RUSSELL COUNTY USD 407 - Cloud Object Storage COUNTY USD 407 CERTIFIED STAFF BOE APPROVED: 7/17/2017...

RUSSELL COUNTY USD 407

CERTIFIED STAFF

BOE APPROVED: 7/17/2017

State statutes and policies adopted by the Russell County

Board of Education supersedes the contents of this handbook.

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TABLEOFCONTENTS

BOARDPOLICIES...................................................................................................................................1BULLYING.....................................................................................................................................................1CELLULARPHONES/ELECTRONICDEVICESINSCHOOL-STAFF..............................................1CHAINOFCOMMAND................................................................................................................................2CHILDABUSE..............................................................................................................................................2COMPLAINTSANDGRIEVANCES...........................................................................................................2COMPLAINTSOFDISCRIMINATION.....................................................................................................3COMPUTERS................................................................................................................................................3CONFIDENTIALITY....................................................................................................................................4CONCEALEDOBSERVATIONS.................................................................................................................4DIRECTDEPOSIT.......................................................................................................................................5DISTRICTORSCHOOLWEBSITES.........................................................................................................5DRUGFREESCHOOLSPOLICIES-EMPLOYEES.................................................................................6EQUALOPPORTUNITYEMPLOYER......................................................................................................7FAMILYANDMEDICALLEAVEACT......................................................................................................7MILITARYLEAVE.......................................................................................................................................8NOTICEOFPROTECTIONSUNDERTHEKANSASTORTCLAIMSACT....................................10RACIALHARASSMENT...........................................................................................................................12RECORDS...................................................................................................................................................12SEXUALHARASSMENT..........................................................................................................................13STAFFID....................................................................................................................................................14STAFFONLINESERVICES......................................................................................................................14STAFF-STUDENTRELATIONS.............................................................................................................15TESTINGINTEGRITY..............................................................................................................................15TOBACCOPRODUCTSANDNICOTINEDELIVERYDEVICES–STAFF......................................16WORKER’SCOMPENSATION...............................................................................................................16

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USD407|CertifiedStaffHandbook|BOEApproved:7/17/2017 Page|1

BOARDPOLICIESUSD407personnelshallfollowandbefamiliarwithallpoliciesandregulationsestablishedbytheboard of education. Handbooks are adopted by the board and are part of the policy and rules.Policieshighlightedinthishandbookwillserveasannualreminderstoallcertifiedstaffmembers.Staffmembers are asked to sign the coversheet and return it to the district office indicating theemployeehasreadandunderstandsthatfailuretocomplywiththepoliciesandprocedurescouldresultindisciplinaryactionincludingtermination.BULLYING(SeeBOEPolicy-GAAE)Theboardofeducationprohibitsbullyinginanyform,includingelectronicmeans,onorwhileusingschoolproperty,inaschoolvehicleorataschool-sponsoredactivityorevent.Theadministrationshall propose, and the board shall review and approve a plan to address bullying on schoolproperty,inaschoolvehicleorataschool-sponsoredactivityorevent.Theplanshall includeprovisionsforthetrainingandeducationofstaffmembers. Staffmemberswhobullyothersinviolationofthispolicymaybesubjecttodisciplinaryaction,uptoandincludingsuspensionpendingahearingand/or termination. Ifappropriate, staffmemberswhoviolate thebullyingprohibitionshallbereportedtolocallawenforcement.CELLULARPHONES/ELECTRONICDEVICESINSCHOOL-STAFF(SeeBOEPolicy-GAT)Generallyspeaking,staffmemberswhouseelectronicdeviceswhileondutyaremostlikelytakingtimeandattention away from their basic responsibilities andduty to students; and theBoardofEducationhasaninherentrighttobantheiruse.Cellularphonesandelectronicdevicesareonlytobeusedunderthefollowingguidelines:

• Staff,includingsubstituteteachers,shallnotuseacellularphone/electronicdevicewhileon

teachingduty(8:00a.m.–3:30p.m.,excludingplanningtimeanddutyfreelunchtime).• Studentpassingtimebetweenclassesisincludedinthetimeacellularphone/pagingdevice

isnottobeusedbecausecertifiedstaff,includingsubstituteteachers,shouldbehelpingtosupervisestudents.

Certifiedandclassifiedstaffshouldturncellphonesoffatthetimesdesignatedabove.However,ifthephoneiskeptonsilentmode(notonvibrate), thecellularphonecanbecarried inapurseorpocketduring times it isnot tobeused.Staffcan thencheck formissedcalls,voicemails,or textmessagesattimestheyareallowedtousethedevice.


EXCEPTIONS

• Administrators or other staff members who have been assigned a device by theadministration for job-related use and/or administratorswho are using personal phonesfordistrictrelatedcorrespondenceareexemptfromthispolicy.

• Astaffmemberwhoisservingasanactivememberofavolunteerfirefightingorganization

or a volunteer emergencymedical service organizationmayuse a cell phone or personalpagerforeitherofthesepurposes.

