Table of Contents - Knox City Schools

Table of Contents - Knox City Schools Knox City-O’Brien CISD Employee Handbook 2011-2012 1 Table of Contents Employee handbook receipt Introduction District information Description of the district Mission statement District goals and objectives Board of trustees Administration School calendar Helpful contacts School directory Employment Equal employment opportunity Job vacancy announcements Employment after retirement Contract and non-contract employment Certification and Licenses Searches and alcohol and drug testing Health safety training Reassignments and transfers Workload and work schedules Notification of parents regarding certification status Outside employment and tutoring Performance evaluation Appraisal Calendar Teacher Appraisers Second Appraisal Employee involvement Staff development Compensation and benefits Salaries, wages, and stipends Annualized compensation Paychecks Automatic payroll deposit Payroll deductions Overtime compensation Travel expense reimbursement Health, dental, and life insurance Supplemental insurance benefits Cafeteria plan benefits (Section 125) 2 Workers' compensation insurance Unemployment compensation insurance Child Day Care Teacher retirement Other benefit programs Leaves and absences Personal leave Sick leave Local leave Temporary disability Family and medical leave Workers' compensation benefits Assault leave Bereavement leave Jury duty Other court appearances Military leave Employee relations and communications District communications Complaints and grievances Employee conduct and welfare Standards of conduct Harassment Harassment of students Technology Resources Drug-abuse prevention Fraud and financial impropriety Conflict of interest Dietary supplements Reporting suspected child abuse Associations and political activities Safety Tobacco use Criminal history background checks Possession of firearms and weapons Visitors in the workplace Copyrighted materials Charitable contributions Computer use and data management Gifts and favors Asbestos management plan 3 Pest control treatment Other topics General procedures Bad weather closing Employee time of arrival and departure Observation of schedule Food and beverages Media equipment, materials, and library Emergencies Fund raising activities Management of class and organizational activity enterprise funds Care, protection, repair and utilization of facilities, equipment and supplies Textbooks Student participation in all school activities Telephone use, messages, and personal contacts Press releases Vehicle Requests Purchasing procedures Name and address changes Personnel records Building use Termination of employment Resignations Dismissal or non-renewal of contract employees Dismissal of non-contract employees Exit interviews and procedures Reports to the State Board of Educator Certification Reports concerning court-ordered withholding Student issues Equal educational opportunities Student records Parent and student complaints Administering medication to students Psychotropic drugs Student discipline Student attendance Hazing Index 4 Introduction The purpose of this handbook is to provide information that will help with questions and pave the way for a successful year. Not all district policies and procedures are included. Those that are have been summarized. Suggestions for additions and improvements to this handbook are welcome and may be sent to the central administration office. This handbook is neither a contract nor a substitute for the official district policy manual. Nor is it intended to alter the at-will status of noncontract employees in any way. Rather, it is a guide to and a brief explanation of district policies and procedures related to employment. These policies and procedures can change at any time; these changes shall supersede any handbook provisions that are not compatible with the change. For more information, employees may refer to the policy codes that are associated with handbook topics, confer with their supervisor, or call the appropriate district office. District policies can be accessed online at 5 DISTRICT INFORMATION Mission statement The experience offered to students of the Knox City-O‘Brien C.I.S.D. provides a foundation for the responsibilities they will assume as adults in family, church, community, state, and national affairs. As a result, students must work diligently on the development of attitudes and principles that will prepare them to become worthwhile and contributing citizens of our free society. District goals and objectives Policies AB AF PUBLIC EDUCATION MISSION, GOALS, AND OBJECTIVES The mission of the Texas public education system is to ensure that all Texas children have access to a quality education that enables them to achieve their full potential and fully participate now and in the future in the social, economic, and educational opportunities in our state and nation. That mission is grounded on the conviction that a general diffusion of knowledge is essential for the welfare of Texas and for the preservation of the liberties and rights of Texas citizens. It is further grounded on the conviction that a successful public education system is directly related to a strong, dedicated and supportive family and that parental involvement in the school is essential for the maximum educational achievement of a child. The objectives of public education are: OBJECTIVE 1: Parents will be full partners with educators in the education of their children. OBJECTIVE 2: Students will be encouraged and challenged to meet their full educational potential. OBJECTIVE 3: Through enhanced dropout prevention efforts, all students will remain in school until they obtain a diploma. OBJECTIVE 4: A well-balanced and appropriate curriculum will be provided to all students. OBJECTIVE 5: Qualified and highly effective personnel will be recruited, developed, and retained. OBJECTIVE 6: Texas students will demonstrate exemplary performance in comparison to national and international standards. OBJECTIVE 7: School campuses will maintain a safe and disciplined environment conducive to student learning. 6 OBJECTIVE 8: Educators will keep abreast of the development of creative and innovative techniques in instruction and administration using those techniques as appropriate to improve student learning. OBJECTIVE 9: Technology will be implemented and used to increase the effectiveness of student learning, instructional management, staff development, and administration. The academic goals of public education are to serve as a foundation for a well-balanced and appropriate education. The students in the public education system will demonstrate exemplary performance in: GOAL 1: The reading and writing of the English language. GOAL 2: The understanding of mathematics. GOAL 3: The understanding of science. GOAL 4: The understanding of social studies. Education Code 4.001, 4.002 Board of trustees Policies BA, BB series, BD series, BE series Texas law grants the board of trustees the power to govern and oversee the management of the district‘s schools. The board is the policy-making body within the district and has overall responsibility for the curriculum, school taxes, annual budget, employment of the superintendent and other professional staff, facilities, and expansions. The board has complete and final control over school matters within limits established by state and federal law and regulations. The board of trustees is elected by the citizens of the district to ensure a strong educational program for the district's children. Trustees are elected at large in accordance with Texas law and serve three-year terms. Trustees serve without compensation, must be registered voters, and must reside in the district. Current board members include: im Dillon, President Scott Lynn, Vice-President J Cody Manning, Secretary Jarred Pepper Tracy Carter Nick Jimenez Dale Turner The board usually meets the first Tuesday after the second Wednesday of each month at 7:00 p.m. in the Central Administration Building. In the event that large attendance is anticipated, the board may meet at the W.R. Baker Auditorium or High School Library. Special meetings may be called when 7 necessary. A written notice of regular and special meetings will be posted at the Central Administration Building at least 72 hours before the scheduled meeting time. The written notice will show the date, time, place, and subjects of each meeting. In emergencies, a meeting may be held with two hours notice. All meetings are open to the public. In certain circumstances, Texas law permits the board to go into a closed session from which the public and others are excluded. Closed session may occur for such things as discussing prospective gifts or donations, real-property acquisition, certain personnel matters including employee complaints, security matters, student discipline, or to consult with attorneys regarding pending litigation. Administration Louis Baty, Superintendent Mark Tucker, Middle School Principal Rick Moeller, High School Principal Marsha Quade, Elementary Principal School calendar August 12,15-17,19 Staff Development August 18 Teacher Workday August 22 First Six Weeks Begins September 13 Three-Week Grade Reports Due September 30 First Six Weeks Ends October 3 Second Six Weeks Begins October 4 First Six Weeks Grade Reports Due October 6 Report Cards October 25 Three-Week Grade Reports Due ovember 11 Second Six Weeks Ends N November 14 Third Six Weeks Begins November 15 Second Six Weeks Grades Due November 17 Report Cards November 23 Early Dismissal November 24-25 Thanksgiving Holiday December 2 Three-Week Grade Reports Due December 16 Third Six Weeks Ends December 16 Early Dismissal December 17 Teacher Workday (1/2 day) December 17 Third Six Weeks Grades Due December 19-30 Christmas Holidays January 2 Fourth Six Weeks Begins January 5 Report Cards January 20 Stock Show Day 8 January 24 Three-Week Grade Reports Due February 10 Fourth Six Weeks Ends February 13 Fifth Six Weeks Begins February 14 Fourth Six Weeks Grades Due February 16 Report Cards March 6 Three Week Grade Reports Due March 12-16 Spring Break April 5 Fifth Six Weeks Ends April 6 Bad Weather Day April 9 Sixth Six Weeks Begins April 10 Fifth Six Weeks Grades Due April 12 Report Cards April 30 Bad Weather Day May 2 Three-Week Grade Reports Due May 25 Sixth Six Weeks Ends May 27 Teacher Workday (1/2 day)/ Sixth Six Weeks Grades Due Helpful contacts From time to time, employees have questions or concerns. If those questions or concerns cannot be answered at the campus level, the employee is encouraged to contact the Superintendent‘s office at the number listed below. School directory Superintendent‘s Office 657-3521 Superintendent‘s Office 1-866-658-3521 High School Principal‘s Office 657-3565 Mid. School Principal‘s Office 657-3731 Elementary Principal‘s Office 657-3147 Consortium Office 657-3587 Fax Machine 657-3379 Employment Equal employment opportunity Policy DAA, DIA The Knox City-O‘Brien Consolidated Independent School District does not discriminate against any employee or applicant for employment because of race, color, religion, gender, national origin, age, 9 disability, military status, genetic information, or on any other basis prohibited by law. Additionally, the district does not discriminate against an employee or applicant who acts to oppose such discrimination or participates in the investigation of a complaint related to a discriminatory employment practice. Employment decisions will be made on the basis of each applicant‘s job qualifications, experience, and abilities. Employees with questions or concerns relating to discrimination on any of the bases listed above should contact Louis Baty, Superintendent. Job vacancy announcements Policy DC Announcements of job vacancies by position and location are posted on a regular basis and posted on Region 9 ESC and District Web site. Employment after retirement Policy DC Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed in limited circumstances on a full- or part-time basis without affecting their benefits, according to TRS ules and state law. Detailed information about employment after retirement is available in the TRS r publication Employment After Retirement. Employees can contact TRS for additional information by calling 800-223-8778 or 512-542-6400. Information is also available on the TRS Web Site (www.trs.state.tx.us). Contract and non-contract employment Policy DC Series State law requires the district to employ all full-time professional employees in positions requiring a certificate from State Board of Educator Certification (SBEC) and nurses under probationary, term, or continuing contracts. Employees in all other positions are employed at will or by a contract that is not subject to the procedures for non-renewal or termination under Chapter 21 of the Texas Education Code. The paragraphs that follow provide a general description of the employment arrangements used by the district. Probationary contracts. Nurses and full-time professional employees new to the district and employed in positions requiring SBEC certification must receive probationary contracts during their first year of employment. Former employees who are hired after at least a two-year lapse in district employment or employees who move 10 to a position requiring a new class of certification may also be employed by probationary contract. The probationary period for those who have been employed in public schools for at least five of the eight years preceding employment with the district may not exceed one school year. For those with less experience, the probationary period will be three school years (i.e., three one year contracts) with an optional fourth school year if the board determines it is unclear whether a term or continuing contract should be given. Term contracts. Full-time teachers, campus principals, and professionals employed in positions requiring certification and nurses who have successfully completed the probationary period will be employed by term contracts. The terms and conditions of employment are detailed in the contract and employment policies. All Employment Policies can be accessed online or copies employees will receive a copy of their contract. will be provided upon request. Certification and Licenses Policy DBAI Professional employees whose positions require SBEC certification or professional license are responsible for taking actions to ensure their credentials do not lapse. Employees must submit documentation that they have passed the required certification exam and/or obtained or renewed their credentials to the Superintendent‘s office in a timely manner. A certified employee‘s contract may be voided without due process and employment terminated if the individual does not hold a valid certificate or fails to fulfill the requirements necessary to extend a temporary certificate, emergency certificate, probationary certificate, or permit. A contract may also be voided if SBEC suspends or revokes certification because of an individual‘s failure to comply with criminal history background checks. Contact the Superintendent‘s office if you have any questions regarding certification or licensure requirements. Paraprofessional and auxiliary employees. All paraprofessional and auxiliary employees, regardless of certification, are employed at will and not by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district. Searches and alcohol and drug testing Policy DHE Noninvestigatory searches in the workplace, including accessing an employee‘s desk, file cabinets, or work area to obtain information needed for usual business purposes may occur when an employee is unavailable. Therefore, employees are hereby notified that they have no legitimate expectation of privacy 11 in those places. In addition, the district reserves the right to conduct searches when there is reasonable cause to believe a search will uncover evidence of work-related misconduct. Such an investigatory search may include drug and alcohol testing if the suspected violation relates to drug or alcohol use. The district may search the employee, the employee‘s personal items, work areas, including district-owned computers, lockers, and private vehicles parked on district premises or work sites or used in district business. Employees required to have a commercial driver‘s license. Any employee whose duties require a commercial driver‘s license (CDL) is subject to drug and alcohol testing. This includes all drivers who operate a motor vehicle designed to transport 16 or more people, counting the driver; drivers of large vehicles; or drivers of vehicles used in the transportation of hazardous materials. Teachers, coaches, or other employees who primarily perform duties other than driving are subject to testing requirements when their duties include driving a commercial motor vehicle. Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted if reasonable suspicion exists, at random, when an employee returns to duty after engaging in prohibited conduct, and as a follow-up measure. Testing may be conducted following accidents. Return-to-duty and follow-up testing will be conducted if an employee who has violated the prohibited alcohol conduct standards or tested positive for alcohol or drugs is allowed to return to duty. All employees required to have a CDL or who is otherwise subject to alcohol and drug testing will receive a copy of the district‘s policy, the testing requirements, and detailed information on alcohol and drug abuse and the availability of assistance programs. Employees with questions or concerns relating to alcohol and drug policies and related educational material should contact Louis Baty Employees required to have a commercial driver’s license Employees required to have a commercial driver‘s license. Any employee whose duties require a commercial driver‘s license (CDL) is subject to drug and alcohol testing. This includes all drivers who operate a motor vehicle designed to transport 16 or more people, counting the driver; drivers of large vehicles; or drivers of vehicles used in the transportation of hazardous materials. Teachers, coaches, or other employees who primarily perform duties other than driving are subject to testing requirements when their duties include driving. Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted if reasonable suspicion exists, at random, when an employee returns to duty after engaging in prohibited conduct, and as a follow-up measure. Testing may be conducted following accidents. Return-to-duty and follow-up testing will be conducted if an employee who has violated the prohibited alcohol conduct standards or tested positive for alcohol or drugs is allowed to return to duty. All employees required to have a CDL or who is otherwise subject to alcohol and drug testing will receive a copy of the district‘s policy, the testing requirements, and detailed information on alcohol and 12 drug abuse and the availability of assistance programs. Employees with questions or concerns relating to alcohol and drug policies and related educational material should contact the Superintendent‘s office. Health safety training Policies DBA, DMA Certain employees who are involved in physical activities for students must maintain and submit to the district proof of current certification or training in first aid, cardiopulmonary resuscitation (CPR), the use of an automated external defibrillator (AED), and extracurricular athletic activity safety. Certification or documentation of training must be issued by the American Red Cross, the American Heart Association, University Interscholastic League, or another organization that provides equivalent training and certification. Employees subject to this requirement must submit their certification or documentation to the Central Administration Office by September 1 of each year. Reassignments and transfers Policy DK All personnel are subject to assignment and reassignment by the superintendent or designee when the superintendent or designee determines that the assignment or reassignment is in the best interest of the district. Reassignment is a transfer to another position, department, or facility that does not necessitate a change in the employment contract. Campus reassignments must be approved by the principal at the receiving campus except when reassignments are due to enrollment shifts or program changes. Extracurricular or supplemental duty assignments may be reassigned at any time unless an extracurricular or supplemental duty assignment is part of a dual-assignment contract. Employees who object to a reassignment may follow the district process for employee complaints as outlined in this handbook and district policy DGBA (Local). An employee with the required qualifications for a position may request a transfer to another campus or department. A written request for transfer must be completed and signed by the employee and the employee‘s supervisor. A teacher requesting a transfer to another campus before the school year begins must submit his or her request by April 1. Requests for transfer during the school year will be considered only when the change will not adversely affect students and after a replacement has been found. All transfer requests will be coordinated by the Superintendent‘s office and must be approved by the receiving supervisor. Workload and work schedules Policy DEA, DL 13 Professional employees. Professional employees and academic administrators are exempt from overtime pay and are employed on a 10-, 11-, or 12-month basis, according to the work schedules set by the district. A school calendar is adopted each year designating the work schedule for teachers and all school holidays. Notice of work schedules including required days of service and scheduled holidays will be distributed each school year. Notice of work schedules including start and end dates and scheduled holidays will be distributed each school year. For the 2011-2012 11-month contracts requires a minimum of 207 days of service and a 12-month contract requires a minimum of 226 days of service. See Policy DED for specific requirements for 11- and 12- month contracts. Classroom teachers will have planning periods for instructional preparation, including conferences. The schedule of planning periods is set at the campus level but must provide at least 450 minutes within each two-week period in blocks not less than 45 minutes. Employees are expected to remain on their assigned campus during their planning period. Teachers are entitled to a 30 minute duty-free lunch period. The district may require teachers to supervise students during lunch one day a week when no other personnel are available. Employees leaving campus during their workday are expected to sign out in the office, unless they are going to another campus or school assignment. Paraprofessional and auxiliary employees. Support employees are employed at will and receive notification of the required duty days, holidays, and hours of work for their position on an annual basis. Paraprofessional and auxiliary employees are not exempt from overtime and are not authorized to work in excess of their assigned schedule without prior approval from the superintendent. Employees leaving campus during their workday are expected to sign out in the office, unless they are going to another campus or school assignment Notification to parents regarding qualifications Policy DK, BA In schools receiving Title I funds, the district is required by the No Child Left Behind Act (NCLB) to notify parents at the beginning of each school year that they may request information regarding the professional qualifications of their child‘s teacher. NCLB also requires that parents be notified if their child has been assigned, or taught for four or more consecutive weeks by, a teacher who is not highly qualified. Texas law requires that parents be notified if their child is assigned for more than 30 consecutive days to a teacher who does not hold an appropriate teaching certificate. This notice is not required if parental notification under NCLB is sent. Inappropriately certified or uncertified teachers include individuals 14 serving with an emergency permit (including individuals waiting to take a certification exam) and individuals who do not hold any certificate or permit. Information relating to teacher certification will be made available to the public upon request. Employees who have questions about their certification status can call the central administration office. Outside employment and tutoring Policy DBD Employees are required to disclose in writing to their immediate supervisor any outside employment that may create a potential conflict of interest with their assigned duties and responsibilities or the best interest of the district. Supervisors will consider outside employment on a case-by-case basis and determine whether it should be prohibited because of a conflict of interest Performance evaluation Policies DN series Evaluation of an employee's job performance is a continuous process that focuses on improvement. Performance evaluation is based on an employee's assigned job duties and other job-related criteria. All employees will participate in the evaluation process with their assigned supervisor at least annually. Written evaluations will be completed on forms approved by the district. Reports, correspondence, and memoranda can also be used to document performance information. All employees will receive a copy of their written evaluation, participate in a performance conference with their supervisor, and have the opportunity to respond to the evaluation. Appraisal calendar The appraisal period for teachers includes all days of the teacher‘s contract. Observations during the appraisal period must be conducted during the required days of instruction for students during one school year. The appraisal period shall: 1. exclude the first two weeks of instruction; 2. prohibit observations on the last day of instruction before any official school holiday or on any other day deemed inappropriate by the school district‘s board of trustees; and 3. indicate a period for summative annual conferences which ends no later than 15 working days before the last day of instruction for students. For the 2011-12 school year, observations cannot be held prior to September 5 and cannot be held on the following days: Nov. 23, Dec.16, Jan. 19, March 9, April 5, April 27. The period for summative conferences ends May 4. 15 Teacher appraisers The following individuals have been approved by the Board to serve as teacher appraisers for the 2011-12 school year: Louis Baty, Mark Tucker, Rick Moeller, Marsha Quade, and Jeanne Snyder. Second appraisal Teachers may request a second appraisal by another appraiser after receiving a written observation summary with which a teacher disagrees; and/or after receiving a written summative annual appraisal report with which the teacher disagrees. The second appraisal must be requested within 10 working days of receiving a written observation summary or a written summative annual appraisal report. At the discretion of the appraiser, the time period may be extended to 15 working days. When computing the domain scores for the written observation summary or the written summative annual appraisal report the scores from the first and second appraisals will be weighted equally. Employee involvement Policies BQA, BQB At both the campus and district levels, Knox City-O‘Brien CISD offers opportunities for input in matters that affect employees and influences the instructional effectiveness of the district. As part of the district‘s planning and decision-making process, employees are elected to serve on district- or campus-evel advisory committees. Plans and detailed information about the shared decision-making process are l available in each campus office or from the central administration office. Staff development Policy DMA Staff development activities are organized to meet the needs of employees and the district. Staff development for instructional personnel is predominantly campus-based, related to achieving campus performance objectives, addressed in the campus improvement plan, and approved by a campus-level advisory committee. Staff development for noninstructional personnel is designed to meet specific licensing requirements (e.g., bus drivers) and continued employee skill development. Individuals holding renewable SBEC certificates are responsible for obtaining the required training hours and maintaining appropriate documentation Compensation and benefits 16 Salaries, wages, and stipends Policy DEA Employees are paid in accordance with administrative guidelines and an established pay structure . The district‘s pay plans are reviewed by the administration each year and adjusted as needed. All district positions are classified as exempt or nonexempt according to federal law. Professional employees and academic administrators are generally classified as exempt and are paid monthly salaries. They are not entitled to overtime compensation. Other employees are generally classified as nonexempt and are paid an hourly wage or salary and receive compensatory time or overtime pay for each overtime hour worked beyond 40 in a workweek. (See Overtime,) All employees will receive written notice of their pay and work schedules before the start of each school year. Classroom teachers, full-time librarians, full-time nurses, and full-time counselors will be paid no less than the minimum state salary schedule. Contract employees who perform extracurricular or supple-mental duties may be paid a stipend in addition to their salary according to the district‘s extra-duty pay schedule. Employees should contact Central Administration Office for more information about the district‘s pay schedules or their own pay. Annualized compensation Policy DEA The district pays all salaried employees over 12 months regardless of the number of months employed during the school year. Salaried employees will be paid in equal monthly or bimonthly payments, beginning with the first pay period of the school year. Employees that separate after the last day of instruction will continue to receive paychecks through the end of the summer. Paychecks All employees are paid monthly. During the school year, paychecks are delivered to each campus. During summer breaks, paychecks will be deposited directly or mailed to your home address. State and Federal Law prohibits the District from advancing an employee any part of their salary. An employee's payroll statement contains detailed information including deductions, withholding information, and the amount of leave accumulated. Employees with questions concerning their payroll statement should contact the Central Administration Office. The schedule of pay dates for the 2011-2012 school year follows: Sept.20, Oct. 20, Nov.18, Dec. 16, Jan. 19, Feb. 20, March 20, April 20, May 18, June 19, July 20, Aug. 20. 17 Payroll deductions Policy CFEA Automatic payroll deductions for the Texas Teacher Retirement System (TRS) and federal income tax are required for all full-time employees. Medicare tax deductions also are required for all employees hired after March 31, 1986. Temporary and part-time employees who are not eligible for TRS membership must have their Social Security contributions deducted. Other payroll deductions employees may elect to include deductions for the employee's share of premiums for health, dental, life, and vision insurance; annuities; higher education savings plans; and savings and loan payments through the Abilene Teachers Federal Credit Union, and Citizens Bank. Employees may also request payroll deduction for payment of membership dues to professional organizations. Salary deductions are automatically made for unauthorized or unpaid leave. Overtime compensation Policy DEA The district compensates overtime for nonexempt employees in accordance with federal wage and hour laws. Only nonexempt employees (hourly employees and paraprofessional employees) are entitled to overtime compensation. Nonexempt employees are not authorized to work beyond their normal work schedule without advance approval from the superintendent. Overtime is legally defined as all hours worked in excess of 40 hours in a work week and is not measured by the day or by the employee‘s regular work schedule. Nonexempt employees that are paid on a salary basis are paid for a 40-hour workweek and do not earn additional pay unless they work more than 40 hours. For the purpose of calculating overtime, a workweek begins at 12:01 a.m. Sunday and ends at midnight Saturday. Employees will be compensated for overtime with direct pay at time-and-a-half rates. The following applies to all nonexempt employees: -Weekly time sheets will be maintained on all nonexempt employees for the purpose of wage and salary administration. Travel expense reimbursement Policy DEE Before an employee incurs any travel expenses, the employee's supervisor and the superintendent must give approval. For approved travel, employees will be reimbursed for mileage and other travel expenditures according to the current rate schedule authorized by the board of trustees and the Internal 18 Revenue Service. Employees must submit receipts, to the extent possible, to be reimbursed for expenses other than mileage. Each District employee who is authorized to travel assumes, with the acceptance of that authorization, a direct responsibility to limit travel claims to those actually incurred on travel that is clearly for the purpose of discharging essential official business of the District. Planning of day-to-day travel should take into consideration the most economical means of accomplishing the authorized mission. Administrators who are responsible for making or approving travel assignments have the additional responsibility of limiting travel plans to those trips that are clearly in accordance with Board policy the District improvement plan or official Board action. Nonreimbursable travel expenses. The following travel purposes are not reimbursable: 1. Travel from the employee‘s home to school or place of official business and travel back to the employee‘s home. 2. Travel incurred during an employee‘s vacation period, except to participate in meetings called by the commissioner of education. 3. Travel to participate in meetings of civic or social associations. 4. Travel to meetings of professional organizations unless requested by the district. 5. Travel not elsewhere described as reimbursable purpose. Written approval for travel must be secured by employees for 6. Travel authorization. professional trips on the appropriate district form. Travel reimbursement. Employee expenses associated with authorized school trips will be reimbursed in accordance with the following allowances: 1. Hotel. The reasonable cost of the hotel room will be reimbursed, provided the traveler‘s reimbursement claim is submitted with an attached ―paid‖ bill or receipt from a commercial hotel, motel, or other commercial lodging establishment. 