Adair County
R-II
School District
Support Staff
Handbook
2018-2019
Table of Contents
Handbook Overview
Education Philosophy/School
District Mission
Organization, Goals &
Objectives
Personnel Services
1)Absences, Leave, &
Vacation
2)Professional Activities,
Training & Professional Growth
3)Resignation of
Professional Staff Members
4)Staff Welfare
5)Non-Discrimination &
Student Rights
6)Drug-Free Workplace
7)Alcohol & Illicit
Drug
General Administrative
Information
Inventory Procedures
Classroom Appearance
Accidents
Medication
Use of the School Telephone
Field Trips
School Calendar
Technology Usage
Fire Drill
Tornado Drill
Earthquake Drill
Communication Procedures
Telephone Tree
Staff Directory
End of the Year
Job Descriptions
Staff Evaluation
EDUCATIONAL PHILOSOPHY/SCHOOL DISTRICT MISSION Policy 0200
We believe that in a
democratic society, education must help the students realize their worth as
individuals and should lead them toward becoming productive members of society.
Beliefs and Visions
The
Adair County R-II Schools are committed to the ideals set forth in the Missouri
Show-Me-Standards and support the priorities of the Show-Me-Improvement
plan. As such, we recognize each student
as a unique individual, we believe that education should provide an opportunity
for the maximum development of each individual within the limitations of his or
her capacities.
We
believe that the foundation of the district’s educational program is based on
the development of competencies in the basic fundamentals of reading, oral and
written communication and mathematics.
Student swill gather, analyze and apply information and ideas;
communicate effectively with in the beyond the classroom; recognize the solve
problems; and will acquire skills necessary to make decisions and act as
responsible members of society.
It
is, therefore, the responsibility of the Adair County R-II School District to
provide an educational environment for children of the district, which will
foster and accelerate their intellectual, physical, artistic, social and career
development.
ORGANIZATION, PHILOSOPHY AND GOALS Policy 0200*
School District Philosophy
In
carrying out its responsibilities, the Board of Education is guided by the
desire to use the resources of its community, its staff and its students to
provide the highest quality education permitted by its financial
resources. In reaching decisions the
Board will attempt in every case to act in the best interests of its students.
A
philosophy of education is the foundation on which a school district is built,
and upon which the product of the school program is evaluated. The philosophy herein subscribed to by the
Board of Education shall be a guide in determining the policies, rules and
regulation of the school district.
Recognizing
each student as a unique individual, we believe that education should provide
an opportunity for the maximum development of each individual within the
limitations of his or her capacities.
Through education, it is possible for the individual to discover and endeavor
to achieve to the limits of his or her capacities.
We
believe that in a democratic society, education must help the student realize
his or her worth as an individual and should lead him or her toward becoming a
productive member of society. Strong
emphasis must be placed upon democratic values that are important for an
effective and satisfying personal and social life.
We
believe that the role of the teacher in the educational process is to provide
opportunities for the individual to achieve at the maximum level of capacity,
to create a learning situation in which individual motivation for learning is
the stimulus for achievement, and to promote through teaching and example the
principles of the democratic way of life.
We
believe that parents/guardians have definite responsibilities in
education. They need to have a basic
confidence in the school, and they need to impart this confidence of the
students. The parents/guardians may do
this by cooperating to the fullest with the schools, by encouraging the student
to give his or her best efforts to the daily school responsibilities, and by
participating in school activities.
We
believe that the student must have responsibilities in the educational program
of the community. The most important of
these is attitude. The student is
obliged to come with an open mind, equipped with all the necessary materials,
ready to fulfill the responsibilities in the learning process. The basic attitude should be that the school
is an institution of opportunity, staffed withy trained personnel to help the
student become a contributing member of society.
We
believe that the foundation of the district's educational program is based on
the development of competencies in the basic fundamentals of reading, oral and
written communication and mathematics.
It
is therefore, the responsibility of the Adair Co R-II School District to
provide an educational environment for children of the district, which will
foster and accelerate their intellectual, physical, social and career development.
ORGANIZATION, PHILOSOPHY AND
GOALS Policy 0200a
School
District Goals & Objectives
The
Board of Education is charged on behalf of the public with the responsibility
of determining the goals of the Adair County R-II School District. In discharging that responsibility the Board
has addressed four primary areas:
education, professional personnel, school environment and district
operations.
It
is the commitment of the Board to develop policies to implement the goals
within each area. Furthermore, it is the
commitment of the Board to review annually and restate as necessary the goals
within each area so that the programs will at all times speak directly to the
stated goals.
Education
Professional Personnel
School Environment
District Operations
PERSONNEL SERVICES
The Board of Education of the School
District is an equal opportunity employer. The Board is committed to providing
equal opportunity for all individuals in all areas of recruitment, selection,
placement, training, assignment, transfer, compensation, benefits, discipline,
retention, and promotion. The Board commits itself to the policy that there
shall be no unlawful discrimination or harassment against any person because of
race, color, religion, age, sex, national origin, ethnicity, disability, sex
orientation or perceived sex orientation. All decisions with regard to
employment shall be in compliance with applicable state and federal laws.
The Board is required by the Immigration
Reform and Control Act to employ only American citizens and aliens who are
authorized to work in the United States.
The purpose of this law is to preserve jobs for
Absences, Leave
and Vacation
Policy 4310* 4310a* 4320 4320* 4321 4411
General Attendance
1. Sick Leave – Professional
and support staff employees whose assignments call for 12 months of full-time
employment will be entitled to ten (10) days of sick leave. Professional and support staff employees
whose assignments call for full-time employment only during the regular school
term will be entitled to eight (8) days of sick leave. Unused sick leave will be cumulative to
seventy-five (75) sick leave days. An
absence of over one (1) through four (4) hours shall be counted as a half-day
of sick leave.
Absences
may be charged against sick leave for the following reasons:
a.
Illness, temporary disability or permanent
disability of the employee. The board
reserves the right to require a physician’s certification attesting to the
illness or disability of the claimant and/or inclusive dates of the employee’s
incapacitation if the absence is for more than ten (10)
consecutive days. FMLA health
certification procedures apply to FMLA-qualifying absences, even if such
absences are paid sick leave. The
district need not wait ten (10) days before requesting an FMLA Certification of
Health Care Provider form in conjunction with a preliminary designation that
FMLA applies to an absence.
b.
Illness or injury to a member of the
immediate family. The Board defines
“immediate family” to include spouse, parents, children, mother-in-law,
father-in-law, grandparents, grandchildren, brothers and sister of an employee
or employee’s spouse. (Note: “Family” for FMLA purposes is more limited.)
c.
Illness or injury of other relatives, with
permission granted by the superintendent.
A
district employee shall not be entitled to use sick days during the period the
employee receives Workers’ Compensation for time lost to work-related
incidents.
Any
certificated employee who is a member of a retirement system shall remain a
member during any period of leave under sick leave provisions of the district
or under Workers’ Compensation. The
employee shall also receive creditable service credit for such leave time, if
the employee makes contributions to the system equal to the amount of
contributions that he or she would have made had he or she been on active
service status.
Sick Leave Pay
The
following applies to the sick leave pay for professional employees:
1. Professional
staff employees who have reached the maximum number of accumulated sick leave
days (75) shall have the option of annually “selling” back to the district any
sick days which he/she may accumulate for that contract year above the maximum
at the rate of $10.00 (ten dollars) per day.
This “sell back” must be requested in writing by the employee no later
than May 30 of the year in which the request is being made. The request must be made to the
superintendent.
Personnel Leave
The Board of Education shall
adopt regulations for the following types of leave for District
employees:
1. Sick Leave
2. Personal Leave
3. Bereavement Leave
4. Leave for Jury Duty
5. Military Leave
6. Leave of Absence
7. Family and Medical Care Leave (See Policy and Regulation 4321)
Specific provisions of the
various types of District leave are set out in Regulation 4320.
Paid Sick Leave
Sick leave may only be used for
illness of the staff member or the staff member's immediate family. Immediate
family is defined as spouse, parents, grandparents, children, sibling or
spouse’s sibling, mother or father‑in-law, or grandchild. The
Superintendent/designee may request a physician’s statement regarding an
absence and/or verification that the employee may return to work.
Personal Leave
Paid personal leave days may
only be used for personal business that cannot be transacted in nonwork hours.
Personal leave days cannot be used for work stoppages, vacation or recreation
use. Employees desiring to use personal days must schedule a request to the
faculty principal at least one week in advance. The Superintendent/designee has
the right to deny any request for personal leave that does not conform to the
policy or would cause a hardship to students or staff. Employees will be
provided with two (2) days of personal leave per year. Professional and support staff members
employed in excess of nine (9) months shall be granted one (1) additional day. Unused personal leave days will accumulate as
sick leave days.
Bereavement Leave
A maximum of three (3) days may
be used in any school year for bereavement purposes. Use of these days will be
charged to personal leave and if insufficient personal leave is available, to
sick leave. Bereavement leave is available only upon the death of a member of
the employee’s immediate family, as that term is defined in the sick leave
regulation. Bereavement leave is not
accumulative.
Leave for Jury Duty
Employees called for jury duty
or subpoenaed to testify in a civil or criminal proceeding will be granted
leave apart from personal leave. Employees will receive their normal pay less
any jury or witness fees received.
Military Leave
An employee who is a member of
the National Guard, or an organized military service of the United States, and
who is required by laws of the United States or the State of Missouri to report
for military duty, including training, shall be eligible for a grant of
military leave.
Application for military leave
shall be made in advance, as soon as practicable after the employee becomes
aware of his/her obligation to report and immediately upon the employee’s
receipt of official notice to report. A
copy of the official orders must be added to the leave application. The Superintendent/designee must approve the
application. Emergency mobilization
orders shall be dealt with on an individual basis.
The District recognizes that
employees who receive notice to report for duty typically are not provided with
discretion as to when to report.
However, whenever an employee has a choice as to when to report for
military duty, the employee’s military leave shall be arranged during periods
in which school is not in session. When the employee is given a choice as to
when to report for duty, the Superintendent/designee may request that the
employee seek a change in military orders if such a change appears to be in the
best interest of the District.
Employees shall receive leave
with pay for the first fifteen (15) calendar days of military leave in each
federal fiscal year. Additional military
leave shall be without pay, except as required by federal and state law.
Each employee shall furnish a
copy of the employee’s military payroll voucher to the Superintendent/designee
within thirty (30) days of the employee’s return to regular assignment so that
the necessary salary adjustments can be made.
Employee eligibility for
reinstatement after military duty is completed shall be determined in
accordance with federal and state laws.
Leave of Absence
Upon the recommendation of the
Superintendent/designee and the approval of the Board, an employee of the
District may be granted a leave of absence for non‑Family and Medical
Leave Act (FMLA) child care, education, or other good cause. Such leave is
renewable upon written request for one additional year only. Application for
leave is to be made in writing to the Superintendent/designee via
Principal/supervisor and must include the period for which the leave is
requested and the reasons for the request. The period should be set to least
disrupt the education of students. Requests for leave for an entire school year
should normally be made in writing before March 1 of the preceding year.
If leave is approved by the
Board, the employee is not paid for the period of the leave. Insurance benefits
may be continued by the employee by making all payments to the Payroll Office,
one month in advance.
The applicant shall have been a
certificated employee of the school district for not less than six (6)
consecutive years immediately preceding the application.
Whenever a leave of absence has
been granted by the Board to the end of the school year, the employee must
notify the Superintendent in writing by the first day of March of an intention
to resume his/her position at the beginning of the next school year. Failure to
notify the Superintendent/designee of such intention will be regarded as a
resignation.
Upon completion of an approved
leave, provided proper notification is given, a teacher will be re-employed by
the District unless placed on involuntary leave of absence if tenured; or, if
notified of nonrenewal of contract by April 15 if a probationary teacher.
If desired, and whenever
feasible, the employee will be placed on the same or equivalent position to the
one held prior to the approved leave.
NOTE:
Leave of absence without pay under the provisions of this regulation does not
apply as service towards tenure for probationary teachers.
