Meridian Public School District
Employee Handbook
Don Evans, Ed.D., Vice-President B.J. Barrett, Secretary
Judith H. Miller, Ph.D., Member Marvis Killingsworth, Member
SCHOOL BOARD ATTORNEY John Compton
SUPERINTENDENT Alvin C. Taylor, Ph.D.
Superintendent
Introduction ........................................................................................................ 1 Affirmative Action Guidelines ........................................................................... 1 Line of Communication and Authority .............................................................. 1 Drug Free Workplace ......................................................................................... 1 District Support Members .................................................................................. 2 Elementary Schools ........................................................................................... 2 Secondary Schools ............................................................................................. 2 Employee Information ....................................................................................... 3 New Teacher Certification ................................................................... 3 Classified Employees ........................................................................... 3 Address Changes ................................................................................. 3 Payroll Deductions .............................................................................. 3 Recertification ...................................................................................... 4 Employment Background Screening ................................................................. 5 Drug/Alcohol Screening .................................................................................... 5 Time Schedules .................................................................................................. 5 Certified Employees ............................................................................ 5 Classified Employees ........................................................................... 6 Compensation Guide ........................................................................... 6 Salaries ............................................................................................................. 6 Absences and Leave ........................................................................................... 7 Absences .............................................................................................. 7 Family and Medical Leave Act ............................................................ 7 Vacation ............................................................................................... 7 Sick Leave Guidelines ......................................................................... 8 Employee Benefit Schedule ................................................................. 9 Absences Requiring Prior Approval or Arrangement ...................................... 10 Retirement Credit for Accumulated Leave .......................................................11 Staff Dress .........................................................................................................11 Performance Evaluation ................................................................................... 12 Change in Employee Status ............................................................................. 13 Request for Transfer-Certified ........................................................... 13 Involuntary Transfer/Reassignment ................................................... 13 Suspension: All Employees ............................................................... 13
Dismissal for Cause - Certified .......................................................... 13 Resignation or Retirement ................................................................. 14 Promotions and Transfers-Classified ................................................. 15 Reduction in Force ............................................................................ 15 General Information ......................................................................................... 16 Employee Accidents .......................................................................... 16 Alcoholic Beverages .......................................................................... 16 Computer Passwords/E-mail ............................................................. 16 Computer Security Measures ............................................................ 16 Credit Union ...................................................................................... 17 Drugs ................................................................................................. 17 Employee Assistance Program .......................................................... 17 Field Trips .......................................................................................... 17 Fixed Assets ....................................................................................... 18 Food Services .................................................................................... 18 Grievances ......................................................................................... 18 Handguns ........................................................................................... 19 Insurance Information ....................................................................... 19 Media Contact ................................................................................... 20 Meetings of Professional Organizations ............................................ 20 Negligence ......................................................................................... 20 Outside Employment ......................................................................... 20 Outside Speakers ............................................................................... 20 Political Activity ................................................................................ 21 Safety Equipment .............................................................................. 21 Sexual Harassment ............................................................................ 21 Substitute Teachers ............................................................................ 21 Telephones ......................................................................................... 21 Electronic Devices ............................................................................. 22 Tobacco .............................................................................................. 22 Transportation .................................................................................... 22 Tutoring ............................................................................................. 22 Vacancies ........................................................................................... 22 Map of School District ..................................................................................... 23 Asbestos Notification ....................................................................................... 24
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INTRODUCTION
The purpose of this handbook is to provide a “quick reference” guide to the policies which pertain to the daily operation of the Meridian Public School District. For additional information and for a complete listing of the federal acts and guidelines referred to in this handbook, consult the policy book located in each school library or administrative office. References to the policy book are as follows: GA refers to all employees, GB to certified employees and GC to classified employees.
Affirmative Action Guidelines The Meridian Public School district is committed to equality in employment, recruitment, training, and promotion. There shall be no discrimination against any applicant or employee because of race, color, religion, national origin, sex, pregnancy, age, or disability. (See GA)
Line of Communication and Authority All school employees, except the Board Attorney, are responsible to the School Board through the Superintendent. Situations not readily resolved should be brought directly to the administrator in charge of that area. When necessary, the administrator will refer the situation to the next higher level of authority. The Superintendent will investigate situations prior to Board referral.
The principal or other appropriate administrative person has the authority to suspend employees under their supervision with the Superintendent’s approval for failure to comply with district policies.
