SJSD Staff Training
description
Transcript of SJSD Staff Training
SJSD ANNUAL STAFF TRAINING
EMPLOYEE HANDBOOK REVIEW
CHILD ABUSE REPORTING
The Board of Education requires its staff to comply with state child abuse and neglect laws and the mandatory reporting of suspected neglect andor abuse Any school official or employee who knows or has reasonable cause to suspect that a child has been subjected to abuse or neglect or who observes the child being subjected to conditions or circumstances which would reasonably result in in abuse or neglect will immediately report or cause a report to the building principal or his or her designee who will then become responsible for making a report via the Child Abuse Hotline (1-800-3923738)
Short Version-Report any suspected child abuse to your administrator or counselor
FERPACONFIDENTIALITY
To the extent permitted by law any public record held by this school district that is generated or received pursuant to this policy shall be closed and available only to the Board acting as quorum a committee appointed by the Board to carry out this policy on a permanent or ad hoc basis the compliance officer and other administrators whose duties require access to the record in order to carry out this policy (page 8 employee handbook)
Exclusions to FERPA
-sole possession records such as meeting notes or teacher logs
-law enforcement records used for investigation and enforcement
medical treatment records of students who are working for the school but no longer enrolled there
records that contain only information about the students after they are no longer enrolled in the school - post enrollment
FERPA PART 2STUDENT PRIVACY RIGHTS AND SCHOOL RESPONSIBILITIES
Parental requests to examine educational records must be granted within 45 days
A noncustodial parent has all rights granted under FERPA unless denied in a court order
The following record inspection procedures should be followed
-keep a log of all request and disclosures made to third parties
-the principal will be the districts designee to handle all requests to examine student records
-verify parent identity - disclose nothing over the phone
-remove the names of any other students that might be included in the records
-assistance for parents should be given only by the principal
Short Version - do not discuss student information with anyone other than school employees
STUDENT DISCIPLINE
To assist district staff in maintaining the necessary classroom environment the Board of Education has created a discipline code that addresses the consequences including suspension or expulsion for students whose conduct is prejudicial to good order and discipline in the impairs the morale or good conduct of other students These policies regulations and procedures will apply to all students attending in-district instructional and support programs as well as at school-sponsored activities (page 89 employee handbook)
Short Version - We must explain all regulations policies and procedures pursuant to student discipline We must have student and parent signatures verifying that we have provided access to all discipline policies regulations and procedures
Employee Handbook page 89
TECHNOLOGY
Violation of Technology Usage Policies and Procedures
Use of the districts technology resources is a privilege not a right A userrsquos privileges may be suspended pending an investigation concerning use of the districtrsquos technology resources Any violation of district policies regulations or procedures regarding technology usage may result in temporary long-term or permanent suspension of user privileges
All disciplinary measures for students and staff will be determined by the administration
Employee Handbook pages 18-20
COPYRIGHT
Reproduction of Copyrighted Materials
Copyrighted materials whether they are print or non-print will not be duplicated reproduced distributed or displayed for district-sponsored activities or by using district equipment except in accordance with law
Employees who violate this policy and do not attempt to remedy the situation could be terminated
Students who violate this policy and do not attempt to remedy the situation are subject to disciplinary measures
Employee Handbook page 22
COPYRIGHT
Copyright Infringement Using District Technology (page 22 employee handbook)
Only appropriately licensed programs or software may be used with district technology
All persons using district technology in violation of law may lose their user privileges in addition to other sanctions
BOARD POLICIES
The Board of Education shall determine the policies to serve as a basis for the administration of the school district
The Board may direct the administrative staff members to promulgate implement and maintain administrative procedures which are consistent with Board policies
Policies may be adopted andor amended only upon a majority vote of the members of the Board present at a legally constituted meeting in which the proposed policy or amendment has been included on the agenda and described in writing
Web site httpwebsjsdk12mous81Section_BBF
SAFETY PROGRAM
The Board recognizes the necessity for a planned safety program to create a safe environment for the students attending and for the professional and support staff employed by the school district The maintenance of healthful and safe conditions throughout the school district is a responsibility shared by the Board Superintendent and all professional staff
Web site httpwebsjsdk12mous81Section_EEBhtm
BOARDSTAFF COMMUNICATION
The Board desires to maintain open channels of communication between itself and the staff The basic line of communication will be through the superintendent
Chain of Command
StaffgtDept ChairgtVPgtPrincipalgtAss Dir of Sec EdgtDir SecEdgtSuperintendentgtBoardWeb Site httpwebsjsdk12mous81Section_GGBChtm
STAFF CONDUCTThe Board of Education expects that each professional and support staff member shall put forth every effort to promote a quality instructional program in the school district In building a quality program employees must meet certain expectations that include but are not limited to the following
1 Become familiar with enforce and follow Board policies regulations administrative procedures other directions given by district administration and state and federal laws as they affect the performance of job duties
2 Maintain courteous and professional relationships with pupils parentsguardians other employees of the district and all patrons of the district
3 Keep current on developments affecting the employeersquos area of expertise or position
4 Transact all official business with the appropriate designated authority in the district in a timely manner
5 Transmit constructive criticism of other staff members or any department of the school district to the particular school administrator who has the administrative responsibility for improving the situation
6 Care for properly use and protect school property