Family and Medical Leave
The Board of Education
recognizes that leaves of absence are occasionally necessary due to family or
medical reasons. The District has
adopted detailed procedures to ensure compliance with the Family and Medical
Leave Act of 1993 (FMLA). As provided by
District regulations, eligible employees are entitled to use up to twelve (12)
workweeks of unpaid leave for family and medical reasons. The Board of Education has designated a
District administrator to act as FMLA Compliance Officer. As part of its compliance program, the
District will notify each employee of the name, address and telephone number of
the District’s FMLA Compliance Officer and will provide a statement of
commitment to adhere to FMLA regulations.
The FMLA Compliance Officer will regularly evaluate the District’s FMLA
compliance to ensure fair and equitable opportunities for all eligible
employees.
Eligible Employees
Employees eligible for family
and medical leave must:
1. Have been employed for a total of at least twelve (12) months (not necessarily
consecutive);
and
2. Have worked at least 1,250 hours during
the twelve (12) months immediately preceding the commencement of the leave (for
noninstructional staff and part‑time instructional staff); or
3. Have
been considered full‑time (for instructional staff); and
4. Be employed at a work-site where the
employer employs at least fifty (50) employees within a 75‑mile radius.
An eligible employee may take
unpaid leave for the following reasons:
1. The birth of the employee's child
(leave must be concluded within one (1) year of the date of birth).
2. The placement of a child with the
employee for adoption, or foster care when foster placement is pursuant to
State action (leave must be concluded within one (1) year of the date of
placement).
3. The care of the employee's child
(including biological, adopted, or foster child, stepchild, legal ward, or
child of a person standing in loco
parentis, who is either under age 18, or age 18 or older and is incapable
of self-care because of mental or physical disability), spouse or parent
(including a person who stood in loco parentis
to the employee when the employee was a child ‑‑ but not parent
“in-law”), who has a serious health condition.
4. The serious health condition of the
employee that makes the employee unable to perform the essential functions of
the employee's position.
For purposes of FMLA policy, a
serious health condition* is defined as an illness, injury, impairment, or
physical or mental condition that involves the following:
1. Inpatient care (overnight stay) in a
hospital, hospice, or residential medical care facility, including any period
of incapacity or any subsequent treatment in connection with such inpatient
care.
2. Continuing treatment** by a health care provider***,
including the following:
a. A period of incapacity of more than
three consecutive calendar days and any subsequent treatment or period of
incapacity relating to the same condition that also involves:
i. Treatment two or more times by a
health care provider, by a nurse
or physician's assistant under
direct supervision of a health care provider, or by a provider of health care
services under order of, or on referral by, a health care provider; or
ii. Treatment by a health care provider on
at least one occasion which results in a regimen of continuing treatment****
under the supervision of a health care provider.
3. Any period of incapacity due to
pregnancy, or for prenatal care (even if the absence does not last more than
three days and the employee or family member does not receive treatment from a
health care provider during the absence);
4. Any period of incapacity or treatment
for such incapacity due to a chronic serious health condition (even if the
absence does not last more than three days and the employee or family member
does not receive treatment from a health care provider during the absence). A chronic serious health condition is one
which:
a. Requires periodic visits for treatment
by a health care provider, or by a nurse or physician's assistant under direct
supervision of a health care provider;
b. Continues over an extended period of
time (including recurring episodes of a single underlying
condition);
c. May cause episodic rather than a
continuing period of incapacity (e.g., asthma, diabetes, epilepsy, etc.).
5. A period of incapacity which is permanent or long‑term
due to a condition for which
treatment may not be effective. The
employee or family member must be under the continuing
supervision of, but need not be receiving active treatment by, a health care provider. Examples include Alzheimer's, a
severe stroke, or the terminal stages of a disease.
6. Any period of absence to receive
multiple treatments (including any period of recovery therefrom) by a health
care provider or by a provider of health cares services under orders of, or on
referral by, a health care provider, either for restorative surgery after an
accident or other injury, or for a condition that would likely result in a
period of incapacity of more than three consecutive calendar days in the
absence of medical intervention or treatment, such as cancer (chemotherapy,
radiation, etc.), severe arthritis (physical therapy), kidney disease
(dialysis).
* Unless complications develop, serious health condition does not
include cosmetic treatments, such as most treatments for acne or plastic
surgery, the common cold, the flu, ear aches, upset stomach, minor ulcers,
headaches other than migraine, routine dental or orthodontia problems,
periodontal disease, etc. Treatment for substance abuse by a health care
provider or on referral by a health care provider may be a serious health
condition if the conditions of this policy are met. Absence due to use of the
substance, rather than for treatment, does not qualify for FMLA leave.
** Treatment
includes, but is not limited to, examinations to determine if a serious health
condition exists and evaluations of the condition. "Treatment" does
not include routine physical, eye, or dental examinations.
*** Health care provider includes doctors of medicine or osteopathy,
podiatrists, dentists, clinical psychologists, optometrists, chiropractors (for
limited purposes), nurse practitioners, nurse-midwives, clinical social
workers, so long as they are licensed (if required by state law) and are
performing within the scope of their practice as defined under state law;
Christian Science practitioners listed with the First Church of Christ,
Scientist, Boston, Massachusetts; any health care provider from whom an
employer or a group health plan’s benefit manager will accept certification to
substantiate a claim for benefits; a health care provider as defined above who
practices in a country other than the United States and is licensed in
accordance with the laws of that country.
**** Regimen
of continuing treatment includes, for example, a course of prescription
medication or therapy requiring special equipment to resolve or alleviate the
health condition. A "regimen of continuing treatment" that includes
the taking of over‑the‑counter medications such as aspirins, antihistamines, or salves, or bed rest,
drinking fluids, exercise, and other similar activities that can he initiated
without a visit to a health care provider, is not, by itself, sufficient to
constitute a regimen of continuing treatment for purposes of FMLA leave.
Length of Leave
All Employees
An eligible employee is entitled
to up to twelve (12) workweeks* of
unpaid leave within a twelve‑month period without loss of seniority or
benefits. When both spouses in a family work for the District, they will be
entitled to a total of twelve (12) weeks of unpaid leave (rather than 12 weeks
each) for the birth, adoption, or foster placement of a child, or to care for a
parent with a serious health condition.
The amount of leave available to
an employee at any given time will be calculated by using the calendar year.
All leave taken under the policy
and leave for any other reason that would qualify under FMLA (e.g., worker's compensation leave that
qualifies as a serious health condition), will be counted against the
employee's leave entitlement under FMLA.
Instructional Employees—End of Term Exceptions
If an instructional employee**
seeks leave for any purpose, including the employee's own serious health
condition, of at least three (3) weeks in duration and the requested leave
would begin more than five (5) weeks prior to the end of the academic term
(school semester), the District may require the employee to continue taking
leave until the end of the school term,*** if the instructional staff member's
return to employment would otherwise occur during the three (3) week period
before the end of such term.
If the instructional employee
seeks leave for any purpose other than the employee's own serious health
condition, less than five (5) weeks prior to the end of the academic term, the
District may require the staff member to continue taking leave to the end of
the term,*** if the leave is greater than two (2) weeks in duration and the
return to employment would occur within two (2) weeks prior to the end of the
term.
If the instructional employee
takes leave for any purpose other than the employee's own serious health
condition, within three (3) weeks prior to the end of the term, and duration of
the leave is greater than five (5) days, the District may require the staff
member to continue the leave until the end of the term.***
* When an
employee is not required to report for work for one or more weeks (e.g.,
instructional employees who do not report for work during Christmas/New Year
holiday, or during the summer) such days do not count against the employee's
FMLA leave.
** Instructional employee, as defined by the FMLA, means
a person employed principally in an instructional capacity, whose principal
function is to teach and instruct students in a class, a small group, or an
individual setting, and includes athletic coaches, driving instructors, and
special education assistants such as signers for the hearing impaired. The term does not include teacher assistants
or aids who do not have as their principal function actual teaching or
instructing, or auxiliary personnel such as counselors, psychologists,
curriculum specialists, cafeteria workers, maintenance workers, bus drivers, or
other primarily noninstructional employees.
*** When
an employee is required to take leave until the end of an academic term, only
the period of leave until the employee is ready and able to return to work
shall be charged against the employee's FMLA leave entitlement.
Coordination with Existing Leave Policies
During a family or medical leave
provided under this policy for birth, placement of a child for adoption or
foster care, or for care of a family member, an employee shall first exhaust
all unused vacation or personal days before continuing such leave on an unpaid
basis.
During a leave related to the
employee’s serious health condition, the employee shall exhaust all available
paid sick leave, personal leave or vacation before continuing such leave on an
unpaid basis.
At the conclusion of a family or
medical leave provided under this policy and regulation, an employee may elect
to extend leave pursuant to the provision of other Board policies and
regulations governing extended leave, so long as the employee is eligible for
extended leave under such other policy or regulation. The amount of time taken for FMLA leave will
be deducted from the period of leave available under other extended leave
policies. Once the FMLA portion of the employee’s leave has ended, and the
employee has elected to continue on leave pursuant to another Board policy or
regulation, the remaining portion of the leave will be governed by the
provisions of the other policy or regulation with respect to compensation,
benefits, reinstatement, and all other terms and conditions of employment as
set forth in the other policy or regulation.
Certification
If an employee takes a leave of
absence because of the serious health condition of the employee or the
employee's family member, the employee must submit to the
Superintendent/designee, a written medical certification form (available in the Superintendent/designee’s
office) from a health care provider of the serious health condition. Failure to
provide such certificate upon request may result in denial or delay of leave.
The District reserves the right
to require that the employee receive a second (and possibly a third) opinion from
another health care provider (at the District's expense) certifying the serious
health condition of the employee or the employee's family member. The District
reserves the right to require that an employee provide the District with
re-certification of the medical condition for which leave is taken.
Before returning to work, an
employee who is on leave of absence due to his/her own serious health condition
must submit to the Superintendent/designee, a health care provider's written
certification form that the employee is able to return to work (form available
in the Superintendent/designee’s office).
Failure to provide such certification may result in the delay or denial
of job restoration.
During the employee's leave, the
District may also periodically inquire as to the employee's intent to return to
work.
Employees requesting family
leave, i.e., leave for the birth, adoption, or placement of a child for foster
care, or to care for a child or parent with a serious health condition,
pursuant to this policy may be requested to provide reasonable documentation of
the family relationship.
Intermittent or Reduced Leave
Leave taken under this policy
for the birth of a child, the placement of a child for adoption or foster care,
or to care for such child may be taken on an intermittent or reduced work
schedule only with the approval of the Board of Education.
Non‑Instructional Employees
Leave taken because of the
employee or family member's serious health condition may be taken on an
intermittent or reduced‑schedule basis when medically necessary. If an
employee seeks leave on an intermittent or reduced‑schedule basis, the
employee must submit medical certification, as discussed above, and additional
certification from a health care provider, that the intermittent or reduced‑schedule
leave is medically necessary.
The District may require an
employee taking intermittent or reduced‑schedule leave to transfer
temporarily to an alternative available position for which the employee is
qualified or may modify the employee's current position to better accommodate
the employee's recurring periods of leave.
The employee must make a
reasonable effort to schedule the treatment so that it is not unduly disruptive
to District operations.
Instructional Employees
Leave taken because of the
employee or family member's serious health condition may be taken on an
intermittent or reduced‑schedule basis when medically necessary. If an
employee seeks leave on an intermittent or reduced‑schedule basis, the
employee must submit medical certification, as discussed above, and additional
certification from a health care provider that the intermittent or reduced‑schedule
leave is medically necessary.
If an instructional employee
requests intermittent leave to care for a spouse, son, daughter, or parent, or
for the serious health condition of the employee, that is foreseeable based on
planned medical treatment, and the employee would be on leave for more than
twenty (20) percent of the total number of working days over the period of the
leave, the District may require the employee to:
1. Take leave for a period or periods of a
particular duration, not greater than the duration of the planned treatment; or
2. Transfer temporarily to an available
position for which the employee is qualified, which has equivalent pay and
benefits and which better accommodates recurring periods of leave than does the
employee's regular position.
The employee must make a
reasonable effort to schedule the treatment so that it is not unduly disruptive
to District operations.
Insurance Premiums
During an employee's family or
medical leave of absence, the District will continue to provide health and life
insurance coverage for employees who are eligible for insurance benefits.