2. Meals. The employee will receive a reimbursement for meals only to the maximum allowance established below: a. Breakfast $ 7.00 b. Lunch $ 10.00 c. Dinner $ 14.00 19 The traveler shall be away from the district a minimum of 5 hours to be eligible for this reimbursement. A ―paid‖ bill or receipt from the food establishment must be submitted with the reimbursement claim. The receipt must carry the date of the meal, name of the food establishment, and the signature of the employee. Registration fees. Registration fees paid by the employee will be reimbursed if the employee submits a ―paid‖ bill or receipt from the meeting sponsor. Registration will not include membership fees in professional organizations. Public transportation. Actual costs for public transportation will be reimbursed. Employees, when traveling by commercial airline, must travel tourist class when such space is available. Receipts for public transportation must be attached to the traveler‘s expense account. Taxicab costs are considered to be public transportation and shall be reimbursed at actual cost. Receipts shall be submitted for all trips. Car rentals will be reimbursed at actual cost. Receipts for car rental costs must be attached to the traveler‘s expense account. A detailed statement of justification for the car rental, indicating places traveled and persons contacted, must be attached to the expense account. Private transportation. Travel outside of the district in the employee‘s private vehicle will be reimbursed at the state reimbursable mileage rate. Mileage claims will be based on the shortest practical route between the district and the destination via intermediate points at which official business is conducted. When an employee travels in a private vehicle on district business, the employee must furnish evidence of insurance to the district. The maximum reimbursement for the use of personally owned motor vehicles will be the amount that the employee would have incurred by using the lowest available airline fare plus the meal and hotel allowance. When two or more employees travel in a single private conveyance, only one shall receive a transportation allowance. When two or more employees of the district with the same itinerary on the same dates are required to travel for the same purpose for which travel reimbursement for mileage in a personal car is claimed, mileage reimbursement will be claimed and allowed for only one of the employees except as provided hereafter. If more than four employees attend a meeting or conference in more than one car, full mileage reimbursement will be allowed for one car for each four employees and for any fraction in excess of a multiple of four employees. If, in any instance, it is not feasible for these employees to travel in the same 20 car, then prior official approval must be obtained and will be considered as authorization and as the basis for reimbursement for travel for each person authorized to use his or her personal vehicle in such travel. Parking costs. An employee who drives a car to a meeting and is required to pay a parking fee for the automobile will be reimbursed, provided a receipt is submitted with the employee‘s expense account form. Advanced travel funds. If advanced travel funds are desired, the following procedures shall apply: 1. Submit a purchase requisition, approved by the immediate supervisor, to the business office 3 days before funds are needed. 2. Not later than 2 days after the trip, the employee must attach all bills and receipts to the travel reimbursement request and submit the form, with any unexpended funds, to the administrator who approved the advance. Failure to file timely travel reports may require the employee to repay the entire cash advance to the district. 3. Administrators will immediately review the travel report, affix a signature on the travel reimbursement orm, and forward the report to the Central Administration Office. f Health, dental, and life insurance Group health insurance coverage is provided through TRS-ActiveCare, the statewide public school employee health insurance program. The district‘s contribution to employee insurance premiums is determined annually by the board of trustees. Employees eligible for health insurance coverage include the following: , Employees who are active, contributing TRS members , Employees who are not contributing TRS members and who are regularly scheduled to work at least 10 hours per week TRS retirees who are enrolled in TRS-Care (retiree health insurance program) and employees who are not contributing TRS members who are regularly scheduled to work less than 10 hours per week are not eligible to participate in TRS-ActiveCare. 21 The insurance plan year is from September 1 through August 31. Current employees can make changes in their insurance coverage during open enrollment each spring. Detailed descriptions of insurance coverage, employee cost, and eligibility requirements are provided to all employees in a separate booklet. Employees should contact the Central Administration Office for more information. Current employees participating in the cafeteria plan can make changes in their insurance coverage between Aug. 20 and Sept. 1; or at any time their eligibility statues changes, i.e., marriage, divorce, birth/adoption of a child, etc. Changes for employees not participating in the cafeteria plan can be made at any time. Employees should contact the Central Administration Office for more information. Supplemental insurance benefits Policy CRD At their own expense, employees can enroll in supplemental insurance programs. Premiums for these programs can be paid by payroll deduction. Employees should contact the Central Administration Office for more information. Cafeteria plan benefits (Section 125) Employees may be eligible to participate in the Cafeteria Plan (Section 125) and, under IRS regulations, must either accept or reject this benefit. This plan enables eligible employees to pay certain insurance premiums on a pretax basis (i.e., disability, accidental death and dismemberment, cancer and dreaded diseases, dental, and additional term life insurance). A third-party administrator handles employee claims made on these accounts. New employees must accept or reject this benefit during their first month of employment. All employees must accept or reject this benefit on an annual basis and during the specified time period. For the 2011-12 school year First Financial Group of America will be the third party administrator for our Cafeteria Plan benefits. Workers' compensation insurance Policy CRE The district, in accordance with state law, provides workers' compensation benefits to employees who suffer a work-related illness or are injured on the job. The district has workers‘ compensation coverage from Claims Administrative Services. Benefits help pay for medical treatment and make up for part of the income lost while recovering. Specific benefits are prescribed by law depending on the circumstances of each case. All work-related accidents or injuries should be reported immediately to the Superintendent. Employees who are unable to work due to a work-related injury will be notified of their rights and responsibilities under the Texas Labor Code. See Workers‘ compensation benefits page for information on use of paid leave for such absences. 22 Unemployment compensation insurance Policy CRF Employees who have been laid off or terminated through no fault of their own may be eligible for unemployment compensation benefits. Employees are not eligible to collect unemployment benefits during regularly scheduled breaks in the school year or the summer months if they have employment contracts or reasonable assurance of returning to service. Employees with questions about unemployment benefits should contact the Central Administration Office. Child Day Care The District operates a Child Day Care for the benefit for the employees and community members. The Day Care is self sufficient and the fee charged will cover all expenses associated with the Day Care. An annual enrollment will be held each year and will require an enrollment fee of $50.00. Employees responsible for the care of a preschool age child will have first option for the available vacancies at the Day Care. Should any vacancies exist after the employee enrollment period any vacancies will be available to the community members. Visiting your child during the hours of operation of the Day Care should be kept to a minimum so as to not disrupt the other children and the routine of the workers. Teacher retirement Policy DEG All personnel employed on a regular basis for at least four and one-half months are members of the Teacher Retirement System of Texas (TRS). Substitutes not receiving TRS service retirement benefits who work at least 90 days a year are also eligible for TRS membership and to purchase a year of creditable service. TRS provides members with an annual statement of their account showing all deposits and the total account balance for the year ending August 31, as well as an estimate of their retirement benefits. Employees who plan to retire under TRS should notify TRS as soon as possible. Information on the application procedures for TRS benefits is available from TRS at Teacher Retirement System of Texas, 1000 Red River Street, Austin, TX 78701-2698, or call 800-223-8778 or 512-542-6400. TRS information is also available on the Web (www.trs.state.tx.us). See Employment after Retirement for information on restrictions of employment of retirees in Texas public schools. 23 Other benefit programs School employees, their spouse, and dependent children are not required to pay an admission fee to attend Knox City-O‘Brien C.I.S.D. athletic contests sponsored at Knox City-O‘Brien C.I.S.D. facilities. However, if the employee’s children leave the athletic facility during a contest, they will be required to pay an admission fee to re-enter the athletic facility. Leaves and Absences Policies DEC, DECA, DECB The district offers employees paid and unpaid leaves of absence in times of personal need. This handbook describes the basic types of leave available and restrictions on leaves of absence. Employees who expect to be absent for an extended period of more than five days should call the Superintendent‘s office for information about applicable leave benefits, payment of insurance premiums, and requirements for communicating with the district. Use of Leave. Leave is available for the employee‘s use at the beginning of the school year. However, state personal leave is earned at a rate of ? day of leave per 18 days of employment. If an employee leaves the district before the end of the work year, the cost of any unearned leave days taken shall be deducted from the employee‘s final paycheck. Leave must be used in ? day increments. However, if an employee is taking family and medical leave, leave shall be recorded in one-hour increments. Earned comp time must be used before any available paid state and local leave. Unless an employee requests a different order, available paid state and local leave will be used in the following order: , State Sick Leave , State Personal Leave , Local Personal Leave Employees must follow district and department or campus procedures to report or request any leave of absence and complete the appropriate form or certification. Medical Certification. Any employee who is absent more than 5 days because of a personal or family illness must submit a medical certification from a qualified health care provider confirming the specific dates of the illness, the reason for the illness, and—in the case of personal illness—the employee‘s fitness to return to work. The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers and other entities covered by GINA Title II from requesting or requiring genetic information of an individual or family member of the individual, except as specifically allowed by this law. To comply with this law, we ask 24 that employees and health care providers do not provide any genetic information in any medical certification. ?Genetic information,‘ as defined by GINA, includes an individual‘s family medical history, the results of an individual‘s or family member‘s genetic tests, the fact that an individual or an individual‘s family member sought or received genetic services, and genetic information of a fetus carried by an individual or an individual‘s family member or an embryo lawfully held by an individual or family member receiving assistive reproductive services. Continuation of Health Insurance. Employees on an approved leave of absence other than family and medical leave may continue their insurance benefits at their own expense. Health insurance benefits for employees on paid leave and leave designated under the Family and Medical Leave Act will be paid by the district as they were prior to the leave. Otherwise, the district does not pay any portion of insurance premiums for employees who are on unpaid leave. Policy DEC Personal Leave State law entitles all employees to five days of paid personal leave per year. Personal leave is earned at a rate of one-half workday for each 18 days of employment. A day of earned personal leave is equivalent to an assigned workday. State personal leave accumulates without limit, is transferable to other Texas school districts and generally transfers to Education Service Centers There are two types of personal leave: non-discretionary and discretionary. Non-discretionary. Leave that is taken for personal or family illness, family emergency, a death in the family, or active military service is considered non-discretionary leave. Reasons for this type of leave allows very little, if any advance planning. Nondiscretionary leave will be granted to employees in the same manner as state sick leave. Discretionary. Leave that is taken at an employee‘s discretion and that can be scheduled in advance is considered discretionary leave. An employee wishing to take discretionary personal leave must submit a request 2 days in advance of the anticipated absence to his or her principal or supervisor. The effect of the employee‘s absence on the educational program or department operations, as well as the availability of substitutes, will be considered by the principal or supervisor. 25 -Discretionary leave may not last more than 2 consecutive work days, except with special approval for extenuating circumstances. -Discretionary leave shall not be allowed on the day before a school holiday, the day after a school holiday, days scheduled for end-of-semester or end-of-year exams, days scheduled for State Testing nor on professional or staff development or Staff Work Days, except in extenuating circumstances as determined by the Superintendent. State Sick Leave (Sick leave accumulated before 1995-96 school year) State sick leave accumulated before 1995 is available for use and may be transferred to other school districts in Texas. Sick leave can be used only in 1/2-day increments except when coordinated with family and medical leave taken on an intermittent or reduced-schedule basis or when coordinated with workers' compensation benefits. Sick leave may be used for the following reasons only: -Employee illness -Illness in the employee's immediate family -Family emergency (i.e., natural disasters or life-threatening situations) -Death in the immediate family -Active military service Local leave All employees shall earn an additional 15 equivalent workdays of local sick leave per school year, at a rate of one-half workday for each 18 workdays of employment. Local sick leave shall be noncumulative and shall be taken with the daily rate of pay of a substitute deducted for each local sick leave day used. Local sick leave shall be used under the terms and conditions applicable to state sick leave accumulated prior to the 1995-96 school year, except as otherwise provided by this policy DEC local. Temporary disability Certified employees. 26 Any full-time employee whose position requires certification from the State Board for Educator Certification (SBEC) is eligible for temporary disability leave. The purpose of temporary disability leave is to provide job protection to full-time educators who cannot work for an extended period of time because of a mental or physical disability of a temporary nature. A full-time educator may request to be placed on temporary disability leave or be placed on leave. Pregnancy and conditions related to pregnancy are treated the same as any other temporary disability. Employees must request approval for temporary disability leave. The leave request must be accompanied by a physician's statement confirming the employee's inability to work and estimating a probable date of return. If disability leave is approved, the length of leave is no longer than 180 calendar days. If disability leave is not approved, the employee must return to work or be subject to termination procedures. If an employee is placed on temporary disability leave involuntarily, he or she has the right to request a hearing before the board of trustees. The employee may protest the action and present additional evidence of fitness to work. When an employee is ready to return to work, the Superintendent should be notified at least 30 days in advance. The return-to-work notice must be accompanied by a physician‘s statement confirming that the employee is able to resume regular duties. Certified employees returning from leave will be reinstated to the school to which they were previously assigned if an appropriate position is available. If an appropriate position is not available, the employee may be assigned to another campus, subject to the approval of the campus principal. If a position is not available before the end of the school year, the employee will be reinstated to a position at the original campus at the beginning of the following school year. Family and medical leave (FMLA)—general provisions The following text is from the federal notice, Employee Rights and Responsibilities Under the Family and Medical Leave Act. Specific information that the district has adopted to implement the FMLA follows this general notice. Basic Leave Entitlement. FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons: , For incapacity due to pregnancy, prenatal medical care or child birth; , To care for the employee‘s child after birth, or placement for adoption or foster care; , To care for the employee‘s spouse, son or daughter, or parent, who has a serious health condition; or , For a serious health condition that makes the employee unable to perform the 27 employee‘s job. Military Family Leave Entitlements. Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list. It also includes a family member who is a veteran with an illness or injury that occurs in the line of duty while on active duty and manifests itself before or after the service member became a veteran. The veteran must have been on active duty during the five years preceding the need for treatment, recuperation, or therapy. Benefits and Protections. During FML leave, the employer must maintain the employee‘s health coverage under any ―group health plan‖ on the same terms as if the employee had continued to work. Upon return from FML leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. Use of FML cannot result in the loss of any employment benefit that accrued prior to the start of an employee‘s leave. Eligibility Requirements. Employees are eligible if they have worked for a covered employer for at least one year, for 1,250 hours over the previous 12 months, and if at least 50 employees are employed by the employer within 75 miles. Definition of Serious Health Condition. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee‘s job, or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to 28 pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment. Use of Leave. An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer‘s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis. Substitution of Paid Leave for Unpaid Leave. Employees may choose or employers may require use of accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA leave, employees must comply with the employer‘s normal paid leave policies. Employee Responsibilities. Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer‘s normal call-in procedures. Employees must provide sufficient information for the employer to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or ontinuing treatment by a health care provider, or circumstances supporting the need for c military family leave. Employees also must inform the employer if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees also may be required to provide a certification and periodic recertification supporting the need for leave. Employer Responsibilities. Covered employers must inform employees requesting leave whether they are eligible under FMLA. If they are the notice must specify any additional information required as well as the employees‘ rights and responsibilities. If they are not eligible, the employer must provide a reason for the ineligibility. Covered employers must inform employees if leave will be designated as FMLA-protected and the amount of leave counted against the employee‘s leave entitlement. If the employer determines that the leave is not FMLA-protected, the employer must notify the employee. Unlawful Acts by Employers. FMLA makes it unlawful for any employer to: , Interfere with, restrain, or deny the exercise of any right protected under FMLA; , Discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA. 29 Enforcement. An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an employer. FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights. FMLA section 109 (29 U.S.C. ? 2619) required FMLA covered employers to post the text of this notice. Regulations 29 C.F.R. ? 825.300 (a) may require additional disclosures. For additional information: 1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627 www.wagehour.dol.gov Local Family and Medical Leave Provisions , Eligible employees can take up to 12 weeks of unpaid leave in the 12-month period beginning on the first duty day of the school year Use of paid leave. Family and medical leave runs concurrently with accrued sick and personal leave, temporary disability leave, compensatory time, assault leave, and absences due to a work-related illness or injury. The district will designate the leave as family and medical leave, if applicable, and notify the employee that accumulated leave will run concurrently. Combined leave for spouses. A husband and wife who are both employed by the district are limited to a combined total of 12 weeks of FMLA leave to care for a parent with a serious health condition; or for the birth, adoption, or foster placement of a child. Military caregiver leave for spouses is limited to a combined total of 26 weeks. Intermittent leave. When medically necessary or in the case of a qualifying exigency, an employee may take leave intermittently or on a reduced schedule. The district does not permit the use of intermittent or reduced-schedule leave for the care of a newborn child or for adoption or placement of a child with the employee. District contact. Employees that require FMLA leave or have questions should contact the Central Administration Office for details on eligibility, requirements, and limitations. Temporary disability leave Certified employees. Any full-time employee whose position requires certification from the State Board for Educator Certification (SBEC) is eligible for temporary disability leave. The purpose of 30 temporary disability leave is to provide job protection to full-time educators who cannot work for an extended period of time because of a mental or physical disability of a temporary nature. Temporary disability leave must be taken as a continuous block of time. It may not be taken intermittently or on a reduced schedule. Pregnancy and conditions related to pregnancy are treated the same as any other temporary disability. Employees must request approval for temporary disability leave. An employee‘s notification of need for extended absence due to the employee‘s own medical condition shall be accepted as a request for temporary disability leave. The request must be accompanied by a physician‘s statement confirming the employee‘s inability to work and estimating a probable date of return. If disability leave is approved, the length of leave is no longer than 180 calendar days. If disability leave is not approved, the employee must return to work or be subject to termination procedures. If an employee is placed on temporary disability leave involuntarily, he or she has the right to request a hearing before the board of trustees. The employee may protest the action and present additional evidence of fitness to work. When an employee is ready to return to work, the Superintendent should be notified at least 30 days in advance. The return-to-work notice must be accompanied by a physician‘s statement confirming that the employee is able to resume regular duties. Professional employees returning from leave will be reinstated to the school to which they were previously assigned as soon as an appropriate position is available. If a position is not available before the end of the school year, professional employees will be reinstated at the beginning of the following school year. Workers' compensation benefits An employee absent from duty because of a job-related illness or injury may be eligible for workers‘ compensation weekly income benefits if the absence exceeds seven calendar days. An employee receiving workers‘ compensation wage benefits for a job-related illness or injury may choose to use accumulated sick leave or any other paid leave benefits. An employee choosing to use paid leave will not receive workers‘ compensation weekly income benefits until all paid leave is exhausted or to the extent that paid leave does not equal the pre-illness or -injury wage. If the use of paid leave is not elected, then the employee will only receive workers‘ compensation wage benefits for any absence resulting from a work-related illness or injury, which may not equal his or her pre-illness or pre-injury wage. 31 Assault leave Assault leave provides extended job income and benefits protection to an employee who is injured as the result of a physical assault suffered during the performance of his or her job. An injury is treated as an assault if the person causing the injury could be prosecuted for assault or could not be prosecuted only because that person‘s age or mental capacity renders the person nonresponsible for purposes of criminal liability. An employee who is physically assaulted at work may take all the leave time medically necessary (up to two years) to recover from the physical injuries he or she sustained. At the request of an employee, the district will immediately assign the employee to assault leave. Days of leave granted under the assault leave provision will not be deducted from accrued personal leave and must be coordinated with workers‘ compensation benefits. Upon investigation the district may change the assault leave status and charge leave used against the employee‘s accrued paid leave. The employee‘s pay will be deducted if accrued paid leave is not available. Bereavement leave Use of state and/or local leave for death in the immediate family shall not exceed five workdays per occurrence, subject to the approval of the District. Jury duty Employees will receive leave with pay and without loss of accumulated leave for jury duty. Employees must present documentation of the service and may keep any compensation they receive. Other court appearances Employees will be granted paid leave to comply with a valid subpoena to appear in a civil, criminal, legislative, or administrative proceeding and will not be required to use personal leave. Employees may be required to submit documentation of their need for leave for court appearances. Military leave Paid Leave for Military Service. Any employee who is a member of the Texas National Guard, Texas State Guard, reserve component of the United States Armed Forces, or a member of a state or federally authorized Urban Search and Rescue Team is entitled to paid leave for authorized training or duty orders. Paid military leave is limited to 15 days each federal fiscal year (October 1–September 30). 32 In addition, an employee is entitled to use available state and local personal or sick leave during a time of active military service. Reemployment after Military Leave. Employees who leave the district to enter into the United States uniformed services or who are ordered to active duty as a member of the military force of any state (e.g., National or State Guard) may return to employment if they are honorably discharged. Employees who wish to return to the district will be reemployed provided they can be qualified to perform the required duties. To be eligible for reemployment, employees must provide notice of their obligation or intent to perform military service, provide evidence of honorable discharge or release, and submit an application for reemployment within the time specified by law to the Superintendent. In most cases, the length of federal military service cannot exceed five years. Continuation of Health Insurance. Employees who perform service in the uniformed services may elect to continue their health plan coverage at their own cost for a period not to exceed 24 months. Employees should contact the Superintendent for details on eligibility, requirements, and limitations. Employee relations and communications Complaints and grievances Policy DGBA In an effort to hear and resolve employee concerns or complaints in a timely manner and at the lowest administrative level possible, the board has adopted an orderly process that all employees must follow when bringing formal complaints and grievances. Employees are encouraged to discuss their concerns or complaints with their supervisors or an appropriate administrator at any time. The formal grievance process provides all employees with an opportunity to be heard up to the highest level of management if they are dissatisfied with an administrative response. Once all administrative grievance procedures are exhausted, employees can bring grievances to the board of trustees. For ease of reference, the district's policy concerning the process of bringing concerns or complaints is reprinted as follows: PERSONNEL-MANAGEMENT RELATIONS: EMPLOYEE COMPLAINTS/GRIEVANCES This policy provides employees an orderly process for the prompt and equitable resolution of grievances when a concern has not been resolved. The board intends that, whenever feasible, grievances be resolved at the lowest possible administrative level. This policy shall not be construed to create new or additional rights beyond those granted by Board policy or law. 33 DEFINITIONS: For the purposes of this policy, ―days‖ shall mean calendar days. The terms ―complaint‖ and ―grievance‖ shall have the same meaning. A grievance under this policy may include, but shall not be limited to, any of the following: 1. Grievance concerning an employee‘s wages, hours, or conditions of work. 2. Specific allegations of unlawful discrimination in employment on the basis of sex (including allegations of sexual harassment), race, religion, national origin, age, or disability. 3. Specific allegations of unlawful discrimination or retaliation on the basis of the employee‘s exercise of constitutional rights. 4. ―Whistle blower‖ complaints. OTHER REVIEW PROCESSES: Initial procedures and information regarding sexual harassment by other employees are found at DHC(LOCAL) and information regarding federal nondiscrimination is found at DAA(LOCAL). An employee‘s dismissal or non-renewal may be the subject of a grievance under this policy only if the District does not otherwise provide for a review of the matter. The following are governed by other review processes and are not subject to this policy: 1. Grievances regarding suspension of a contractual employee without pay: DF series 2. Grievances regarding termination of an employment contract governed by Chapter 21 of the Education Code: DF series 3. Grievances against a District peace officer: CKE 4. Grievances regarding instructional materials: EFA NOTICE TO EMPLOYEES: The principal of each campus and other supervisory personnel shall ensure that employees under their supervision are informed of this policy. FREEDOM FROM RETALIATION: 34 Neither the Board nor the administration shall unlawfully retaliate against any employee for brining a grievance under this policy. [See DG(LEGAL)] “WHISTLE BLOWER” COMPLAINTS: Employees who allege adverse employment action in retaliation for reporting a violation of law to an appropriate authority shall initiate a grievance under this policy within 15 days after the date the alleged violation occurred or the employee first knew of the alleged violation. The complaint shall first be filed in accordance with LEVEL TWO, below. Time lines for the employee and the District set out in this policy may be shortened to enable the Board to make a final decision within 60 days of the initiation of the complaint. GENERAL REQUIREMENTS: A grievance must specify the individual harm alleged. An employee is prohibited from brining separate or serial grievances regarding the same event or action. All time limits shall be strictly complied with unless modified by mutual consent. Costs of any grievance shall be paid by the party incurring them. CONSOLIDATION: When the Superintendent determines that two or more individual grievances are sufficiently similar in nature and remedy to permit their resolution through one proceeding, he or she may consolidate the grievances. INITIATING GRIEVANCE: Unless otherwise specified in policy, an employee shall initiate a grievance as provided at LEVEL ONE, Below. LEVEL ONE: An employee who has a grievance shall request a conference with the principal or immediate supervisor by submitting the grievance in writing on a form provided by the District. The form must be filed within 15 days of the time the employee first knew or should have known of the event or series of events about which the employees is complaining. The principal or supervisor shall hold the conference within seven days after receipt of the written request. The principal or supervisor shall have seven days following the conference within which to respond. LEVEL TWO: If the outcome of the conference at LEVEL ONE is not to the employee‘s satisfaction or if the time for a response has expired, the employee may request a conference with the 35 Superintendent or designee to discuss the grievance. The request shall be in writing on a form provided by the District and must be filed within seven days following receipt of a written response or, if no written response is received, within seven days of the response deadline. The Superintendent or designee shall hold the conference within seven days after receipt of the written request. The Superintendent or designee shall have seven days following the conference within which to respond. LEVEL THREE: If the outcome of the conference at LEVEL TWO is not to the employee‘s satisfaction or if the time for a response has expired, the employee may request to place the matter on the agenda of a future Board meeting. [See BE(LOCAL)] The request shall be in writing on a form provided by the District and must be filed within seven days following receipt of a written response or, if no written response is received, within seven days of the response deadline. The Superintendent or designee shall inform the employee of the date, time, and place of the meeting. The Superintendent or designee shall provide the Board with copies of the employee‘s original grievance, all responses, and any written documentation previously submitted by the employee and the administration. The Board is not required to consider documentation not previously submitted or issues not previously presented. The LEVEL THREE proceeding before the Board shall be recorded by audiotape. The presiding officer may set reasonable time limits. The Board shall consider the grievance and may request a response from the administration, but the Board is not required to respond or take any action on the matter. The lack of a response by the Board upholds the administrative decision at LEVEL TWO. Announcing a decision in the employee‘s presence constitutes communication of the decision. If the Board chooses to respond, the Board shall then make and communicate its decision orally or in writing at any time up to and including the next regularly scheduled Board Meeting. CLOSED MEETING: If the grievance involves the appointment, employment, evaluation, reassignment, duties, discipline, or dismissal of the employee bringing the grievance, it may be heard by the Board in closed meeting unless the employee bringing the grievance requests that