C. Edward Lawrence, president of the Lawrence Educational Consulting Group, has advised many school districts on how to prepare and win unsatisfactory staff member evaluation and misconduct cases. Dr. Lawrence has nearly 30 years of experience in the field of education—he has served as a teacher, principal, assistant superintendent, author, and professor. For the past twelve years, Dr. Lawrence has inspired future educators as a Clinical Professor in the Department of Curriculum and Instruction at the University of Nevada, Las Vegas. He earned a bachelor’s degree in elementary education from West Virginia State University, a master’s degree in guidance and counseling from the Marquette University, a certificate in administrative leadership, and a Ph.D. in urban education from the University of Wisconsin-Milwaukee. Before his current position, he was the assistant superintendent for a large urban school district where he had an extensive educational career in public education. He served as a teacher, counselor, team leader, and assistant principal at the elementary, middle, and high school levels, as principal at the elementary and middle school level, as director of alternative programs, and as a community superintendent. In addition, he served as a hearing officer for unsatisfactory teacher evaluations, second-step misconduct, and immediate teacher suspensions. He was an adjunct instructor in the Department of Administrative Leadership teaching courses in clinical supervision and critical issues—including staff misconduct and evaluating the marginal teacher. Dr. Lawrence is first author of the following books: The Marginal Teacher: A Step-by-Step Guide to Fair Procedures for Identification and Dismissal (1993) (2nd edition 2001); How to Handle Staff Misconduct: A Step-by-Step Guide (1995) (2nd edition 2003); and The Incompetent Specialist: How to Evaluate, Document Performance, and Dismiss School Staff (1996).

"How to Handle Staff Misconduct has simplified the process with its step-by-step format and has removed a lot of the emotions that have previously gone into addressing staff misconduct issues. I’ve had occasions to put the steps into play and have found them to be logical and straightforward."

• List of Progressive Discipline ChartsA Cautionary NotePrefaceAbout the AuthorIntroductionPart I: General Procedures to Handle Misconduct1. Strategies to Handle MisconductJust CauseDue ProcessProgressive Discipline2. The Misconduct InvestigationVictim/Witness Statement FormDiagram of the Human BodyPolice RecordsPhotographs and Videotaping3. School-Level Misconduct MeetingPart II: Administrative Misconduct Handled by the Principal4. Unexcused Absence and Excessive Tardiness5. Neglect of Duty6. Abuse, Insulting, or Profane Language7. Corporal Punishment8. InsubordinationPart III: Serious Misconduct Requiring Immediate Suspension9. The Immediate Suspension Conference With Hearing Officer10. The School Board HearingPart IV: Criminal Misconduct11. Sexual Misconduct12. Abuse of Controlled Substances13. Theft and Fraud 14. Criminal Misconduct Outside the School SettingRESOURCESResource A: Standards of Acceptable Conduct for Staff MembersResource B: Letter to Schedule an Oral Reprimand ConferenceResource C: Major Components of an Oral WarningResource D: Letter to Schedule a Misconduct MeetingResource E: First Letter of Reprimand - Major ComponentsResource F: Second Letter of Reprimand - Major ComponentsResource G: Allegation of Staff Misconduct Standard Report FormResource H: Diagram of Human BodyResource I: Misconduct Meeting at the School LevelResource J: Misconduct Meeting With Hearing OfficerResource K: Letter to the Media About Criminal MisconductReferencesIndex

C. Edward Lawrence, president of the Lawrence Educational Consulting Group, has advised many school districts on how to prepare and win unsatisfactory staff member evaluation and misconduct cases. Dr. Lawrence has nearly 30 years of experience in the field of education—he has served as a teacher, principal, assistant superintendent, author, and professor. For the past twelve years, Dr. Lawrence has inspired future educators as a Clinical Professor in the Department of Curriculum and Instruction at the University of Nevada, Las Vegas. He earned a bachelor’s degree in elementary education from West Virginia State University, a master’s degree in guidance and counseling from the Marquette University, a certificate in administrative leadership, and a Ph.D. in urban education from the University of Wisconsin-Milwaukee. Before his current position, he was the assistant superintendent for a large urban school district where he had an extensive educational career in public education. He served as a teacher, counselor, team leader, and assistant principal at the elementary, middle, and high school levels, as principal at the elementary and middle school level, as director of alternative programs, and as a community superintendent. In addition, he served as a hearing officer for unsatisfactory teacher evaluations, second-step misconduct, and immediate teacher suspensions. He was an adjunct instructor in the Department of Administrative Leadership teaching courses in clinical supervision and critical issues—including staff misconduct and evaluating the marginal teacher. Dr. Lawrence is first author of the following books: The Marginal Teacher: A Step-by-Step Guide to Fair Procedures for Identification and Dismissal (1993) (2nd edition 2001); How to Handle Staff Misconduct: A Step-by-Step Guide (1995) (2nd edition 2003); and The Incompetent Specialist: How to Evaluate, Document Performance, and Dismiss School Staff (1996).