Voluntary deductions (employee contributions)
for (dependent) insurance for
health/life/vision/dental (and employee disability and/or supplemental life
insurance) must be paid in full each
month and received by the twenty-fifth (25th) day of the month.
Payments are to be submitted to the insurance office. Employees should contact
the insurance office regarding specific arrangements for making the required
payments.
Job Restoration
Upon return from family or
medical leave in accordance with this policy, the employee will be returned to
the same or an equivalent position with no loss in benefits that accrued prior
to the leave of absence. An employee who does not return to work at the end of
an authorized leave may be subject to termination.
If an employee fails to return
to work after the period of unpaid family or medical leave has ended, the
District may recover health insurance premiums paid under the group plan during
the leave period, except in certain circumstances (e.g., continuing serious
health condition of employee or family member needing care, or other
circumstances beyond control of employee). The District may recover any other
insurance premiums (e.g., premiums for supplemental life insurance or for
dependent coverage), submitted on behalf of the employee, for which the
District has not been reimbursed, either upon the employee's return to work or
the employee's failure to return after unpaid family or medical leave has
ended.
Notification
An employee who can reasonably
foresee the need to take family or medical leave is required to notify the
District of the date of commencement and the expected duration of the leave at
least thirty (30) days in advance of the leave, or if the need for the leave is
not foreseeable, as soon as practicable. When the need for leave is
foreseeable, an employee's failure to provide 30 days notice prior to taking
leave may result in denial or delay of leave. An employee requesting leave
under this policy should submit a completed application for leave form (forms
available in the Superintendent’s office) to the Superintendent/designee.
An employee who requests leave
under this policy shall receive written notice of the specific expectations and
obligations of the employee, and the consequences for failure to meet these
obligations. Such written notice shall be provided within a reasonable time
after the employee gives notice of the need for leave under this policy,
usually within two (2) business days.
An employee who requests leave
that qualifies as family or medical leave under this policy, and who does not
specifically request leave under this policy, shall be notified that such leave
has been designated, and will be counted, as FMLA leave. Such notification
shall occur promptly, usually within two (2) business days after the District
has become aware that the leave qualifies as FMLA leave. The notification may
be oral or in writing; however, oral notification that the leave has been
designated as FMLA leave will be confirmed in writing on or before the next
payday, unless the next payday occurs less than one week after the oral
notification, in which case, written confirmation will be provided on the
subsequent payday.
Family and Medical Leave Information
The foregoing regulation
presents the pertinent provisions of the Family and Medical Leave Act of 1993
and complies with the requirements of the Act. If any employee desires
additional information or explanation of the procedures and provisions of the
Act, he/she is encouraged to seek additional information by obtaining a copy of
the Act through the Superintendent’s office or arranging a conference with the
Superintendent/designee.
Policy 4330*
Absences,
Leave and Vacation
Holidays
and Vacation
The
Board will annually adopt a calendar which will provide for the following
holidays:
1.
New Years Day
2.
Third Monday in February
3.
Memorial Day
4.
July 4th
5.
Labor Day
6.
Thanksgiving Day
7.
December 25th
Staff
members will not receive additional compensation for holidays unless they are
required to work on such holidays.
Administrators
employed on a twelve (12) month contract shall have vacation as provided in
their individual contracts. Vacation shall be scheduled in compliance with the
Superintendent’s guidelines and is subject to Superintendent approval.
Jun
03
Policy
4510
Compensation
Benefits
The
Board of Education provides fringe benefits to full-time staff members. The
extent and nature of fringe benefits provided may vary by employee group and
work schedule.
Insurance
coverage for staff members includes:
1.
Liability Insurance
2.
Workers' Compensation
Insurance
3.
Unemployment Compensation
Insurance
4.
Medicare Coverage
5.
Medical Insurance
Policy 4520
Compensation
Salary
Deductions
Withholding
Taxes
A
Federal withholding tax is retained for the Collector of Internal Revenue as
payment on Federal Income Tax for the current year. The amount withheld is
determined by salary and the number of dependents. No salary check will be
issued until all withholding forms are submitted.
A
State withholding tax is retained for the Missouri Department of Revenue. The
amount withheld is determined in the same manner as the Federal Income Tax.
Employees may authorize additional sums to be withheld by notifying the payroll
department in writing and completing a new W-4 form indicating the additional
amount to be withheld each pay period. No salary checks will be issued until
all withholding forms are submitted.
Public School
Retirement System (PSRS) of Missouri
All
full-time teachers and part-time teachers who work seventeen (17) hours or more
per week are members of PSRS. Support employees with a teaching
certificate are also eligible for membership in PSRS.
Public
Education Employees Retirement System (PEERS)
All
support employees who work twenty (20) hours or more per week on a regular
basis for thirty (30) calendar days are members of PEERS and are also covered
by Social Security.
Medical
Medical
insurance payments will be deducted for all employees on a twelve (12) month
prorated basis each month.
Credit Union and
Tax Sheltered Plan
Credit
Union and Tax Sheltered Plans will be deducted under the terms of the
respective contracts.
Tax Sheltered
Annuities
The
School District provides for payroll deduction and processing for employees
participating in tax-sheltered annuities..
Nov
05
Performance
Evaluation Policy
4620
Support Staff (Form 4620)
The
development of a competent support staff is a major objective of the
performance evaluation.
All
supervisors and/or principals will complete an annual written evaluation on all
support staff under their supervision. The following areas will be
evaluated.
1.
Job knowledge
2.
Quality of work
3.
Quantity of work
4.
Dependability
5.
Cooperation
6.
Attendance
7.
Punctuality
8.
Other areas as appropriate for the specific job
This
evaluation will be used to improve job proficiency and to determine eligibility
for reemployment.
Separation Policy
4711*
Resignation:
Support Staff
Employees
Not Under Contract
Support
staff who wish to resign should address a letter of resignation to the
Superintendent with copies to the personnel administrator and the
principal/supervisor. The letter should state reasons and an effective date for
the resignation.
Fourteen
(14) days written notice is the minimum amount of time for resignation by a
support staff member.
Employees
Under Contract
The
employee must submit a written letter of resignation to his or her immediate
supervisor. If the contract contains a notice period, the resignation is
final upon submission and effective at the end of the notice period.
If
the contract does not include a notice provision, the resignation is final upon
submission and effective at the end of the contract period. Resignations
for employees under contract require Board approval only if the employee wishes
the resignation to be effective prior to the end of the contract period.
The district may pursue all legal remedies available to address a breach of an
employment contract. A resignation is final upon submission and cannot be
withdrawn unless authorized by the supervisor to whom it was submitted.
June 03
Separation Policy
4720
Suspension or
Termination: Support Staff
Non-Contractual
Employees
Individuals
employed without a contract are subject to suspension and dismissal at any
time. The Superintendent is authorized to suspend such employees with pay
subject to Board review. In addition, the Superintendent may recommend
the suspension without pay or termination of non-contractual employees to the
Board of Education.
Contractual
Employees
During
the term of the employment contract, a support staff employee may be suspended
with pay pending review of the Board. Prior to suspension or termination,
such support staff employees will be informed of the reason for discipline and
will be given an opportunity to respond to those reasons. Upon request of the
employee, a meeting with the Board of Education will be scheduled to review the
recommendation for suspension or dismissal. Contractual employees, who are not
offered a new contract, are not entitled to meet with the Board of
Education. However, in such situations, the employee may review the
nonrenewal with the Superintendent/designee.
Separation Policy
4741
Reduction
in Force: Support Staff (Regulation
4741)
The
Board of Education is authorized to reduce the number of support staff when in
the Board's sole discretion factors including, but not limited to, decreases in
student enrollment, District reorganization or financial reasons necessitate
such reduction. In making such staff reductions, the Board will seek to retain
those staff members best able to serve the needs of District’s
students.
Staff
Welfare Policy
4810 (Regulation
4810)
Sexual
Harassment (Form
4810)
Sexual
harassment constitutes unlawful sex discrimination. It is the policy of the
Board of Education to maintain a learning and working environment that is free
from sexual harassment.
It
shall be a violation for any employee of the School District to harass another
staff member or student through conduct or communication of a sexual nature. It
shall also be a violation of this policy for students to harass other students
through conduct or comments of a sexual nature. Furthermore, it shall be a
violation of this policy for any person who is not an employee or student of
the District to harass a staff member or student of the District through
conduct or comments of a sexual nature while such employee is engaged in the
performance of duties for the District or while such student is under District
supervision.
PERSONNEL SERVICES Policy
4630
Performance
Evaluation
Staff Conduct
The Board of Education requires all staff
members to serve as positive role models for District students. District schools exist to provide quality,
cognitive, and affective education for District students in a safe and
appropriate setting. In achieving these
objectives, staff are required to meet certain performance criteria including,
but not limited to:
SUPPORT
SERVICES Policy
5250
Safety,
Security and Communications
Use of
Tobacco Products
The Board of Education recognizes
that the use of tobacco products represents a health and safety hazard.
Similarly, the use of substances appearing to be tobacco products, including,
but not limited to, e-cigarettes, creates an environment where tobacco products
are endorsed. Therefore, the use of
tobacco products and substances appearing to be tobacco products shall be
prohibited in all District buildings, grounds and vehicles. This Policy applies
to all employees, students and patrons attending school-sponsored activities
and meetings.
Safety, Security and Communications Policy
5260
The Board of Education directs the
Superintendent to ensure that the administration and management of all District
operations be in compliance with local laws and regulations pertaining to
student and staff safety and state and federal laws and standards regarding
occupational safety and health. At
various times District supervisors will issue specific safety standards and will
provide ongoing directives, oral and written, to maximize employee and student
safety. Failure to comply with such
safety directives will be considered serious misconduct and will result in
disciplinary action up to and including dismissal.
Safety
Requirements
In order to promote safety and to reduce
the occurrence of injuries to the employee; to the employee’s colleagues,
students and visitors to our schools, the following requirements are mandated
by the Board. These requirements are not
intended to be exclusive, but to be illustrative for measures required to
promote safety. Moreover, these
requirements are in addition to all relevant requirements of federal and state
law, as well as, Board policy. Employees
will be required to review, sign and return this policy on an annual
basis. These requirements are:
1. All
accidents are to be reported, in writing, to your supervisor on the date they
occur.
2. All
unsafe conditions are to be reported to your supervisor immediately.
3. No
running or horseplay is permitted.
4. The
use of alcohol or non-prescribed drugs during work hours is strictly
prohibited. The use of prescribed drugs is permitted subject to the limitations
imposed by the prescribing physician.
5. Standing
on chairs, desks, boxes, or any object other than a ladder or step stool is
prohibited.
6. When
using chemicals, all appropriate safety equipment must be used. If the appropriate safety equipment is not
available, the absence of same should be reported to your supervisor
immediately.
7. If
your duties require you to drive, the use of a seatbelt is mandatory. The use of a cell phone for phone calls or
texting is prohibited in a moving vehicle.
8. The
use of employer provided safety devices is mandatory.
NON-DISCRIMINATION
Adair
County R-II School does not discriminate on the basis of race, color, national
origin, sex, age, or disabling condition.
This policy regards admission/access to treatment/employment in its
programs and activities. This
notification is made to: applicants for
admission and employment; students; parents of elementary and secondary
students; employees; sources of referral of applicants from admission and
employment and all unions or professional organizations holding collective
bargaining or professional agreements.
Any
person having inquiries concerning the Adair County R-II Public Schools’
compliance with the laws and regulations implementing Title VI of the civil
Rights Act of 1964 (Title VI), Title IX of the Education Amendments of 1972
(Title IX), the Age Discrimination in Employment Act (ADEA), Section 504 of the
Rehabilitation Act of 1973 (Section 504), or Titles II and III of the Americans
with Disabilities Act of 1990 (ADA) is directed to the applicable Compliance
Coordinator below who has been designated by the Adair County R-II Schools to
coordinate School District efforts to comply with the laws and regulations
implementing Title VI, Title IX, the ADEA, Section 504, and the ADA.
The
Adair County R-II School has established grievance procedures for persons
unable to resolve problems arising under the statutes above. The Compliance Coordinator for the applicable
law, whose name is listed below, will provide information regarding those
procedures upon request.
Any
person who is unable to resolve a problem or grievance arising under the laws
and regulations cited above may contact the Office for Civil Rights, Region
VII, 8930 Ward Parkway, Suite 2037, Kansas City, MO 64114; phone (816)
268-0550.
