Employee Files
You complete a 48 hour meeting with Ms. James and her union rep. After your meeting, you send Ms. James a formal write-up to be placed in her file, and you request that she signs it and sends it back to you. Ms. James responds that she refuses to sign the write-up.
- Contact the union rep who attended. They are contractually obligated to sign for acknowledgment of the write-up.
It is November 13th and Charlene has used all 10 of her sick days and will begin payroll deduct for future absences. You noticed that she has been in payroll deduct the last 3 schools years. Her team has complained to you about her constant absences. What should you do?
- Check for ongoing documented medical concerns?
- 48hr meeting for unusual attendance pattern
-Review Attendance Memorandum 4007.2
- Abuse of leave time may result in progressive discipline including termination
After completing a 48 hour meeting with Bob (Teacher), you gave him a written warning for poor job performance. Three weeks later, the behavior continues. What should you do?
- Schedule a 48 Hour Meeting
- Discuss and create an Improvement Plan
- Review Improvement Plan expectations every 30 days.
Germaine is a teacher who reported to you that she is receiving text messages from her ex boyfriend, Tito, who works in the nutrition in another building. They broke up 4 months ago and he continues to text her expressing his interest to reconnect. Germaine said she is begin to feel unsafe and thought she saw him sitting the parking lot after work on a few occasions.
- Schedule formal meeting with teacher
-Document meeting and collect supporting evidence
-Inform her that this concern will be submitted to HR who will follow up with her to address concern
-Monitor completed action steps
Your teacher reported to you Custodian Pee Wee was seen unloading school folding chairs out of the back of his pick up truck 7:14am in the morning. After pulling the video, you observed him unloading 19 folding chairs and placing them back into school storage. What steps will you take to address this concern?
- Inform facility administrators that you intend to 48 the employee
- Schedule a 48 hour meeting and invite facilities administrator
- Document Meeting and refer to HR
You just completed an evaluation for a secretary. The secretary is unhappy with the evaluation and wishes to discuss the evaluation with you.
- Schedule a meeting w/ the secretary
- Discuss the evaluation using the rubric and facts
- Offer the secretary the ability to attach a rebuttal
- Have the secretary sign the evaluation on the spot and send you the rebuttal to attach
A para sent you an email complaining about your teacher Mr. Ja Nay Nay. The para said that Mr. Ja Nay Nay should be helping with morning bus duty. The para reported that he is ALWAYS late. After speaking with other morning bus duty staff, you confirmed that he is late a lot and sometimes doesn't show up at all. What should you do?
- 48 Hr Meeting Notice
- Investigate-Optional pull badging in data
- Discuss assignment expectations
- Inform him that failure to complete administrative assignments will result in progressive discipline
- Document the meeting expectations
Tammy is a September 1st new hire para. Towards the end of September, you had an informal conversation about her aggressive yelling at students in her assigned classroom. She was heard on 5 different occasions yelling at students for not completing their work. 3 weeks later, you have a 48 hour meeting with Tammy to address a report that she was repeatedly leaving work early. She was issued a written warning and advise to complete her daily work schedule. October 11, 2025, Assistant Principal Hambone completed a 48 hour meeting to address a report that Tammy was missing from her recess duty on 8 different occasions. She was scheduled another 48 hr meeting and reprimanded for not calling out appropriately. In June, HR is contacted and a request is submitted to move her out of the building for being a trouble maker and not a good fit for the building moving forward. According to the contract, what actions should have been completed to address the behavior of this newly hired para?
-New para employees will serve a probationary period of 60 days, with an additional 30 work days upon written notification to employee containing reasons for extension. Article 6.3 Probationary employee no access to grievance procedure to dispute discharge
Your building chief Elton keeps complaining to you about custodian Roscoe not completing his pm cleaning assignments. He has written Roscoe up several times for poor work performance. Another custodian, Lulu, told Roscoe that Elton is talking about him behind his back. Roscoe sent you an email informing that he would like to file a formal harassment complaint against Elton. He said the chief just don't like him and treats him differently from other custodians. What action steps would you take to address this issue?
- Inform facilities admin about the issue
- Schedule 48 hr. meeting to hear his concerns, and invite facilities admin
- Follow Level 1 resolution process to address perception of work performance write ups. Document expectations for work improvement.
- Inform him that formal harassment complaints must be written and submitted to HR.
Ella is a pm custodian who works the 3pm-11pm shift at your school. She is dropped off and picked up from work by her husband. Your building chief reported that the pm crew complains about her coming to work smelling like marijuana. What are your next steps?
-48 Hr meeting about reported odor
-Do partner/spouse smoke in car/house?
-Share Drug and Alcohol Free Workplace Policy
-Contact HR if employee is believed to be at work under the influence of marijuana. Law prohibits reporting to work under the influence
You are a new administrator in a building. You are having a problem with an employee and would like to look at the employees file to see if previous administrators have had similar issues. Are you allowed to do this?
Delaware school administrators are allowed to review employee records for legitimate purposes related to their employment, such as performance evaluations, disciplinary actions, promotions, or other employment decisions.