• Withpriorpermissionobtainedfromadministration,limiteduseofacellularphone/paging

devicetodealwithfamilyemergenciesispermittedbycertifiedorclassifiedstaff.CHAINOFCOMMANDEmployees are to follow the proper “chain of command” by first contacting their immediatesupervisor forresolutionofproblems. Exceptionsmaybemadeif thesupervisor is thesourceofthecomplaint,forexample,inasituationinvolvingsexualorracialharassment.Ifneitherofthesepoliciesapplies,employeesshall firstdiscussallconcernswiththeir immediatesupervisorbeforetakingadditionalaction.IntheabsenceofthePrincipal,contactshouldbemadewiththeappropriateDistrictAdministratorforserioussituationsthatcannotwaitforthenextdayforasolution.CHILDABUSE(SeeBOEPolicy-GAAD)Anydistrictemployeewhohasreasontoknoworsuspectthatachildhasbeeninjuredasaresultofphysical,mentaloremotionalabuseorneglectorsexualabuse,shallpromptlyreportthemattertothelocalDepartmentforChildrenandFamilies(DCF)officeortothelocallawenforcementagencyiftheDCFofficeisnotopen.It is recommended the building principal and superintendent also be notified after the report ismade.Districtemployeesshallnotcontactthechild’sfamilyoranyotherpersonstodeterminethecauseofthesuspectedabuseorneglect.Itisnottheresponsibilityofschoolemployeestoprovethechildhasbeenabusedorneglected.COMPLAINTSANDGRIEVANCES(SeeBOEPolicy–GAE)Any employee may file a complaint with their supervisor concerning a school rule, regulation,policyordecisionthataffectstheemployee.


Thecomplaintshallbeinwritingfiledwithinten(10)daysfollowingtheeventcomplainedofandshallspecifythebasisofthecomplaint.Thesupervisorshallmeetwiththeemployeeandprovideawrittenresponsewithinten(10)days. Iftheemployeedisagreeswiththedecision,theemployeemayappealtothesuperintendent.Thesuperintendent’sdecisionshallbefinal.COMPLAINTSOFDISCRIMINATION(SeeBOEPolicy-GAAB)Complaintsofdiscriminationshouldbeaddressedtoanemployee’ssupervisorortothecompliancecoordinator. Complaintsofdiscriminationagainstthesuperintendentshouldbeaddressedtotheboardofeducationorcompliancecoordinator.COMPUTERS(SeeBOEPolicy-GAE)Useoforaccesstodistrictcomputersandcomputersoftwareis limitedtodistrictemployeesandstudents.Useofcomputersisfortheperformanceofofficialandapprovedassignmentsonly.Itisthe expectation of the Board of Education and administration that computer equipment and/orsoftwarewillbeusedinanappropriatemanner.Only softwarepurchasedby thedistrictmaybe loadedontodistrict computersunlessotherwiseapprovedbytheITDirector. Softwarelicensedtothedistrictshallnotbeusedoncomputersnotownedbythedistrict.Districtsoftwareshallnotbecopiedforpersonaluse.Employees shall not use electronic communications, including e-mail and the Internet, to harassstaff,students,orotherindividuals.

NORIGHTTOPRIVACYEmployeesshallhavenoexpectationofprivacyorrestrictedaccesstoany informationgeneratedduringthecourseoftheirofficialdutiesorenteredinanydistrictcomputers.Employeeswaiveanyrighttoprivacyine-mailmessagesandconsenttotheaccessanddisclosureofe-mailmessagesbyauthorizedemployees.Employeesshallonlyusepasswordsorotherencodingorsecuritymechanismsasassignedbythedistrictcomputersystem(s)administratororotherofficialsdesignatedbytheboard.Theuseofapassworddoesnotaffecttheemployer’srighttomonitor.Allformsofelectroniccommunicationsare monitored by the employer to ensure the systems are being used appropriately and in aprofessionalmanner.

OWNERSHIP§ Teachers are encouraged to prepare innovative material for classroom use. Teachers who

producesuchmaterialsandelecttomarketthemdemonstrateextra-ordinaryinitiative.Whena


teacher develops and publishes such materials he/she shall inform the board of his or heractivities.

§ The teacher shall retain proceeds from the sale of anymaterial produced by the teacher. Allrightstoprintedandelectronicmaterialwillremainwiththeteacher.

§ The schoolwill be entitled touse thematerial atno chargeas longas the employee remainsemployedbytheschool.Whenapersonleavestheschool,theywillprovidetheschoolwithanupdatedcurrentversionoftheinformationbeingusedatnocosttothedistrict.

Theboard’srulesgoverningownershipofemployee-producedcomputermaterialsareonfilewiththeclerkandareavailableuponrequest.

SECUREFILESAllemployeesmustsecurefilescontainingconfidentialstudentinformation.See“Confidentiality.”

INTERNETInappropriate use and/or transmission of anymaterial in violation of anyUnited States or stateregulation, isprohibited. This includes,but isnot limited tocopyrightedmaterial, threateningorobscenematerial,ormaterialprotectedbyatradesecret.CONFIDENTIALITY

STUDENTINFORMATION

Confidential student information, whether written or oral, shall be handled in a confidentialmanner and be discussed only with the parents/guardians of the particular student and theappropriateschoolpersonnel.Violationsofthisrulethatviolatetheprivacyrightsofstudentscouldresultindisciplinaryactionsbeingtakenagainsttheemployee,includingtermination.