7 Attend all required staff meetings called by district administration unless excused
8 Keep all student records medical information and other sensitive information confidential as directed by law Board policy district procedures and the employeersquos supervisor
STAFF CONDUCTPART II
9 Immediately report all dangerous building conditions or situations to the building supervisor (MODIS) and take action to rectify the situation and protect the safety of students and others
10 Properly supervise all students The Board expects all students to be under assigned adult supervision at all times during school and during school activity Except in an emergency no employee will leave an assigned group unsupervised
11 Obey all safety rules including rules protecting the safety and welfare of students
12 Submit all required reports or paperwork at the time requested Employees will not falsify records maintained by the school district
13 Refrain from using profanity
14 Dress Professionally and in a manner that will not interfere with the educational environment
15 Come to work and leave work at the time specified the employee handbook or by the employeersquos supervisor Employees who are late to work stop working before the scheduled time or work beyond the scheduled time without permission may be subjected to discipline including termination
16 School employees other than a commissioned law enforcement officers shall not strip search students as defined in state law except in situations where an employee (ADMINISTRATORS) reasonably believes that the student possesses a weapon explosive or substance that poses an imminent threat of physical harm to the student and others and a commissioned officer is not immediately available
STAFF CONDUCTPART III
17 School employees shall not direct a student to remove an emblem insignia or garment including a religious emblem insignia or garment as long as such emblem insignia or garment is worn in a manner that does not promote disruptive behavior
18 State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher
19 Employees will not use district funds or resources to advocate support or oppose any ballot measure or candidate for public office
20 Employee will not use any time during work day for campaigning purposes unless allowed by law
Web site httpwebsjsdk12mous81Section_GGBCBhtm
CRIMINAL BACKGROUND CHECKS
EMPLOYEESGenerallythe district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student
Only exception - a part time teacher who has been hired within one year of their retirement
DISTRICT NOTIFICATION
All employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged convicted plead guilty to or are otherwise found guilty of any misdemeanor or felony regardless of the imposition of sentence Notification must be no later than (5) business days after the event
Web Site httpwebsjsdk12mous81Section_GGBEBChtm
DRUGTOBBACO-FREE WORKPLACE
The Board of Education shall not tolerate the manufacture use possession sale distribution or being under the influence of controlled substances alcoholic beverages or unauthorized prescription medications by district employees on district property on any district property at any district-sponsored or district-approved activity event or function
Any employee who violates this policy will be subject to disciplinary action which may include suspension termination and referral for prosecution Employees may be required to satisfactorily participate in rehabilitation programs
Web Site httpwebsjsdk12mous81Section_GGBEBAhtm
STAFFSTUDENT RELATIONS
No employee may use his or her status as an employee to adversely influence a student of the district
No employee may date make advances toward or engage in any sexual relationships with a district student regardless of the studentrsquos age the perceived consensual nature of the relationship where the advances are made or whether the employee directly supervises the student
All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the districtrsquos administration immediately
Web Site httpwebsjsdk12mous81Section_GGBHhtm
PROFESSIONALSUPPORT STAFFASSIGNMENTS AND TRANSFERS
The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students The district will accept request for transfer from employees but will only honor those requests when it is in the best interest of the district and the educational program to do so
Although the superintendent will take the employeersquos expressed preference into consideration the ultimate decision must be based on the districtrsquos needs The superintendent may reassign staff members to different positions or buildings at any time including after a contract has been signed or in the middle of the school year
Transfer requests for the following school year must be submitted on or before March 1
Web Site httpwebsjsdk12mous81Section_GGCIhtm
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
CHILD ABUSE REPORTING
The Board of Education requires its staff to comply with state child abuse and neglect laws and the mandatory reporting of suspected neglect andor abuse Any school official or employee who knows or has reasonable cause to suspect that a child has been subjected to abuse or neglect or who observes the child being subjected to conditions or circumstances which would reasonably result in in abuse or neglect will immediately report or cause a report to the building principal or his or her designee who will then become responsible for making a report via the Child Abuse Hotline (1-800-3923738)
Short Version-Report any suspected child abuse to your administrator or counselor
FERPACONFIDENTIALITY
To the extent permitted by law any public record held by this school district that is generated or received pursuant to this policy shall be closed and available only to the Board acting as quorum a committee appointed by the Board to carry out this policy on a permanent or ad hoc basis the compliance officer and other administrators whose duties require access to the record in order to carry out this policy (page 8 employee handbook)
Exclusions to FERPA
-sole possession records such as meeting notes or teacher logs
-law enforcement records used for investigation and enforcement
medical treatment records of students who are working for the school but no longer enrolled there
records that contain only information about the students after they are no longer enrolled in the school - post enrollment
FERPA PART 2STUDENT PRIVACY RIGHTS AND SCHOOL RESPONSIBILITIES
Parental requests to examine educational records must be granted within 45 days
A noncustodial parent has all rights granted under FERPA unless denied in a court order
The following record inspection procedures should be followed
-keep a log of all request and disclosures made to third parties
-the principal will be the districts designee to handle all requests to examine student records
-verify parent identity - disclose nothing over the phone
-remove the names of any other students that might be included in the records