Access will be restricted to those with a legitimate need to know for their job functions
After a January team meeting, your grade level team leader request to meet with you. During the meeting, she expressed the frustration of some of her team members with a member of the team. Apparently, Beyonce, has called out of work on 5 Fridays and 3 Mondays. Members of the team always have to step in to cover her Friday duty. What steps should you take to address this concern?
- Inform the team leader that you are contractually obligated to inform the employee of your source for the complaint.
- Gather Facts (Check attendance history)
- 48 the employee on the NEXT Friday/Monday call out.
- Hold 48 with employee
- Document discussed expectations
Nurse Cratchit has been the school nurse at your building for 23 years. Her relationship with building staff has soured in recent years. Teacher have been complaining that she send students right back to the room for minor reported health issues. Students will often repeat things said by Cratchit. On Monday, you decide to talk to 2 students who were sent to Cratchit. The one student said Cratchit was yelling "your teacher need to get clue and a life! I'm tired of her send all you kids to me every time you rub your nose." The other student said Cratchit yelled at her. She reported that Cratchit said, "awe, what's wrong with the tummy now? It you ate better at home, you may not have so many stomach issues. Your mom needs to stop buying you all that candy and flamming hot takis. Somebody needs to give her a clue". What are your steps to address this growing concern?
-48 Hr Mtg
-Document the behavior
-List Contractual and Board Policy Expectations moving forward
-Monitor and use Progressive Discipline for continued violations
- Document meeting and expectations
Ozzie is a teacher in your school who is well liked and has a lot of friends. He is the life of the party and likes to joke around. He likes share some of his going to the club stories with team mates. He shares details about his sexual encounters with some of the ladies he meets. New para hire, Betty, was assigned to support his room. At times, she's over heard these conversations in the room and hallway while he talks to others. Overtime, he begins to share his exploits with her. He jokingly discussed the breasts of some of the women he meets. Betty sends you an email asking to moved out of his room. She said she does not feel comfortable working with him. What are your next steps?
-Schedule meeting with Betty. Document details collect available evidence.
-48hr Mtg with Ozzie Share reported concerns document and collect available evidence
-Refer to HR
Dougie, is a teacher in your building. He's been in your building for 5 years. A couple staff members reported to you that they thought they smelled alcohol talking to him after his end of the day planning period. One of the teachers reported that he often conversates while drinking out of his covered Wawa cup. What would you do?
-Begin Investigation- team based approach to monitor/prove influence of alcohol
-Contact HR- if alcohol is smelled and/or observable signs for reasonable suspicion ( slurred speech, trouble walking/maintaining balance) Document observable signs
You just finished a 48 hour meeting with James. James' union rep requested that you provide him a documented written warning instead of a write-up in his file. How should you handle this?
- If it's not in the HR file, it's not part of the employment record. Although.....
- If you send it in an email, it is a time stamped legal document.
During your monthly union liaison meeting, one of your union reps complained about the disciplinary actions her team member received for repeated tardiness to work. She complained that it was not fair that a teacher was disciplined for tardiness, but a member of the admin team is constantly late for work too. She asked you will anything be done about that too? She informs you that people are talking. How would you address this concern?
-Habitual tardiness is an unusual attendance pattern in accordance with Attendance Memorandum 4007.2.
-Consistent violations to the attendance policy may result in progressive discipline.
-If true, the issue should be addressed immediately.
Your current head secretary and office clerk are not getting along. Your head secretary Jennifer has been in your building for 10 years. Your clerk, Rapunzel, voluntary transferred into your building 3 months ago. At times, they can be heard arguing with one another over who should be completing certain work tasks. You over hear Rapunzel tell another staff member, that Jennifer gets on her nerves and she hates working in the office. You also noticed that they haven't spoken to each other in the office for over 2 or 3 days. What proactive steps should you take to prevent this issue from becoming a bigger problem?
- Schedule individual meetings to document concerns and collect available evidence.
-Schedule conflict resolution session(s)
-Identify conflict, Review Work Responsibilities, Establish Work Expectations using contractual language and policy
-Monitor and support action plan
Garth is a teacher in your building. He also served as girls basketball coach for the past 2 years. Last year, you had to address a number of parent and student complaints about his lack of organization and poor communication to students and families. The majority of your conversations were informal. At the end of the season, you communicated to him that he would not be returning as the girls basketball coach. Your AD eventually hires a new female coach for the girls basketball team. At the start of the new season, you received a complaint and request to meet from Garth. He states that you discriminated against him removing him as a coach. He accuses you of preferring a woman for the coaching position. He would like to file a grievance for unfair labor practice. What steps could have prevented this and how should you respond to the complaint?
-After informal warning(s), send an email summarizing your converstaion.
- Progress to required 48hr meeting to document poor performance and written work expectations.
- Failure to improve on written expectations may result in progressive disciplinary actions including loss of the EPER position or full-time employment termination
- Document Document Document
New hire para, Kramer, is a 21 year old former Red Clay student. After his first 60 days of the school year, you receive a number of complaints about him being on his phone in the classroom. You also receive a number complaints about him being late for his afternoon duties. You informally told him to staff off the phone and to be on time for his assigned duties. The reports of his behavior continues. How would you address this behavior to improve his performance?
-48 hr. mtg
-Discuss the behavior
-Document Write-Up and Expectations moving forward
-Monitor and use Progressive Discipline for additional infractions