it be heard in public. EXCEPTION: However, if the grievance involves a complaint or charge against another District employee or Board member, it shall be heard in closed meeting unless an open hearing is requested in writing by the employee or Board member against whom the complaint or charge is brought. Employee conduct and welfare 36 Standards of conduct Policy DH All employees are expected to work together in a cooperative spirit to serve the best interests of the district and to be courteous to students, one another, and the public. Employees are expected to observe the following standards of conduct: • Recognize and respect the rights of students, parents, other employees, and members of the community • Maintain confidentiality in all matters relating to students and coworkers. • Report to work according to the assigned schedule. • Notify their immediate supervisor in advance or as early as possible in the event that they must be absent or late. Unauthorized absences, chronic absenteeism, tardiness, and failure to follow procedures for reporting an absence may be cause for disciplinary action. • Know and comply with department and district policies and procedures. • Express concerns, complaints, or criticism through appropriate channels • Observe all safety rules and regulations and report injuries or unsafe conditions to a supervisor immediately. • Use district time, funds, and property for authorized district business and activities only. All district employees should perform their duties in accordance with state and federal law, district policy, and ethical standards for professional educators. Violation of policies, regulations, or guidelines may result in disciplinary action, including termination. Alleged incidents of certain misconduct by educators, including having a criminal record, must be reported to SBEC not later than the seventh day after the superintendent first learns of the incident. See Reports to the State Board for Educator Certification, for additional information. The Code of Ethics and Standard Practices for Texas Educators, adopted by the State Board of Educator Certification, which all district employees must adhere to, is reprinted below: Code of Ethics and Standard Practices for Texas Educators Statement of Purpose The Texas educator shall comply with standard practices and ethical conduct toward students, professional colleagues, school officials, parents, and members of the community and shall safeguard academic freedom. The Texas educator, in maintaining the dignity of the profession, shall respect and obey the law, demonstrate personal integrity, and exemplify 37 honesty and good moral character. The Texas educator, in exemplifying ethical relations with colleagues, shall extend just and equitable treatment to all members of the profession. The Texas educator, in accepting a position of public trust, shall measure success by the progress of each student toward realization of his or her potential as an effective citizen. The Texas educator, in fulfilling responsibilities in the community, shall cooperate with parents and others to improve the public schools of the community. (19 TAC 247.1(b)) Professional Standards 1. Professional Ethical Conduct, Practices, and Performance Standard 1.1 The educator shall not intentionally, knowingly, or recklessly engage in deceptive practices regarding official policies of the school district, educational institution, educator preparation program, the Texas Education Agency, or the State Board for Educator Certification (SBEC) and its certification process. Standard 1.2 The educator shall not knowingly misappropriate, divert, or use monies, personnel, property, or equipment committed to his or her charge for personal gain or advantage. Standard 1.3 The educator shall not submit fraudulent requests for reimbursement, expenses, or pay. Standard 1.4 The educator shall not use institutional or professional privileges for personal or partisan advantage. Standard 1.5 The educator shall neither accept nor offer gratuities, gifts, or favors that impair professional judgment or to obtain special advantage. This standard shall not restrict the acceptance of gifts or tokens offered and accepted openly from students, parents of students, or other persons or organizations in recognition or appreciation of service. Standard 1.6 The educator shall not falsify records, or direct or coerce others to do so. Standard 1.7 The educator shall comply with state regulations, written local school board policies, and other state and federal laws. Standard 1.8 The educator shall apply for, accept, offer, or assign a position or a responsibility on the basis of professional qualifications. Standard 1.9 The educator shall not make threats of violence against school district employees, school board members, students, or parents of students. Standard 1.10 The educator shall be of good moral character and be worthy to instruct or supervise the youth of this state. Standard 1.11 The educator shall not intentionally or knowingly misrepresent his or her employment history, criminal history, and/or disciplinary record when applying for subsequent employment. Standard 1.12 The educator shall refrain from the illegal use or distribution of controlled substances and/or abuse of prescription drugs and toxic inhalants. 38 Standard 1.13 The educator shall not consume alcoholic beverages on school property or during school activities when students are present. 2. Ethical Conduct toward Professional Colleagues Standard 2.1 The educator shall not reveal confidential health or personnel information concerning colleagues unless disclosure serves lawful professional purposes or is required by law. Standard 2.2 The educator shall not harm others by knowingly making false statements about a colleague or the school system. Standard 2.3 The educator shall adhere to written local school board policies and state and federal laws regarding the hiring, evaluation, and dismissal of personnel. Standard 2.4 The educator shall not interfere with a colleague‘s exercise of political, professional, or citizenship rights and responsibilities. Standard 2.5 The educator shall not discriminate against or coerce a colleague on the basis of race, color, religion, national origin, age, gender, disability, family status, or sexual orientation. Standard 2.6 The educator shall not use coercive means or promise of special treatment in order to influence professional decisions or colleagues. Standard 2.7 The educator shall not retaliate against any individual who has filed a complaint with the SBEC or provides information for a disciplinary investigation or proceeding under this chapter. 3. Ethical Conduct toward Students Standard 3.1 The educator shall not reveal confidential information concerning students unless disclosure serves lawful professional purposes or is required by law. Standard 3.2 The educator shall not intentionally, knowingly, or recklessly treat a student or minor in a manner that adversely affects or endangers the learning, physical health, mental health, or safety of the student or minor. Standard 3.3 The educator shall not intentionally, knowingly, or recklessly misrepresent facts regarding a student. Standard 3.4 The educator shall not exclude a student from participation in a program, deny benefits to a student, or grant an advantage to a student on the basis of race, color, gender, disability, national origin, religion, family status, or sexual orientation. Standard 3.5 The educator shall not intentionally, knowingly, or recklessly engage in physical mistreatment, neglect, or abuse of a student or minor. Standard 3.6 The educator shall not solicit or engage in sexual conduct or a romantic relationship with a student. Standard 3.7 The educator shall not furnish alcohol or illegal/unauthorized drugs to any person under 21 years of age unless the educator is a parent or guardian of that 39 child or knowingly allow any person under 21 years of age unless the educator is a parent or guardian of that child to consume alcohol or illegal/unauthorized drugs in the presence of the educator. Standard 3.8 The educator shall maintain appropriate professional educator-student relationships and boundaries based on a reasonably prudent educator standard. Standard 3.9 The educator shall refrain from inappropriate communication with a student or minor, including, but not limited to, electronic communication such as cell phone, text messaging, email, instant messaging, blogging, or other social network communication. Factors that may be considered in assessing whether the communication is inappropriate include, but are not limited to: (i) the nature, purpose, timing, and amount of the communication; (ii) the subject matter of the communication; (iii) whether the communication was made openly or the educator attempted to conceal the communication; (iv) whether the communication could be reasonably interpreted as soliciting sexual contact or a romantic relationship; (v) whether the communication was sexually explicit; and (vi) whether the communication involved discussion(s) of the physical or sexual attractiveness or the sexual history, activities, preferences, or fantasies of either the educator or the student. Discrimination, harassment, and retaliation Policies DH, DIA Employees shall not engage in prohibited harassment, including sexual harassment, of other employees or students. While acting in the course of their employment, employees shall not engage in prohibited harassment of other persons, including board members, vendors, contractors, volunteers, or parents. A substantiated charge of harassment will result in disciplinary action. Employees who believe they have been discriminated or retaliated against or harassed are encouraged to promptly report such incidents to the campus principal, supervisor, or appropriate district official. If the campus principal, supervisor, or district official is the subject of a complaint, the employee should report the complaint directly to the superintendent. A complaint against the superintendent may be made directly to the board. The district‘s policy that includes definitions and procedures for reporting and investigating harassment is DIA Local in the Board Policy Manual. This policy can be viewed at the following address: 40 Harassment Policies DHC, FNCJ, FFG Employee-to-employee. Sexual harassment of a coworker is a form of discrimination and is prohibited by law. Sexual harassment is defined as unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct under the following conditions: -Submission to such conduct is explicitly or implicitly a term or condition of employment. -Submission to or rejection of such conduct is used as the basis for employment decisions. -The conduct unreasonably interferes with an individual's work performance or creates an intimidating, hostile, or otherwise offensive work environment. Employees who believe that they have been sexually harassment are encouraged to come forward with complaints. The district will promptly investigate all allegations of sexual harassment and will take prompt appropriate disciplinary action against employees found to have engaged in conduct constituting sexual harassment of other employees. The district‘s policy outlining the process of filing complaints of sexual harassment is printed in detail in the board policy manual (DHC Local). Employee-to-student. Sexual and other harassment of students by employees are forms of discrimination and are prohibited by law. Romantic or inappropriate social relationships between students and district employees are prohibited. Employees who suspect a student may have experienced prohibited harassment are obligated to report their concerns to the campus principal or other appropriate district official. All allegations of prohibited harassment or abuse of a student will be reported to the student‘s parents and promptly investigated. An employee who knows of or suspects child abuse must also report his or her knowledge or suspicion to the appropriate authorities, as required by law. See Reporting suspected child abuse for additional information. The district‘s policy that includes definitions and procedures for reporting and investigating harassment is FFH Local in the Board Policy Manual. This policy can be viewed at the following address: Other prohibited conduct includes the following: -Engaging in sexually oriented conversations for the purpose of personal sexual gratification -Telephoning students at home or elsewhere and engaging in inappropriate social relationships 41 -Engaging in physical contact that would reasonably be construed as sexual in nature -Enticing or threatening students to get them to engage in sexual behavior in exchange for grades or other school-related benefits In most instances sexual abuse of a student by an employee violates a student's constitutional right to bodily integrity. Sexual abuse may include, but is not limited to, fondling, sexual assault, or sexual intercourse. Employees who suspect a student is being sexually harassed or abused by another employee are obligated to report their concerns to the campus principal. All allegations of sexual harassment or sexual abuse of a student will be reported to the student's parents and promptly investigated. Conduct that may be characterized as known or suspected child abuse will also be reported to the appropriate authorities, as required by law. Employees with questions or concerns relating to the alleged sexual harassment of a student should contact the campus principal or Superintendent. Reporting Suspected Child Abuse Policies DF, DG, DH, FFG, GRA All employees are required by state law to report any suspected child abuse or neglect to a law enforcement agency, Child Protective Services, or appropriate state agency (e.g., state agency operating, licensing, certifying, or registering a facility) within 48 hours of the event that led to the suspicion. Abuse is defined by SBEC and includes the following acts or omissions: , Mental or emotional injury to a student or minor that results in an observable and material impairment in the student‘s or minor‘s development, learning, or psychological functioning; , Causing or permitting a student or minor to be in a situation in which the student or minor sustains a mental or emotional injury that results in an observable and material impairment in the student‘s or minor‘s development, learning, or psychological functioning; , Physical injury that results in substantial harm to a student or minor, or the genuine threat of substantial harm from physical injury to the student or minor, including an injury that is at variance with the history or explanation given and excluding an accident or reasonable discipline; or , Sexual conduct harmful to a student‘s or minor‘s mental, emotional, or physical welfare. Reports to Child Protective Services can be made to the Texas Abuse Hotline (800-252-5400). State law specifies that an employee may not delegate to or rely on another person to make the report. Under state law, any person reporting or assisting in the investigation of reported child abuse or neglect is immune from liability unless the report is made in bad faith or with malicious intent. In addition, the 42 district is prohibited from retaliating against an employee who, in good faith, reports child abuse or neglect or who participates in an investigation regarding an allegation of child abuse or neglect. An employee‘s failure to report suspected child abuse may result in prosecution as a Class A misdemeanor. In addition, a certified employee‘s failure to report suspected child abuse may result in disciplinary procedures by SBEC for a violation of the Code of Ethics and Standard Practices for Texas Educators. Employees who suspect that a student has been or may be abused or neglected should also report their concerns to the campus principal. This includes students with disabilities who are no longer minors. Employees are not required to report their concern to the principal before making a report to the appropriate agency. Reporting the concern to the principal does not relieve the employee of the requirement to report it to the appropriate state agency. In addition, employees must cooperate with investigators of child abuse and neglect. Interference with a child abuse investigation by denying an interviewer‘s request to interview a student at school or requiring the presence of a parent or school administrator against the desires of the duly authorized investigator is prohibited. Sexual Abuse and Maltreatment of Children The district has established a plan for addressing sexual abuse and other maltreatment of children, which may be accessed at , it is important for you to be aware of warning signs that could indicate a child may have been or is being sexually abused or maltreated. Sexual abuse in the Texas Family Code is defined as any sexual conduct harmful to a child‘s mental, emotional, or physical welfare as well as a failure to make a reasonable effort to prevent sexual conduct with a child. Maltreatment is defined as abuse or neglect. Anyone who suspects that a child has been or may be abused or neglected has a legal responsibility under state law for reporting the suspected abuse or neglect to law enforcement or to Child Protective Services (CPS). Employees are required to follow the procedures described above in Reporting Suspected Child Abuse. Technology Resources Policy CQ The district‘s technology resources, including its network access to the Internet, are primarily for administrative and instructional purposes. Limited personal use is permitted if the use: 43 , Imposes no tangible cost to the district. , Does not unduly burden the district‘s computer or network resources , Has no adverse effect on job performance or on a student‘s academic performance Electronic mail transmissions and other use of the technology resources are not confidential and can be monitored at any time to ensure appropriate use. Employees who are authorized to use the system are required to abide by the provisions of the acceptable use policy and administrative procedures. Failure to do so can result in suspension of access or termination of privileges and may lead to disciplinary action. Employees with questions about computer use and data management can contact the Superintendent. Personal Use of Electronic Media Policy DH Electronic media includes all forms of social media, such as text messaging, instant messaging, electronic mail (e-mail), Web logs (blogs), electronic forums (chat rooms), video-sharing Web sites (e.g., YouTube), editorial comments posted on the Internet, and social network sites (e.g., Facebook, MySpace, Twitter, LinkedIn). Electronic media also includes all forms of telecommunication such as landlines, cell phones, and Web-based applications. As role models for the district‘s students, employees are responsible for their public conduct even when they are not acting as district employees. Employees will be held to the same professional standards in their public use of electronic media as they are for any other public conduct. If an employee‘s use of electronic media interferes with the employee‘s ability to effectively perform his or her job duties, the employee is subject to disciplinary action, up to and including termination of employment. If an employee wishes to use a social network site or similar media for personal purposes, the employee is responsible for the content on the employee‘s page, including content added by the employee, the employee‘s friends, or members of the public who can access the employee‘s page, and for Web links on the employee‘s page. The employee is also responsible for maintaining privacy settings appropriate to the content. An employee who uses electronic media for personal purposes shall observe the following: , The employee may not set up or update the employee‘s personal social network page(s) using the district‘s computers, network, or equipment. 