Drug Free Workplace District employees are hereby notified that the unlawful manufacture, distribution, dispensing, possession, or use of a controlled substance, except as authorized by law from the prescription of a physician, in the workplaces of this school district are prohibited. School officials will cooperate fully with law enforcement in the prosecution of drug violations occurring in the workplace. Violators will be subject to suspension or dismissal which may lead to suspension or revocation of the certificate or a certified employee (Mississippi Code 37-3-2). Pursuant to the Drug-Free Workplace Act of 1988, school employees under federal programs which are funded directly to this school district by a federal agency, as a condition of employment, shall:
1. Abide by the terms of the statement above; and 2. Notify school officials of any criminal statute conviction no later than five
days after such conviction.
Assistant Superintendent of Curriculum and Instruction ................. Robin Miles
Chief Fiscal Officer ........................................................................ Linda Spence
Executive Director of Human Resources ................................Jessie Whittington
Executive Director of Facilities .............................................Archie Scarbrough
Director of Federal Programs .............................................................Kelli Speed
Director of Special Education ..................................................Christie Rowcliff
Director of Athletics ........................................................................Chuck Butler
Elementary Schools Crestwood ...................................................................... 484-4971 Harris Upper .................................................................. 484-4464 Harris Lower .................................................................. 484-4463 Oakland Heights ............................................................ 484-4983 Parkview ........................................................................ 484-4990 Poplar Springs ............................................................... 484-4450 West Hills ...................................................................... 484-4472
Secondary Schools Carver Middle School .................................................... 484-4482 Magnolia Middle School ............................................... 484-4060 Northwest Middle School .............................................. 484-4094 Meridian High School ................................................... 484-4439 Ross Collins Vocational School ..................................... 484-3331 Marion Park Complex ................................................... 484-5166
Employees are requested to work with their principals in using district-level services and resources. For questions about individual schools, call the building principal.
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EMPLOYMENT INFORMATION
NEW TEACHER CERTIFICATION Each teacher new to the system is required to have on file in the Personnel Office the following: 1. Copy of valid teaching certificate, 2. Verification of teaching experience, 3. Official transcript, 4. Application and at least five references. 5. Employee background check. Monthly paychecks may be withheld until items 1-5 are on file.
CLASSIFIED EMPLOYEES Any applicant for a classified position must: 1. Submit a completed application to the Personnel Office, 2. Be available for an interview, 3. Complete a test when necessary, administered by the Personnel Office, 4. Show acceptable proof of age for retirement purposes, (may be birth
certificate, family Bible, or citizenship papers.) 5. Employee background check
ADDRESS CHANGES The principal and administrative offices should be notified of any change in address.
PAYROLL DEDUCTIONS Compulsory deductions include: 1. Federal withholding tax 2. State withholding tax 3. Social security tax 4. State retirement (PERS): Retirement benefits are paid each pay period. The
district pays 11.3% based on the employee’s gross pay and the employee contributes 7.25% of the gross pay.
5. Bankruptcies and garnishments (when warranted) 6. Child support payments 7. Tax levies
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Optional Deductions include: 1. Hospitalization Group Insurance 2. Dental Group Insurance 3. Cancer/Intensive Care/Life Insurance 4. Tax Sheltered Annuity 5. Salary Protection Plan 6. United Way 7. Meridian Mutual Federal Credit Union 8. Mississippi Deferred Compensation Plan 9. Child Care/Cafeteria Plan 10. Medical Reimbursement/Cafeteria Plan
RECERTIFICATION The Mississippi State Department of Education has mandated that each certified employee will be responsible for his or her individual certificate renewal plan. Teachers have five years from the time their certification expires to complete requirements, including CEUs (Continuing Education Units) and graduate course work for renewal.
Teachers are expected to keep track of their recertification documents and submit the recertification packet in its entirety to the SDE. Questions should be directed to the Mississippi SDE Office of Teacher Certification at 601-359-2778.
Teachers with a B.S. or equivalent degree must earn 10 CEU’s in content area or job/skill related area or 3 semester hours in a college course in content area or job related skill area (examples: computer technology, cooperative learning or methodology, etc.) and 3 additional semester hours or 5 CEUs in content area or job/skill related area.
Teachers with a Master’s degree or higher must earn 3 semester hours in content or related skill area or 5 CEUs in content area or job/skill related area. Administrators should refer to the handbook for information involving recertification.
*Certified employees must keep a current copy of their certification on file with the Human Resource Department.
EMPLOYMENT BACKGROUND SCREENING
The employment background screening process shall be conducted on any individual recommended for employment in the Meridian Public School District.
The employment background screening process shall include not less than: • Reference checks made with the applicant’s most recent supervisors. • A criminal records background check of felony and misdemeanor
convictions. • A child abuse check with the child abuse registry. • Fingerprinting with checks made at the state level and the national criminal
history level.
DRUG/ALCOHOL SCREENING
Each applicant/employee, as a condition of employment, will be required to the following types of drug and alcohol tests:
1) The MPSD will require all applicants to submit to a drug test as a condition of the employment application. A negative test result must be obtained prior to the applicant beginning employment for the District. A refusal to submit to a test or positive confirmed test result is a basis for refusal to hire. All applicants will be drug tested.