-assistance for parents should be given only by the principal
Short Version - do not discuss student information with anyone other than school employees
STUDENT DISCIPLINE
To assist district staff in maintaining the necessary classroom environment the Board of Education has created a discipline code that addresses the consequences including suspension or expulsion for students whose conduct is prejudicial to good order and discipline in the impairs the morale or good conduct of other students These policies regulations and procedures will apply to all students attending in-district instructional and support programs as well as at school-sponsored activities (page 89 employee handbook)
Short Version - We must explain all regulations policies and procedures pursuant to student discipline We must have student and parent signatures verifying that we have provided access to all discipline policies regulations and procedures
Employee Handbook page 89
TECHNOLOGY
Violation of Technology Usage Policies and Procedures
Use of the districts technology resources is a privilege not a right A userrsquos privileges may be suspended pending an investigation concerning use of the districtrsquos technology resources Any violation of district policies regulations or procedures regarding technology usage may result in temporary long-term or permanent suspension of user privileges
All disciplinary measures for students and staff will be determined by the administration
Employee Handbook pages 18-20
COPYRIGHT
Reproduction of Copyrighted Materials
Copyrighted materials whether they are print or non-print will not be duplicated reproduced distributed or displayed for district-sponsored activities or by using district equipment except in accordance with law
Employees who violate this policy and do not attempt to remedy the situation could be terminated
Students who violate this policy and do not attempt to remedy the situation are subject to disciplinary measures
Employee Handbook page 22
COPYRIGHT
Copyright Infringement Using District Technology (page 22 employee handbook)
Only appropriately licensed programs or software may be used with district technology
All persons using district technology in violation of law may lose their user privileges in addition to other sanctions
BOARD POLICIES
The Board of Education shall determine the policies to serve as a basis for the administration of the school district
The Board may direct the administrative staff members to promulgate implement and maintain administrative procedures which are consistent with Board policies
Policies may be adopted andor amended only upon a majority vote of the members of the Board present at a legally constituted meeting in which the proposed policy or amendment has been included on the agenda and described in writing
Web site httpwebsjsdk12mous81Section_BBF
SAFETY PROGRAM
The Board recognizes the necessity for a planned safety program to create a safe environment for the students attending and for the professional and support staff employed by the school district The maintenance of healthful and safe conditions throughout the school district is a responsibility shared by the Board Superintendent and all professional staff
Web site httpwebsjsdk12mous81Section_EEBhtm
BOARDSTAFF COMMUNICATION
The Board desires to maintain open channels of communication between itself and the staff The basic line of communication will be through the superintendent
Chain of Command
StaffgtDept ChairgtVPgtPrincipalgtAss Dir of Sec EdgtDir SecEdgtSuperintendentgtBoardWeb Site httpwebsjsdk12mous81Section_GGBChtm
STAFF CONDUCTThe Board of Education expects that each professional and support staff member shall put forth every effort to promote a quality instructional program in the school district In building a quality program employees must meet certain expectations that include but are not limited to the following
1 Become familiar with enforce and follow Board policies regulations administrative procedures other directions given by district administration and state and federal laws as they affect the performance of job duties
2 Maintain courteous and professional relationships with pupils parentsguardians other employees of the district and all patrons of the district
3 Keep current on developments affecting the employeersquos area of expertise or position
4 Transact all official business with the appropriate designated authority in the district in a timely manner
5 Transmit constructive criticism of other staff members or any department of the school district to the particular school administrator who has the administrative responsibility for improving the situation
6 Care for properly use and protect school property
7 Attend all required staff meetings called by district administration unless excused
8 Keep all student records medical information and other sensitive information confidential as directed by law Board policy district procedures and the employeersquos supervisor
STAFF CONDUCTPART II
9 Immediately report all dangerous building conditions or situations to the building supervisor (MODIS) and take action to rectify the situation and protect the safety of students and others
10 Properly supervise all students The Board expects all students to be under assigned adult supervision at all times during school and during school activity Except in an emergency no employee will leave an assigned group unsupervised
11 Obey all safety rules including rules protecting the safety and welfare of students
12 Submit all required reports or paperwork at the time requested Employees will not falsify records maintained by the school district
13 Refrain from using profanity
14 Dress Professionally and in a manner that will not interfere with the educational environment
15 Come to work and leave work at the time specified the employee handbook or by the employeersquos supervisor Employees who are late to work stop working before the scheduled time or work beyond the scheduled time without permission may be subjected to discipline including termination
16 School employees other than a commissioned law enforcement officers shall not strip search students as defined in state law except in situations where an employee (ADMINISTRATORS) reasonably believes that the student possesses a weapon explosive or substance that poses an imminent threat of physical harm to the student and others and a commissioned officer is not immediately available
STAFF CONDUCTPART III
17 School employees shall not direct a student to remove an emblem insignia or garment including a religious emblem insignia or garment as long as such emblem insignia or garment is worn in a manner that does not promote disruptive behavior
18 State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher
19 Employees will not use district funds or resources to advocate support or oppose any ballot measure or candidate for public office
20 Employee will not use any time during work day for campaigning purposes unless allowed by law