44 , The employee shall not use the district‘s logo or other copyrighted material of the district without express, written consent. , The employee continues to be subject to applicable state and federal laws, local policies, administrative regulations, and the Code of Ethics and Standard Practices for Texas Educators, even when communicating regarding personal and private matters, regardless of whether the employee is using private or public equipment, on or off campus. These restrictions include: o Confidentiality of student records. [See Policy FL] o Confidentiality of health or personnel information concerning colleagues, unless disclosure serves lawful professional purposes or is required by law. [See Policy DH (EXHIBIT)] o Confidentiality of district records, including educator evaluations and private e-mail addresses. [See Policy GBA] o Copyright law [See Policy CY] o Prohibition against harming others by knowingly making false statements about a colleague or the school system. [See Policy DH (EXHIBIT)] See Use of Electronic Media with Students, below, for regulations on employee communication with students through electronic media. Use of Electronic Media with Students Policy DH A certified or licensed employee, or any other employee designated in writing by the superintendent or a campus principal, may communicate through electronic media with students who are currently enrolled in the district. The employee must comply with the provisions outlined below. All other employees are prohibited from communicating with students who are enrolled in the district through electronic media. An employee is not subject to these provisions to the extent the employee has a social or family relationship with a student. For example, an employee may have a relationship with a niece or nephew, a student who is the child of an adult friend, a student who is a friend of the employee‘s child, or a member or participant in the same civic, social, recreational, or religious organization. The following definitions apply for the use of electronic media with students: , Electronic media includes all forms of social media, such as text messaging, instant messaging, electronic mail (e-mail), Web logs (blogs), electronic forums (chat rooms), video-sharing Web sites (e.g., YouTube), editorial comments posted on the Internet, and social network sites (e.g., Facebook, MySpace, Twitter, LinkedIn). Electronic media also includes all forms of telecommunication such as landlines, cell phones, and Web-based applications. , Communicate means to convey information and includes a one-way communication as well as a dialogue between two or more people. A public communication by an employee that is not targeted at students (e.g., a posting on the employee‘s personal social network page or a blog) is not a communication: however, the employee may be subject to district regulations on 45 personal electronic communications. See Personal Use of Electronic Media, above. Unsolicited contact from a student through electronic means is not a communication. , Certified or licensed employee means a person employed in a position requiring SBEC certification or a professional license, and whose job duties may require the employee to communicate electronically with students. The term includes classroom teachers, counselors, principals, librarians, paraprofessionals, nurses, educational diagnosticians, licensed therapists, and athletic trainers. An employee who uses electronic media to communicate with students shall observe the following: , The employee may use any form of electronic media except text messaging. Only a teacher, trainer, or other employee who has an extracurricular duty may use text messaging, and then only to communicate with students who participate in the extracurricular activity over which the employee has responsibility. , The employee shall limit communications to matters within the scope of the employee‘s professional responsibilities (e.g., for classroom teachers, matters relating to class work, homework, and tests; for an employee with an extracurricular duty, matters relating to the extracurricular activity. , The employee is prohibited from knowingly communicating with students through a personal social network page; the employee must create a separate social network page (―professional page‖) for the purpose of communicating with students. The employee must enable administration and parents to access the employee‘s professional page. , The employee does not have a right to privacy with respect to communications with students and parents. , The employee continues to be subject to applicable state and federal laws, local policies, administrative regulations, and the Code of Ethics and Standard Practices for Texas Educators, including: o Compliance with the Public Information Act and the Family Educational Rights and Privacy Act (FERPA), including retention and confidentiality of student records. [See Policies CPC and FL] o Copyright law [Policy EFE] , Prohibitions against soliciting or engaging in sexual conduct or a romantic relationship with a student. [See Policy DF] , Upon request from administration, an employee will provide the phone number(s), social network site(s), or other information regarding the method(s) of electronic media the employee uses to communicate with any one or more currently-enrolled students. , Upon written request from a parent or student, the employee shall discontinue communicating with the student through e-mail, text messaging, instant messaging, or any other form of one-to- one communication. An employee may request an exception from one or more of the limitations above by submitting a written request to his or her immediate supervisor. 46 Criminal History Background Checks Policy DBAA Employees may be subject to a review of their criminal history record information at any time during employment. National criminal history checks based on an individual‘s fingerprints, photo, and other identification will be conducted on certain employees and entered into the Texas Department of Public Safety (DPS) Clearinghouse. This database provides the district and SBEC with access to an employee‘s current national criminal history and updates to the employee‘s subsequent criminal history. Employee Arrests and Convictions Policy DH An employee must notify his or her principal or immediate supervisor within three calendar days of any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of any felony, and any of the other offenses listed below: , Crimes involving school property or funds , Crimes involving attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle any person to hold or obtain a position as an educator , Crimes that occur wholly or in part of school property or at a school-sponsored activity , Crimes involving moral turpitude Moral turpitude includes the following: , Dishonesty , Fraud , Deceit , Theft , Misrepresentation , Deliberate violence , Base, vile, or depraved acts that are intended to arouse or gratify the sexual desire of the actor , Drug- or alcohol-related offenses , Acts constituting abuse or neglect under the Texas Family Code Alcohol and Drug-abuse prevention Policies DH, DI Knox City-O‘Brien CISD is committed to maintaining an alcohol and drug-free environment and will not tolerate the use of alcohol and illegal drugs in the workplace and at school-related and school-sanctioned activities on or off school property. Employees who use or are under the influence of alcohol or illegal drugs as defined by the Texas Controlled Substances Act during working hours may be 47 dismissed. The district's policy regarding employee drug use can be viewed at the following address: EMPLOYEE STANDARDS OF CONDUCT Employees shall be courteous to one another and the public, working together in a cooperative spirit to serve the best interests of the district. All district employees shall be expected to adhere to the standards of conduct set out in the Code of Ethics and Standard Practices for Texas Educators. [See DH(EXHIBIT)] Employees wishing to express concern, complaints, or criticism shall do so through appropriate channels. [See DGBA(LOCAL)] SAFETY REQUIREMENTS: All employees shall adhere to district safety rules and regulations and shall report unsafe conditions or practices to the appropriate supervisor. TOBACCO USE: Employees shall not use tobacco products on district premises, in district vehicles, nor in the presence of students at school or school-related activities. [See DH and GKA(Legal)] ALCOHOL AND DRUGS: A copy of this policy, the purpose of which is to eliminate drug abuse from the workplace, shall be provided to each employee at the beginning of each year or upon employment. Employees shall not unlawfully manufacture, distribute, dispense, possess, use, or be under the influence of any of the following substances during working hours while at school or at school-related activities during or outside of usual working hours: 1. Any controlled substance or dangerous drug as defined by law, including but not limited to marijuana, any narcotic drug, hallucinogen, stimulant, depressant, amphetamine, or barbiturate. 2. Alcohol or any alcoholic beverage. 48 3. Any abusable glue, aerosol paint, or any other chemical substance or inhalation. 4. Any other intoxicant, or mood-changing, mind-altering, or behavior-altering drugs. An employee need not be legally intoxicated to be considered under the influence of a controlled substance. EXCEPTION: An employee who uses a drug authorized by a licensed physician through a prescription specifically for that employee‘s use shall not be considered to have violated this policy. NOTICE: Each employee shall be given a copy of the district‘s notice regarding drug-free schools. [See DI(EXHIBIT)] DRESS AND GROOMING: The dress and grooming of district employees shall be clean, neat in a manner appropriate for their assignments, and in accordance with any additional standards established by their supervisors and approved by the Superintendent. VIOLATIONS: Employees shall comply with the standards of conduct set out in this policy and with any other policies, regulations, and guidelines that impose duties, requirements, or standards attendant to their status as district employees. Violation of any policies, regulations, and guidelines may result in disciplinary action, including termination of employment. [See DCD and DF series] DRUG-FREE SCHOOLS REQUIREMENTS The district prohibits the unlawful distribution, possession, or use of illicit drugs and alcohol on school premises or as part of any of the district‘s activities. Employees who violate this prohibition shall be subject to disciplinary sanctions. Such sanctions may include referral to drug and alcohol counseling or rehabilitation programs or employee assistance programs, termination from employment with the district, and referral to appropriate law enforcement officials for prosecution. Information on available rehabilitation or employee assistance programs and contacts shall be posted throughout the workplace. 41 U.S.C. 702(a)(1)(A);28TAC169.2 Compliance with these requirements and prohibitions is mandatory and is a condition of employment. (This notice complies with notice requirements imposed by the federal Drug-Free Schools and Communities Act Amendments of 1989 [20 U.S.C. 3224a and 34 CFR 86.201]) 49 Dietary supplements Policy DH District employees are prohibited by state law from knowingly selling, marketing, or distributing a dietary supplement that contains performance-enhancing compounds to a student with whom the employee has contact as part of his or her school district duties. In addition, employees may not knowingly endorse or suggest the ingestion, intranasal application, or inhalation of a performance-enhancing dietary supplement to any student. Reporting suspected child abuse Policy DF, DG, DH, FFG, GRA All employees are required by state law to report any suspected child abuse or neglect to a law enforcement agency, Child Protective Services, or appropriate state agency (e.g., state agency operating, licensing, certifying, or registering a facility) within 48 hours of the event that led to the suspicion. Abuse is defined by Texas Family Code and includes any sexual conduct involving an educator and a student or minor. Reports to Child Protective Services can be made to a local office or to the Texas Abuse Hotline (800-252-5400). State law specifies that an employee may not delegate to or rely on another person to make the report. Under state law, any person reporting or assisting in the investigation of reported child abuse or neglect is immune from liability unless the report is made in bad faith or with malicious intent. In addition, the district is prohibited from retaliating against an employee who, in good faith, reports child abuse or neglect or who participates in an investigation regarding an allegation of child abuse or neglect. An employee‘s failure to report suspected child abuse may result in prosecution for the commission of a Class B misdemeanor. In addition, a certified employee‘s failure to report suspected child abuse may result in disciplinary procedures by SBEC for a violation of the Code of Ethics and Standard Practices for Texas Educators . Employees who suspect that a student has been or may be abused or neglected should also report their concerns to the campus principal. This includes students with disabilities who are no longer minors. Employees are not required to report their concern to the principal before making a report to the appropriate agencies. In addition, employees must cooperate with child abuse and neglect investigators. Reporting the concern to the principal does not relieve the employee of the requirement to report to the appropriate state agency. Interference with a child abuse investigation by denying an interviewer‘s request to interview a student at school or requiring the presence of a parent or school administrator against the desires of the duly authorized investigator is prohibited. 