)In a dismissal or suspension proceeding initiated pursuant to Section 44934, if a hearing is requested by the employee, the hearing shall be commenced within 60 days from the date of the employee’s demand for a hearing. The hearing shall be initiated, conducted, and a decision made in accordance with Chapter 5 (commencing with Section 11500) of Part 1 of Division 3 of Title 2 of the Government Code. However, the hearing date shall be established after consultation with the employee and the governing board, or their representatives, and the governing board shall have all of the power granted to an agency in that chapter, except that the right of discovery of the parties shall not be limited to those matters set forth in Section 11507.6 of the Government Code but shall include the rights and duties of any party in a civil action brought in a superior court under Title 4 (commencing with Section 2016.010) of Part 4 of the Code of Civil Procedure. Notwithstanding any provision to the contrary, and except for the taking of oral depositions, no discovery shall occur later than 30 calendar days after the employee is served with a copy of the accusation pursuant to Section 11505 of the Government Code. In all cases, discovery shall be completed prior to seven calendar days before the date upon which the hearing commences. If any continuance is granted pursuant to Section 11524 of the Government Code, the time limitation for commencement of the hearing as provided in this subdivision shall be extended for a period of time equal to the continuance. However, the extension shall not include that period of time attributable to an unlawful refusal by either party to allow the discovery provided for in this section.
(2)If the right of discovery granted under paragraph (1) is denied by either the employee or the governing board, all of the remedies in Chapter 7 (commencing with Section 2023.010) of Title 4 of Part 4 of the Code of Civil Procedure shall be available to the party seeking discovery, and the court of proper jurisdiction to entertain his or her motion shall be the superior court of the county in which the hearing will be held.
(4)The superior court of the county in which the hearing will be held may, upon motion of the party seeking discovery, suspend the hearing so as to comply with the requirement of paragraph (3).
(5)A witness shall not be permitted to testify at the hearing except upon oath or affirmation.
(b)The hearing provided for in this section shall be conducted by an administrative law judge of the Office of Administrative Hearings who shall be responsible for ensuring that the legal rights of the parties are protected at the hearing.
(c)(1)The administrative law judge shall prepare a written decision containing findings of fact, determinations of issues, and a disposition that shall be, solely, one of the following:
(A)That the employee should be dismissed.
(B)That the employee should be suspended for a specific period of time without pay.
(C)That the employee should not be dismissed or suspended.
(2)The decision of the administrative law judge that the employee should not be dismissed or suspended shall not be based on nonsubstantive procedural errors committed by the school district or governing board unless the errors are prejudicial errors.
(3)The administrative law judge shall not have the power to dispose of the charge of dismissal by imposing probation or other alternative sanctions. The imposition of suspension pursuant to subparagraph (B) of paragraph (1) shall be available only in a suspension proceeding authorized pursuant to subdivision (b) of Section 44932 or Section 44933.
(4)The decision of the administrative law judge shall be advisory, and the final decision regarding the discipline of the employee shall be determined by actions of the governing board of the school district.
(5)The governing board may adopt from time to time rules and procedures not inconsistent with this section as may be necessary to effectuate this section.
(6)The governing board and the employee shall have the right to be represented by counsel.
(d)(1)If the governing board determines that the employee should be dismissed or suspended, the governing board and the employee shall share equally the expenses of the hearing, including the cost of the administrative law judge. The Controller shall pay all claims submitted pursuant to this paragraph from the General Fund, and may prescribe reasonable rules, regulations, and forms for the submission of the claims. The employee and the governing board shall pay their own attorney’s fees.
(2)If the governing board determines that the employee should not be dismissed or suspended, the governing board shall pay the expenses of the hearing, including the cost of the administrative law judge.
(3)If the employee petitions a court of competent jurisdiction for review of the decision of the governing board, the payment of expenses to the administrative law judge required by this subdivision shall not be stayed.
(4)If the decision of the governing board is finally reversed or vacated by a court of competent jurisdiction, the employee, having paid a portion of the expenses of the hearing, including the cost of the administrative law judge, shall be entitled to reimbursement from the governing board for the expenses.
(e)The hearing provided for in this section shall be conducted in a place selected by agreement. In the absence of agreement, the place shall be selected by the administrative law judge.
(f)(1)For the duration of the hearing conducted pursuant to this section, the employee may be placed on administrative leave without pay.