2) The MPSD will require an employee to submit to reasonable suspicion drug and/or alcohol testing if there is a belief that said employee is using or has used drugs or alcohol in violation of the District’s policy.
TIME SCHEDULES
Certified Employees The normal working day is an 8-hour day. Principals may adjust the arrival and departure time to accommodate bus routes. Teachers are expected to comply with sign-in procedures, duty hours and maintaining scan-tron cards for payroll. Teachers will remain at school throughout the school day unless granted permission to leave by the principal.
Classified Employees Classified employees work 40 hours per week, but the shifts may vary depending upon the job. The work week begins 1 second after midnight on Saturday and goes through midnight Friday. Work weeks that exceed 40 hours must be approved by the Director of Human Resources. Work days are set by the calendar and adopted annually by the school district. All employees are expected to comply with the
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work schedules set up for their particular area. An employee can be compensated for overtime hours at the rate of 1 1/2 hours off for 1 hour of overtime work. Time off must be cleared in advance with the principal or supervisor.
For regulations regarding the time management system, see School Board policy.
Compensation Guide-Certified Nine months of actual teaching in a state-accredited public or private school is equal to a year’s teaching experience. Certified employees must complete all contractual agreement before the last salary payment is received. Parts of a year may be combined to grant a full year of teaching credit, but summer school teaching will not be allowed toward computing teaching experience. (See GB)
SALARIES
Certified Employees All certified employees (except those specified by board policy) will be paid an annual salary in 12 equal monthly installments based on the current salary scale. (Copies of the salary scale may be obtained from the building principal or the Personnel Office.) Checks will be received at the school buildings on the last working day of each month. Summer checks can be picked up at the Central Office after 8:30 a.m. on the last working day of the summer months, or mailed, if a self-addressed, stamped envelope is provided to the school office prior to the last day of the school term. Classified Staff Salaries for classified staff are set according to the current salary schedule. Step increases are not given automatically, but are based on the employee’s evaluation at the recommendation of the Superintendent. Custodians, maintenance employees, bus drivers, and temporary employees are paid semi-monthly on the 15th and the last working day of the month.
ABSENCES AND LEAVE
ABSENCES Any employee who has been absent for any reason must report that absence to his/her principal or supervisor or he/she will lose full payment for unreported absences. For the purpose of determining sick leave entitlement while employed by MPSD, experience accrued only in MPSD will be considered. (See Employee Benefit Chart following.)
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Up to five (5) days of the annual leave allowance (personal and vacation leave) shall be carried over to the next school year and credited to the employee as sick leave in unlimited numbers.
FAMILY AND MEDICAL LEAVE ACT Employees who have been employed with MPSD for at least 12 months and have worked 1250 hours in the immediate past 12 months are eligible for up to 12 weeks of unpaid leave for the following: 1. the birth of a child or placement of a child for adoption or foster care, 2. the care of the employee’s spouse, parent, or child with a serious health
condition, 3. the employee’s own serious health condition. (See GA for further explanation and guidelines)
VACATION Only employees on 235-day contract are eligible for vacation days. Vacation days start at 10 and increase with years of service as shown on the following chart. (See GA)
SICK LEAVE GUIDELINES Leave may be granted to the employee in cases of death of mother, father, brother, sister, spouse, mother-in-law, father-in-law, child; grandchild, grandparents, blood relative dependent as defined by IRS, or foster parents. In addition, the Superintendent has the discretionary authority to grant leave after the death of a friend of the family or relative not considered a part of the immediate family. Absence for death in the immediate family or for extenuating circumstances will be deducted from the employee’s sick leave.
The Staff Absence Report will be used to report absences and must show the relationship between the school employee and the family member whose illness or death was the reason for the absence.
Any employee claiming an absence by reason of illness may be required to substantiate the illness through a doctor’s statement. Such absences include the following: 1. Absences on the first or last day of a contract period, 2. Absences of 5 days or more (not necessarily consecutive) 3. Absences for less than a full day. (See GA)
No teacher shall be absent from duties more than a total of sixty (60) days and still receive a year of teaching experience.
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Falsifying statements or reasons for absence shall result in any or all of the following: 1. full loss of pay for period of absence, 2. entry on personnel record, 3. termination of employment.
EMPLOYEE BENEFIT SCHEDULE
Benefits are based on length of service with MPSD.
Length of Contract Sick Days Personal Days Vacation Days Certified Classified 235 plus day contract 1 - 5 years 10 4 2 10 6-10 years 11 4 2 10 11-15 years 11 4 2 11 16-20 years 11 4 2 12 21-25 years 11 4 2 13 26-30 years 11 4 2 14 *Add one vacation day for each additional five years of service.
