Citrus County school board votes 3-2 to suspend policy-compliance officer without pay pending termination

The Citrus County School Board voted 3–2 on a motion to suspend Teresa Royal, a policy and compliance officer for Citrus County Schools, without pay pending termination after the superintendent recommended starting termination proceedings under Florida law.

Board members said the vote was intended to trigger the statutory due‑process procedures that will allow Royal to request a hearing. Board attorney counsel and outside counsel explained the options: the board may hear an evidentiary case itself or refer the matter to the Department of Administrative Hearings (DOAH). The superintendent and outside counsel said the investigative package is confidential until it is delivered to the employee and the 10‑day response period required by law has elapsed.

Why it matters: the vote affects an employee’s pay and employment status immediately and begins the formal process that can lead to termination or to a hearing where the employee can contest the superintendent’s recommendation.

Board discussion and due process Board members and counsel repeatedly framed the decision as limited: the motion before the board was to suspend without pay to allow the district and the employee to proceed through the next steps of administrative due process, not a final determination of termination.

Outside counsel told the board investigations “do not become public record until 10 days after [the investigative package] has been delivered to the employee,” and cautioned board members against reviewing investigative materials in advance if they intended to sit as the trier of fact. Counsel said that if the employee requests a hearing, that hearing typically occurs within about 60 days but schedules can vary depending on calendars of the parties and counsel.

Several board members said they struggled with the impact of suspending pay before hearing all evidence; others said the superintendent had enough information to justify the recommendation and that the suspension merely begins the process that preserves due process rights. One board member said he would recuse himself from a subsequent evidentiary hearing if the matter progressed to that stage because of a longstanding personal relationship with the employee.

Formal action - Motion: Approve the superintendent’s recommendation to suspend Teresa Royal, Human Resources/Policy Compliance Officer, without pay pending termination (per Florida statute 1012.27 and related procedural law). - Mover: Mister Kennedy - Second: Mister Frank - Tally: yes 3, no 2 - Outcome: approved (motion passes 3 to 2) - Notes: The vote authorizes the district to issue suspension paperwork and begin the employee’s opportunity to request a hearing; if a hearing is requested, the board may either hear the case itself or refer it to DOAH. If the employee prevails at a later hearing, back pay would be required for the suspension period.

What comes next District staff said the employee will receive documentation explaining the employee’s rights and the window to request a hearing. If the employee requests a hearing and the board elects to hear it, board members were warned not to review investigative materials before the hearing to avoid prejudging the matter; if the board refers the case to DOAH, that administrative law process will generate a transcript and a decision that the board can adopt.

Clarifying details: the motion on the suspension is distinct from any termination vote; the superintendent’s authority covers short suspensions but longer suspensions without pay and termination recommendations require board action. Investigative materials remain confidential until they are delivered to the employee and the statutory response window has run.