The
Nondiscrimination Compliance Coordinator
(Title VI, Title
IX, ADEA, Section 504, and the ADA)
Shelly Shipman
205 West Dewey
Street
Brashear, MO 63533
Harassment
It
is the policy of the District to maintain a learning environment that is free
from harassment because of an individual’s race, color, sex, national origin,
ethnicity, disability, sexual orientation, or perceived sexual
orientation. The School District
prohibits any and all forms of unlawful harassment and discrimination because
of race, color, sex, national origin, ethnicity, disability, sexual
orientation, or perceived sexual orientation.
It
shall be a violation of District policy for any student, teacher,
administrator, or other school personnel of this District to harass or
unlawfully discriminate against a student through conduct of a sexual nature,
or regarding race, color, national origin, ethnicity, disability, sexual
orientation, or perceived sexual orientation as defined by this Policy.
It
shall also be a violation of District policy for any teacher, administrator, or
other school personnel of this District to tolerate sexual harassment or
harassment because of a student’s race, color, national origin, ethnicity,
disability, sexual orientation, or perceived sexual orientation, as defined by
this Policy, by a student, teacher, administrator, other school personnel, or
by any third parties who are participating in, observing, or otherwise engaged
in activities, including sporting events and other extracurricular activities,
under the auspices of the School District.
For purposes
of this Policy, the term “school personnel” includes school board members,
school employees, agents, volunteers, contractors, or persons subject to the
supervision and control of the District.
The
school system will act to promptly investigate all complaints, either formal or
informal, verbal or written, of unlawful harassment or unlawful discrimination
because of race, color, sex, national origin, ethnicity, disability, sexual
orientation, or perceived sexual orientation; to promptly take appropriate
action to protect individuals from further harassment or discrimination; and,
if it determines that unlawful harassment or discrimination occurred, to
promptly and appropriately discipline any student, teacher, administrator, or
other school personnel who is found to have violated this Policy, and/or to
take other appropriate action reasonably calculated to end the
harassment/discrimination.
DEFINITIONS AND
EXAMPLES
Sexual
Harassment
For purposes of this
Regulation, sexual harassment of a student consists of sexual advances,
requests for sexual favors, sexually‑motivated physical conduct, or other
verbal or physical conduct or communication of a sexual nature when:
1. A
school employee causes a student to believe that he or she must submit to
unwelcome sexual conduct in order to participate in a school program or
activity, or when an employee or third party agent of the District causes a
student to believe that the employee will make an educational decision based on
whether or not the student submits to unwelcome sexual conduct; or
2. When
the unwelcome sexual conduct of a school employee or classmate is so severe,
persistent or pervasive that it affects a student’s ability to participate in
or benefit from an educational program or activity, or creates an intimidating,
threatening, or abusive educational environment.
Examples of conduct which may constitute sexual
harassment include:
· sexual
advances;
· touching,
patting, grabbing, or pinching another person’s intimate parts, whether that
person is of the same sex or the opposite sex;
· coercing,
forcing, or attempting to coerce or force the touching of anyone’s intimate
parts;
· coercing,
forcing, or attempting to coerce or force sexual intercourse or a sexual act on
another;
· graffiti
of a sexual nature;
· sexual
gestures;
· sexual
or dirty jokes;
· touching
oneself sexually or talking about one’s sexual activity in front of others;
· spreading
rumors about or rating other students as to sexual activity or performance;
· unwelcome,
sexually-motivated or inappropriate patting, pinching, or physical
contact. This prohibition does not
preclude legitimate, non-sexual physical conduct such as the use of necessary
restraints to avoid physical harm to persons or property, or conduct such as a
teacher’s consoling hug of a young student, or one student’s demonstration of a
sports move requiring contact with another student. (NOTE: Where the
perpetrator is an adult and the victim is a student, welcomeness is generally
not relevant.)
· other
unwelcome sexual behavior or words, including demands for sexual favors, when
accompanied by implied or overt threats concerning an individual’s educational
status or implied or overt promises of preferential treatment.
Harassment
Because of Race or Color
For purposes of this
Regulation, racial harassment of a student consists of verbal or physical
conduct relating to an individual’s race or color when:
1.
The
harassing conduct is sufficiently severe, persistent, or pervasive that it
affects a student’s ability to participate in or benefit from an educational
program or activity, or creates an intimidating, threatening, or abusive
educational environment;
2.
The
harassing conduct has the purpose or effect of substantially or unreasonably
interfering with an individual’s academic performance; or
3.
The
harassing conduct otherwise substantially and adversely affects an individual’s
learning opportunities.
Examples of conduct which may constitute harassment
because of race or color include:
· graffiti
containing racially-offensive language;
· name-calling,
jokes, or rumors;
· threatening
or intimidating conduct directed at another because of the other’s race or
color;
· notes
or cartoons;
· racial
slurs, negative stereotypes, and hostile acts which are based upon another’s
race or color;
· written
or graphic material containing racial comments or stereotypes which is posted
or circulated and which is aimed at degrading individuals or members of
protected classes;
· a
physical act of aggression or assault upon another because of, or in a manner
reasonably related to, race or color;
· other
kinds of aggressive conduct such as theft or damage to property which is
motivated by race or color.
Harassment
Based Upon National Origin or Ethnicity
For purposes of this
Regulation, ethnic or national origin harassment of a student consists of
verbal or physical conduct relating to an individual’s ethnicity or country of
origin or the country of origin of the individual’s parents, family members, or
ancestors when:
1. The
harassing conduct is so severe, persistent or pervasive that it affects a
student’s ability to participate in or benefit from an educational program or
activity, or creates an intimidating, threatening, or abusive educational
environment;
2. The
harassing conduct has the purpose or effect of substantially or unreasonably
interfering with an individual’s work or academic performance; or
3. The
harassing conduct otherwise substantially and adversely affects an individual’s
learning opportunities.
Examples of conduct which may
constitute harassment because of national origin or ethnicity include:
· graffiti
containing offensive language which is derogatory to others because of their
national origin or ethnicity;
· jokes,
name-calling, or rumors based upon an individual’s national origin or ethnicity;
· ethnic
slurs, negative stereotypes, and hostile acts which are based upon another’s
national origin or ethnicity;
· written
or graphic material containing ethnic comments or stereotypes which is posted
or circulated and which is aimed at degrading individuals or members of
protected classes;
· a
physical act of aggression or assault upon another because of, or in a manner
reasonably related to, ethnicity or national origin;
· other
kinds of aggressive conduct such as theft or damage to property which is
motivated by national origin or ethnicity.
Harassment
Because of Disability
For the purposes of this Regulation, harassment because of the
disability of a student consists of verbal or physical conduct relating to an
individual’s physical or mental impairment when:
1.
The harassing
conduct is so severe, persistent or pervasive that it affects a student’s
ability to participate in or benefit from an educational program or activity,
or creates an intimidating, threatening, or abusive educational environment;
2.
The harassing
conduct has the purpose or effect of substantially or unreasonably interfering
with an individual’s work or academic performance; or
3.
The harassing
conduct otherwise adversely and substantially affects an individual’s learning
opportunities.
Examples of conduct which may constitute harassment
because of disability include:
· graffiti
containing offensive language which is derogatory to others because of their
physical or mental disability;
· threatening
or intimidating conduct directed at another because of the other’s physical or
mental disability;
· jokes,
rumors, or name-calling based upon an individual’s physical or mental
disability;
· slurs,
negative stereotypes, and hostile acts which are based upon another’s physical
or mental disability;
· graphic
material containing comments or stereotypes which is posted or circulated and
which is aimed at degrading individuals or members of protected classes;
· a
physical act of aggression or assault upon another because of, or in a manner
reasonably related to, an individual’s physical or mental disability;
· other
kinds of aggressive conduct such as theft or damage to property which is
motivated by an individual’s physical or mental disability.
Harassment Because of Gender
For purposes of this Regulation,
gender harassment of a student consists of verbal or physical conduct relating
to an individual’s gender when:
1. The harassing conduct
is sufficiently persistent or pervasive that it affects a student’s ability to
participate in or benefit from an educational program or activity, or creates
an intimidating, threatening, or abusive educational environment; or
2. The
harassing conduct has the purpose or effect of substantially or unreasonably
interfering with an individual’s academic performance; or
3. The
harassing conduct otherwise substantially and adversely affects an individual’s
learning opportunities.
Examples of conduct which may constitute harassment
because of gender include:
· graffiti
containing offensive language;
· name-calling,
jokes, or rumors;
· threatening
or intimidating conduct directed at another because of the other’s gender;
· notes
or cartoons;
· slurs,
negative stereotypes, and hostile acts which are based upon another’s gender;
· written
or graphic material containing comments or stereotypes which is posted or
circulated and which is aimed at degrading individuals or members of protected
classes;
· a
physical act of aggression or assault upon another because of, or in a manner
reasonably related to gender;
· other
kinds of aggressive conduct such as theft or damage to property which is
motivated by gender.
Harassment Because of Sexual Orientation or Perceived
Sexual Orientation
For purposes of this
Regulation, harassment of a student because of sexual orientation or perceived
sexual orientation consists of verbal or physical conduct relating to an
individual’s sexual orientation or perceived sexual orientation when:
1. The
harassing conduct is sufficiently persistent or pervasive that it affects a
student’s ability to participate in or benefit from an educational program or
activity, or creates an intimidating, threatening, or abusive educational
environment; or
2. The
harassing conduct has the purpose or effect of substantially or unreasonably
interfering with an individual’s academic performance; or
3. The
harassing conduct otherwise substantially and adversely affects an individual’s
learning opportunities.
Examples of conduct which may
constitute harassment because of sexual orientation or perceived sexual
orientation include:
· graffiti
containing offensive language;
· name-calling,
jokes, or rumors;
· threatening
or intimidating conduct directed at another because of the other’s sexual
orientation or perceived sexual orientation;
· notes
or cartoons;
· slurs,
negative stereotypes, and hostile acts which are based upon another’s sexual
orientation or perceived sexual orientation;
· written
or graphic material containing comments or stereotypes which is posted or
circulated and which is aimed at degrading individuals or members of protected
classes;
· a
physical act of aggression or assault upon another because of, or in a manner
reasonably related to, sexual orientation or perceived sexual orientation;
· other
kinds of aggressive conduct such as theft or damage to property which is
motivated by sexual orientation or perceived sexual orientation.
REPORTING PROCEDURES
Any student who believes he
or she has been the victim of sexual harassment or harassment based on race,
color, national origin, ethnicity, disability, sexual orientation, or perceived
sexual orientation by a student, teacher, administrator, or other school
personnel of the School District, or by any other person who is participating
in, observing, or otherwise engaged in activities, including sporting events
and other extracurricular activities, under the auspices of the School
District, is encouraged to
immediately report the alleged acts to an appropriate District official
designated by this Regulation.
Any teacher, administrator,
or other school official who has or receives notice that a student has or may
have been the victim of sexual harassment or harassment based on race, color,
sex, national origin, ethnicity, disability, sexual orientation, or perceived
sexual orientation by a student, teacher, administrator, or other school
personnel of the District, or by any other person who is participating in,
observing, or otherwise engaged in activities, including sporting events and
other extracurricular activities, under the auspices of the District, is
required to immediately report the alleged acts to an appropriate District
official designated by this Regulation.
Any other person with
knowledge or belief that a student has or may have been the victim of unlawful
discrimination, sexual harassment or harassment based on race, color, national
origin, ethnicity, disability, sexual orientation, or perceived sexual
orientation as set forth above, is encouraged to immediately report the alleged
acts to an appropriate District official designated by this Regulation.
The School District
encourages the reporting party or complainant to use the report form available
from the principal of each building or available from the School District
office, but oral reports shall be considered complaints as well. Use of formal reporting forms is not
mandated. Nothing in this Regulation
shall prevent any person from reporting harassment directly to the Compliance
Officer or to the Superintendent. The
District will respond to male and female students’ complaints of discrimination
and harassment promptly, appropriately, and with the same degree of
seriousness.