220-234 day contract 1 - 5 years 9 4 2 0 6 - 10 years 10 4 2 0 11 - 15 years 10 4 3 0 16 - 20 years 10 4 4 0
205-219 day contract 1 - 5 years 8 4 2 0 6 -10 years 9 4 2 0 11-15 years 9 4 3 0 16-20 years 9 4 4 0
184-204 day contract 1-5 years 7 4 2 0 6-10 years 8 4 2 0 11-15 years 8 4 3 0 16-20 years 8 4 4 0 Note: 1 indicates the first year of employment. Example: 1-5 years means first through the fifth year of employment.
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ABSENCES REQUIRING PRIOR APPROVAL OR ARRANGEMENT
Personal Leave 1. Staff member will submit a leave request form to principal or supervisor
at least five (5) days in advance of the absence. 2. Staff member is notified of availability, and permission or refusal. 3. When an emergency situation makes prior approval impossible, verbal
approval may be given by the principal or supervisor. Upon return to work, the request form must be submitted.
4. Only the Superintendent of Education can approve personal leave the day before or after a holiday or on the first and last day of school.
NOTE: Non-emergency leave may be denied when all personal days have been used, on the day before or after a holiday, or when 10% of the building staff is absent which could hinder optimum functioning of the educational process and/or work progress.
Professional Leave Follow same procedure as for personal leave, noting the reason for the professional absence on the form.
Jury Duty Absences for jury duty will not affect personal leave benefits. 1. Employee must submit a staff absence report to the principal or supervisor
with a copy of the jury duty attendance form.
Reserve or Guard Duty If an employee is called to short term reserve or guard duty, no deductions will be made from the employee’s salary, accumulated sick leave or vacation time.
Military Leave Employees may be granted a leave of absence to fulfill military requirements, such as being activated through a reserve unit. This leave is granted by prior approval of the Superintendent and is taken for up to one year and without pay. Requests for military leave should be received by March 1 prior to the absence or immediately upon notification. (see GA)
Leave Entitlement with Loss of Pay An employee who has used all sick days, but requires additional leave for personal or family illness will receive up to ten additional days of leave at a reduced rate of pay. The current daily rate of substitute pay will be deducted for certified employees and one-third of the regular daily pay for classified employees. A written statement from the doctor must accompany the absentee report and state the reason for absence. After 10 days, any subsequent absences will result in loss of full pay.
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Sabbatical Leave An employee may be granted sabbatical leave for one school year without pay (after six (6) years of continuous employment with MPSD) for the following: 1. Advanced degree work 2. Educational travel 3. Employment to improve teaching competencies.
March 1 is the deadline for applying to leave or return to MPSD. The year of sabbatical leave does not count toward retirement.
Personal Travel Staff members may not be excused for personal travel other than personal leave on days school is in session, except in special cases of unusual opportunity and with advance approval. Deductions will be made at employee’s full rate of pay.
RETIREMENT CREDIT FOR ACCUMULATED LEAVE According to the PERS handbook, accumulated leave days may be credited toward retirement using the following table:
15 days - 77 days = 1/4 year 141 days - 203 days = 3/4 year 78 days - 140 days = 1/2 year 204 days - 266 days = 1 year Add 1/4 year for each additional 63 days.
STAFF DRESS
Personal appearance plays a great part in an employee’s success in his/her professional position. Each faculty staff member should consider it his/her responsibility to be dressed in a manner appropriate to the profession and set a good example for the students by wearing clothing that is clean/appropriate for the type of duties assigned.
• When appropriate, males should have shirts tucked in and belts worn. (All male administrators should wear long sleeve shirts and ties)
• Dresses and skirts should be knee length. • No revealing blouses. Stomachs and backs should be covered. • Avoid excessive jewelry that is distracting. • Tattoos should not be visible. • Limit body piercing to the ears only. • Jeans should be limited and worn only at administrator’s discretion.
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• Shorts should be worn only by physical education teachers. • Nothing should be worn to acknowledge political issues, sororities,
clubs, etc. • No hats should be worn inside the building • Shoes should be appropriate for safe participation in all job related
activities. No rubber slipper type sandals (shower shoes) or house shoes will be allowed.
• If the employee’s supervisor determines the employee is inappropriately dressed, the employee shall take the steps necessary to correct the dress.
NOTHING IN THE EMPLOYEE DRESS POLICY SHALL BE CONSTITUTED TO PREEMPT THE AUTHORITY OF THE PRINCIPAL OR SUPERVISOR TO ACT CONTRARY TO STATEMENTS CONTAINED HEREIN IN SPECIFIC CASES WHEN, IN HIS/HER OPINION, AN EMPLOYEE IS ATTEMPTING TO USE THIS POLICY TO DISRUPT THE EDUCATIONAL PROCESS OR THE SAFE AND ORDERLY CLIMATE OF THE SCHOOL.
