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Were you also informed of being a TINA? You can be placed
on a growth plan for anything. Growth plans are
administrative and mentoring tools, they are not
disciplinary instruments.
I would first request a meeting with both HR and your
principal and request in writing what specific attendance
policy you are in violation of. What type of leave did you
use for these 4 days of absence? It may be that even though
you violated the attendance policy that the districts
attendance policy is illegal or inappropriate. It may be
that the districts policies mandate an order to leave and
that the leave you thought you were taking and the
associated policies was not the one actually debited
against your leave account, which would have different
policies.

State leave has the most protections, medical/emergency
leave next, and local leave has the least amount of
protection. We need to know more specifics, to really give
you clearer advise, do this quickly as your right to file a
grievance is typically a very narrow time frame.

On 9/18/14, Christina Davis wrote:
> I have a continuing contract and have worked for the same
school
> district for 16 years. I have never received an
unsatisfactory or below
> expectations rating on my Domain VII PDAS evaluation. I
have never
> been written up, placed on leave, or reprimanded for not
following
> written directives, for not establishing a secure and
supportive
> environment., for not being highly visible, for not
intervening
> appropriately to maintain a safe, orderly school
environment. I was
> placed on a growth plan today for the remainder of the
year and was
> told it was because I have been absent 4 days this school
year. Can a
> teacher be placed on a growth plan for being absent? I
have 8
> designated days off so how am I not complying with
policies and
> procedures?

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