The Board delegates to the superintendent the authority to suspend any staff member for any legal
reason in accordance with district policy and law. Action shall be taken when, in the judgment of
the superintendent, the best interests of the school will be served by immediate suspension. In such
cases suspension may be in force until the next regular meeting of the Board or until a special
meeting can be called to consider the problem.
Employees without Contracts
The superintendent may suspend, with or without pay, professional staff members who are not under
contract. The superintendent shall report any such suspension to the Board of Education. The
superintendent's decision will stand approved unless reversed by the Board.
Employees with Contracts
Employees with contracts may be suspended with pay in accordance with law.
Employees with contracts may be suspended without pay only after appropriate due process. Prior
to suspending a professional staff member without pay during the term of a contract, the district will
notify the employee of the charges, give the employee an opportunity to discuss the charges and
inform the employee of the opportunity to appeal the suspension to the Board of Education. The
employee must request an appeal within ten days of notice of suspension without pay. If the
employee appeals, the employee may also be suspended with pay pending the appeal. In general,
pay will not be withheld until the Board renders its decision, unless an appeal has been waived.
Special Circumstances Requiring Suspension
Pursuant to state law, any employee who strip searches a student in violation of law will be
immediately suspended without pay and may be terminated. Prior to suspending a professional staff
member with an employment contract, the district will notify the employee of the charges, give the
employee an opportunity to discuss the charges and inform the employee of the opportunity to appeal
the suspension to the Board of Education. If the Board reverses the suspension, the employee will
be reimbursed for any pay withheld. Depending on the length and nature of the suspension, the
employee may receive additional due process as required by law.
If the district receives information that an employee has allegedly been involved in sexual
misconduct with a student or any other child, the district will suspend the employee pending an
investigation. In accordance with law, the district will suspend or continue a suspension of an
employee if the Children's Division (CD) of the Department of Social Services finds that an
allegation of sexual misconduct with a student is substantiated, but the district may return the
employee to his or her position if the finding is reversed by a court on appeal and becomes final. The
district reserves the right to suspend or terminate an employee for any legal reason, including sexual
misconduct, regardless of whether another agency or a court substantiates the claim. A hearing will
be provided to an employee upon request when required by law.
* * * * * * *
Note: The reader is encouraged to check the index located at the beginning of this section
for other pertinent policies and to review administrative procedures and/or forms for
Revised: 03/09/2004; 03/08/2005; 06/12/2012
Cross Refs: AC, Prohibition against Discrimination, Harassment and Retaliation
JFCF, Hazing and Bullying
JFG, Interrogations, Interviews and Searches
JHG, Reporting and Investigating Child Abuse/Neglect
Legal Refs: §§ 162.068, 167.166, 168.071, .101 - .126, RSMo.
Lindbergh Schools, St. Louis, Missouri
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