PERFORMANCE EVALUATION
All employees of MPSD will be evaluated yearly. Employees may check with their immediate supervisors for information in the evaluation handbooks.
PROBATIONARY EMPLOYEES- Classified Employees A staff member in his/her first uninterrupted 100 days of employment with the district or an employee on an improvement plan at the end of his/her probationary period will not be given regular employee standing.
CHANGES IN EMPLOYEE STATUS
REQUEST FOR TRANSFER-Certified Employees Any teacher who wishes to change to another building, grade level, or subject assignment shall make written notification to the building principal or immediate supervisor. Requests for transfer may be made and placed on file with the Executive Director of Human Resources at any time. Except in rare circumstances, voluntary transfers are approved and made effective only at the beginning of a new contract year. Such transfers must have the approval of the releasing and receiving administrators and the Director of Human Resources. Transfers involving a teacher on an improvement plan require approval of the Superintendent.
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INVOLUNTARY TRANSFER/REASSIGNMENT
Involuntary Transfers The Superintendent may transfer certified personnel, based on experience and training, from one position and/or school, to another within the same position/ classification. Staff transfers will be made effective during the current or the up-coming school year as determined by the administration and as the situation requires. (GBMA)
Reassignment Reassignment is defined as the change of a certified staff member from one position to another with the same of a higher or lower pay grade, but with a different position classification. The administration may make changes that are in the best interest of the school district because of curricular or instructional needs, reduction in force at building or district level, request of the teacher or other such factors as staff morale, personal problems or other just reasons. Normal attrition shall be considered prior to any staff transfers. The administration may make staff transfer or reassignment effective during the current or coming school year. (See GBMA)
SUSPENSION: All Employees The Superintendent or designee may suspend employees under their supervision for failure to comply with school policies and procedures or reasonable requests of the administration.
DISMISSAL FOR CAUSE - CERTIFIED State law gives the Superintendent the authority to suspend or remove a staff member for the following reasons: 1. incompetence 2 neglect of duty 3 immoral conduct 4. intemperance 5. brutal treatment of a pupil 6. other good cause.
Before being removed or suspended, the staff member shall receive written notification of the charges. The staff member is entitled to request a public hearing within five (5) working days of the notification. The hearing must be held from five (5) to thirty (30) days from the time of the request. If the employee does not request a hearing within five (5) days after being notified, the decision of the Superintendent is final. (See GB)
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RESIGNATION OR RETIREMENT
Any employee anticipating retirement during or at the end of the school fiscal year should adhere to the following guidelines: 1. Notify the principal or supervisor of intent to retire, 2. Notify the personnel office, 3. Request a retirement package from PERS at least three months before
retirement. Call 1-800-444-7377 to request a package or to set up an appointment for information.
4. When package is received, call payroll office to set up an appointment to complete retirement papers.
Failure to request a retirement package three months in advance will result in delay of retirement benefits.
Resignations must be submitted in writing to the principal or supervisor and forwarded to the Superintendent. For those staff members whose resignations are accepted and effective before the end of the contractual period, salary will be computed as outlined by board policy. Final payment of salary will not be made until the resignation has been approved by the Board. Personnel who have been approved by the Board for the coming school year and who submit resignations after July 15, may not have their resignations accepted unless a satisfactory replacement can be secured.
Resignations or applications for release will be received at the discretion of the Superintendent and only if properly executed. If employment is to be terminated during the school session, the resignation should be submitted in writing at least thirty (30) days prior to the date the employee requests that the resignation be effective.
Any certified employee giving notice of intent to retire shall follow the same procedure as for a resignation.
PROMOTIONS AND TRANSFERS-Classified Employees An employee who wants to apply for a transfer within the system should submit a transfer request form and give it to the immediate supervisor who will forward the request to the Personnel Office.
Involuntary Transfers The Superintendent may transfer classified personnel, based on experience and training, from one position and/or school, to another, as needed. When future vacancies occur, first consideration will be given to the staff member who was involved in the involuntary transfer if they apply.
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Termination of Employment - Classified There are three methods of termination of employment: 1. Retirement - Give written notice to principal or supervisor two months in
advance of retirement date 2. Resignation - Give written notice to principal or supervisor as soon as
possible 3. Dismissal (See GC for more information)
Re-employment Guidelines (See section GC)
REDUCTION IN FORCE (All employees) When it is necessary to reduce the number of staff positions because of a decrease in budget or student population , the following factors will be considered: 1. Length of service in the school district by job classification district -
wide, 2. Affirmative action guidelines (most recently employed will not be the
first to be laid off if the employment was due to affirmative action), 3. Job performance, 4. Qualifications for the job, 5. Value of employee to the continuing programs.