1. In
each school building, the building principal is the person responsible for
receiving oral or written reports of discrimination, sexual harassment, or
harassment based on race, color, national origin, ethnicity, disability, sexual
orientation, or perceived sexual orientation at the building level. Any adult School District personnel who
receives a report of discrimination, sexual harassment, or harassment based on
race, color, national origin, ethnicity, disability, sexual orientation, or
perceived sexual orientation shall inform the building principal immediately.
Upon
receipt of a report, the principal must notify the District Compliance Officer
immediately, without screening or investigating the report. The principal may request but may not insist
upon a written complaint. A written
statement of the facts alleged will be forwarded as soon as practicable by the
principal to the Compliance Officer. If
the report was given verbally, the principal shall personally reduce it to
written form within twenty-four (24) hours and forward it to the Compliance
Officer. Failure to forward any
harassment report or complaint as provided herein will result in disciplinary action
against the principal.
2. The School Board has designated the K-12
principal as the District Compliance Officer with responsibility to
identify, prevent, and remedy unlawful discipline and harassment. The District Compliance Officer shall receive
reports or complaints of unlawful discrimination, sexual harassment, or
harassment based on race, color, national origin, ethnicity, disability, sexual
orientation, or perceived sexual orientation; oversee the investigative
process; be responsible for assessing the training needs of the District’s
staff and students in connection with the dissemination, comprehension, and
compliance with this Regulation; arrange for necessary training required for
compliance with this Regulation; and insure that any investigation is conducted
by an impartial investigator who has been trained in the requirements of equal
educational opportunity, including harassment, and who is able to apply
procedural and substantive standards which are necessary and applicable to
identify unlawful harassment, recommend appropriate discipline and remedies
when harassment is found, and take other appropriate action to rectify the
damaging effects of any prohibited discrimination, including interim protection
of the victim during the course of the investigation.
If
any complaint involves the Compliance Officer, the complaint shall be filed
directly with the Superintendent.
The
District shall conspicuously post a notice against unlawful discrimination and
harassment in each school in a place accessible to students, faculty,
administrators, employees, parents, and members of the public. This notice
shall include the name, mailing address, and telephone number of the Compliance
Officer; the name, mailing address, and telephone number of the Missouri
Commission for Human Rights; the state agency responsible for investigating
allegations of discrimination in educational opportunities; and the mailing
address and telephone number of the United States Department of Education,
Office for Civil Rights, and the United States Department of Justice.
3. A copy of Policy 2130 shall appear in
the student handbook, and the Regulation shall be made available upon request
of parents, students, and other interested parties.
4. The School Board will develop a method
of discussing this Regulation with students and employees. Training on the
requirements of nondiscrimination and the appropriate responses to issues of
harassment will be provided to all school personnel on an annual basis, and at
such other times as the School Board in consultation with the District
Compliance Officer determines is necessary or appropriate.
5. This Regulation shall be reviewed at
least annually for compliance with state and federal law.
6. The District will respect the privacy
of the complainant, the individuals against whom the complaint is filed, and
the witnesses as much as possible, consistent with the District’s legal
obligations to investigate, to take appropriate action, and to conform with any
discovery or disclosure obligations.
INVESTIGATION
Upon
receipt of a report or complaint alleging unlawful discrimination, sexual
harassment, or harassment based upon race, color, sex, national origin,
ethnicity, disability, sexual orientation, or perceived sexual orientation, the
Compliance Officer shall immediately undertake or authorize an
investigation. That investigation may be
conducted by District officials or by a third party designated by the District.
The
investigation may consist of personal interviews with the complainant, the
individual against whom the complaint is filed, and others who have knowledge
of the alleged incident or circumstances giving rise to the complaint. The investigation may also consist of the
evaluation of any other information or documents, which may be relevant to the
particular allegations.
In
determining whether the alleged conduct constitutes a violation of this
Regulation, the District shall consider:
· the
nature of the behavior;
· how
often the conduct occurred;
· whether
there were past incidents or past continuing patterns of behavior;
· the
relationship between the parties involved;
· the race, national origin, ethnicity,
sex, and age of the victim; the identity of the
perpetrator, including whether the perpetrator was in a position of
power over the student allegedly subjected to harassment;
· the
number of alleged harassers;
· the
age of the alleged harassers;
· where
the harassment occurred;
· whether there have been other
incidents in the school involving the same or other students;
· whether the conduct adversely affected
the student’s education or educational
environment;
· the
context in which the alleged incidents occurred.
Whether
a particular action or incident constitutes a violation of this Regulation
requires a determination based on all the facts surrounding the circumstances.
The
investigation shall be completed no later than fourteen (14) days from receipt
of the report. The District Compliance
Officer shall make a written report to the Superintendent upon completion of
the investigation. If the complaint
involves the Superintendent, the report may be filed directly with the School
Board. The report shall include a
determination of whether the allegations have been substantiated as factual and
whether they appear to be violations of this Regulation. The Compliance Officer’s obligation to
conduct this investigation shall not be extinguished by the fact that a
criminal investigation involving the same or similar allegations is also
pending or has been concluded.
SCHOOL DISTRICT RESPONSE
1. Upon receipt of a report that a
violation has occurred, the District will take prompt, appropriate formal or
informal action to address, and where appropriate, remediate the
violation. Appropriate actions may
include, but are not limited to, counseling, awareness training, parent-teacher
conferences, warning, suspension, exclusion, expulsion, transfer, remediation,
or discharge. District action taken for
violation of this Regulation shall be consistent with the requirements of
applicable collective bargaining agreements, state and federal law, and
District policies for violations of a similar nature of similar degree of
severity. In determining what is an
appropriate response to a finding that harassment in violation of this
Regulation has occurred, the District shall consider:
· what response is most likely to end
any ongoing harassment;
· whether a particular response is
likely to deter similar future conduct by the harasser or others;
· the amount and kind of harm suffered
by the victim of the harassment;
· the identity of the party who engaged
in the harassing conduct.
· whether the harassment was engaged in
by school personnel, and if so, the District will also consider how it can best
remediate the effects of the harassment.
In
the event that the evidence suggests that the harassment at issue is also a
crime in
violation
of a Missouri criminal statute, the Board shall also direct the District
Compliance Officer to report the results of the investigation to the
appropriate law enforcement agency charged with responsibility for handling
such crimes.
2. The results of the District’s
investigation of each complaint filed under these procedures will be reported
in writing to the complainant and other parties by the District in accordance
with state and federal laws regarding data or records privacy, and consistent
with the privacy rights of the alleged harasser.
3. If the District’s evaluation of a
complaint of harassment results in a conclusion that an individual has engaged
in unlawful discrimination or harassment in violation of this Regulation, or
that school personnel have failed to report harassment as required herein, that
individual may appeal this determination by use of established School Board
procedures for appealing other adverse personnel and/or education-related
actions. If the District’s evaluation of
a complaint of harassment results in a conclusion that no unlawful harassment
has occurred, an individual who was allegedly subjected to harassment and
believes that this conclusion is erroneous may appeal this determination by use
of established School Board procedures for appealing other adverse personnel
and/or education-related actions. An
individual who was allegedly subjected to unlawful discrimination or harassment
may also file a complaint with the Missouri Commission for Human Rights, the
United States Department of Education, Office for Civil Rights, or the United
States Department of Justice. In
addition, such individual may choose to file suit in the United States District
Court or the State Circuit Court.
4. Copies of all complaints of harassment
and the investigations conducted pursuant to them shall be maintained at the
main administrative offices of the School District.
RETALIATION
Submission of a good faith complaint or
report of unlawful discrimination, sexual harassment, or harassment based upon
race, color, disability, national origin, ethnicity, or sexual orientation will
not affect the complainant or reporter’s future employment, grades, learning,
or working environment, or work assignments.
The School District will discipline or
take appropriate action against any student, teacher, administrator, or other
school personnel who retaliates against any person who reports an incident of
alleged sexual, racial, ethnic, sexual orientation discrimination,
disability-related harassment or violence, or any person who testifies,
assists, or participates in a proceeding, investigation, or hearing relating to
such harassment or violence. Retaliation
includes, but is not limited to, any form of intimidation, reprisal, or
harassment.
Sexual Harassment
Sexual
harassment constitutes unlawful sex discrimination. It is the policy of the
Board of Education to maintain a learning and working environment that is free
from sexual harassment.
It
shall be a violation for any employee of the School District to harass another
staff member or student through conduct or communication of a sexual nature. It
shall also be a violation of this policy for students to harass other students
through conduct or comments of a sexual nature. Furthermore, it shall be a
violation of this policy for any person who is not an employee or student of
the District to harass a staff member or student of the District through
conduct or comments of a sexual nature while such employee is engaged in the
performance of duties for the District or while such student is under District
supervision.
The Board of Education is committed to
maintaining a work environment for its employees that is free from sexual
harassment. Furthermore, the Board of
Education strongly believes that no person in the School District shall, on the
basis of sex, be excluded from participation in, be denied the benefits of, or
be subjected to discrimination under any educational program or activity.
Definition of Sexual Harassment
In Employment
Sexual harassment in employment
includes, but is not limited to, unwelcome sexual advances, requests for sexual
favors, and verbal or physical conduct of sexual nature when:
1. Submission to such conduct is made
either implicitly or explicitly a term or condition of an individual's
employment.
2. Submission to or rejection of such
conduct by an individual is the basis for employment decisions affecting that
individual.
3. Such conduct creates an intimidating, hostile,
or offensive work environment.
4. Qualified employees are denied
employment opportunities or benefits because the opportunities or benefits are given to another employee who
submitted to an employer's sexual
advances or requests for sexual favors.
Under Title IX (applies to students and employees)
Title
IX forbids discrimination on the basis of sex in any educational program or
activity that receives federal funds. This includes a prohibition on sexual
harassment. The Office for Civil Rights of the U.S. Department of Education
defines sexual harassment under Title IX as follows: "Verbal or physical
conduct of a sexual nature, imposed on the basis of sex, by an employee or
agent of a recipient that denies, limits, provides different, or conditions the
provisions of aid, benefits, services or treatment protected under Title
IX."
Sexual
harassment under Title IX includes, but is not limited to, unwelcome[1] sexual
advances, requests for sexual favors, and verbal or physical conduct of a
sexual nature when:
1. Submission to such conduct is made
either implicitly or explicitly a term or condition of an individual's academic
status or progress, or employment.
2. Submission to or rejection of such
conduct by an individual is the basis for educational or employment decisions
affecting that individual.
3. Such conduct creates an intimidating,
hostile, or offensive educational or work environment.
4. Qualified students or employees are
denied educational or employment opportunities or benefits because the opportunities
or benefits are given to another student or employee who submitted to sexual
advances or requests for sexual favors.
Examples of Sexual Harassment
Unwelcome Sexual Advances
Whether the advance is
"unwelcome" is determined on a case‑by‑case basis.
Unwelcome advances may include, but are not limited to, the following:
1. Any invitation (even subtle) intended to
result in a sexual liaison.
2. Invitations to dinner or social events,
when refusal results in the loss of a promotion or in other adverse employment
action.
3. Propositioning an employee.
Unwelcome Verbal Conduct of a Sexual Nature
This may include, but is not
limited to, the following:
1. Sexually provocative or explicit
speech.
2. Jokes of a sexual or crude nature.
3. Derogatory comments directed to males
or females as a class (language directed toward a specific employee is more likely to be viewed
as sexual harassment).
4. Demeaning comments.
5. Threats for not agreeing to submit to
sexual advances.
6. Writing sexually explicit memos.
Unwelcome Physical Conduct of a
Sexual Nature
This may include, but is not
limited to, the following:
1. Grabbing or twisting an individual's
arm.
2. Any unwarranted touching.
3. Sexually offensive pranks.
4. Drawing sexually explicit cartoons,
other drawings, or graffiti.
5. Gestures indicating sexual behavior.
6. Suggestive winks.
7. Kissing.
Conduct Towards Students
In addition to the foregoing
examples, students may experience harassment that is unique to their situation,
some of which may not be immediately recognized as sexual harassment, but which
may support a potential claim against the District and/or its employees if not
remedied. Such harassment may include, but is not limited to, the following:
1. Unwanted sexual
behavior, such as touching, oral comments, sexual name calling, spreading
sexual rumors, jokes, pictures, leers, overly personal conversation, cornering
or blocking a student's movement, pulling at clothes, students "making
out" on school premises.