Web site httpwebsjsdk12mous81Section_GGBCBhtm
CRIMINAL BACKGROUND CHECKS
EMPLOYEESGenerallythe district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student
Only exception - a part time teacher who has been hired within one year of their retirement
DISTRICT NOTIFICATION
All employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged convicted plead guilty to or are otherwise found guilty of any misdemeanor or felony regardless of the imposition of sentence Notification must be no later than (5) business days after the event
Web Site httpwebsjsdk12mous81Section_GGBEBChtm
DRUGTOBBACO-FREE WORKPLACE
The Board of Education shall not tolerate the manufacture use possession sale distribution or being under the influence of controlled substances alcoholic beverages or unauthorized prescription medications by district employees on district property on any district property at any district-sponsored or district-approved activity event or function
Any employee who violates this policy will be subject to disciplinary action which may include suspension termination and referral for prosecution Employees may be required to satisfactorily participate in rehabilitation programs
Web Site httpwebsjsdk12mous81Section_GGBEBAhtm
STAFFSTUDENT RELATIONS
No employee may use his or her status as an employee to adversely influence a student of the district
No employee may date make advances toward or engage in any sexual relationships with a district student regardless of the studentrsquos age the perceived consensual nature of the relationship where the advances are made or whether the employee directly supervises the student
All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the districtrsquos administration immediately
Web Site httpwebsjsdk12mous81Section_GGBHhtm
PROFESSIONALSUPPORT STAFFASSIGNMENTS AND TRANSFERS
The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students The district will accept request for transfer from employees but will only honor those requests when it is in the best interest of the district and the educational program to do so
Although the superintendent will take the employeersquos expressed preference into consideration the ultimate decision must be based on the districtrsquos needs The superintendent may reassign staff members to different positions or buildings at any time including after a contract has been signed or in the middle of the school year
Transfer requests for the following school year must be submitted on or before March 1
Web Site httpwebsjsdk12mous81Section_GGCIhtm
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
FERPACONFIDENTIALITY
To the extent permitted by law any public record held by this school district that is generated or received pursuant to this policy shall be closed and available only to the Board acting as quorum a committee appointed by the Board to carry out this policy on a permanent or ad hoc basis the compliance officer and other administrators whose duties require access to the record in order to carry out this policy (page 8 employee handbook)
Exclusions to FERPA
-sole possession records such as meeting notes or teacher logs
-law enforcement records used for investigation and enforcement
medical treatment records of students who are working for the school but no longer enrolled there
records that contain only information about the students after they are no longer enrolled in the school - post enrollment
FERPA PART 2STUDENT PRIVACY RIGHTS AND SCHOOL RESPONSIBILITIES
Parental requests to examine educational records must be granted within 45 days
A noncustodial parent has all rights granted under FERPA unless denied in a court order
The following record inspection procedures should be followed
-keep a log of all request and disclosures made to third parties
-the principal will be the districts designee to handle all requests to examine student records
-verify parent identity - disclose nothing over the phone
-remove the names of any other students that might be included in the records
-assistance for parents should be given only by the principal
Short Version - do not discuss student information with anyone other than school employees
STUDENT DISCIPLINE
To assist district staff in maintaining the necessary classroom environment the Board of Education has created a discipline code that addresses the consequences including suspension or expulsion for students whose conduct is prejudicial to good order and discipline in the impairs the morale or good conduct of other students These policies regulations and procedures will apply to all students attending in-district instructional and support programs as well as at school-sponsored activities (page 89 employee handbook)
Short Version - We must explain all regulations policies and procedures pursuant to student discipline We must have student and parent signatures verifying that we have provided access to all discipline policies regulations and procedures
Employee Handbook page 89
TECHNOLOGY
Violation of Technology Usage Policies and Procedures
Use of the districts technology resources is a privilege not a right A userrsquos privileges may be suspended pending an investigation concerning use of the districtrsquos technology resources Any violation of district policies regulations or procedures regarding technology usage may result in temporary long-term or permanent suspension of user privileges
All disciplinary measures for students and staff will be determined by the administration
Employee Handbook pages 18-20
COPYRIGHT
Reproduction of Copyrighted Materials
Copyrighted materials whether they are print or non-print will not be duplicated reproduced distributed or displayed for district-sponsored activities or by using district equipment except in accordance with law
Employees who violate this policy and do not attempt to remedy the situation could be terminated
Students who violate this policy and do not attempt to remedy the situation are subject to disciplinary measures
Employee Handbook page 22
COPYRIGHT
Copyright Infringement Using District Technology (page 22 employee handbook)
Only appropriately licensed programs or software may be used with district technology
All persons using district technology in violation of law may lose their user privileges in addition to other sanctions
BOARD POLICIES
The Board of Education shall determine the policies to serve as a basis for the administration of the school district
The Board may direct the administrative staff members to promulgate implement and maintain administrative procedures which are consistent with Board policies
Policies may be adopted andor amended only upon a majority vote of the members of the Board present at a legally constituted meeting in which the proposed policy or amendment has been included on the agenda and described in writing
Web site httpwebsjsdk12mous81Section_BBF
SAFETY PROGRAM
