ASM CPC BlogAs the first of its kind, our CPC Blog analyzes decisions issued by California Commissions on Professional Competence ("CPC") regarding teacher and other certificated staff dismissals. Our CPC Blog is designed to provide useful analysis and timely information concerning teacher dismissals in a user-friendly and easy to access format. We hope our CPC Blog is helpful in dispelling many myths regarding teacher dismissals and is useful in educating administrators and the general public regarding this process.
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Vol.17-004, May 26, 2017
District Required to Reinstate Teacher After Failing to Prove Inappropriate Touching of Students
(OAH Case No. 2016060348 (2017).)
The Gist
The Details
The school district initiated dismissal proceedings against a male fifth-grade teacher after receiving student complaints that he regularly hugged them; rubbed their shoulders, necks, and biceps; touched their necks, shoulders and lower back; interlocked fingers with them; stared at their breasts; attempted to pull a student’s bra strap; and grazed a student’s breast while he attempted to adjusted her shirt. The district charged the teacher with unprofessional conduct, immoral conduct, evident unfitness for service, and persistent violation of school laws.
In its decision, the CPC noted that the district maintained a Board Policy prohibiting employees from engaging in any non-age-appropriate touching or physical contact with students. Additionally, the CPC noted that the school principal claimed she directed employees to refrain from all touching of students.
The CPC closely analyzed the students’ statements and, based on inconsistencies in their testimony, found their description of the teacher’s conduct to be unpersuasive. Further, based on the testimony of other staff members, the CPC found that employees routinely engaged in age appropriate physical contact with students to promote a positive, supportive, and nurturing environment. Consequently, the CPC rejected the principal’s claim that she verbally directed staff not to touch students. Notably, the CPC closely analyzed the teacher’s prior performance evaluations, which commended him for appropriately engaging students and his awareness and sensitivity to students’ social, cultural, and emotional development.
Ultimately, the CPC found the district failed to meet its burden of establishing that the teacher’s conduct warranted dismissal. As a result, the teacher was reinstated.
Practical Pointers
This case illustrates many of the complications which may arise through student witness testimony. School districts are well-advised to employ sound practices when interviewing students and to carefully analyze student statements for inconsistencies.
This case reveals that verbal directives by site administrators alone likely will not carry the same force or effect of a Board Policy. It also demonstrates that, absent a written record, employee recollection of such directives may vary. Therefore, administrators are well-advised to memorialize verbal directives in writing and ensure those directives are actually implemented.
Finally, this case demonstrates that evaluators must prepare careful and thoughtful evaluations. All remarks in an evaluation must accurately reflect the employee’s performance. Likewise, evaluation narratives should describe concerns related to employee performance and/or conduct, subject to any applicable collective bargaining agreement requirements.
Please note, nothing contained in the CPC Blog is intended to be legal advice. Please feel free to contact any of our offices for additional information and/or consult legal counsel regarding any particular matters.
- Verbal directives issued by site level administrators do not constitute policy or regulations of the Governing Board.
- In CPC hearings, witness testimony and witness credibility is critical. School district witnesses, especially student witnesses, who testify inconsistently about critical facts will lack credibility.
- Evaluations should accurately reflect concerns related to employee conduct or performance.
The Details
The school district initiated dismissal proceedings against a male fifth-grade teacher after receiving student complaints that he regularly hugged them; rubbed their shoulders, necks, and biceps; touched their necks, shoulders and lower back; interlocked fingers with them; stared at their breasts; attempted to pull a student’s bra strap; and grazed a student’s breast while he attempted to adjusted her shirt. The district charged the teacher with unprofessional conduct, immoral conduct, evident unfitness for service, and persistent violation of school laws.
In its decision, the CPC noted that the district maintained a Board Policy prohibiting employees from engaging in any non-age-appropriate touching or physical contact with students. Additionally, the CPC noted that the school principal claimed she directed employees to refrain from all touching of students.
The CPC closely analyzed the students’ statements and, based on inconsistencies in their testimony, found their description of the teacher’s conduct to be unpersuasive. Further, based on the testimony of other staff members, the CPC found that employees routinely engaged in age appropriate physical contact with students to promote a positive, supportive, and nurturing environment. Consequently, the CPC rejected the principal’s claim that she verbally directed staff not to touch students. Notably, the CPC closely analyzed the teacher’s prior performance evaluations, which commended him for appropriately engaging students and his awareness and sensitivity to students’ social, cultural, and emotional development.