50 Fraud and financial impropriety Policy CAA All employees should act with integrity and diligence in duties involving the district‘s financial resources. The district prohibits fraud and financial impropriety, as defined below. Fraud and financial impropriety includes, but is not limited to, the following: , Forgery or unauthorized alteration of any document or account belonging to the district , Forgery or unauthorized alteration of a check, bank draft, or any other financial document , Misappropriation of funds, securities, supplies, or other district assets, including employee time , Impropriety in the handling of money or reporting of district financial transactions , Profiteering as a result of insider knowledge of district information or activities , Unauthorized disclosure of confidential or proprietary information to outside parties , Unauthorized disclosure of investment activities engaged in or contemplated by the district , Accepting or seeking anything of material value from contractors, vendors, or other persons providing services or materials to the district , Destroying, removing, or inappropriately using records, furniture, fixtures, or equipment , Failing to provide financial records required by state or local entities , Failure to disclose conflicts of interest as required by policy , Any other dishonest act regarding the finances of the district Conflict of interest Policy DBD Employees are required to disclose to their supervisor any situation that creates a potential conflict of interest with proper discharge of assigned duties and responsibilities or creates a potential conflict of interest with the best interests of the district. This includes the following: , A personal financial interest , A business interest , Any other obligation or relationship , Nonschool employment Gifts and favors Policy DBD Employees may not accept gifts or favors that could influence, or be construed to influence, the employee‘s discharge of assigned duties. The acceptance of a gift, favor, or service by an administrator or teacher that might reasonably tend to influence the selection of textbooks electronic textbooks, 51 instructional materials or technological equipment may result in prosecution of a Class B misdemeanor offense. This does not include staff development, teacher training, or instructional materials, such as maps or worksheets, that convey information to students or contribute to the learning process. Copyrighted Materials Policy EFE Employees are expected to comply with the provisions of federal copyright law relating to the unauthorized use, reproduction, distribution, performance, or display of copyrighted materials (i.e., printed material, videos, computer data and programs, etc.). Electronic media, including motion pictures and other audiovisual works, are to be used in the classroom for instructional purposes only. Duplication are to be used in the classroom for educational purposes only. Duplication or backup of computer programs and data must be made within the provisions of the purchase agreement. Charitable Contributions Policy DG The Board or any employee may not directly or indirectly require or coerce an employee to make a contribution to a charitable organization or in response to a fund-raiser. Employees cannot be required to attend a meeting called for the purpose of soliciting charitable contributions. In addition, the Board or any employee may not directly or indirectly require or coerce an employee to refrain from making a contribution to a charitable organization or in response to a fund raiser or attending a meeting called for the purpose of soliciting charitable contributions. Associations and Political Activities Policy DGA The district will not directly or indirectly discourage employees from participating in political affairs or require any employee to join any group, club, committee, organization, or association. Employees may join or refuse to join any professional association or organization. An individual‘s employment will not be affected by membership or a decision not to be a member of any employee organization that exists for the purpose of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours of employment, or conditions of work. Use of district resources including work time for political activities is prohibited. Safety Policy CK series The district has developed and promotes a comprehensive program to ensure the safety of its employees, students, and visitors. The safety program includes guidelines and procedures for 52 responding to emergencies and activities to help reduce the frequency of accidents and injuries. To prevent or minimize injuries to employees, coworkers, and students and to protect and conserve district equipment, employees must comply with the following requirements: , Observe all safety rules. , Keep work areas clean and orderly at all times. , Immediately report all accidents to their supervisor. , Operate only equipment or machines for which they have training and authorization. Employees with questions or concerns relating to safety programs and issues can contact the Superintendents office. Possession of Firearms and Weapons Policies FNCG, GKA Employees, visitors, and students are prohibited from bringing firearms, knives, clubs or other prohibited weapons onto school premises (i.e., building or portion of a building) or any grounds or building where a school-sponsored activity takes place. To ensure the safety of all persons, employees who observe or suspect a violation of the district‘s weapons policy should report it to their supervisor or call 911 immediately. Visitors in the Workplace Policy GKC All visitors are expected to enter any district facility through the main entrance and sign in or report to the building‘s main office. Authorized visitors will receive directions or be escorted to their destination. Employees who observe an unauthorized individual on the district premises should immediately direct him or her to the building office or contact the administrator in charge. Tobacco use Policies DH, GKA, FNCD State law prohibits smoking or using tobacco products on all district-owned property and at school-related or school-sanctioned activities, on or off campus. This includes all buildings, playground areas, parking facilities, and facilities used for athletics and other activities. Drivers of district-owned vehicles are prohibited from smoking while inside the vehicle. Notices stating that smoking is prohibited by law and punishable by a fine are displayed in prominent places in all school buildings. Criminal history background checks Policy DBAA 53 Employees may be subject to a review of their criminal history record information at any ime during employment. National criminal history checks based on an individual‘s fingerprints, photo, and other identification will be conducted on certain employees and entered into the Texas Department of Public Safety (DPS) Clearinghouse. This database provides the district and SBEC with access to an employee‘s current national criminal history and updates to the employee‘s subsequent criminal history. Employee arrests and convictions Policy DH An employee must notify his or her principal or immediate supervisor within three calendar days of any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of any felony, any offense involving moral turpitude, and any of the other offenses listed below: , Crimes involving school property or funds , Crimes involving attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle any person to hold or obtain a position as an educator , Crimes that occur wholly or in part of school property or at a school-sponsored activity , Crimes involving moral turpitude Moral turpitude includes, but is not limited to, the following: , Dishonesty , Fraud , Deceit , Theft , Misrepresentation , Deliberate violence , Base, vile, or depraved acts that are intended to arouse or gratify the sexual desire of the actor , Drug- or alcohol-related offenses , Acts constituting abuse or neglect under the Texas Family Code Possession of firearms and weapons Policies FNCG, GKA Employees, visitors, and students are prohibited from bringing firearms, knives, clubs or other prohibited weapons onto school premises (i.e., building or portion of a building) or any grounds or building where a school-sponsored activity takes place. To ensure the safety of all persons, employees who observe or suspect a violation of the district's weapons policy should report it to their supervisors or call the Central Administration Office immediately. 54 Visitors in the workplace Policy GKC All visitors are expected to enter any district facility through the main entrance and sign in or report to the building's main office. Authorized visitors will receive directions or be escorted to their destination. Instructional classes will not be interrupted unless an emergency exists. Employees who observe an unauthorized individual on the district premises should immediately direct him or her to the building office or contact the administrator in charge. Copyrighted materials Policy EFE Employees are expected to comply with the provisions of federal copyright law relating to the unauthorized use, reproduction, distribution, performance, or display of copyrighted materials (i.e., printed material, videos, computer data and programs, etc.). Rented videos are to be used in the classroom for educational purposes only. Duplication or backup of computer programs and data must be made within the provisions of the purchase agreement. Computer use and data management Policy CQ The district‘s electronic communications systems, including its network access to the Internet, is primarily for administrative and instructional purposes. Limited personal use of the system is permitted if the use: , Imposes no tangible cost to the district , Does not unduly burden the district‘s computer or network resources , Has no adverse effect on job performance or on a student‘s academic performance Electronic mail transmissions and other use of the electronic communications systems are not confidential and can be monitored at any time to ensure appropriate use. Employees who are authorized to use the systems are required to abide by the provisions of the district‘s communications systems policy and administrative procedures. Failure to do so can result in suspension or termination of privileges and may lead to disciplinary action. Employees with questions about computer use and data management can contact the Superintendent . Gifts and favors Policy DBD 55 Employees may not accept gifts or favors that could influence, or be construed to influence, the employee‘s discharge of assigned duties. The acceptance of a gift, favor, or service by an administrator or teacher that might reasonably tend to influence the selection of textbooks may result in prosecution of a class B misdemeanor offense. This does not include staff development, teacher training, or instructional materials, such as maps or worksheets, which convey information to students or contribute to the learning process. Asbestos management plan Policy CKA The district is committed to providing a safe environment for employees. An accredited management planner has developed an asbestos management plan for each school. A copy of the district's management plan is kept in the Central Administration Office and is available for inspection during normal business hours. Pest control treatment Policies CLB, DI Employees are prohibited from applying any pesticide or herbicide without appropriate training and prior approval of the integrated pest management (IPM) coordinator. Any application of pesticide or herbicide must be done in a manner prescribed by law and the district‘s integrated pest management program. Notices of planned pest control treatment will be posted in a district building 48 hours before the treatment begins. Notices are generally located at the campus principal‘s office. In addition, individual employees may request in writing to be notified of pesticide applications. An employee who requests individualized notice will be notified by telephone, written or electric means. Pest control information sheets are available from campus principals or facility managers upon request. General procedures Bad weather closing The district may close schools because of bad weather or emergency conditions. When such conditions exist, the superintendent will make the official decision concerning the closing of the district's facilities. When it becomes necessary to open late or to release students early, the following radio station will be notified by school officials: KVRP 95.5 FM, HASKELL. 56 Employee time of arrival and departure The campus principal will provide the instructional employees with arrival and departure times. Upon departure windows should be closed and the heating/cooling turned off by the last teacher to use the room during the school day. Teachers should be at their door when the first bell rings each morning and are to stand by their doors during each class break unless assigned elsewhere. Observation of schedule Instructional personnel are expected to observe the established schedule. Classes will be dismissed after the bell has stopped ringing and will begin at the beginning of the tardy bell. Teachers are expected to supervise students during intervals between classes by their presence in the classroom doorways, hall, etc. Food and beverages The consumption of food and beverages by students and staff will be allowed in designated areas only. These areas are the cafeteria and teacher workroom. Other areas may be approved for special circumstances: for example, the gym during an athletic contest when the concession stand is open. Students are not allowed to have food or beverages in their classrooms. Teachers should not have food or beverages in their classroom while students are present. Media equipment, materials , and library The district has a large quantity of media equipment and materials available, as well as access to the Education Service Center‘s equipment and materials. Instructional personnel are encouraged to utilize this material and equipment but are expected to follow directives to the requisition, use, care, and return of such equipment and material. The district has three central libraries. These are serviced by part-time librarians and aides. Student access to the libraries is limited to the direct supervision of instructional personnel who will be responsible for proper application of library resources as well as any misuse or abuse. The district provides copying equipment at each campus for instructional use. This equipment is for district employee use only. Student use is prohibited. 57 Emergencies Policies CKC, CKD All employees should be familiar with the safety procedures for responding to a medical emergency and the evacuation diagrams posted in their work areas. Fire, tornado, and other emergency drills will be conducted to familiarize employees and students with evacuation procedures. Fire extinguishers are located throughout all district buildings. Employees should know the location of the extinguishers nearest their place of work and how to use them. Fund raising activities As a general rule, fund raising activities are limited to certain groups. The controls also include the type of activity, the length of the activity, as well as the number of activities. The campus principals will be responsible for providing management and control of all fund raising activities. All fund raising activities must be approved by the principal and superintendent. Forms to request approval for fund raising activities are available in the campus offices and central administration office. Management of class and organizational activity enterprise funds Instructional personnel are encouraged to permit the planning and management of the various class and organizational enterprises by the students. This provides excellent financial management training opportunities. Instructional personnel will exercise proper safeguards that would not encourage students to misapply their responsibilities in being accountable for funds generated by their activities. All funds generated by enterprises will be deposited with the campus office. It is preferred that these funds be deposited with the campus office on the day they are received. However if is not possible to make the deposits on the day they are received then they should be deposited within three days of receiving the funds. The Central Administration Office will maintain a record on each account, and issue warrants at the direction of the proper class or organization representative. While accounting records will be maintained and audited by the Central Administration Office and Board, classes and organizations are encouraged to maintain and keep separate records. Staff and students should not leave materials, supplies, or monies in unsecured areas. No money is to be left in the classrooms at any time. Care, protection, repair and utilization of facilities, equipment and supplies It is the district‘s intention to provide facilities, equipment and supplies in adequate quantity and quality to meet the goals of the instructional and extra-curricular programs. 58 An adequate maintenance staff is provided and with the assistance of the staff and student body, the grounds and buildings should instill pride in each of us. Staff persons are expected to follow administrative directives relating to energy conservation and the conservation of consumable supplies. All staff persons should reduce energy consumption by turning off unneeded lighting, cooling, and/or heating. District policies do not permit the use of school facilities before noon on Sunday, after 6:00 p.m. on Sunday and after 6:00 p.m. on Wednesday. Any exception must have prior approval of the Superintendent. Staff persons will address requests for materials, supplies, maintenance service and equipment to the campus principal. The campus principal will review the request and provide resolution. Employees are expected to cooperate with administration by maintaining the accurate accounting of all equipment and supplies. Teachers must document the supplies taken from the office or workroom. Textbooks The textbooks are the property of the state of Texas. They are charged to the district. In order to provide textbook management, the following must be observed: 1. Textbook inventories will be maintained in secure locations and restricted to authorized personnel. 