The Board recognizes the necessity for a planned safety program to create a safe environment for the students attending and for the professional and support staff employed by the school district The maintenance of healthful and safe conditions throughout the school district is a responsibility shared by the Board Superintendent and all professional staff
Web site httpwebsjsdk12mous81Section_EEBhtm
BOARDSTAFF COMMUNICATION
The Board desires to maintain open channels of communication between itself and the staff The basic line of communication will be through the superintendent
Chain of Command
StaffgtDept ChairgtVPgtPrincipalgtAss Dir of Sec EdgtDir SecEdgtSuperintendentgtBoardWeb Site httpwebsjsdk12mous81Section_GGBChtm
STAFF CONDUCTThe Board of Education expects that each professional and support staff member shall put forth every effort to promote a quality instructional program in the school district In building a quality program employees must meet certain expectations that include but are not limited to the following
1 Become familiar with enforce and follow Board policies regulations administrative procedures other directions given by district administration and state and federal laws as they affect the performance of job duties
2 Maintain courteous and professional relationships with pupils parentsguardians other employees of the district and all patrons of the district
3 Keep current on developments affecting the employeersquos area of expertise or position
4 Transact all official business with the appropriate designated authority in the district in a timely manner
5 Transmit constructive criticism of other staff members or any department of the school district to the particular school administrator who has the administrative responsibility for improving the situation
6 Care for properly use and protect school property
7 Attend all required staff meetings called by district administration unless excused
8 Keep all student records medical information and other sensitive information confidential as directed by law Board policy district procedures and the employeersquos supervisor
STAFF CONDUCTPART II
9 Immediately report all dangerous building conditions or situations to the building supervisor (MODIS) and take action to rectify the situation and protect the safety of students and others
10 Properly supervise all students The Board expects all students to be under assigned adult supervision at all times during school and during school activity Except in an emergency no employee will leave an assigned group unsupervised
11 Obey all safety rules including rules protecting the safety and welfare of students
12 Submit all required reports or paperwork at the time requested Employees will not falsify records maintained by the school district
13 Refrain from using profanity
14 Dress Professionally and in a manner that will not interfere with the educational environment
15 Come to work and leave work at the time specified the employee handbook or by the employeersquos supervisor Employees who are late to work stop working before the scheduled time or work beyond the scheduled time without permission may be subjected to discipline including termination
16 School employees other than a commissioned law enforcement officers shall not strip search students as defined in state law except in situations where an employee (ADMINISTRATORS) reasonably believes that the student possesses a weapon explosive or substance that poses an imminent threat of physical harm to the student and others and a commissioned officer is not immediately available
STAFF CONDUCTPART III
17 School employees shall not direct a student to remove an emblem insignia or garment including a religious emblem insignia or garment as long as such emblem insignia or garment is worn in a manner that does not promote disruptive behavior
18 State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher
19 Employees will not use district funds or resources to advocate support or oppose any ballot measure or candidate for public office
20 Employee will not use any time during work day for campaigning purposes unless allowed by law
Web site httpwebsjsdk12mous81Section_GGBCBhtm
CRIMINAL BACKGROUND CHECKS
EMPLOYEESGenerallythe district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student
Only exception - a part time teacher who has been hired within one year of their retirement
DISTRICT NOTIFICATION
All employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged convicted plead guilty to or are otherwise found guilty of any misdemeanor or felony regardless of the imposition of sentence Notification must be no later than (5) business days after the event
Web Site httpwebsjsdk12mous81Section_GGBEBChtm
DRUGTOBBACO-FREE WORKPLACE
The Board of Education shall not tolerate the manufacture use possession sale distribution or being under the influence of controlled substances alcoholic beverages or unauthorized prescription medications by district employees on district property on any district property at any district-sponsored or district-approved activity event or function
Any employee who violates this policy will be subject to disciplinary action which may include suspension termination and referral for prosecution Employees may be required to satisfactorily participate in rehabilitation programs
Web Site httpwebsjsdk12mous81Section_GGBEBAhtm
STAFFSTUDENT RELATIONS
No employee may use his or her status as an employee to adversely influence a student of the district
No employee may date make advances toward or engage in any sexual relationships with a district student regardless of the studentrsquos age the perceived consensual nature of the relationship where the advances are made or whether the employee directly supervises the student
All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the districtrsquos administration immediately
Web Site httpwebsjsdk12mous81Section_GGBHhtm
PROFESSIONALSUPPORT STAFFASSIGNMENTS AND TRANSFERS
The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students The district will accept request for transfer from employees but will only honor those requests when it is in the best interest of the district and the educational program to do so
Although the superintendent will take the employeersquos expressed preference into consideration the ultimate decision must be based on the districtrsquos needs The superintendent may reassign staff members to different positions or buildings at any time including after a contract has been signed or in the middle of the school year
Transfer requests for the following school year must be submitted on or before March 1
Web Site httpwebsjsdk12mous81Section_GGCIhtm
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
FERPA PART 2STUDENT PRIVACY RIGHTS AND SCHOOL RESPONSIBILITIES
Parental requests to examine educational records must be granted within 45 days
A noncustodial parent has all rights granted under FERPA unless denied in a court order
The following record inspection procedures should be followed
-keep a log of all request and disclosures made to third parties