PERSONNELINFORMATIONConfidential personnel information, whether written or oral, shall be handled in a confidentialmannerandbediscussedonlywith theappropriate schoolpersonnel.Violationsof this rule thatviolate theprivacyrightsofpersonnelcouldresult indisciplinaryactionsbeing takenagainst theemployee,includingtermination.CONCEALEDOBSERVATIONS(SeeBOEPolicy-KGB)UnlessotherwiseprovidedinthispolicyorpolicyJGGA,individualsareprohibitedfromrecordingstudents,employees,and/orboardmemberssurreptitiouslyorthroughtheuseofconcealedaudioand/orvisualrecordingdevices. Thisprohibition is ineffectatschool,onor indistrictproperty,andatmeetingsandconferencesheldforeducationalordisciplinarypurposes.Exceptionstothisprohibitionincludetheuseofvideosurveillancethroughoutdistrictfacilitiesandin district vehicles, provided in accordance with JGGA; the recording of meetings subject to the


KansasOpenMeetingsAct;therecordingofdueprocesshearingsorstudentdisciplinaryhearingsforevidentiarypurposes;recordingofstudentsforuseduringthestudent’sevaluationorprovisionof special education serviceswith theprincipal’s priorpermission; and the recordingof a schoolsponsoredactivity,program,oreventwhichisopentothegeneralpublic.Individualswishing to record students, employees, orboardmembers at school, onor indistrictproperty, or at meetings and conferences as previously described shall first notify thesuperintendentorbuildingprincipalinadvance.Iflaworpolicydoesnotprohibitsuchrecording,theadministratormayallowtherecordingandmaymakearrangementstorecordonbehalfofthedistrict.DIRECTDEPOSITDirectdepositisofferedasaconveniencetoallemployeesonthepayroll.Replacementpaycheckswill not be reissued until the check has been missing for ten (10) business days following thepayrolldateifdeliveredviatheU.S.PostalService.Employeesareencouragedtosignupfordirectdeposittoguaranteepromptdeliveryofpayrollchecks.DISTRICTORSCHOOLWEBSITES

STUDENTPRIVACYRIGHTS

(SeeBOEPolicy-JRB)Identifiablestudentimagesshallnotbepostedondistrictorschoolwebsiteswithoutpriorwrittenpermission from the student and, if under 18, the student's parent or guardian. The mailingaddress,telephonenumberorotherpersonallyidentifiableinformationaboutanystudentshallnotbepostedondistrict or schoolweb sites. All applicable requirements of the FamilyEducationalRightsandPrivacyAct(FERPA)shallbefollowed.

COPYRIGHTEDMATERIALPOSTEDONWEBSITES(SeeBOEPolicy-KBA)Anyoriginalmaterialscreatedbystudentsareownedbythosestudents.Originalmaterialswillnotbe posted on district or school web sites without prior written permission of the student whocreatedthework.Webmasterand/orprincipalshallbeinchargeofmonitoringpermissiontopostcopyrightedmaterials.

SOFTWARECOPYRIGHT(SeeBOEPolicy-ECH)Softwareacquiredby staff usingdistrict or schoolweb sites, and installedondistrict computers,mustcomplywithcopyrightlaws.Proofofpurchase(copyororiginal)mustbefiledinthedistrictoffice.


DOWNLOADINGCOPYRIGHTEDMATERIALS(SeeBOEPolicy-ECH)Students and staff shall not download copyrighted materials without prior, written permissionbeing obtained from the author or creator of the material in question. See ECH for “fair useexceptions”whichmayallowforlimiteduseofcopyrightedmaterials.DRUGFREESCHOOLSPOLICIES-EMPLOYEES(SeeBOEPolicies-GAOAandGAOB)

DRUGFREESCHOOLSANDCOMMUNITIESACTThe unlawful possession, use, or distribution of illicit drugs and alcohol by students or schoolemployees on school premises or as a part of any school activity is prohibited. This policy isrequiredby the1989amendments to theDrugFreeSchoolsandCommunitiesAct,P.L.102-226.Thispolicy,andanycurriculumusedinconjunctionwithit,shallbeevaluatedatleasteveryotheryeartodetermineitseffectiveness,implementchangesifneededandensurethatitisconsistentlyenforced, using criteriadevelopedby the Superintendent andapprovedby theBoard.TheBoardshallreceiveareportaftereachofthesereviewsisconducted.

CURRICULUMAllthedistrict'sstudentsshallbemadeawareofthelegal,socialandhealthconsequencesofdrugandalcoholuse.Studentsshallbeinstructedoneffectivetechniquesforresistingpeerpressuretouse illicit drugs or alcohol. Students shall, also, be informed that the use of illicit drugs and theunlawfulpossessionanduseofalcoholisbothwrongandharmful.

EMPLOYEECONDUCTAsaconditionofcontinuedemployment in thedistrict,allemployeesshallabideby the termsofthispolicy.Employeesshallnotunlawfullymanufacture,distribute,dispense,possessoruseillicitdrugs,controlledsubstances,oralcoholicbeveragesondistrictpropertyoratanyschoolactivity.Compliancewith the terms of this policy ismandatory. Employeeswho are found violating thetermsofthispolicywillbereportedtotheappropriate lawenforcementofficers. Additionallyanemployeewhoviolatesthetermsofthispolicywillbesubjecttothefollowingsanctions:1. Short-termsuspensionwithpay;2. Short-termsuspensionwithoutpay;3. Long-termsuspensionwithoutpay;4. Requiredparticipationinadrugandalcoholeducation,treatment,counseling,orrehabilitation

program;5. Terminationordismissalfromemployment.Priortoapplyingsanctionsunderthispolicy,employeeswillbeaffordedalldueprocessrightstowhichtheyareentitledundertheircontractsortheprovisionsofKansaslaw.Nothinginthispolicyis intended to diminish the right of the district to take any other disciplinary action which isprovidedforindistrictpoliciesornegotiatedagreement.