2. Instructional personnel must: a. examine each textbook for the coded book number, enter the student‘s name in ink, record the condition of the book in ink. b. have the student complete a book card. c. maintain a record of the book number in the teacher grade book. d. assume responsibility for all textbook inventories issued to them. e. assign responsibilities for losses and damages of books; and report it to the campus principal. f. provide students with book covers for the protection of the textbooks. g. require textbooks to be covered at all times. Student participation in all school activities Students shall not be penalized in one school activity for taking part in another. Staff persons will avoid 59 applying any undue pressure to promote one activity over another. Students should be encouraged to take part in as many activities as practical. Telephone use and messages Telephones are provided in most areas of the district campuses. The telephones are for emergency personal use and to conduct the affairs of the district. Long distance calls are authorized for conducting school business by adult employees only and are to be properly logged. Any personal long distance calls made by employees should be charged to your home phone number. Important messages will be relayed to employees and students. Instructional classes will not be interrupted for messages unless an emergency exists. Press releases Any articles, press releases or letters for the newspaper that relate to the school must be approved by the campus principal. Teachers should make an effort to secure coverage of newsworthy activities and student accomplishments. Vehicle Requests Employees requesting a district owned vehicle are required to complete a vehicle request form and submit the form to their campus principal. The campus principal will forward the request to the Central Administration Office for Superintendent approval. Except in emergency or unexpected situations the request form should be submitted at least 72 hours prior to time the vehicle will be needed. Employees using a district owned vehicle must complete a mileage log. Drivers are not allowed to talk on cell phones while driving a district owned vehicle with students as passengers. Vehicles returned after 5:00 p.m. on school days and anytime during the weekend and student holidays should be parked in the bus barn. The bus barn must be locked upon exiting. Drivers are not allowed to talk on cell phones while driving a district owned vehicle with students as passengers. Additionally, students need to place trash in the wastepaper basket before exiting the bus. Sunflower seeds are not allowed in any district owned vehicles. OUR TRANSPORTATION DEPARTMENT DOES AN EXCELLENT JOB MAINTAINING THE SERVICE AND APPEARANCE OF OUR VEHICLES. PLEASE HELP THEM BY MAKING SURE ALL TRASH IS PLACED IN THE WASTEPAPER BASKET BEFORE THE VEHICLE IS PARKED. Purchasing procedures Policy CH All requests for purchases must be submitted to the Central Administration Office on an official district purchase order (PO) form with the appropriate approval signatures. The PO must be signed by the appropriate supervisor and the Superintendent prior to the any purchase. No purchases, charges, or 60 commitments to buy goods or services for the district can be made without a PO number. The district will not reimburse employees or assume responsibility for purchases made without authorization. Employees are not permitted to purchase supplies or equipment for personal use through the district's business office. Contact the Superintendent for additional information on purchasing procedures. Employees may not authorize students to charge purchases at local businesses. Name and address changes It is important that employment records be kept up to date. Employees must notify the Central Administration Office if there are any changes or corrections to their name, home address, contact telephone number, marital status, emergency contact, or beneficiary. Forms to process a change in personal information can be obtained from the Central Administration Office. Personnel records Policy GBA Most district records, including personnel records, are public information and must be released upon request. Employees may choose to have the following personal information withheld: , Address , Phone number , Social Security number , Information that reveals whether they have family members The choice to not allow public access to this information may be made at any time by submitting a written request to the superintendent. New or terminating employees have 14 days after hire or termination to submit a request. Otherwise, personal information will be released to the public. Building use Policies DGA, GKD The campus principal is responsible for scheduling the use of facilities after school hours. Contact the campus principal to request the use of school facilities and to obtain information on the fees charged. All Employees using district owned building and/or facilities for any uses other than school sponsored activities will be required to sign a building lease agreement prior to using the building or facility. There will be a building/facility use fee to cover the district‘s utility, equipment and custodial costs when the use is for private enterprise. Termination of employment 61 Resignations Policy DFE Contract employees. Contract employees may resign their position without penalty at the end of any school year if written notice is received 45 days before the first day of instruction of the following school year. A written notice of resignation should be submitted to the Superintendent. Resignations are considered accepted once submitted to the Superintendent. Contract employees may resign at any other time only with the approval of the Superintendent or the Board of Trustees. Resignation without the consent of the board may result in disciplinary action by the State Board for Educator Certification. The superintendent will notify the State Board for Educator Certification when an employee resigns and reasonable evidence exists to indicate that the employee has engaged in any of the acts listed in the section Reports to the State Board for Educator Certification. Noncontract employees. Noncontract employees may resign their positions at any time. A written notice of resignation should be submitted to the Superintendent at least two weeks prior to the effective date. Employees are encouraged to include the reasons for leaving in the letter of resignation but are not required to do so. Dismissal or nonrenewal of contract employees Policies DFAA, DFAB, DFBA, DFBC, DFCA, DFD, DFF Employees on probationary, term, and continuing contracts can be dismissed during the school year according to procedures outlined in district policies. Employees on probationary or term contract can be nonrenewed at the end of the contract term. Contract employees dismissed during the school year, suspended without pay, or subject to a reduction in force are entitled to receive notice of the recommended action, an explanation of the charges against them, and an opportunity for a hearing. The time lines and procedures to be followed when a suspension, termination, or nonrenewal occurs will be provided when a written notice is given to an employee. Advance notification requirements do not apply when a contract employee is dismissed for failing to obtain or maintain appropriate certification or whose certification is revoked for misconduct. Information on the time lines and procedures can be found in the DF series policies that are provided to employees or are available on line. Dismissal of noncontract employees Policy DCD Noncontract employees are employed at will and may be dismissed without notice, a description of the reasons for dismissal, or a hearing. It is unlawful for the district to dismiss any employee for reasons of 62 race, religion, gender, national origin, disability, age, military status, genetic information, and any other basis protected by law, or in retaliation for the exercise of certain protected legal rights. Noncontract employees who are dismissed have the right to grieve the termination. To present a grievance, the employee must follow the district process outlined in this handbook. (See Complaints and grievances.) Exit interviews and procedures Policy DC Exit interviews will be scheduled for all employees leaving the district. Information on the continuation of benefits, release of information, and procedures for requesting references will be provided at this time. Separating employees are asked to provide the district with a forwarding address and phone number and complete a questionnaire that provides the district with feedback on their employment experience. It is the responsibility of the employee to schedule the exit interview with the Superintendent. All district keys, books, property, and equipment must be returned upon separation from employment. Reports to the State Board for Educator Certification Policy DF The dismissal or resignation of a certified employee will be reported to the SBEC when the superintendent first learns about an alleged incident of conduct that involves the following: , A reported criminal history , Any form of sexual or physical abuse of a minor or any other illegal conduct with a student or a minor , Soliciting or engaging in sexual conduct or a romantic relationship with a student or minor , The possession, transfer, sale, or distribution of a controlled substance , The illegal transfer, appropriation, or expenditure of school property or funds , An attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle the individual to a professional position or to receive additional compensation associated with a position , Committing a crime on school property or at a school-sponsored event , Violating assessment instrument security procedures Reports concerning court-ordered withholding The district is required to report the termination of employees that are under court order or writ of withholding for child support or spousal maintenance to the court and the individual receiving the support (Texas Family Code ?8.210, 158.211). Notice of the following must be sent to the court and support recipient: 63 Termination of employment not later than the seventh day after the date of termination Employee‘s last known address Name and address of the employee‘s new employer, if known Student issues Equal educational opportunities Policies FB, FFH The Knox City-O‘Brien Consolidated Independent School District does not discriminate on the basis of race, religion, color, national origin, gender, or disability in providing education services, activities, and programs, including vocational programs, in accordance with Title VI of the Civil Rights Act of 1964, as amended; Title IX of the Educational Amendments of 1972; and Section 504 of the Rehabilitation Act of 1973, as amended. Questions or concerns about discrimination of students on any of the bases listed above should be directed to Louis Baty, Superintendent. Student records Policy FL Student records are confidential and are protected from unauthorized inspection or use. Employees should take precautions to maintain the confidentiality of all student records. The following people are the only people who have general access to a student's records: -Parents married, separated, or divorces unless parental rights have been legally terminated and the school has been given a copy of the court order terminating parental rights -The student (if 18 or older) or attending an institution of postsecondary education -School officials with legitimate educational interests The student handbook provides parents and students with detailed information on student records. Parents or students who want to review student records should be directed to the campus principal for assistance. Parent and student complaints Policy FNG 64 In an effort to hear and resolve parent and student complaints in a timely manner and at the lowest administrative level possible, the board has adopted orderly processes for handling complaints on different issues. Any campus office or the superintendent‘s office can provide parents and students with information on filing a complaint. Parents are encouraged to discuss problems or complaints with the teachers or the appropriate administrator at any time. Parents and students with complaints that cannot be resolved to their satisfaction should be directed to the campus principal. The formal complaint process provides parents and students with an opportunity to be heard up to the highest level of management if they are dissatisfied with a principal‘s response. Administering medication to students Policy FFAC Only designated employees can administer prescription medication, nonprescription medication , and herbal or dietary supplements to students. A student who must take prescription medicine during the school day must bring a written request from his or her parent and the medicine, in its original, properly labeled container. Contact the principal or school nurse for information on procedures that must be followed when administering medication to students. Dietary supplements Policies DH, FFAC District employees are prohibited by state law from knowingly selling, marketing, or distributing a dietary supplement that contains performance-enhancing compounds to a student with whom the employee has contact as part of his or her school district duties. In addition, employees may not knowingly endorse or suggest the ingestion, intranasal application, or inhalation of a performance-enhancing dietary supplement to any student. Psychotropic drugs Policy FFAC A psychotropic drug is a substance used in the diagnosis, treatment, or prevention of a disease or as a component of a medication. It is intended to have an altering effect on perception, emotion, or behavior and is commonly described as a mood- or behavior-altering substance District employees are prohibited by state law from doing the following: • Recommending that a student use a psychotropic drug • Suggesting a particular diagnosis • Excluding from class or school-related activity a student whose parent refuses to consent to a psychiatric evaluation or to authorize the administration of a psychotropic drug to a student 65 Student Conduct and Discipline Policies in the FN series and FO series Students are expected to follow the classroom rules, campus rules, and rules listed in the Student Handbook and Student Code of Conduct . Teachers and administrators are responsible for taking disciplinary action based on a range of discipline management strategies that have been adopted by the district. Other employees that have concerns about a particular student‘s conduct should contact the classroom teacher or campus principal. Student attendance Policy FEB Teachers and staff should be familiar with the district‘s policies and procedures for attendance accounting. These procedures require minor students to have parental consent before they are allowed to leave campus. When absent from school, the student, upon returning to school, must bring a note signed by the parent that describes the reason for the absence. These requirements are addressed in campus training and in the student handbook. Contact the campus principal for additional information. Bullying Policy FFI All employees are required to report student complaints of bullying to the campus principal. The district‘s policy includes definitions and procedures for reporting and investigating bullying of students is available online. This policy can be viewed at the following address: Hazing Policy FNCC, FO Students must have prior approval from the principal or designee for any type of ―initiation rites‖ of a school club or organization. While most initiation rites are permissible, engaging in or permitting ―hazing‖ is a criminal offense. Any teacher, administrator, or employee who observes a student engaged in any form of hazing, who has reason to know or suspect that a student intends to engage in hazing, or has engaged in hazing must report that fact or suspicion to the designated campus administrator. 66 67 Index A Administering medication to students Administration Alcohol and drug testing Annualized Compensation Appraisal calendar Arrests and convictions Asbestos management plan Assault leave Associations At-will employment Automatic payroll deposits B Bad weather closing Benefits cafeteria plan continuation leave other teacher retirement workers' compensation Bereavement leave Board general meeting information meeting schedule members of trustees Building use C Cafeteria plan benefits Change of address Child abuse reporting Code of ethics Committees 68 Communication Compensation Complaints employee parent and student Compliance coordinators Computer use Conflict of interest Contract employment non-certified employees Copyrighted materials Court appearances Court-ordered withholdings Criminal history background checks D Data management Day Care Directories helpful contacts school Disclaimer Dismissal contract employees non-contract employees District communications goals and objectives information mission statement Drug-abuse prevention E Emergencies Employee conduct and welfare involvement responsibility for reading handbook time of arrival and departure Employment 69 at-will contract decisions outside Equal educational opportunities Equal employment opportunity Exit interviews F Family and medical leave Firearms Food and beverages Fund raising activities Fraud G General procedures Gifts and favors Goals and objectives Grievances H Handbook application design distribution legal considerations legal review receipt Harassment student Hazing Health insurance Helpful contacts I Insurance health, dental, and life supplemental unemployment workers' compensation 70 J Job vacancy announcements Jury duty L Leave accrual assault bereavement court appearances discretionary family and medical jury duty local medical certification military non-discretionary personal sick temporary disability workers' compensation Leaves and absences M Management of class and organizational activity enterprise funds Media equipment, materials, and library Medications Military leave Mission statement N Name and address changes Non-renewal O Outside employment Overtime compensatory time off defined pay 71 P Parent and student complaints Paychecks deductions Payroll schedule statements Performance evaluation Personal leave Personnel records Pest control treatment Policy changes Political activities Possession of weapons Press releases Psychotropic drugs Publications Purchasing procedures Q Qualifying exigency R Reassignments Reports to the commissioner Resignations contract employees non-contract employees Retirement S Safety Salaries School calendar School closing School directory Schedule observation (observation of schedule) Sexual harassment Sick leave Staff development Standards of conduct 72 Stipends Student attendance complaints discipline issues medication participation in all school activities records Supplemental insurance T Teacher retirement Telephone use and messages Temporary disability leave Termination dismissal during the contract term exit interviews non-contract employees non-renewal reports to the commissioner resignations Textbooks Tobacco use Transfers Travel expense reimbursement Tutoring U Unemployment compensation insurance V Vehicle Requests Visitors W Wages Weapons Workers' compensation benefits insurance Workload 73