Compulsory Dismissal. The District shall not employ or retain in employment any person who has been convicted of any sex offense as defined in Education Code 44010 or any controlled substance offense as defined in Education Code 44011. If any such conviction is reversed and the person acquitted or charges dismissed except as otherwise provided below, the employee may be reemployed by the District, although reemployment is not guaranteed. 12.11.1 The District reserves the right to dismiss an employee for any acts upon which the original criminal charges were based, despite the disposition by the courts. If dismissal is recommended and upheld, an employee will not be reemployed or compensated for the time he/she was suspended unless otherwise required by law. An employee shall be given notice of the possibility of not being reimbursed during mandatory suspension if he/she is ultimately dismissed for the acts upon which the original charges were based. 12.11.2 The Board may extend an employee's compulsory leave of absence by giving him/her notice, within ten (10) days after the entry of judgment in the court proceedings, that he/she will be dismissed in twenty (20) days unless he/she demands a hearing. Employee compensation during the period of compulsory leave shall be made in accordance with law.
Appears in 3 contracts
Sources: Collective Bargaining Agreement, Collective Bargaining Agreement, Collective Bargaining Agreement