If it is agreed that an employee shall enter into and complete a drug education or rehabilitationprogram,thecostofsuchprogramwillbebornebytheemployee.Employeesareresponsibleforcontactingthedirectorsoftheprogramstodeterminethecostandlengthoftheprogram,andforenrollingintheprograms.A copy of this policy shall be provided to all employees and employees will be notified thatcompliancewiththispolicyismandatory.EQUALOPPORTUNITYEMPLOYER(SeeBOEPolicy-GAAA)The district is an equal opportunity employer and shall not discriminate in its employmentpractices and policies with respect to hiring, compensation, terms, conditions, or privileges ofemploymentbecauseofanindividual’srace,color,religion,sex,age,disabilityornationalorigin.FAMILYANDMEDICALLEAVEACT (SeeBOEPolicy-GARI)Family andmedical leave shall be granted for a period of notmore than 12weeks during a 12-month period. For purposes of this policy, a 12-month period shall be defined as a fiscal yearbeginningJuly1andendingthefollowingJune30.Spousesemployedbythedistrictmayonlytakeanaggregateof12weeksofleaveforabirthorplacementofachildwiththeemployeeforadoptionorfostercare,ortocareforachildwithaserioushealthcondition.Leaveisavailablebecauseof:1. Thebirthofasonordaughteroftheemployeeandtocareforthesonordaughter;2. Theplacementofasonordaughterwiththeemployeeforadoptionorfostercare;3. Theneed to care for a spouse, son, daughter or parent of the employeebecause of a serious

healthcondition;or4. Aserioushealthconditionoftheemployeethatpreventstheemployeefromperformingthejob

functions.5. Any qualifying exigency arising out of the fact that the employee's spouse, son, daughter, or

parentisacoveredmilitarymemberonactiveduty(orhasbeennotifiedofanimpendingcallorordertoachieveactiveduty)insupportofacontingencyoperation;and

6. Theneedtocareforacoveredservicememberwithaseriousinjuryorillnessiftheemployeeisthespouse,son,daughter,parent,ornextofkinoftheservicemember.Eligibleemployeesare,forreason(6)only,entitledtoacombinedtotalof26workweeksof leaveduringa12-monthperiod.

(Leaveforreason1or2mustbetakenwithin12monthsofbirthorplacement.)Theleaveshallnormallybeunpaidleave.However,iftheemployeehasanypaidvacation,personal,sickordisability leavethat isavailable forusebecauseof thereasonfor the leave, thepaid leave


shallbeused firstandcounted toward theannual familyandmedical leave. Thesuperintendentwillnotifytheemployeepriortoorduringtheleaveperiodthattheleavehasbeendesignatedaspaidfamilyandmedicalleave.Theemployeeiseligibleforfamilyandmedical leaveuponcompletionof12monthsofservice inthedistrictandemployedatleast1250hoursduringtheprecedingyear.Duringtheperiodofanyunpaidfamilyandmedicalleavetheboardshallcontinuetopaytheemployer’sshareofthecostofgrouphealthbenefitsinthesamemanneraspaidimmediatelypriortoleave.Anyemployeeportionofthecostshallbepaidbytheemployeetotheclerkoftheboardonorbeforethepayrolldateoratanothertimeastheemployeeandsuperintendentmayagree.Theboardmayterminategrouphealthcoverageiftheemployeepaymentisnotreceivedwithin30daysoftheduedate,solongaswrittennoticeofthedelinquencyinpaymentandthenoticeofintenttoterminatecoveragearesentatleast15dayspriortothetermination.Whenleaveisforeseeable,theemployeeshallgivewrittennotice30daysinadvance.Ifleaveisnotforeseeable,noticewillbegivenassoonaspracticable.Upontheemployeeprovidingnoticeofneedforleave,theemployerwillnotifytheemployeeof:1. Thereasonsthatleavewillcountasfamilyandmedicalleave;2. Anyrequirementsformedicalcertification;3. Employerrequirementofsubstitutingpaidleave;4. Requirements for premium payments for health benefits and employee responsibility for

repaymentifemployerpaysemployeeshare;5. Righttoberestoredtosameorequivalentjob;and6. Anyemployerrequiredfitness-for-dutycertification.Family leave(reasons1or2)maynotbeused intermittentlyoronapart-timebasiswithout thepriorapprovalofthesuperintendent.Thesuperintendentmayrequirean instructionalemployee tocontinue leaveuntil theendof thesemesteriftheleavebeginsmorethanfive(5)weeksbeforetheendofasemester,lastsmorethanthree(3)weeksandthereturnwouldoccurduringthelastthree(3)weeksofthesemester.Iftheleaveisforareasonotherthantheemployee’sserioushealthconditions,thesuperintendentmayrequireaninstructionalemployeetocontinueleaveuntiltheendofasemester,if;1. Theleavebeginsinthelastfive(5)weeksofasemester,willlastmorethantwo(2)weeksand

thereturntoworkwouldoccurinthelasttwo(2)weeksofasemester;or2. Theleavebeginsinthelastthree(3)weeksofasemester,andlastsmorethanfive(5)days.MILITARYLEAVE(SeeBOEPolicy-GARID)Employees are entitled to military leave under the Uniformed Services Employment andReemploymentActof1994.TheActappliestomilitaryservicethatbeganonorafterDecember12,


1994ormilitaryservicethatbeganbeforeDecember12,1994if theemployeewasareservistorNationalGuardmemberwhoprovidednoticetotheemployerbeforeleavingwork.Reemploymentrightsextendtopersonswhohavebeenabsentfromworkbecauseof“serviceintheuniformedservices.”Theuniformedservicesconsistofthefollowingmilitarybranches:

• Army,Navy,MarineCorps,AirForceorCoastGuard.• ArmyReserve,NavyReserve,MarineCorpsReserve,AirForceReserveorCoastGuard

Reserve.• ArmyNationalGuardorAirNationalGuard.• CommissionedcorpsofthePublicHealthService.• AnyothercategoryofpersonsdesignatedbythePresidentintimeofwaroremergency.