2. A student in a predominantly single‑gender
class who is subjected to sexual remarks by a teacher or students who regard
the comments as joking and part of the usual class environment.
3. Interfering with a student's
achievement in a predominantly or historically single‑gender class by hiding
tools or equipment, questioning the student's ability to handle the work, or
suggesting that the student is "abnormal" for enrolling in the class.
4. Purposefully limiting or denying
students access to educational resources because of their gender.
5. Teasing a student about the student's
enrollment in a predominantly or historically single‑gender class.
Nature of Sexual Harassment
Sexual harassment is not limited
to conduct by males toward females. Sexual harassment may occur between any or
all of the following:
1. Student to student.
2. Staff to student.
3. Student to staff.
4. Male to male.
5. Female to female.
6. Male to female.
7. Female to male.
Investigation of Sexual Harassment Complaints
Complaints Involving Employees
1. If an employee believes that he/she is
being sexually harassed, the employee is encouraged to bring the concern to the attention of the employee's supervisor.
2. If the employee feels that such contact
with the supervisor would be inappropriate, if the situation is not satisfactorily
resolved by the supervisor, or if the employee simply feels more comfortable speaking with someone other
than the supervisor, the employee should contact the Title IX compliance coordinator
for the School District.
3. If neither the employee's supervisor
nor the Title IX compliance coordinator is of the same sex as the employee, or
the employee for any other reason would prefer to report the employee's concern
to another supervisor/administrator within the District, the employee may do
so. However, it is essential that the
report be made to someone with the authority and obligation to act upon the
concern.
4. Any supervisor/administrator who
receives a report, orally or in writing, from any employee regarding sexual
harassment of that employee by another employee, non‑employee doing
business with the District, or student must notify the Title IX compliance
officer within twenty‑four (24) hours or within a reasonable time
thereafter.
5. Oral complaints of sexual harassment
will be put in writing by the complainant or by the person who receives the
complaint, and should be signed by the complainant. However, the complainant's
refusal to sign a complaint does not relieve the District of the obligation to
investigate the complaint.
6. An employee who believes that he/she
has been subjected to sexual harassment shall not be required to confront the
alleged harasser prior to making the report.
7.
Following receipt of the report, District personnel will promptly and
fully investigate the complaint and will notify the employee and the alleged
harasser of the results of the investigation. Investigations will be conducted
with full recognition of the rights of all parties involved.
8. Upon receipt of the report, the Title
1X officer will appoint an investigator to investigate the complaint. The
investigation shall commence within forty‑eight (48) hours after such
appointment.
9. The District will maintain the
confidentiality of the complaint and the details of the investigation to the
fullest extent possible.
10. The investigator will put his/her
findings in writing and will forward a copy to the Title IX compliance officer
within one (1) week after concluding the investigation, or within a reasonable
extension of time thereafter, for good cause shown.
11. If the investigation substantiates the
complaint, the District will take appropriate disciplinary action against the
offender(s), commensurate to the severity of the harassment (up to and
including termination of employment). If the offender is a student, disciplinary
action will be taken in accordance with Board established Policy 2610. If the
offender is not an employee of the District, the District will take appropriate
action within the scope of its authority to eliminate and redress the
harassment.
12.
If the investigation is indeterminate, the matter will be designated as
unresolved, and the investigation file will be maintained by the Title IX
compliance officer in a file separate and apart from any student or personnel
file
13. There will be no retaliation against or
adverse treatment of any employee who uses this procedure to resolve a concern
when such complaint has been brought in the good faith belief that the
complainant has been subjected to sexual harassment.
14. The responsible administrator shall
follow up regularly with the complaining employee to ensure that the harassment
has stopped and that no retaliation has occurred.
Enforcement
Employees
Each supervisor and
administrator is responsible for maintaining an educational and work environment
free from sexual harassment. In accordance with that responsibility, each site
manager, or his/her designee, shall take appropriate actions to enforce the
School District's sexual harassment policy, including but not limited to the
following:
1. The supervisor/administrator shall
provide an inservice regarding sexual harassment to all staff by the end of the
first full calendar week of each school year.
2. The supervisor/administrator shall
provide a copy of the policy to all new employees of the District prior to the
commencement of the employee's duties.
3. The supervisor/administrator shall
further instruct employees regarding the procedures for reporting sexual
harassment in the educational setting on an as-needed basis.
4. The supervisor/administrator shall take
prompt action to investigate all complaints of sexual harassment.
5. The supervisor/administrator shall take
appropriate disciplinary action, as necessary.
Students
Each building administrator is
responsible for maintaining an educational and work environment free from
sexual harassment. In accordance with
that responsibility, each building administrator, or his/her designee, shall
take appropriate actions to enforce the School District’s sexual harassment
policy, including but not limited to the following:
1. All vulgar or sexually offensive
graffiti shall be removed from the premises.
2. The building administrator shall
provide an inservice regarding sexual harassment (including sexual harassment
involving students) to all staff by the end of the first full calendar week of
school.
3. Student
instruction regarding sexual harassment shall be provided annually by the end
of September to all students in grades six through twelve. Age appropriate instruction will also be
presented to pre-kindergarten through fifth grade students.
4. All homeroom teachers shall discuss
this policy with their students within one month after its adoption by the
Board and during the first week of the school year thereafter. Written copies of the policy shall be given to
each student in grades six through twelve (and in lower grades as may be
appropriate) as part of these discussions.
Discussion shall be conducted in an age appropriate manner and should
assure students they need not tolerate any form of sexual harassment.
5. All teachers, counselors, and
administrators shall instruct students on the procedures for reporting sexual
harassment within the educational setting on an as needed basis.
6. The building administrator shall take
prompt action to investigate all complaints of sexual harassment.
7. The building administrator shall take
appropriate disciplinary action, as needed.
Notifications
A copy of the School District’s sexual
harassment policy shall:
1. Be displayed in a prominent location at
each work site.
2. Be provided to each
current employee, and to each new employee prior to commencement of their
duties.
3. Appear in any School District
newsletter or work site publication that sets forth the School District's
comprehensive rules, regulations, procedures, and standards of conduct for
employees.
The District's Title IX
compliance officer will be available to answer all questions regarding this
policy or its implementation.
Discipline/Consequences
Complaints Involving Employees
1. Any employee who engages in the sexual
harassment of anyone while on school property, or while in the employ of the
District off school property will be subject to disciplinary action, up to and
including dismissal.
2. Any employee who permits or engages in
the sexual harassment of a student will be subject to disciplinary action up to
and including dismissal.
3. Any employee who receives a complaint
of sexual harassment from a student and who does not act promptly to forward
that complaint to the principal and the District's Title IX coordinator shall
be disciplined appropriately.
4. Any employee who retaliates, or
engages in conduct that could be interpreted as retaliation, against any person who has made a complaint of
sexual harassment or who has participated in the investigation of a complaint
of sexual harassment will be subject to discipline, up to and including
dismissal.
5. Any nonemployee doing business with the
District who engages in sexual harassment, or who retaliates against any person
who has made a complaint of sexual harassment or who has participated in the
investigation of a complaint of sexual harassment, will be subject to
discipline to the extent that the District has control over the nonemployee and
his/her employer.
6. Any employee who brings a false charge
of sexual harassment shall receive appropriate discipline. The term "false
charge" means a charge brought in bad faith, that is, without the good
faith belief that one has been subjected to sexual harassment. The term
"false charge" does not include a charge that was brought in good
faith, but which the District was unable to substantiate.
Complaints Involving Students
1. Any student who engages in the sexual
harassment while on school property or while participating in school
activities, will be subject to disciplinary action, up to and including
expulsion.
2. Any employee who permits or engages in
the sexual harassment of a student will be subject to disciplinary action, up
to and including dismissal.
3. Any employee who receives a complaint
of sexual harassment from a student and who does not act promptly to forward
that complaint to the principal and the District’s Title IX coordinator,
shall be disciplined appropriately.
4. Any student who brings a false charge
of sexual harassment shall receive appropriate discipline. The term “false charge” means charges brought
in bad faith, that is, without the good faith belief that one has been
subjected to sexual harassment. The term
“false charge” does not include a charge that was brought in good faith, but
which the District was unable to substantiate.
TITLE IX GRIEVANCE PROCEDURE
(Sexual Harassment)
Level 1: Principal or Immediate Supervisor (Informal
and optional—may be bypassed by grievant)
Many problems can be solved by
an informal meeting with the parties and the principal or coordinator. A
student who believes that he/she has been subjected to sexual harassment is
encouraged to first discuss it with the teacher, counselor, or building
administrator involved with the objective of resolving the matter promptly and
informally. Employees with a sexual harassment complaint are encouraged to
first discuss it with their principal or immediate supervisor with the same
objective. If the individual's teacher/supervisor is the person alleged to have
engaged in sexual harassment, the grievant should skip Level 1 and go directly
to Level 2.
Level 2: Title IX
Coordinator
If
the complaint or issue is not resolved at Level 1 or if the grievant chooses to
skip Level 1, the grievant may file a signed, written grievance stating: 1) the
nature of the grievance; 2) the remedy requested; and 3) the date the grievance
was submitted. The Level 2 written grievance should be filed with the Title IX
Coordinator within fifteen (15) days of the event or incident, or from the date
the grievant could reasonably become aware of such occurrence.
The
Coordinator has authority to investigate all written grievances. If possible,
the Coordinator will resolve the grievance. If the parties cannot agree on a
resolution, the Coordinator will prepare a written report of the investigation
which shall include the following:
1. A clear statement of the allegations of
the grievance and remedy sought by the grievant.
2. A statement of the facts as contended
by each of the parties.
3. A statement of the facts as found by
the Coordinator and identification of evidence to support each fact.
4. A list of all witnesses interviewed and
documents reviewed during the investigation.
5. A narrative describing attempts to
resolve the grievance.
6. The Coordinator's conclusion as to
whether the allegations in the grievance are meritorious.
If
the Coordinator believes the grievance is valid, the Coordinator will recommend
appropriate action to the Superintendent.
The Coordinator will complete the investigation and file the report with
the Superintendent within fifteen (15) days after receipt of the written
grievance. The Coordinator will send a copy of the report to the grievant.
If the Superintendent agrees
with the recommendation of the Coordinator, the recommendations will be
implemented.
The Coordinator and
Superintendent may appoint an outside investigator once a written grievance is
filed.
Level 3: The Board of
Education
If the Superintendent rejects
the recommendations of the Coordinator, and/or either party is not satisfied
with the recommendations from Level 2, either party may make a written appeal
within ten (10) days of receiving the report of the Coordinator to the Board of
Education. On receipt of the written appeal, the matter shall be placed on the agenda
of the Board of Education for consideration not later than their next regularly
scheduled meeting. A decision shall be made and reported in writing to all
parties within thirty (30) days of that meeting. The decision of the Board of
Education will be final.
Other Options for Grievant
At any time during this process,
a grievant may file a complaint with the Missouri Human Rights Commission or
with the U.S. Department of Education, Office for Civil Rights.
DRUG
FREE WORKPLACE Policy
4870
The unlawful possession, use or
distribution of illicit drugs and alcohol on school premises or as a part of
school activities is strictly prohibited.
Employees under the influence of
alcohol, drugs, or controlled substances while on duty are a serious risk to themselves,
to students and to other employees. Employees who display physical
manifestations of drug or alcohol use while on duty, may be subject to drug
testing. Any employee who violates this
policy will be subject to disciplinary action up to and including termination
and referral for prosecution. Employees may also be required to satisfactorily
participate in rehabilitation programs.
As a condition of employment,
all employees must abide by the terms of this policy. Employees who are convicted of a drug offense
which occurred on school premises or while on duty must notify the
Superintendent of their conviction.
Notification must be made by the employee to the Superintendent within
five (5) days of the conviction. Within ten (10) days, the Superintendent will
provide notice of such violation to the Impact Aid Program, United States
Department of Education, or other appropriate government agency.
The District will institute a
drug‑free awareness program to inform employees of:
1. The dangers of drug and alcohol abuse in the workplace.
2. This policy of maintaining a drug‑free workplace.
3.
Available counseling and
rehabilitation.
4. The penalties that may be imposed upon
employees for drug abuse violations occurring in the workplace.