Ultimately, the CPC found the district failed to meet its burden of establishing that the teacher’s conduct warranted dismissal. As a result, the teacher was reinstated.
Practical Pointers
This case illustrates many of the complications which may arise through student witness testimony. School districts are well-advised to employ sound practices when interviewing students and to carefully analyze student statements for inconsistencies.
This case reveals that verbal directives by site administrators alone likely will not carry the same force or effect of a Board Policy. It also demonstrates that, absent a written record, employee recollection of such directives may vary. Therefore, administrators are well-advised to memorialize verbal directives in writing and ensure those directives are actually implemented.
Finally, this case demonstrates that evaluators must prepare careful and thoughtful evaluations. All remarks in an evaluation must accurately reflect the employee’s performance. Likewise, evaluation narratives should describe concerns related to employee performance and/or conduct, subject to any applicable collective bargaining agreement requirements.
Please note, nothing contained in the CPC Blog is intended to be legal advice. Please feel free to contact any of our offices for additional information and/or consult legal counsel regarding any particular matters.
Vol. 17-003, May 17, 2017
Dismissal Overturned Based on Biased Investigation and Lack of Conclusive Evidence to Support Investigator’s Findings
(OAH Case No. 2016040305 (2017).)
The Gist
The Details
After receiving an anonymous letter alleging a principal exercised favoritism in admitting five specifically named students, the District forwarded the letter to its private investigator to determine the author of the letter. After interviewing several witnesses and other individuals, including a counselor, the investigator concluded that the counselor authored the letter. Shortly thereafter, the District initiated dismissal proceedings against the counselor for dishonesty, evident unfitness for service, and persistent failure or refusal to obey state laws or District regulations.
The CPC unanimously found that the evidence did not support the District’s allegation that the counselor wrote the letter and overturned the dismissal. The CPC noted that the evidence the District collected was merely circumstantial, the counselor did not confess to writing the letter, and the District lacked any direct evidence supporting the District’s conclusion that the counselor authored the letter.
Additionally, the CPC noted that the District investigator’s firm regularly worked for the District and received a monthly retainer fee. The CPC opined that this arrangement made it difficult for the investigator to conduct an independent, unbiased investigation for the District. It also noted that the investigator displayed overt bias against the counselor when interviewing witnesses, thereby undermining the investigator’s credibility and determinations.
Practical Pointers
When conducting an investigation, school district officials and outside investigators must carefully gather and assess all evidence. Findings and conclusions must be supported by a preponderance of the evidence. School districts should refrain from taking disciplinary action against employees if the preponderance of the evidence does not support a finding that the employee actually engaged in the alleged misconduct. District investigations should be unbiased to avoid undermining an otherwise compelling case for dismissal.
Please note, nothing contained in the CPC Blog is intended to be legal advice. Please feel free to contact any of our offices for additional information and/or consult legal counsel regarding any particular matters.
- Factual findings and conclusions in an investigation must be supported by the preponderance of the evidence (evidence that it is “more likely than not” the employee engaged in wrongdoing)
- Investigator bias can undermine an otherwise compelling case for dismissal
The Details
After receiving an anonymous letter alleging a principal exercised favoritism in admitting five specifically named students, the District forwarded the letter to its private investigator to determine the author of the letter. After interviewing several witnesses and other individuals, including a counselor, the investigator concluded that the counselor authored the letter. Shortly thereafter, the District initiated dismissal proceedings against the counselor for dishonesty, evident unfitness for service, and persistent failure or refusal to obey state laws or District regulations.
The CPC unanimously found that the evidence did not support the District’s allegation that the counselor wrote the letter and overturned the dismissal. The CPC noted that the evidence the District collected was merely circumstantial, the counselor did not confess to writing the letter, and the District lacked any direct evidence supporting the District’s conclusion that the counselor authored the letter.
Additionally, the CPC noted that the District investigator’s firm regularly worked for the District and received a monthly retainer fee. The CPC opined that this arrangement made it difficult for the investigator to conduct an independent, unbiased investigation for the District. It also noted that the investigator displayed overt bias against the counselor when interviewing witnesses, thereby undermining the investigator’s credibility and determinations.