“Service”intheuniformedservicesmeansdutyonavoluntaryorinvoluntarybasisinauniformedservice,including:

• Activeduty.• Activedutyfortraining.• Initialactivedutyfortraining.• Inactivedutytraining.• Full-timeNationalGuardduty.• Absencefromworkforanexaminationtodetermineaperson’sfitnessforanyoftheabove

typesofduty.The employeemaybe absent for up to five (5) years formilitaryduty and retain reemploymentrights. Thereare,however,exceptionswhichcanexceed the five (5)years limit. Reemploymentprotectiondoesnotdependonthetiming,frequency,durationornatureofanindividual’sservice.Thelawenhancesprotectionsfordisabledveteransincludingarequirementtoprovidereasonableaccommodationsanduptotwo(2)yearstoreturntoworkifconvalescingfrominjuriesreceivedduringserviceortraining.Thereturningemployeeisentitledtobereemployedinthejobthattheywouldhaveattainedhadtheynotbeenabsentformilitaryservice,withthesameseniority,statusandpay,aswellasotherrightsandbenefitsdeterminedbyseniority. Ifnecessary, theemployermustprovide trainingorretraining that enables the employee to refresh or upgrade their skills so they can qualify forreemployment.Whiletheindividualisperformingmilitaryservice,heorsheisdeemedtobeonafurloughor leaveofabsenceandisentitledtothenon-seniorityrightsaccordedotherindividualsonnon-militaryleavesofabsence.Individualsperformingmilitarydutyofmorethan30daysmayelecttocontinueemployersponsoredhealthcareforupto18monthsatacostofupto102percentofthefullpremium.Formilitaryserviceoflessthan31days,healthcarecoverageisprovidedasiftheindividualhadneverleft.Allpensions,whicharearewardforlengthofservice,areprotected.Individualsmustprovideadvancewrittenorverbalnoticetotheiremployersforallmilitaryduty.Noticemaybeprovidedbytheemployeeorbythebranchof themilitary inwhichthe individualwillbeserving.Noticeisnotrequiredifmilitarynecessitypreventsthegivingofnotice;or,thegivingofnoticeisotherwiseimpossibleorunreasonable.


Accruedvacationorannualleavemaybeused(butisnotrequired)whileperformingmilitaryduty.Theindividual’stimeframeforreturningtoworkisbaseduponthetimespentonmilitaryduty. TimeSpentOnMilitaryDuty ReturntoWorkorApplicationforReemployment

Lessthan31days: Mustreturnatthebeginningofthenextregularlyscheduledworkperiodonthefirstfulldayafterreleasefromservices,takingintoaccountsafetravelhomeplusandeight(8)hourrestperiod.

Morethan30butlessthan181days:

Mustsubmitanapplicationforreemploymentwithin14daysofreleasefromservices.

Morethan180days: Mustsubmitanapplicationforreemploymentwithin90daysofreleasefromservice.

The individual’s separation from service must be under honorable conditions in order for thepersontobeentitledtoreemploymentrights.Documentationshowingeligibilityforreemploymentcanberequired.Theemployerhastherighttorequestthatanindividualwhoisabsentforaperiodofserviceof31daysormoreprovidedocumentationshowingthe:

• Applicationforreemploymentistimely;• Five-yearservicelimitationhasnotbeenexceeded;and• Separationfromservicewasunderhonorableconditions.

If documentation isnot readily availableor itdoesnot exist, the individualmustbe reemployed.However,ifafterreemployingtheindividual,documentationbecomesavailablethatshowsoneormore reemployment requirements were not met, the employer may terminate the individual,effectiveimmediately.Theterminationdoesnotoperateretroactively. Questions should be directed to Veterans’ Employment and Training Service, U.S. Department ofLabor.Kansaslawalsorequiresreemploymentifanindividualiscalledtoactivedutybythestate.NOTICEOFPROTECTIONSUNDERTHEKANSASTORTCLAIMSACTAs a teacher employed by Unified School District No. 407, Russell, Kansas, you are entitled toprotectionsundertheKansasTortClaimsAct,K.S.A.75-6101etseq.1. WhatistheKansasTortClaimsAct?

It is the state statutory scheme which allows governmental entities, including public schooldistricts, in the state to be sued for damages caused by the negligent or wrongful acts oromissions of employees, officers, or boardmembers. In cases arising under theKansasTortClaims Act, liability is limited to $500,000 for any number of claims arising out of a singleoccurrenceoraccidentortotheextentofthedistrict’sinsurance,whicheverisgreater. U.S.D.407’s insurance with regard to tort claims provides liability coverage for such claims up to$500,000.(SeeK.S.A.75-6101etseq.)