On the basis of medical
certification, employees with the illness of chemical dependency shall qualify
for the employee benefits and group insurance coverage’s that are provided for
under group health and medical insurance policies. The confidential nature of
the medical records of employees with chemical dependency shall be preserved in
the same manner as for all other medical records.
The District's responsibility
for chemical dependency is limited to its effects on the employee's job
performance. If the employee violates this policy, refuses to accept diagnosis
and treatment, or fails to respond to treatment, and performance is adversely
affected, the employee will be subject to employment action in proportion to
the performance problem. Implementation of this policy will not require or
result in any special regulations, privileges or exemptions from the standard
administrative practice applicable to job performance requirements.
Upon the request of the
Department of Elementary and Secondary Education or an agency of the United
States, the District shall certify that it has adopted and implemented the drug
prevention program described in this policy, in the form required by such
agency. The District shall conduct a
biennial review of this policy
to determine its effectiveness, implement necessary changes, and to ensure that
the disciplinary sanctions are consistently enforced.
This policy shall be distributed in writing to all
present and future employees.
ALCOHOL AND ILLICIGT DRUGS Policy
4872
The District prohibits all
employees from the possession, distribution, or presence under the influence of
alcohol and non-prescribed controlled substances while on school premises. This prohibition is exemplified by Policy
4870 Drug-Free Workplace and Policy/Regulation 4871 Driver Drug Testing. Violation of this policy as well as Policies
4870 and 4871 will result in disciplinary action up to and including
termination. In addition, such violation
may result in substantially reduced or forfeiture of workers compensation benefits
where the use of substances prohibited by this policy was in conjunction with
or related to a work place injury.
Post Accident Drug / Alcohol Testing
Employees under the influence
of alcohol, drugs, or controlled substances while on duty are a serious risk to
themselves, to students, to other employees, and to District property. Where an
employee holding a safety sensitive position is involved in an accident
producing injury, the District will require the employee to submit to post
injury alcohol/drug testing.
Post accident testing will be
utilized after any accident
§ involving the loss of life;
§ resulting from a violation of Board Policy or
Regulations, or municipal, state, or federal law;
§ which results in an injury to a person who receives
medical treatment;
§ resulting in disabling damage to any motor vehicle or
piece of District equipment;
§ resulting from a violation of a safety regulation or
safety directive.
Refusal to submit to post
injury testing will result in disciplinary action up to, and including
termination, and may result in forfeiture of Workers Compensation benefits for
injuries related to the request for testing.
Employees holding a
non-safety sensitive position will be subject to post accident drug testing
where a District administrator has sufficient cause to suspect the employee’s
use of alcohol or non-prescribed controlled substance producing accident, in
conjunction with or related to a work place testing. Such post accident testing will be utilized
in the instance of the occurrence of any of the five instances set forth in
this policy.
Safety Sensitive Positions:
The following list of
positions are hereby classified as “safety sensitive” due to the serious risk
of harm that can result from performing said job duties while impaired by drugs
or alcohol; therefore, employees occupying such positions are subject to drug
testing in accordance with published Board Policies and Regulations:
Any district employee whose job duties involve the
performance of supervising children, including, but not limited to teachers,
teachers’ aides, lunchroom/playground monitors, etc.
GENERAL ADMINISTRATIVE INFORMATION
* If
you cannot be at school, notify the principal by 6:30 a.m. to get a substitute.
Please call: C660-216-1491 Superintendent
C660-341-4882 K-12
Principal
* Teachers
should
arrive at 7:45 a.m. and be in their
classrooms by 8:00 a.m. to be available to students. School is out at 3:09 p.m. and teachers may
leave at approximately 3:15 p.m.
Appointments should be made after school if at all possible. If you must leave during regular school
hours, get approval from the principal.
Faculty members are expected to stay for scheduled meetings or parent
conferences.
* Fill
out a "Requisition" form and give to principal. Items purchased without requisitions and
purchase orders will be paid for by YOU!
* Under
no circumstances will students be left unattended. If a problem comes up which requires you to
leave your classroom, notify the office so arrangements can be made to
supervise your students.
* Please
schedule library in advance with the Librarian.
* Read
the bulletin daily to your students and check for faculty information. Teachers wishing to place announcements on the
bulletin should inform Chandi one day in advance.
* Important
messages will be notified by an “all call” on the phone system.
* Do
not share faculty information or discuss or allow to be discussed by students
in your classroom policies or actions taken by the school board or
administration.
* All
teachers should check their mailboxes at least once a day.
* All
after school meetings will be placed on the school calendar in Chandi’s office.
* All
faculty should be prompt when fulfilling administrative requests and turning in
reports.
* The
first Wednesday of each month from 7:40-8:10 a.m. will be set aside for regular
Elementary and High School faculty meetings.
Please be punctual to all faculty meetings. The building principal will give a copy of
the agenda to the superintendent by 3:15 p.m. each evening before faculty
meeting. The superintendent will also be attending those meetings on a rotating
basis.
* The
superintendent will make a board meeting report via e-mail after regularly
scheduled board meetings. It will usually
be the third Tuesday.
* Lunch
count will be taken first thing daily.
All teachers will submit lunch count through the SIS program. Substitute teachers will be assisted by office
staff.
* High
School attendance and tardies will be taken hourly by the teacher through the
SIS program. Substitute teachers will take
attendance on daily slips.
* Students
exhibiting unusual problems should be referred to the counselor in
writing. Counselor referral forms are
included in the “Blank Forms” section of this book.
* Consult
with and keep your building principal informed on the progress of your class.
* Teachers
are not required to belong to any union, teacher’s organization or professional
affiliation. Everyone is encouraged to
belong to the CTA.
* Do
not leave students unattended in the building after activities.
* All
teachers are required to attend all faculty meetings and workshops.
* Teachers
do not have the authority to release a student from school.
* Faculty
members who are in the building late are responsible for locking outside doors
to the building.
Inventory
Procedures
The
Board shall require a physical count of all stock supply and equipment items at
least once each year. This inventory
total shall be recorded on the District’s accounts. This is done to provide:
1.
Complete local property information for ready reference.
2.
Information for insurance purposes
3.
For audit needs to determine capital worth
4.
For accountability of the physical property of the District.
The
building principal is responsible for the inventory. The person responsible for the room and its
contents should take the inventory.
CLASSROOM
Should
show good housekeeping practices at all times.
This is a teacher's responsibility.
When the class leaves the room, the desk, chair, floor, tables, and etc.
should be clean and free of all paper and books. Teachers should observe the condition of
their desks or tables at the beginning of the year and when you see a student
defacing or writing on a desk, he should be required to clean it off. The appearance of your classroom reflects on
you!
ACCIDENTS
Any
accident where first aid is needed should have an accident report filled out
and kept on file in the office. This is
the teacher's responsibility to complete the report as soon as possible
Examples: Turned ankle
Severe
laceration
Fainted
Bump
on the head
MEDICATION
ALL
students who take ANY KIND of medication (prescription or over-the-counter)
must bring that medication to the respective office (elementary or high school)
to be placed until such time specified by parent note (if over-the-counter) or
Doctor's orders (if prescription) to take that medication. The nurse or office personnel will then dispense
the medicine as directed.
All
medication must be in original container and with the original prescription if
ordered by a physician. A parent note on
exact time of dosage and amount of dosage must accompany an over-the-counter
medicine. Asthma inhalers must have the
original prescription attached, but allowances will be made for students who
must carry them on their person after proper notification is given in the
office and recorded.
USE OF
THE TELEPHONE
The
main office phone should be used for school business calls only. If privacy is needed to confer with a parent
by telephone, please get approval from the Principal to use his/her
telephone. Any personal calls
that are long-distance must be paid for by the caller.
FIELD
TRIPS
Staff
members taking field trips during the school day are responsible for seeing
that everyone gets a list of the students that will be gone at least five days
in advance. A field trip request form
must also be filled out and approved prior to scheduling. Permission slips for students must be
received from parents prior to any field trip off school property.
FIRE DRILL
As a safety
precaution and in accordance with the Missouri State School Laws, fire drills
will be held during the school year. The
signal for a fire will be announced over the telephone intercom
system followed by a series of
continuous bells. Students will
evacuate the building in a quiet and orderly fashion. No talking will be allowed. The object is to evacuate the building as
quietly and orderly as possible. Once
you are outside, the following procedure will be used unless given other last
minute instructions by your teacher at the time of the alarm. Line up facing the building and remain so
until you hear the long bell, which indicates all clear at which time you will
re-enter the building and return to your respective classes. All teachers should follow their class out
and when the safety area has been reached, make certain that all students are
accounted for. Make sure all windows are
closed and doors shut.
1. PE
class will exit main door south to ball field.
2. PolyCom
class will exit the southeast state door turning south to the ball field.
3. Learning
Center room will exit south door of room to northeast stage door turning
south to ball field.
4. Art
room will exit through northeast stage door turning south to ball field.
5. Business
room will exit the main door south to ball field.
6. Resource
room will exit the northeast stage door turning south to ball field.
7. Weight
Room will exit the main door south to the ball field.
8. Lower
Math room will exit classroom door and continue through west exit doors
south to ball field.
9. Upper
Math room will exit the south door at the east end of the hallway then
south to the ball field.
10. Social
Studies room will exit the south door at the east end of the hallway then
south to the ball field.
11. Sixth
Grade will exit classroom door turning left in main hallway, exit the south
door at the east end of the hallway then south to the ball field.
12. Cafeteria
will exit the single door in the east side of the room, continue east
around the building and south to the ball field.
13. Upper
English room will exit the south door at the east end of the hallway then
south to the ball field.
14. Library
will exit library turning left through the west exit doors south to the
ball field.
15. Music
will exit music room turning left to the west exit doors south to the ball
field.
16. Science
will exit science room turning right through the west exit doors south to
the ball field.
17. Lower
English room will exit classroom door turning right through west exit doors
south to ball field.
TEACHERS
TAKE ROLL IMMEDIATELY ON REACHING DESIGNATED AREA!
TORNADO DRILL
As a safety
precaution, and in accordance with the Missouri State School Laws, tornado
drills will be held during the school year.
The signal for a tornado drill will be announced over the
telephone intercom system followed by a series of short bells.
All students will go to designated areas in a quiet and orderly manner. Students and teachers will move to shelter in
the following order:
LOWER RESTROOMS BOYS
LOCKER ROOM GIRLS LOCKER ROOM TEACHER WORKROOM
Lower Math Business Social
Studies
Lower English Art 6th
Grade
EARTHQUAKE
EMERGENCY PLAN
An
earthquake strikes without warning; therefore the teacher or person in charge
should direct the students to get under their desk or a table and cover their
heads. If they can't do this, they
should get against a wall away from windows and falling objects. Students should be reminded to stay as calm
as possible and listen for instructions.
If
the students are in the lunchroom, in special classes like art, remedial,
music, library, etc., get under the table.
If in the bathroom, get in the doorway.
If outside, stay in an open area, away from the building and power
lines. Do not try to come back in the
building until you are instructed to do so.
When
an earthquake is over, the principal or head teacher will give a signal, a loud
blow of a whistle, for evacuation of the building. If for any reason the principal or head
teacher, cannot make teachers and pupils receive his evaluation alert, the
teacher will have students wait two minutes and proceed on their own. Follow the procedure out of the building as
for fire drill -- first making sure that way is safe.
The
teacher will see that students will not run aimlessly and blindly out of the
building. There is always danger of
electrical wires, falling debris, and gas leaks which cause fires.
TEACHERS
TAKE ROLL IMMEDIATELY ON REACHING DESIGNATED AREA!
TEACHER
ALERT INSTRUCTIONS
In
some instances teachers may need to be alerted about an emergency situation or
event taking place. The signal for an alert
will be announced over the telephone intercom system followed by a short-short-long-short-short-long bell. All teachers should then check their e-mail
section for the alert.
ELEMENTARY FIRE
INFORMATION
As a safety
precaution and in accordance with the Missouri State School Laws, fire drills
will be held during the school year. The
signal for a fire will be announced over the telephone intercom
system followed by a series of
continuous bells. Students will
evacuate the building in a quiet and orderly fashion. No talking will be allowed. The object is to evacuate the building as
quietly and orderly as possible. Once
you are outside, the following procedure will be used unless given other last
minute instructions by your teacher at the time of the alarm. Line up facing the building and remain so
until you hear the long bell, which indicates all clear at which time you will
re-enter the building and return to your respective classes.