"How to Handle Staff Misconduct has simplified the process with its step-by-step format and has removed a lot of the emotions that have previously gone into addressing staff misconduct issues. I’ve had occasions to put the steps into play and have found them to be logical and straightforward."

• List of Progressive Discipline ChartsA Cautionary NotePrefaceAbout the AuthorIntroductionPart I: General Procedures to Handle Misconduct1. Strategies to Handle MisconductJust CauseDue ProcessProgressive Discipline2. The Misconduct InvestigationVictim/Witness Statement FormDiagram of the Human BodyPolice RecordsPhotographs and Videotaping3. School-Level Misconduct MeetingPart II: Administrative Misconduct Handled by the Principal4. Unexcused Absence and Excessive Tardiness5. Neglect of Duty6. Abuse, Insulting, or Profane Language7. Corporal Punishment8. InsubordinationPart III: Serious Misconduct Requiring Immediate Suspension9. The Immediate Suspension Conference With Hearing Officer10. The School Board HearingPart IV: Criminal Misconduct11. Sexual Misconduct12. Abuse of Controlled Substances13. Theft and Fraud 14. Criminal Misconduct Outside the School SettingRESOURCESResource A: Standards of Acceptable Conduct for Staff MembersResource B: Letter to Schedule an Oral Reprimand ConferenceResource C: Major Components of an Oral WarningResource D: Letter to Schedule a Misconduct MeetingResource E: First Letter of Reprimand - Major ComponentsResource F: Second Letter of Reprimand - Major ComponentsResource G: Allegation of Staff Misconduct Standard Report FormResource H: Diagram of Human BodyResource I: Misconduct Meeting at the School LevelResource J: Misconduct Meeting With Hearing OfficerResource K: Letter to the Media About Criminal MisconductReferencesIndex

C. Edward Lawrence, president of the Lawrence Educational Consulting Group, has advised many school districts on how to prepare and win unsatisfactory staff member evaluation and misconduct cases. Dr. Lawrence has nearly 30 years of experience in the field of education—he has served as a teacher, principal, assistant superintendent, author, and professor. For the past twelve years, Dr. Lawrence has inspired future educators as a Clinical Professor in the Department of Curriculum and Instruction at the University of Nevada, Las Vegas. He earned a bachelor’s degree in elementary education from West Virginia State University, a master’s degree in guidance and counseling from the Marquette University, a certificate in administrative leadership, and a Ph.D. in urban education from the University of Wisconsin-Milwaukee. Before his current position, he was the assistant superintendent for a large urban school district where he had an extensive educational career in public education. He served as a teacher, counselor, team leader, and assistant principal at the elementary, middle, and high school levels, as principal at the elementary and middle school level, as director of alternative programs, and as a community superintendent. In addition, he served as a hearing officer for unsatisfactory teacher evaluations, second-step misconduct, and immediate teacher suspensions. He was an adjunct instructor in the Department of Administrative Leadership teaching courses in clinical supervision and critical issues—including staff misconduct and evaluating the marginal teacher. Dr. Lawrence is first author of the following books: The Marginal Teacher: A Step-by-Step Guide to Fair Procedures for Identification and Dismissal (1993) (2nd edition 2001); How to Handle Staff Misconduct: A Step-by-Step Guide (1995) (2nd edition 2003); and The Incompetent Specialist: How to Evaluate, Document Performance, and Dismiss School Staff (1996).

"How to Handle Staff Misconduct has simplified the process with its step-by-step format and has removed a lot of the emotions that have previously gone into addressing staff misconduct issues. I’ve had occasions to put the steps into play and have found them to be logical and straightforward."

• List of Progressive Discipline ChartsA Cautionary NotePrefaceAbout the AuthorIntroductionPart I: General Procedures to Handle Misconduct1. Strategies to Handle MisconductJust CauseDue ProcessProgressive Discipline2. The Misconduct InvestigationVictim/Witness Statement FormDiagram of the Human BodyPolice RecordsPhotographs and Videotaping3. School-Level Misconduct MeetingPart II: Administrative Misconduct Handled by the Principal4. Unexcused Absence and Excessive Tardiness5. Neglect of Duty6. Abuse, Insulting, or Profane Language7. Corporal Punishment8. InsubordinationPart III: Serious Misconduct Requiring Immediate Suspension9. The Immediate Suspension Conference With Hearing Officer10. The School Board HearingPart IV: Criminal Misconduct11. Sexual Misconduct12. Abuse of Controlled Substances13. Theft and Fraud 14. Criminal Misconduct Outside the School SettingRESOURCESResource A: Standards of Acceptable Conduct for Staff MembersResource B: Letter to Schedule an Oral Reprimand ConferenceResource C: Major Components of an Oral WarningResource D: Letter to Schedule a Misconduct MeetingResource E: First Letter of Reprimand - Major ComponentsResource F: Second Letter of Reprimand - Major ComponentsResource G: Allegation of Staff Misconduct Standard Report FormResource H: Diagram of Human BodyResource I: Misconduct Meeting at the School LevelResource J: Misconduct Meeting With Hearing OfficerResource K: Letter to the Media About Criminal MisconductReferencesIndex