2. Are there any situations in which a school district may be exempt from liability for

negligentacts?Yes, the law contains several exemptions. A school district and its employees are not liable,undertheTortClaimsAct,fordamagesresultingfrom:• Legislativefunctions,suchasadoptingorfailingtoadoptapolicy;• Judicialfunctions,suchasastudentorteacherdueprocesshearing;• Enforcementorfailuretoenforceastatute,regulation,orboardresolution;• Adoptionorfailuretoadoptwrittenpersonnelpolicieswhichprotectpersons’healthor

safety;• Anyclaimbasedontheperformanceoforfailuretoperformadiscretionaryfunctionor

duty,regardlessofwhetherdiscretionisabused;• Theassessmentorcollectionoftaxes;• Anyclaimbyanemployeewhichiscoveredbyworkerscompensation;• Snow,ice,orothertemporaryornaturalconditionsonschoolproperty;• Theplanordesignfortheconstructionorimprovementtopublicproperty;• Anyclaimforinjuriesresultingfromtheuseofanypublicproperty intendedorpermitted

tobeusedasapark,playground,oropenareaforrecreationalpurposes,exceptincasesofgrossorwantonnegligence;or

• Thenaturalconditionofanyunimprovedpublicschoolproperty.

3. Istheschooldistrictliableforallnegligentactsofitsemployees?No.Thedistrictisonlyliableforactsoromissionsofemployeeswhichoccurinthescopeoftheemployee’semploymentandwhicharenotdonewithactual fraudoractualmalice. Inotherwords,thedistrictwillnotbeliableforactsoromissionsofemployeeseitheroccurringoutsidethescopeofemploymentorwhicharedonewithactualfraudoractualmalice.

4. Willthedistrictprovidemealegaldefenseforclaimsunderthisact?

Generallyyes.Uponrequestofanemployee,thedistrictshall:• Provide for the defense of any civil action or proceeding against you, in your official or

individual capacity or both, on account of an act or omission in the scope of youremploymentwiththedistrict;and

• Provide legalcounsel toyouwhenyouaresummonedtoappearbeforeanygrand juryorinquisition on account of an act or omission in the scope of your employment with thedistrict.

• Thedistricthasnoright torecoverexpenses fromyou for thisdefenseorrepresentation,exceptasprovidedinK.S.A.75-6109,andamendmentsthereto.

5. Canthedistrictrefusetoprovidemeadefenseundertheact?Yes,thedistrictmayrefusetoprovideforthedefenseofanactionagainstyouortoprovideyouwithrepresentationifthedistrictdetermines:• Theactoromissionwasnotwithinthescopeofyouremployment;• Youactedorfailedtoactbecauseofactualfraudoractualmalice;• Thedefenseoftheactionorproceedingwouldcreateaconflictofinterestbetweenyouand

thedistrict;or• Therequestwasnotmadeinaccordancewithlaw.


6. How do I request the district to come to my defense or to provide me withrepresentation?Youmustmakearequestforsuchinwritingwithin15daysofreceivingserviceofprocessorasubpoenaoftheaction.Thisrequestistobefiledwiththeboardofeducation.The district may reimburse you such reasonable attorney fees, costs, and expenses as arenecessarilyincurredindefendingaclaimagainstyouforpunitiveorexemplarydamagesif:(1)Theactionorproceedingaroseoutofanactoromissioninthescopeoftheyouremployment;and(2) youreasonablycooperatedingoodfaithinthedefenseoftheclaim.

RACIALHARASSMENT(SeeBOEPolicy-GAACA)Racialharassmentisunlawfuldiscriminationonthebasisofrace,colorornationalorigin.Allformsofracialharassmentareprohibitedatschool,onschoolproperty,andatalschool-sponsoredactivities,programorevents.Racialharassmentagainstindividualsassociatedwiththeschoolisprohibitedwhetherornottheharassmentoccursonschoolgrounds.Nostudent,employeeorthirdpartyistoraciallyharassanystudent,employeeorotherindividualassociatedwiththeschool.Nodistrictemployeeshoulddiscourageanemployerorstudentfromfilingacomplaint,ortofailtoinvestigateorreferforinvestigation,anycomplaintlodgedundertheprovisionofthispolicy.Anyviolationofthispolicybyanemployeeshallresultindisciplinaryaction,uptoandincludingtermination.RacialHarassmentcanbephysicalorverbalorwrittenorgraphic.Anyemployeethathasbeenharassedorhaswitnesseditshouldreportittotheprincipal.Noemployeeshoulddiscourageafellowemployeeorstudentfromreportingsuchclaims.Retaliationagainstanemployeeorstudentreportingsuchclaimswillnotbetolerated.RECORDS(SeeBOEPolicy-GAK)

PERSONNELRECORDSPersonnelfilesmaintainedbythedistrictshallbeconfidentialandinthecustodyoftheappropriatesupervisor and/or the superintendent. Employees have the right to inspect their files duringregularbusinesshoursuponpropernoticeandunderthesupervisionofanadministrator.

REQUESTFORREFERENCESUnlessotherwiseallowedbylaw,arequestbyathirdpartyforreleaseofanypersonrecordshallrequirethewrittenconsentoftheemployee,andshallbesubmittedtotherecordscustodianwhoshallrespondtotherequestasthelawallows.Upon receipt of a written request district officials my provide information regarding past andpresentemployeestoprospectiveemployersincompliancecurrentlaw.