A staff member who is dismissed because of terminating a position shall have his/her name placed on a preferred list for re-employment for a period of one year. Whenever possible , staff members to be affected will be notified in writing by June 1. When it is necessary to reduce the number of staff members, the last person hired system-wide (in the targeted area of certification ) will not be offered a contract. Staff members not re-employed will be considered for vacancies for which they are certified/qualified, but there will be no guarantee of reemployment if transfer or reassignment is not possible. (See GB) Refer to GB for policy on coach/teacher positions.
GENERAL INFORMATION
EMPLOYEE ACCIDENTS All accidents involving employees must be reported to the immediate supervisor. The standard accident report form shall be completed in duplicate form.
The immediate supervisor shall keep on file a copy of the accident report form and a copy shall be forwarded to the Director of Human Resources and the Insurance Specialist for filing of Worker’s Compensation.
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ALCOHOLIC BEVERAGES Employees shall not use or possess alcoholic beverages during regular or extended working hours or on school property. Additionally, no employee shall report to work with alcoholic beverages in his/her system. Employees violating this policy shall be subject to disciplinary action up to, and including, termination of employment.
COMPUTER PASSWORDS/E-MAIL Password protection for each computer is provided and maintained by the Technology Department. Only proper professional E-mail should be sent
COMPUTER SECURITY MEASURES/Access to Information It is the policy of this district to protect student and employee privacy. Based upon federal guidelines, state law and the Family Rights and Privacy Act, employee and individual student information will not be accessible to all computer users. Rather, only those persons with legitimate job-related reasons shall have access to confidential information.
Confidential data on individual students can be provided only to those persons having a current and direct relationship to that student. Requests for reports from outside agencies or persons must have prior approval of principal before school personnel can release the information.
Individual student data on district level performance will be made available to outside agencies or persons only through the release of Superintendent or designee. District level data on individual employees can be provided to outside agencies only as required by law. District level financial data can be released only through the expressed approval of the Chief Fiscal Officer or designee.
CREDIT UNION Membership in the Meridian Mutual Federal Credit Union is available to all MPSD employees, both active and retired, and their immediate family members. Application for membership is made by completing a membership card, a designation of beneficiary card, and by making a minimum deposit of $10.
Credit Union services include checking, savings, loans, IRAs and credit life insurance. Member pay Credit Disability is available. The Meridian Mutual Federal Credit Union is located at 809-26th Avenue. Contact (601) 693-1900 for more information.
DRUGS For the purpose of this policy, “illegal drugs” shall mean the possession, transfer, use, and/or sale of those substances which are prohibited by state and/or federal law, and prescription drugs which are possessed, transferred, used, or sold by any person to whom such drugs have not been prescribed by a physician or dentist for that use.
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The use, possession, or presence of illegal drugs in the school system by school employees while on the job or on school property is prohibited and is a dischargeable offense. Employees who sell, traffic in, or otherwise dispense illegal drugs while on the job or on school property are subject to immediate termination of employment.
Off-the-job illegal drug use or involvement may adversely affect an employee’s health and job performance and can jeopardize the safety of the abusing employee, other employees, the public, or school property. As such, off-the-job use or involvement with illegal drugs is prohibited and is proper cause for administrative or disciplinary action up to, and including, termination of employment. Prescription drugs and/or non-prescription drugs causing drowsiness or loss of coordination shall not be taken during working hours or prior to reporting to work where effects of the drugs adversely influence one’s on-the-job performance, unless prior approval is received from the school administration.
EMPLOYEE ASSISTANCE PROGRAM MPSD has contracted with Weems Mental Health Center in a program for the benefit of you and your family. This program is provided AT NO COST to you. All services are strictly confidential, meaning that Weems will not disclose any information to the district, your co-workers, or your family.
FIELD TRIPS Field trips request forms must be submitted to the building principal for approval before being sent to the appropriate elementary or secondary administrator for approval. Overnight field trips must be approved by the school board. FIXED ASSETS The employees at each school/location are assigned the responsibility of accounting for all fixed assets assigned to their areas (rooms, offices, etc.). At the beginning of each fiscal year, each employee within the school/location will review an inventory of the fixed assets located in his/her specific area (room, office, etc.) of responsibility. This form lists all of the fixed assets located in the specific area (room, office, etc.) and provides a space for the employee to confirm, by signature, the accuracy of the listing. This inventory is repeated at the end of the fiscal year or at any time the employee is permanently vacating the area (room, office, etc.). The administrator/supervisor and the employee must reconcile any discrepancy between the beginning and ending inventories.