-the principal will be the districts designee to handle all requests to examine student records
-verify parent identity - disclose nothing over the phone
-remove the names of any other students that might be included in the records
-assistance for parents should be given only by the principal
Short Version - do not discuss student information with anyone other than school employees
STUDENT DISCIPLINE
To assist district staff in maintaining the necessary classroom environment the Board of Education has created a discipline code that addresses the consequences including suspension or expulsion for students whose conduct is prejudicial to good order and discipline in the impairs the morale or good conduct of other students These policies regulations and procedures will apply to all students attending in-district instructional and support programs as well as at school-sponsored activities (page 89 employee handbook)
Short Version - We must explain all regulations policies and procedures pursuant to student discipline We must have student and parent signatures verifying that we have provided access to all discipline policies regulations and procedures
Employee Handbook page 89
TECHNOLOGY
Violation of Technology Usage Policies and Procedures
Use of the districts technology resources is a privilege not a right A userrsquos privileges may be suspended pending an investigation concerning use of the districtrsquos technology resources Any violation of district policies regulations or procedures regarding technology usage may result in temporary long-term or permanent suspension of user privileges
All disciplinary measures for students and staff will be determined by the administration
Employee Handbook pages 18-20
COPYRIGHT
Reproduction of Copyrighted Materials
Copyrighted materials whether they are print or non-print will not be duplicated reproduced distributed or displayed for district-sponsored activities or by using district equipment except in accordance with law
Employees who violate this policy and do not attempt to remedy the situation could be terminated
Students who violate this policy and do not attempt to remedy the situation are subject to disciplinary measures
Employee Handbook page 22
COPYRIGHT
Copyright Infringement Using District Technology (page 22 employee handbook)
Only appropriately licensed programs or software may be used with district technology
All persons using district technology in violation of law may lose their user privileges in addition to other sanctions
BOARD POLICIES
The Board of Education shall determine the policies to serve as a basis for the administration of the school district
The Board may direct the administrative staff members to promulgate implement and maintain administrative procedures which are consistent with Board policies
Policies may be adopted andor amended only upon a majority vote of the members of the Board present at a legally constituted meeting in which the proposed policy or amendment has been included on the agenda and described in writing
Web site httpwebsjsdk12mous81Section_BBF
SAFETY PROGRAM
The Board recognizes the necessity for a planned safety program to create a safe environment for the students attending and for the professional and support staff employed by the school district The maintenance of healthful and safe conditions throughout the school district is a responsibility shared by the Board Superintendent and all professional staff
Web site httpwebsjsdk12mous81Section_EEBhtm
BOARDSTAFF COMMUNICATION
The Board desires to maintain open channels of communication between itself and the staff The basic line of communication will be through the superintendent
Chain of Command
StaffgtDept ChairgtVPgtPrincipalgtAss Dir of Sec EdgtDir SecEdgtSuperintendentgtBoardWeb Site httpwebsjsdk12mous81Section_GGBChtm
STAFF CONDUCTThe Board of Education expects that each professional and support staff member shall put forth every effort to promote a quality instructional program in the school district In building a quality program employees must meet certain expectations that include but are not limited to the following
1 Become familiar with enforce and follow Board policies regulations administrative procedures other directions given by district administration and state and federal laws as they affect the performance of job duties
2 Maintain courteous and professional relationships with pupils parentsguardians other employees of the district and all patrons of the district
3 Keep current on developments affecting the employeersquos area of expertise or position
4 Transact all official business with the appropriate designated authority in the district in a timely manner
5 Transmit constructive criticism of other staff members or any department of the school district to the particular school administrator who has the administrative responsibility for improving the situation
6 Care for properly use and protect school property
7 Attend all required staff meetings called by district administration unless excused
8 Keep all student records medical information and other sensitive information confidential as directed by law Board policy district procedures and the employeersquos supervisor
STAFF CONDUCTPART II
9 Immediately report all dangerous building conditions or situations to the building supervisor (MODIS) and take action to rectify the situation and protect the safety of students and others
10 Properly supervise all students The Board expects all students to be under assigned adult supervision at all times during school and during school activity Except in an emergency no employee will leave an assigned group unsupervised
11 Obey all safety rules including rules protecting the safety and welfare of students
12 Submit all required reports or paperwork at the time requested Employees will not falsify records maintained by the school district
13 Refrain from using profanity
14 Dress Professionally and in a manner that will not interfere with the educational environment
15 Come to work and leave work at the time specified the employee handbook or by the employeersquos supervisor Employees who are late to work stop working before the scheduled time or work beyond the scheduled time without permission may be subjected to discipline including termination
16 School employees other than a commissioned law enforcement officers shall not strip search students as defined in state law except in situations where an employee (ADMINISTRATORS) reasonably believes that the student possesses a weapon explosive or substance that poses an imminent threat of physical harm to the student and others and a commissioned officer is not immediately available
STAFF CONDUCTPART III
17 School employees shall not direct a student to remove an emblem insignia or garment including a religious emblem insignia or garment as long as such emblem insignia or garment is worn in a manner that does not promote disruptive behavior