REQUIREDRECORDS

Eachemployeemusthavethefollowingrecords/formsonfilewiththedirectorofpersonnelbeforethefirstdayofemployment:• Employmentapplication;• KPERSenrollmentform(ifemployeeiseligible);• W-4withholdingcertificate;• Socialsecuritynumber;• Loyaltyoathoraffirmation;• Healthform(ifworkingdirectlywithstudents).See“HealthExaminations,”p.27;• Driver’slicenseanddrivingrecord(ifrequiredforposition).See“DrivingRecords,”below;and• INSform(proofofidentity)

ADDRESSCHANGESAlladdresschangesmustbemadewiththecentralofficebeforetheendofthepayperiodinwhichthechangestookplace.SEXUALHARASSMENT(SeeBOEPolicy-GAAC)Sexualharassmentwillnotbetoleratedintheschooldistrict. Sexualharassmentofemployeesorstudents of the district by boardmembers, administrators, certificated and classified personnel,students, vendors, and any others having business or other contact with the school district isstrictlyprohibited.Sexual harassment shall include, but not be limited to, unwelcome sexual advances, requests forsexualfavors,andotherverbalorphysicalconductofasexualnaturewhen:

• Submissiontosuchconductismadeeitherexplicitlyorimplicitlyatermorconditionofanindividual’semployment;

• Submission to or rejection of such conduct by an individual is used as the basis foremploymentdecisionsaffectingsuchindividual;or

• Such conduct has the purpose or effect of unreasonably interfering with an individual’sworkperformanceorcreatinganintimidating,hostileoroffensiveworkingenvironment.

No district employee shall sexually harass, be sexually harassed, or fail to investigate or refer acomplaintofsexualharassmentforinvestigation. Complaintsofsexualharassmentbyemployeeswillbepromptlyinvestigatedandresolved.Initiationofacomplaintofsexualharassmentwillnotadverselyaffectthejobsecurityorstatusofanemployee,norwillitaffecthisorhercompensationor work assignment. Violation of district policy shall result in disciplinary action, up to andincludingtermination.Employeeswhobelievetheyhavebeensubjectedtosexualharassmentshoulddiscusstheproblemwiththeirimmediatesupervisor.Ifanemployee’simmediatesupervisoristheallegedharasser,oriftheemployeeisuncomfortablediscussingtheissuewithhis/hersupervisor,theemployeeshould


discusstheproblemwiththeprincipalorthesuperintendent.Employeeswhodonotbelieve thematter is appropriately resolvedmay file awritten complaintunder the district’s discrimination complaint procedure. Confidentiality shall be maintainedthroughoutthecomplaintprocedure.STAFFIDElectronicaccessstaff IDcardsarepropertyofRussellCountyUSD407. It is theresponsibilityofthe staffmember tokeep the card secure at all times.DONOT share staff cardsorpinnumbers.ReportlostorstolenstaffID’simmediatelytotheCentralAdministrationOffice.Failuretoreportalost or stolen card could result in disciplinary action including termination. Staff ID’s are non-transferable andwill be surrenderedwhen leaving employmentwith USD 407. The staff ID is amulti-purposecardandwillserveastheemployee’slunchcard,librarycheckoutcard,anddistrictactivitypass.STAFFONLINESERVICES(SeeBOEPolicies-GAF,GBU,IIBG,IIBGA,IIBGC,andKGA)Employeesareencouragedtousedistrictelectronicmailandotherdistricttechnologyresourcestopromote student learning and communication with parents of students and education-relatedentities.Ifthoseresourcesareused,theyshallbeusedforpurposesdirectlyrelatedtowork-relatedactivities.Technology-basedmaterials,activities,andcommunicationtoolsshallbeappropriateforandwithin the rangeof theknowledge,understanding,age,andmaturityof studentswithwhomtheyareused.District employees, including, but not limited to, classroom teachers and extracurricular activitycoaches and sponsors, may set up blogs and other social networking accounts using districttechnological resources and following district policy and guidelines to promote communicationswithstudents,parents,andthecommunityconcerningschool-relatedactivitiesandforthepurposeofsupplementingclassroominstruction. Socialnetworkingsitesandotheronlinecommunicationoptions offering instructional benefitsmay be used for the purpose of supplementing classroominstructionandtopromotecommunicationswithstudentsandparentsconcerningschool-relatedactivities.In order for district employees and activity sponsors to utilize a social networking site forinstructional, administrative, or other work-related communication purposes, they shall complywiththefollowing:1. Theyshallrequestpriorpermissionfromthesuperintendentorthesuperintendent’sdesignee.2. If permission is granted, staff members will set up the site following any district guidelines

developed by the superintendent and approved by the board. If the expenditure of districtfundsisrequiredtocompletetheset-upormaintenanceofthesite,therequestingstaffmembershall present an itemized summary of such costs to the superintendent. Superintendentapprovalshallberequiredpriortotheexpenditureofdistrictfundsforsuchpurpose.

3. Guidelines shall specify whether access to the site must be given to school/districtadministratorsandtechnologystaff.


4. Ifwrittenparentalconsentisnototherwisegrantedthroughacceptableusepolicyformsprovidedbythedistrict,staffshallnotifyparentsofthesiteandobtainwrittenpermissionforstudentstobecome“friends”ofthesitepriortothestudentsbeinggrantedaccess.Thispermissionshallbekeptonfileattheschoolasdeterminedbytheprincipal.