Practical Pointers
When conducting an investigation, school district officials and outside investigators must carefully gather and assess all evidence. Findings and conclusions must be supported by a preponderance of the evidence. School districts should refrain from taking disciplinary action against employees if the preponderance of the evidence does not support a finding that the employee actually engaged in the alleged misconduct. District investigations should be unbiased to avoid undermining an otherwise compelling case for dismissal.
Please note, nothing contained in the CPC Blog is intended to be legal advice. Please feel free to contact any of our offices for additional information and/or consult legal counsel regarding any particular matters.
Vol. 17-002, May 3, 2017
Teacher Dismissed for Working Out of State while on Paid Sick Leave
(OAH Case No. 2016070474 (2017).)
The Gist
● Misuse of leave may constitute dishonest conduct and warrant dismissal
● Leave forms should require employees to certify their approriate use of leave
● Proper monitoring of employee leave may reduce employee abuse of leaves
The Details
In this case, on two occasions, a second-grade teacher took paid sick leave and agreed, under penalty of perjury, not to be employed elsewhere during her regular work hours while on leave. On both occasions while on paid leave, she worked for a school district in Florida.
The school district’s Certificated Request for Leave of Absence form included a section stating in relevant part: “I certify I was not and will not be employed elsewhere during my regular work hours within the time period claimed on this certification.” Just below this text, the form further provided: “I declare under penalty of perjury that I have read the paragraph above, and it is true and correct.” The teacher took paid sick leave from January 13, 2015 through May 30, 2015. Thereafter, the teacher traveled to Florida and worked as a teacher in a public school for 16 days while on paid leave.
The teacher returned in time to work two days before the end of that school year. On the first day of the 2015-2016 school year, the teacher took another paid leave and signed the same form, certifying she would not work while on paid leave. During her second leave period, she worked in Florida for five days, and applied for employment in Florida during that time.
The CPC unanimously found the teacher’s conduct was dishonest, that she refused to obey school laws and that she engaged in unprofessional conduct by making false statements. The CPC found the teacher’s claim that she did not work during “work hours” given the time difference between Florida and the west coast damaged her credibility. The CPC also noted that she appeared to have little remorse for her actions.
Practical Pointers
Employee leaves place a heavy burden on clients, and managing leaves can be time consuming for human resources departments. Further, abuse of leave seems to be an increasing problem for school districts. This case supports the argument that teachers who dishonestly represent the purpose of leave and/or use that leave for improper purposes may be dismissed. This case also illustrates the importance of having key safeguards in place, including updated school district forms concerning leaves of absences. It further demonstrates that monitoring employee use of leave can result in dismissal of unprofessional or dishonest employees who abuse paid leave.
Please note, nothing contained in the CPC Blog is intended to be legal advice. Please feel free to contact any of our offices for additional information and/or consult legal counsel regarding any particular matters.
● Misuse of leave may constitute dishonest conduct and warrant dismissal
● Leave forms should require employees to certify their approriate use of leave
● Proper monitoring of employee leave may reduce employee abuse of leaves
The Details
In this case, on two occasions, a second-grade teacher took paid sick leave and agreed, under penalty of perjury, not to be employed elsewhere during her regular work hours while on leave. On both occasions while on paid leave, she worked for a school district in Florida.
The school district’s Certificated Request for Leave of Absence form included a section stating in relevant part: “I certify I was not and will not be employed elsewhere during my regular work hours within the time period claimed on this certification.” Just below this text, the form further provided: “I declare under penalty of perjury that I have read the paragraph above, and it is true and correct.” The teacher took paid sick leave from January 13, 2015 through May 30, 2015. Thereafter, the teacher traveled to Florida and worked as a teacher in a public school for 16 days while on paid leave.
The teacher returned in time to work two days before the end of that school year. On the first day of the 2015-2016 school year, the teacher took another paid leave and signed the same form, certifying she would not work while on paid leave. During her second leave period, she worked in Florida for five days, and applied for employment in Florida during that time.
The CPC unanimously found the teacher’s conduct was dishonest, that she refused to obey school laws and that she engaged in unprofessional conduct by making false statements. The CPC found the teacher’s claim that she did not work during “work hours” given the time difference between Florida and the west coast damaged her credibility. The CPC also noted that she appeared to have little remorse for her actions.