18 State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher
19 Employees will not use district funds or resources to advocate support or oppose any ballot measure or candidate for public office
20 Employee will not use any time during work day for campaigning purposes unless allowed by law
Web site httpwebsjsdk12mous81Section_GGBCBhtm
CRIMINAL BACKGROUND CHECKS
EMPLOYEESGenerallythe district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student
Only exception - a part time teacher who has been hired within one year of their retirement
DISTRICT NOTIFICATION
All employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged convicted plead guilty to or are otherwise found guilty of any misdemeanor or felony regardless of the imposition of sentence Notification must be no later than (5) business days after the event
Web Site httpwebsjsdk12mous81Section_GGBEBChtm
DRUGTOBBACO-FREE WORKPLACE
The Board of Education shall not tolerate the manufacture use possession sale distribution or being under the influence of controlled substances alcoholic beverages or unauthorized prescription medications by district employees on district property on any district property at any district-sponsored or district-approved activity event or function
Any employee who violates this policy will be subject to disciplinary action which may include suspension termination and referral for prosecution Employees may be required to satisfactorily participate in rehabilitation programs
Web Site httpwebsjsdk12mous81Section_GGBEBAhtm
STAFFSTUDENT RELATIONS
No employee may use his or her status as an employee to adversely influence a student of the district
No employee may date make advances toward or engage in any sexual relationships with a district student regardless of the studentrsquos age the perceived consensual nature of the relationship where the advances are made or whether the employee directly supervises the student
All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the districtrsquos administration immediately
Web Site httpwebsjsdk12mous81Section_GGBHhtm
PROFESSIONALSUPPORT STAFFASSIGNMENTS AND TRANSFERS
The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students The district will accept request for transfer from employees but will only honor those requests when it is in the best interest of the district and the educational program to do so
Although the superintendent will take the employeersquos expressed preference into consideration the ultimate decision must be based on the districtrsquos needs The superintendent may reassign staff members to different positions or buildings at any time including after a contract has been signed or in the middle of the school year
Transfer requests for the following school year must be submitted on or before March 1
Web Site httpwebsjsdk12mous81Section_GGCIhtm
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
STUDENT DISCIPLINE
To assist district staff in maintaining the necessary classroom environment the Board of Education has created a discipline code that addresses the consequences including suspension or expulsion for students whose conduct is prejudicial to good order and discipline in the impairs the morale or good conduct of other students These policies regulations and procedures will apply to all students attending in-district instructional and support programs as well as at school-sponsored activities (page 89 employee handbook)
Short Version - We must explain all regulations policies and procedures pursuant to student discipline We must have student and parent signatures verifying that we have provided access to all discipline policies regulations and procedures
Employee Handbook page 89
TECHNOLOGY
Violation of Technology Usage Policies and Procedures
Use of the districts technology resources is a privilege not a right A userrsquos privileges may be suspended pending an investigation concerning use of the districtrsquos technology resources Any violation of district policies regulations or procedures regarding technology usage may result in temporary long-term or permanent suspension of user privileges
All disciplinary measures for students and staff will be determined by the administration
Employee Handbook pages 18-20
COPYRIGHT
Reproduction of Copyrighted Materials
Copyrighted materials whether they are print or non-print will not be duplicated reproduced distributed or displayed for district-sponsored activities or by using district equipment except in accordance with law
Employees who violate this policy and do not attempt to remedy the situation could be terminated
Students who violate this policy and do not attempt to remedy the situation are subject to disciplinary measures
Employee Handbook page 22
COPYRIGHT
Copyright Infringement Using District Technology (page 22 employee handbook)
Only appropriately licensed programs or software may be used with district technology
All persons using district technology in violation of law may lose their user privileges in addition to other sanctions
BOARD POLICIES
The Board of Education shall determine the policies to serve as a basis for the administration of the school district
The Board may direct the administrative staff members to promulgate implement and maintain administrative procedures which are consistent with Board policies
Policies may be adopted andor amended only upon a majority vote of the members of the Board present at a legally constituted meeting in which the proposed policy or amendment has been included on the agenda and described in writing
Web site httpwebsjsdk12mous81Section_BBF
SAFETY PROGRAM
The Board recognizes the necessity for a planned safety program to create a safe environment for the students attending and for the professional and support staff employed by the school district The maintenance of healthful and safe conditions throughout the school district is a responsibility shared by the Board Superintendent and all professional staff
Web site httpwebsjsdk12mous81Section_EEBhtm
BOARDSTAFF COMMUNICATION
The Board desires to maintain open channels of communication between itself and the staff The basic line of communication will be through the superintendent
Chain of Command
StaffgtDept ChairgtVPgtPrincipalgtAss Dir of Sec EdgtDir SecEdgtSuperintendentgtBoardWeb Site httpwebsjsdk12mous81Section_GGBChtm
STAFF CONDUCTThe Board of Education expects that each professional and support staff member shall put forth every effort to promote a quality instructional program in the school district In building a quality program employees must meet certain expectations that include but are not limited to the following
1 Become familiar with enforce and follow Board policies regulations administrative procedures other directions given by district administration and state and federal laws as they affect the performance of job duties
2 Maintain courteous and professional relationships with pupils parentsguardians other employees of the district and all patrons of the district