5. Oncethesitehasbeencreated,thesponsoringstaffmemberisresponsibleforthefollowing:a. Monitoringandmanagingthesitetopromotesafeandacceptableuseandcompliancewith

districtpolicies;andb. Observingconfidentialityrestrictionsconcerningreleaseofpersonally identifiablestudent

informationunderstateandfederallaw. Staffmembers arediscouraged from creatingpersonal social networking accounts towhich theyinvitecurrentorfuturestudentstobefriends.Employeestakingsuchactiondosoattheirownrisk.Allemployeesshallbesubjecttodisciplinaryactioniftheirconductrelatingtouseoftechnologyoronline resources violates this policy or other applicable board policy, statutory, or regulatoryprovisions governing employee conduct or the protection of student record information; or if itimpairsthestaffmember’sjobperformanceoreffectivenessintheworksetting.Districtstaffshallendeavortoprotectthehealth,safety,andemotionalwellbeingofstudentsandconfidentialityofstudent record information both in the school setting and in their online actions. Conduct inviolationofthispolicy,including,butnotlimitedto,conductrelatingtotheuseoftechnology,socialnetworking, or online resources, may form the basis for disciplinary action up to and includingterminationfromemployment.STAFF-STUDENTRELATIONS(SeeBOEPolicy-GAF)Staff members shall maintain professional relationships with students that are conducive to aneffective educational environment. Staff members shall not submit students to bullying,harassment, or discrimination prohibited by board policy. Staff members shall not have anyinteraction of a romantic and/or sexual nature with any student at any time regardless of thestudent’sageorconsent.TESTINGINTEGRITY(SeeBOEPolicy-II)In the administration of standardized tests, licensed staff (teachers, administrators and others)shallnot:

1. Provideinappropriatetestpreparation2. Modifytestadministrationprocedures.3. Provideinappropriateassistancetostudentsduringtestadministration.4. Changeorfillinanswersonstudentanswersheets.5. Provideinaccuratedataonstudentinformationsheets.6. Discourageorexcludecertainstudentsfromtakingthetest.7. Engageinanyotherpracticetoartificiallyraisestudentscoreswithoutactuallyimproving

underlyingstudentachievement.


Failure by staff to follow district guidelines and/or state testing directions is grounds fortermination.TOBACCOPRODUCTSANDNICOTINEDELIVERYDEVICES–STAFF(SeeBOEPolicy-GAOC)Theuseof tobaccoproducts in any formand/orof anynicotinedeliverydevice isprohibited forstaffmembersinanyschoolbuildingownedoroperatedbythedistrict;inotherdistrictfacilities;andinschoolvehicles.Thereshallbenouseoftobaccoproductsornicotinedeliverydevicesondistrictproperty.Forthepurposesofthispolicy,“nicotinedeliverydevice”meansanydevicethat canbeused todelivernicotine to theperson inhaling from thedevice. Suchdefinitionshallinclude, but may not be limited to, any electronic cigarette, cigar, cigarillo, pipe, or personalvaporizer.WORKER’SCOMPENSATION(SeeBOEPolicy-GAOE)Allemployeesshallbeunder theworker’scompensationprogramgovernedbyregulationsof theStateofKansas.All injuriesmustbereportedwithin10workingdaystotheimmediatesupervisororthebuildingprincipal, who is responsible for notifying the central office. Additional information about yourrightsandresponsibilitiesunderworkerscompensationmaybeobtainedfromyoursupervisororthedistrictoffice.

COVERAGEBenefits are for personal injury from accident or occupational disease arising out of and in thecourse of employmentwith the district. Injuries that occur during recreational or social eventsundercircumstanceswheretheemployeeisundernodutytoattend,andwheretheinjurydidnotresultfromtheperformanceoftasksrelatedtonormaljobduties,arenotcoveredunderworkerscompensation.Injuriesoccurringatworkduetohorseplayarenotcoveredunderthispolicy.Theinjurymustberelatedtowork.Anyemployeewhoisoffworkanddrawingworkerscompensationshallberequiredtoprovidetheclerkoftheboardawrittendoctor’sreleasebeforetheemployeeisallowedtoreturntowork. Inaddition, should the employee be released to return to work by a doctor and fail to do so, allbenefitsundersick leaveshallbeendedandthosebenefitsunderworkerscompensationshallberestrictedasprovidedbycurrentstatute.

COORDINATIONWITHLEAVEBENEFITSThe workers compensation plan will provide coverage for medical expenses and wages to the


extentrequiredbystatutetothoseemployeeswhoqualify.Wheneveranemployeeisabsentfromworkandisreceivingworkerscompensationbenefitsduetoawork-relatedinjuryor isreceivingdistrictpaiddisabilityinsurance,theemployeemayuseavailablepaidsickleavetosupplementtheworkerscompensationordistrictpaiddisabilityinsurancepayments.Innoeventshalltheemployeebeentitledtoacombinationofworkerscompensationbenefitsandsalaryinexcessofhis/herfullsalary.Availablepaidsickleavemaybeusedforthispurposeuntil1)available paid sick leave benefits are exhausted; 2) the employee returns to work; or 3)employment is terminated. Sick leave shall be deducted on a pro rata amount equal to thepercentageofsalarypaidbythedistrict.

RUSSELL COUNTY USD 407 - Cloud Object Storage COUNTY USD 407 CERTIFIED STAFF BOE APPROVED: 7/17/2017...

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Transcript of RUSSELL COUNTY USD 407 - Cloud Object Storage COUNTY USD 407 CERTIFIED STAFF BOE APPROVED: 7/17/2017...