All teachers
should follow their class out and when the safety area has been reached, make
certain that all students are accounted for.
Make sure all windows are closed and doors shut.
Kindergarten File
out south past the multipurpose room and exit hallway doors and proceed west
between the buildings then south to the ball field.
First
Grade File
out south past the multipurpose room and exit hallway doors and proceed west
between the buildings then south to the ball field.
Second
Grade File
out west and exit the west doorway then turn south to the ball field.
Third
Grade File
out west and exit the west doorway then turn south to the ball field.
Fourth
Grade File
out west and exit the west doorway then turn south to the ball field.
Fifth
Grade File
out west and exit the west doorway then turn south to the ball field
Sixth Grade Exit
classroom door turning left in main hallway, exit the south door at the east
end of the hallway then south to the ball field.
Office File
out south past the multipurpose room and exit hallway doors and proceed west
between the buildings then south to the ball field.
Title
I File
out south past the multipurpose room and exit hallway doors and proceed west
between the buildings then south to the ball field.
Girl's
Restroom File out south past the multipurpose room and
exit hallway doors and proceed west between the buildings then south to the
ball field.
Boy's
Restroom File out south past the multipurpose room and
exit hallway doors and proceed west between the buildings then south to the
ball field.
Resource/PAT File
out west then turn south and exit doors then proceed
Guidance/Nurse west
between the buildings then south to the ball field.
Speech
File
out south past the multipurpose room and exit hallway doors and proceed west
between the buildings then south to the ball field.
Multi-Purpose
Room Exit
southwest doorway turning west then south to the ball field.
Industrial
Arts/Shop Exit through the shop and proceed south to the ball
field.
TEACHERS TAKE ROLL IMMEDIATELY ON REACHING DESIGNATED
AREA!
ELEMENTARY TORNADO INFORMATION
As a safety precaution, and in accordance with the
Missouri State School Laws, tornado drills will be held during the school
year. The signal for a tornado
drill will be announced over the telephone intercom system followed by
a series of short bells. All students will go to designated areas in a
quiet and orderly manner. Students and
teachers will move to shelter in the following order:
Classes are to go to the following areas:
Girls
& Boys Bathrooms: Kindergarten
Grade
1
Reading
Grade
5
Grade
2
Grade
3
Grade
4
Multi-Purpose
Industrial
Arts/Shop
Stay in your Room: Counselor/Nurse
Speech
PAT
Counselor/Nurse
Room: Resource
Teacher’s
Lounge: Grade
6
Children who might be in special classes (art, music,
resource, etc.) will seek shelter in the buildings or groups where they are at
the time of the warning.
TEACHERS TAKE ROLL IMMEDIATELY ON REACHING DESIGNATED
AREA!
EARTHQUAKE EMERGENCY PLAN
An
earthquake strikes without warning; therefore the teacher or person in charge
should direct the students to get under their desk or a table and cover their
heads. If they can't do this, they
should get against a wall away from windows and falling objects. Students should be reminded to stay as calm
as possible and listen for instructions.
If
the students are in the lunchroom, in special classes like art, remedial,
music, library, etc., get under the table.
If in the bathroom, get in the doorway.
If outside, stay in an open area, away from the building and power
lines. Do not try to come back in the
building until you are instructed to do so.
When
an earthquake is over, the principal or head teacher will give a signal, a loud
blow of a whistle, for evacuation of the building. If for any reason the principal or head
teacher, cannot make teachers and pupils receive his evaluation alert, the
teacher will have students wait two minutes and proceed on their own. Follow the procedure out of the building as
for fire drill -- first making sure that way is safe.
The
teacher will see that students will not run aimlessly and blindly out of the
building. There is always danger of
electrical wires, falling debris, and gas leaks which cause fires.
TEACHERS
TAKE ROLL IMMEDIATELY ON REACHING DESIGNATED AREA!
TEACHER
ALERT INSTRUCTIONS
In
some instances teachers may need to be alerted about an emergency situation or
event taking place. The signal for an alert
will be announced over the telephone intercom system followed by a short-short-long-short-short-long bell. All teachers should then check their e-mail
section for the alert.
Communications Procedures
Situations
Tornado is a series of short rings (. . . . . . . . . . . . . . .)
Fire is a continuous bell
(--------------------- )
TECHNOLOGY USAGE
(Technology Safety) Policy 6320
Internet Usage
The Board of Education
recognizes that it is important for students to have access to electronic-based
research tools and to master skills for their application to learning, problem
solving, production of work, and presentation of information. The Board also recognizes that while these
resources represent extraordinary learning opportunities and enriching
educational materials, they also offer persons with illegal, immoral or
inappropriate motives avenues for reaching students, teachers, staff,
parents/guardians and members of the community.
Additionally, these resources present tempting opportunities for users
to explore areas that are either confidential, have restricted access, are
inappropriate or are disruptive to the classroom or workplace. It is the purpose of District policy and
regulations to outline acceptable student and employee behavior with respect to
use of District technology and electronic resources.
Personal
Responsibility
Access
to electronic research requires students and employees to maintain consistently
high levels of personal responsibility.
The existing rules found in the District’s Behavioral Expectations
policy (Board Policy/Regulation 2610) as well as employee handbooks clearly
apply to students and employees conducting electronic research or
communication.
One
fundamental need for acceptable student and employee use of District electronic
resources is respect for, and protection of, password/account code security, as
well as restricted databases files, and information banks. Personal passwords/account codes may be
created to protect students and employees utilizing electronic resources to
conduct research or complete work.
These
passwords/account codes shall not be shared with others; nor shall students or
employees use another party’s password except in the authorized maintenance and
monitoring of the network. The
maintenance of strict control of passwords/account codes protects employees and
students from wrongful accusation of misuse of electronic resources or
violation of District policy, state or federal law. Students or employees who misuse electronic
resources or who violate laws will be disciplined at a level appropriate to the
seriousness of the misuse.
Acceptable Use
The
use of the District technology and electronic resources is a privilege, which
may be revoked at any time. Staff and students are only allowed to conduct
electronic network-based activities which are classroom or workplace related.
Behaviors which shall result in revocation of access shall include, but will not
be limited to: damage to or theft of system hardware or software; alteration of
system hardware or software; placement of unlawful information, computer
viruses or harmful programs on, or through the computer system; entry into
restricted information on systems or network files in violation of
password/account code restrictions; violation of other users’ rights to
privacy; unauthorized disclosure, use or dissemination of personal information
regarding minors; using another person’s name/password/account to send or
receive messages on the network; sending or receiving personal messages on the
network; and use of the network for personal gain, commercial purposes, or to
engage in political activity.
Students
and employees may not claim personal copyright privileges over files, data or
materials developed in the scope of their employment, nor may students or
employees use copyrighted materials without the permission of the copyright
holder. The Internet allows access to a
wide variety of media. Even though it is
possible to download most of these materials, students and
staff
shall not create or maintain archival copies of these materials unless the
source indicates that the materials are in the public domain.
Access
to electronic mail (E-mail) is a privilege and designed to assist students and
employees in the acquisition of knowledge and in efficiently communicating with
others. The District E-mail system is
designed solely for educational and work related purposes. E-mail
files are subject to review by District and school personnel. Chain letters, “chat rooms” or Multiple User
Dimensions (MUDs) are not allowed, with the exception of those bulletin boards
or “chat” groups that are created by teachers for specific instructional
purposes or employees for specific work related communication.
Students
or employees who engage in “hacking” are subject to loss of privileges and
District discipline, as well as the enforcement of any District policy, state
and/or federal laws that may have been violated. Hacking may be described as the unauthorized
review, duplication, dissemination, removal, damage, or alteration of files,
passwords, computer systems, or programs, or other property of the District, a
business, or any other governmental agency obtained through unauthorized means.
To
the maximum extent permitted by law, students and employees are not permitted
to obtain, download, view or otherwise gain access to “inappropriate matter”
which includes materials that may be
deemed inappropriate to minors, unlawful, abusive, obscene, pornographic,
descriptive of destructive devices, or otherwise objectionable under current
District policy or legal definitions.
The
District and school administration reserve the right to remove files, limit or
deny access, and refer staff or students violating the Board policy to
appropriate authorities or for other disciplinary action
Privileges
The
use of District technology and electronic resources is a privilege, not a
right, and inappropriate use will result in the cancellation of those
privileges. All staff members and
students who receive a password/account code will participate in an orientation
or training course regarding proper behavior and use of the network. The password/account code may be suspended or
closed upon the finding of user misuse of the technology system or its
resources.
Network Etiquette
and Privacy
Students
and employees are expected to abide by the generally accepted rules of
electronic network etiquette. These
include, but are not limited to, the following:
1. System users are expected to be
polite. They may not send abusive,
insulting, harassing, or threatening messages to others.
2. System users are expected to use
appropriate language; language that uses vulgarities or obscenities, libels
others, or uses other inappropriate references is prohibited.
3. System users may not reveal their
personal addresses, their telephone numbers or the addresses or telephone
numbers of students, employees, or other individuals during E-mail
transmissions.
4. System users may not use the District’s
electronic network in such a manner that would damage, disrupt, or prohibit the
use of the network by other users.
5. System users should assume that all
communications and information is public when transmitted via the network and
may be viewed by other users. The system
administrators may access and read E-mail on a random basis.
6. Use of the District’s electronic
network for unlawful purposes will not be tolerated and is prohibited.
Services
While
the District is providing access to electronic resources, it makes no
warranties, whether expressed or implied, for these services. The District may not be held responsible for
any damages including loss of data as a result of delays, non-delivery or
service interruptions caused by the information system or the user’s errors or
omissions. The use or distribution of
any information that is obtained through the information system is at the
user’s own risk. The District
specifically denies any responsibility for the accuracy of information obtained
through Internet services.
Security
The
Board recognizes that security on the District’s electronic network is an
extremely high priority. Security poses
challenges for collective and individual users.
Any intrusion into secure areas by those not permitted such privilege
creates a risk for all users of the information system.
The
account codes/passwords provided to each user are intended for the exclusive
use of that person. Any problems, which
arise from the user sharing his/her account code/password, are the
responsibility of the account holder.
Any misuse may result in the suspension or revocation of account
privileges. The use of an account by
someone other than the registered holder will be grounds for loss of access
privileges to the information system.
Users
are required to report immediately any abnormality in the system as soon as
they observe it. Abnormalities should be
reported to the classroom teacher or system administrator.
The
District shall use filtering, blocking or other technology to protect students
and staff from accessing internet sites that contain visual depictions that are
obscene, child pornography or harmful to minors. The District shall comply with the applicable
provisions of the Children’s Internet Protection Act (CIPA), and the
Neighborhood Internet Protection Act (NCIPA).
Vandalism of the
Electronic Network or Technology System
Vandalism
is defined as any malicious attempt to alter, harm, or destroy equipment or
data of another user, the District information service, or the other networks
that are connected to the Internet. This
includes, but is not limited to the uploading or the creation of computer
viruses, the alteration of data, or the theft of restricted information. Any vandalism of the District electronic
network or technology system will result in the immediate loss of computer
service, disciplinary action and, if appropriate, referral to law enforcement
officials.
Consequences
The
consequences for violating the District’s Acceptable Use Policy include, but
are not limited to, one or more of the following:
1. Suspension of District Network
privileges;
2. Revocation of Network privileges;
3. Suspension of Internet access;
4. Revocation of Internet access;
5. Suspension of computer access;
6. Revocation of computer access;
7. School suspension;
8. Expulsion; or
9. Employee disciplinary action up to and
including dismissal.
END OF SCHOOL CHECK-OUT SHEET
_____ 1. Complete inventory of supplies and
turn forms into the office.
_____ 2. Complete and turn in supply
requisition forms for next year.
_____ 3. Give Principal list of maintenance
needed in classroom.
_____ 4. Notify office of summer address and
phone number.
_____ 5. Turn in handbook.
_____6. If you are not returning please give
the office your pin # for your phone.
_____7. Prepare yourself for a fun-filled
summer.
[1]Sexual harassment of students by adults who
otherwise come within this Policy is absolutely prohibited regardless of whether
the conduct is "welcome."