Practical Pointers
Employee leaves place a heavy burden on clients, and managing leaves can be time consuming for human resources departments. Further, abuse of leave seems to be an increasing problem for school districts. This case supports the argument that teachers who dishonestly represent the purpose of leave and/or use that leave for improper purposes may be dismissed. This case also illustrates the importance of having key safeguards in place, including updated school district forms concerning leaves of absences. It further demonstrates that monitoring employee use of leave can result in dismissal of unprofessional or dishonest employees who abuse paid leave.
Please note, nothing contained in the CPC Blog is intended to be legal advice. Please feel free to contact any of our offices for additional information and/or consult legal counsel regarding any particular matters.
Vol. 17-001, May 2, 2017
Psychologist Dismissed for Circulating Confidential Information and Falsifying Residency Form
(OAH Case No. 2016060112 (2017).)
The Gist
● Willful disclosure of confidential student information for improper purposes may warrant dismissal
● Falsification of school district forms for personal advantage may also support dismissal
The Details
In this case, a psychologist shared confidential student information with parents who were not the parents of the children whose records were disclosed. Those disclosures included, among other things, student information contained in district documents and details regarding requests for services. The psychologist also disclosed confidential information regarding an on-going investigation, litigation, and terms of confidential settlement agreements.
The psychologist shared this information via text messages, in many of which she acknowledged the wrongfulness of her conduct. For example, her text messages stated, among other things, “for ur eyes only” and “mums the word.” The CPC characterized the psychologist’s communications as “gossip.”
The psychologist also filed a proof of residency form falsely asserting that her children lived within the attendance boundaries of the school to which she was assigned. The district sought to dismiss the psychologist for unprofessional conduct, dishonesty, and persistent failure or refusal to comply with district rules and regulations.
The CPC unanimously upheld the psychologist’s dismissal by concluding that the psychologist’s conduct constituted dishonesty and a persistent failure or refusal to comply with district rules and regulations.
Practical Pointers
Clients often struggle with the appropriate level of discipline to administer to in response to employee misconduct. This case seems to support a finding that a certificated staff member who knowingly and willfully violates the law by improperly disclosing confidential student may be dismissed. It should be noted, however, that the CPC found the psychologist’s conduct to be highly blameworthy given the fact the she knowingly and wrongfully distributed the student information, the psychologist took no responsibility for her actions, and her testimony was not “persuasive or credible.”
Please note, nothing contained in the CPC Blog is intended to be legal advice. Please feel free to contact any of our offices for additional information and/or consult legal counsel regarding any particular matters.
Copyright ©2017 Adams Silva McNally LLP. All rights reserved.
● Willful disclosure of confidential student information for improper purposes may warrant dismissal
● Falsification of school district forms for personal advantage may also support dismissal
The Details
In this case, a psychologist shared confidential student information with parents who were not the parents of the children whose records were disclosed. Those disclosures included, among other things, student information contained in district documents and details regarding requests for services. The psychologist also disclosed confidential information regarding an on-going investigation, litigation, and terms of confidential settlement agreements.
The psychologist shared this information via text messages, in many of which she acknowledged the wrongfulness of her conduct. For example, her text messages stated, among other things, “for ur eyes only” and “mums the word.” The CPC characterized the psychologist’s communications as “gossip.”
The psychologist also filed a proof of residency form falsely asserting that her children lived within the attendance boundaries of the school to which she was assigned. The district sought to dismiss the psychologist for unprofessional conduct, dishonesty, and persistent failure or refusal to comply with district rules and regulations.
The CPC unanimously upheld the psychologist’s dismissal by concluding that the psychologist’s conduct constituted dishonesty and a persistent failure or refusal to comply with district rules and regulations.
Practical Pointers
Clients often struggle with the appropriate level of discipline to administer to in response to employee misconduct. This case seems to support a finding that a certificated staff member who knowingly and willfully violates the law by improperly disclosing confidential student may be dismissed. It should be noted, however, that the CPC found the psychologist’s conduct to be highly blameworthy given the fact the she knowingly and wrongfully distributed the student information, the psychologist took no responsibility for her actions, and her testimony was not “persuasive or credible.”
Please note, nothing contained in the CPC Blog is intended to be legal advice. Please feel free to contact any of our offices for additional information and/or consult legal counsel regarding any particular matters.
Copyright ©2017 Adams Silva McNally LLP. All rights reserved.
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