(2)If an employee is placed on administrative leave pursuant to this section, the employee shall continue to be paid his or her regular salary during the period of his or her administrative leave of absence if during that time he or she furnishes to the school district a suitable bond or other security acceptable to the governing board, as a guarantee that the school district will be repaid the amount of salary during the employee’s leave of absence if, by action of the governing board, a final decision is made to terminate the employee, or the employee fails or refuses to return to service following a decision not to terminate the employee. If the governing board determines that the employee should not be dismissed, the governing board shall reimburse the employee for the cost of the bond upon his or her return to service in the school district.
(3)If the employee prevails at the hearing, the administrative law judge may recommend a suitable compensatory remedy, including back wages and benefits, which the governing board may adopt if the employee is reinstated. An employee who is reinstated pursuant to this section, either by the governing board or by order of a court of competent jurisdiction, is entitled to reasonable back wages and benefits.
(a) (1) In a dismissal or suspension proceeding initiated pursuant to Section 44934, if a hearing is requested by the employee, the hearing shall be commenced within 60 days from the date of the employee’s demand for a hearing. The hearing shall be initiated, conducted, and a decision made in accordance with Chapter 5 (commencing with Section 11500) of Part 1 of Division 3 of Title 2 of the Government Code. However, the The hearing date shall be established after consultation with the employee and the governing board, or their representatives, and the representatives. Except as specified in subdivision (c), the Commission on Professional Competence shall have all of the power granted to an agency in that chapter, except that the right of discovery of the parties shall not be limited to those matters set forth in Section 11507.6 of the Government Code but shall include the rights and duties of any party in a civil action brought in a superior court under Title 4 (commencing with Section 2016.010) of Part 4 of the Code of Civil Procedure. Notwithstanding any provision to the contrary, and except for the taking of oral depositions, no discovery shall occur later than 30 calendar days after the employee is served with a copy of the accusation pursuant to Section 11505 of the Government Code. In all cases, discovery shall be completed prior to seven calendar days before the date upon which the hearing commences. If any continuance is granted pursuant to Section 11524 of the Government Code, the time limitation for commencement of the hearing as provided in this subdivision shall be extended for a period of time equal to the continuance. However, the extension shall not include that period of time attributable to an unlawful refusal by either party to allow the discovery provided for in this section.
(2) If the right of discovery granted under paragraph (1) is denied by either the employee or the governing board, all of the remedies in Chapter 7 (commencing with Section 2023.010) of Title 4 of Part 4 of the Code of Civil Procedure shall be available to the party seeking discovery and the court of proper jurisdiction, to entertain his or her motion, shall be the superior court of the county in which the hearing will be held.
(3) The time periods in this section and of Chapter 5 (commencing with Section 11500) of Part 1 of Division 3 of Title 2 of the Government Code and of Title 4 (commencing with Section 2016.010) of Part 4 of the Code of Civil Procedure shall not be applied so as to deny discovery in a hearing conducted pursuant to this section.
(4) The superior court of the county in which the hearing will be held may, upon motion of the party seeking discovery, suspend the hearing so as to comply with the requirement of the preceding paragraph (3).
(5) No witness shall be permitted to testify at the hearing except upon oath or affirmation. No testimony shall be given or evidence introduced relating to matters that occurred more than four years prior to the date of the filing of the notice. Evidence of records regularly kept by the governing board concerning the employee may be introduced, but no decision relating to the dismissal or suspension of any employee shall be made based on charges or evidence of any nature relating to matters occurring more than four years prior to the filing of the notice.
(b) (1) The Except as specified in subdivision (c), the hearing provided for in this section shall be conducted by a Commission on Professional Competence. One member of the commission shall be selected by the employee, one member shall be selected by the governing board, and one member shall be an administrative law judge of the Office of Administrative Hearings who shall be chairperson and a voting member of the commission and shall be responsible for assuring that the legal rights of the parties are protected at the hearing. If either the governing board or the employee for any reason fails to select a commission member at least seven calendar days prior to the date of the hearing, the failure shall constitute a waiver of the right to selection, and the county board of education or its specific designee shall immediately make the selection. If the county board of education is also the governing board of the school district or has by statute been granted the powers of a governing board, the selection shall be made by the Superintendent, who shall be reimbursed by the school district for all costs incident to the selection.
(2) The member selected by the governing board and the member selected by the employee shall not be related to the employee and shall not be employees of the district initiating the dismissal or suspension and shall hold a currently valid credential and have at least five years’ experience within the past 10 years in the discipline of the employee.