As an employee of MPSD you agree to accept responsibility to care for all of the district’s assets at all times. Employees agree to immediately report any change in the status of any item in their work area to their administrator or fixed assets clerk. Failure to report changes or negligence in protecting assets could result in personal financial responsibility to replace the item, repair the item, or refund the cost to the district.
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FOOD SERVICES Any employee may purchase breakfast and/or lunch in the school cafeteria. Meal prices are posted in the building cafeterias. The building food services manager should be notified:
1. when a class will not be eating in the cafeteria, 2. in the event of a large number of visitors, 3. 2 weeks in advance when sack lunches will be needed.
GRIEVANCES Grievance procedures are available to every employee of MPSD and are addressed to regular administrative procedures.
The School Board encourages individual staff members to settle grievances informally if at all possible. In a situation where a staff member is concerned about the application of Board policies and administrative practices or relationships with other school employees, the staff member should consult the administrative or supervisory person to whom he/she is immediately responsible.
In a situation where the staff member feels he/she cannot discuss the problem with the immediate supervisor or administrator, or when a satisfactory resolution cannot be reached, the staff member is required to follow the grievance procedure outlined in the policies in GA.
The procedures included in the process clearly outline the proceedings and the responsibilities of the complainant and the district. No grievance will be considered unless it is initiated and advanced through the process in the specified time limit. The written grievance must state the specific nature of the grievance and the resolution requested.
Under the Americans with Disabilities Act/Section 504 of the Rehabilitation Act of 1973 discrimination is prohibited in any program receiving federal financial assistance. Decisions regarding persons with HIV, AIDS, ARC, or communicable diseases shall be made on an individual basis. (See GA)
HANDGUNS The possession of a handgun or any other weapon on school premises or at any school related activity by any employee including persons having permits for possession is prohibited.
It is the responsibility of every employee to report to his/her principal or immediate supervisor or person responsible for supervising a school event any knowledge of such offense.
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INSURANCE INFORMATION The State of Mississippi provides major medical health insurance for full-time employees. Optional coverage, including dental, cancer, salary protection and life, is offered through companies approved by the Meridian Public Schools.
Law requires us to: A. Make sure that medical information that identifies you is kept
confidential. B. Give you this notice of our legal duties and privacy practices in
respect to medical information about you. C. Follow the terms of this notice that is currently in effect.
For Treatment: We may disclose medical information about you to health care providers.
For Payment: We may disclose medical information about you so that payment is made for medical treatment and services received by you, may be collected from you, an insurance company or a third party.
Health Related Benefits and Services: We may use your medical information to inform you about health related benefits, services, and health education classes.
Notification: You must notify the Meridian Public School District in writing, before our district may disclose your medical information to family members or personal representatives.
Disclosure: We may disclose your medical information when permitted or required by federal, state, or local statutes.
MEDIA CONTACT Contact with radio, television, or newspaper should be made with the permission of the administration according to the established guidelines. The building level administrator should be notified. No student may have contact with the media during the school day without approval of the administrator or parents’ permission. No employee should speak on behalf of the MPSD without express permission from the Superintendent or designee.
MEETINGS OF PROFESSIONAL ORGANIZATIONS Meetings or programs sponsored by these organizations shall be conducted outside of normal working hours. Prior approval of the Superintendent is required in order to :
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• hold meetings on school premises, give information or make announcements at general faculty meetings,
• send meeting notices through inter-school mail.
NEGLIGENCE It is essential that emphasis be given to the issue of negligence and legal implications that may arise due to negligence. Examples of negligence are as follows: 1. Classes and students left unattended, 2. Improper enforcement of policy on corporal punishment, 3. Improper enforcement of policy of medications, first aid, 4. Injury due to carelessness, 5. Interview and release of student, 6. Improper enforcement of policy of search and seizure, 7. Use of students for off-campus errands, 8. Inappropriate use of safety procedures, 9. Failure to use safety equipment.
OUTSIDE EMPLOYMENT Teachers shall not engage in any outside employment which will affect the effectiveness of teaching responsibilities. Teachers should request permission from the Superintendent before taking a second job.
OUTSIDE SPEAKERS Teachers are responsible for filing a request with the building principal at least 10 days in advance of the speaker’s visit to the building. Request forms may be obtained in the school office.
POLITICAL ACTIVITY Staff members are not permitted to participate in political campaigns within the workday. (See GA)
SAFETY EQUIPMENT All employees are encouraged to wear and utilize safety gear and equipment as appropriate for their jobs during the work day. Failure to do so is considered negligence.