(3) The decision of the Commission on Professional Competence shall be made by a majority vote, and the commission shall prepare a written decision containing findings of fact, determinations of issues, and a disposition that shall be, solely, one of the following:
(4) The decision of the Commission on Professional Competence that the employee should not be dismissed or suspended shall not be based on nonsubstantive procedural errors committed by the school district or governing board unless the errors are prejudicial errors.
(5) The commission shall not have the power to dispose of the charge of dismissal by imposing probation or other alternative sanctions. The imposition of suspension pursuant to subparagraph (B) of paragraph (1) (3) shall be available only in a suspension proceeding authorized pursuant to subdivision (b) of Section 44932 or Section 44933.
(6) The decision of the Commission on Professional Competence shall be deemed to be the final decision of the governing board.
(5)The board may adopt from time to time rules and procedures not inconsistent with this section as may be necessary to effectuate this section.
(7) If the member selected by the governing board or the member selected by the employee is employed by any school district in this state, the member shall, during any service on a Commission on Professional Competence, continue to receive salary, fringe benefits, accumulated sick leave, and other leaves and benefits from the district in which the member is employed, but shall receive no additional compensation or honorariums for service on the commission.
(8) If service on a Commission on Professional Competence occurs during summer recess or vacation periods, the member shall receive compensation proportionate to that received during the current or immediately preceding contract period from the member’s employing district, whichever amount is greater.
(9) If the Commission on Professional Competence determines that the employee should be dismissed or suspended, the governing board and the employee shall share equally the expenses of the hearing, including the cost of the administrative law judge. The state shall pay any costs incurred under paragraph (2) of subdivision (d), (8); the reasonable expenses, as determined by the administrative law judge, of the member selected by the governing board and the member selected by the employee, including, but not limited to, payments or obligations incurred for travel, meals, and lodging, lodging; and the cost of the substitute or substitutes, if any, for the member selected by the governing board and the member selected by the employee. The Controller shall pay all claims submitted pursuant to this paragraph from the General Fund, and may prescribe reasonable rules, regulations, and forms for the submission of the claims. The employee and the governing board shall pay their own attorney’s fees.
(10) If the Commission on Professional Competence determines that the employee should not be dismissed or suspended, the governing board shall pay the expenses of the hearing, including the cost of the administrative law judge, judge; any costs incurred under paragraph (2) of subdivision (d), (8); the reasonable expenses, as determined by the administrative law judge, of the member selected by the governing board and the member selected by the employee, including, but not limited to, payments or obligations incurred for travel, meals, and lodging, lodging; the cost of the substitute or substitutes, if any, for the member selected by the governing board and the member selected by the employee, employee; and reasonable attorney’s fees incurred by the employee.
(11) As used in this section, subdivision, “reasonable expenses” shall not be deemed “compensation” within the meaning of subdivision (d). paragraph (7) or (8).
(12) If either the governing board or the employee petitions a court of competent jurisdiction for review of the decision of the commission, the payment of expenses to members of the commission required by this subdivision shall not be stayed.
(13) If the decision of the commission is finally reversed or vacated by a court of competent jurisdiction, either the state, having paid the commission members’ expenses, shall be entitled to reimbursement from the governing board for those expenses, or the governing board, having paid the expenses, shall be entitled to reimbursement from the state.
(B)Additionally, state. Additionally, either the employee, having paid a portion of the expenses of the hearing, including the cost of the administrative law judge, shall be entitled to reimbursement from the governing board for the expenses, or the governing board, having paid its portion and the employee’s portion of the expenses of the hearing, including the cost of the administrative law judge, shall be entitled to reimbursement from the employee for that portion of the expenses.
(14) The hearing provided for in this section subdivision shall be conducted in a place selected by agreement among the members of the commission. In the absence of agreement, the place shall be selected by the administrative law judge.
SEC. 6.Section 44945 of the Education Code is amended to read:
The decision of the governing board may, on petition of the employee, be reviewed by a court of competent jurisdiction in the same manner as a decision made by a hearing officer under Chapter 5 (commencing with Section 11500) of Part 1 of Division 3 of Title 2 of the Government Code. The court, on review, shall exercise its independent judgment on the evidence. The proceeding shall be set for hearing at the earliest possible date and shall take precedence over all other cases, except older matters of the same character and matters to which special precedence is given by law.
SEC. 7.Section 45047 of the Education Code is repealed.