SEXUAL HARASSMENT MPSD will not tolerate sexual harassment of employees or students. Sexual harassment may include, but not be limited to the following:
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1. verbal or physical sexual advances, 2. request for sexual favors, 3. sexual teasing, kidding, double entendre, or 4. suggestions that sexual favors would influence job security or
promotion.
Claims of sexual harassment should be reported to the principal or immediate supervisor unless that person is involved. In such case, the situation should be reported to the Executive Director of Human Resources. Any employee found to have engaged in sexual harassment shall be subject to warning, suspension or termination.
SUBSTITUTE TEACHERS Principals or designees are responsible for securing substitute teachers and should be notified of a teacher’s absence at the earliest possible time. Teachers should make available class rolls and lesson plans so that the school day may continue in a smooth manner.
TELEPHONES School telephones are for school business. Personal calls should be kept to a minimum. Long distance calls made from school telephones should be charged to the caller’s personal number or a calling card. Personal long distance calls should not be charged to the school number. Any non-compliance to this policy will be noted and the caller will be charged.
ELECTRONIC DEVICES No staff member in any school in the Meridian Public School District shall have on campus such items as beepers, cell phones, radios, or other electronic devices that are not used in the instructional program and/or in a job-related manner. If such an item is brought on campus without administrative authorization, the owner may be required to relinquish the item to the supervisory staff.
However, a school site may decide to implement guidelines that allow for limited use of electronic devices. These guidelines may address the use of cell phones during planning time and after dismissal of students. They may also address emergency needs or other extenuating circumstances.
TOBACCO The use of tobacco products on educational property is prohibited. “Tobacco products” means any substance that contains tobacco including, but not limited to, cigarettes, cigars, pipes, snuff, smoking tobacco or smokeless tobacco.
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“Educational property” means any public school building or bus, public school campus, grounds, recreational area, athletic field, or other property owned, used or operated by any local school board, school, or director for the administrator of any public educational institution or during a school-related activity; provided, however, that the term “educational property: shall not include any sixteenth section school land or lien land on which is not located a public school building, public school campus, public school recreational area or public school athletic field. Employees in violation of these policies will be subject to disciplinary action, including possible termination of employment. (See GA)
TRANSPORTATION Any person transporting students to or from a school activity must use a state- approved school bus and be certified by the State Department of Education. Students may be transported only in state-certified vehicles.
TUTORING Teachers may not tutor their own students privately for profit. Other tutoring should be conducted outside school hours.
VACANCIES Announcements of vacancies will be posted and will include the following information: 1. Title of position 2. Description of job 3. Qualifications 4. Salary based on district salary schedule 5. How to apply 6. Name, address, and telephone number of employer 7. Contact person 8. Deadline for application 9. Equal opportunity statement
If a position for a certified staff member becomes vacant during or shortly after the beginning of the school year and the position must be filled immediately in order to avoid interruption of the instructional program, the administration shall be free to fill the position without delay and without formal notification of all personnel. Notifications of open positions will be posted in each school and will be updated periodically.
WORKER’S COMPENSATION
If an employee is injured on the job and must miss work due to a job-related injury, the employee shall be eligible for school district benefits in accordance with the worker’s compensation guidelines. (See Policy GA)
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Meridian, MS 39307
Elementary Schools Crestwood
Oakland Heights 601 59th Avenue
601-484-4983
601-484-4450
601-484-4472
601-484-4439 MHS-9th Grade: 601-696-7295
601-483-3331
601-484-4493
Northwest 4400 32nd Street
Parkview
Carver 8th Street
Print Shop
B Street
ASBESTOS NOTIFICATION
On October 30, 1987, the Environmental Protection Agency published the Asbestos-Containing Materials in Schools Rule (40 CRF Part 763 Subpart E). This new rule requires all public and private schools to inspect for friable and non-friable asbestos, develop asbestos management plans that address asbestos hazards in school buildings, implement response actions in a timely fashion and report results of the assessment studies to school employees and parent/teacher organizations.
We are pleased to announce that none of our schools contain any friable asbestos. Friable asbestos is material that is easily crumbled and may release harmful fibers into the environment. Friable asbestos may cause severe health problems.
Your building does, however, contain non-friable asbestos building materials such as floor tile, pipe insulation, boiler insulation, flue pipes, ceiling tile sheeting and, in a few cases, sprayed-on material that has been encapsulated. None of this material poses a health hazard as long as it remains undamaged. Through a program of training and surveillance, we are certain that these materials will pose no health hazard until they are removed.
A copy of the inspection and management plan is available for your examination in the administrative office of your school.
For further information, interested persons should contact:
Jack Massey Asbestos Coordinator Meridian Public Schools
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Meridian Public School District 1019 25th Avenue Meridian, MS 39301 Phone: 601-483-6271 Fax: 601-484-4917
www.mpsd.k12.ms.us