3 Keep current on developments affecting the employeersquos area of expertise or position
4 Transact all official business with the appropriate designated authority in the district in a timely manner
5 Transmit constructive criticism of other staff members or any department of the school district to the particular school administrator who has the administrative responsibility for improving the situation
6 Care for properly use and protect school property
7 Attend all required staff meetings called by district administration unless excused
8 Keep all student records medical information and other sensitive information confidential as directed by law Board policy district procedures and the employeersquos supervisor
STAFF CONDUCTPART II
9 Immediately report all dangerous building conditions or situations to the building supervisor (MODIS) and take action to rectify the situation and protect the safety of students and others
10 Properly supervise all students The Board expects all students to be under assigned adult supervision at all times during school and during school activity Except in an emergency no employee will leave an assigned group unsupervised
11 Obey all safety rules including rules protecting the safety and welfare of students
12 Submit all required reports or paperwork at the time requested Employees will not falsify records maintained by the school district
13 Refrain from using profanity
14 Dress Professionally and in a manner that will not interfere with the educational environment
15 Come to work and leave work at the time specified the employee handbook or by the employeersquos supervisor Employees who are late to work stop working before the scheduled time or work beyond the scheduled time without permission may be subjected to discipline including termination
16 School employees other than a commissioned law enforcement officers shall not strip search students as defined in state law except in situations where an employee (ADMINISTRATORS) reasonably believes that the student possesses a weapon explosive or substance that poses an imminent threat of physical harm to the student and others and a commissioned officer is not immediately available
STAFF CONDUCTPART III
17 School employees shall not direct a student to remove an emblem insignia or garment including a religious emblem insignia or garment as long as such emblem insignia or garment is worn in a manner that does not promote disruptive behavior
18 State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher
19 Employees will not use district funds or resources to advocate support or oppose any ballot measure or candidate for public office
20 Employee will not use any time during work day for campaigning purposes unless allowed by law
Web site httpwebsjsdk12mous81Section_GGBCBhtm
CRIMINAL BACKGROUND CHECKS
EMPLOYEESGenerallythe district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student
Only exception - a part time teacher who has been hired within one year of their retirement
DISTRICT NOTIFICATION
All employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged convicted plead guilty to or are otherwise found guilty of any misdemeanor or felony regardless of the imposition of sentence Notification must be no later than (5) business days after the event
Web Site httpwebsjsdk12mous81Section_GGBEBChtm
DRUGTOBBACO-FREE WORKPLACE
The Board of Education shall not tolerate the manufacture use possession sale distribution or being under the influence of controlled substances alcoholic beverages or unauthorized prescription medications by district employees on district property on any district property at any district-sponsored or district-approved activity event or function
Any employee who violates this policy will be subject to disciplinary action which may include suspension termination and referral for prosecution Employees may be required to satisfactorily participate in rehabilitation programs
Web Site httpwebsjsdk12mous81Section_GGBEBAhtm
STAFFSTUDENT RELATIONS
No employee may use his or her status as an employee to adversely influence a student of the district
No employee may date make advances toward or engage in any sexual relationships with a district student regardless of the studentrsquos age the perceived consensual nature of the relationship where the advances are made or whether the employee directly supervises the student
All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the districtrsquos administration immediately
Web Site httpwebsjsdk12mous81Section_GGBHhtm
PROFESSIONALSUPPORT STAFFASSIGNMENTS AND TRANSFERS
The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students The district will accept request for transfer from employees but will only honor those requests when it is in the best interest of the district and the educational program to do so
Although the superintendent will take the employeersquos expressed preference into consideration the ultimate decision must be based on the districtrsquos needs The superintendent may reassign staff members to different positions or buildings at any time including after a contract has been signed or in the middle of the school year
Transfer requests for the following school year must be submitted on or before March 1
Web Site httpwebsjsdk12mous81Section_GGCIhtm
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
TECHNOLOGY
Violation of Technology Usage Policies and Procedures
Use of the districts technology resources is a privilege not a right A userrsquos privileges may be suspended pending an investigation concerning use of the districtrsquos technology resources Any violation of district policies regulations or procedures regarding technology usage may result in temporary long-term or permanent suspension of user privileges
All disciplinary measures for students and staff will be determined by the administration
Employee Handbook pages 18-20
COPYRIGHT
Reproduction of Copyrighted Materials
Copyrighted materials whether they are print or non-print will not be duplicated reproduced distributed or displayed for district-sponsored activities or by using district equipment except in accordance with law
Employees who violate this policy and do not attempt to remedy the situation could be terminated
Students who violate this policy and do not attempt to remedy the situation are subject to disciplinary measures
Employee Handbook page 22
COPYRIGHT
Copyright Infringement Using District Technology (page 22 employee handbook)
Only appropriately licensed programs or software may be used with district technology
All persons using district technology in violation of law may lose their user privileges in addition to other sanctions
BOARD POLICIES
The Board of Education shall determine the policies to serve as a basis for the administration of the school district
The Board may direct the administrative staff members to promulgate implement and maintain administrative procedures which are consistent with Board policies
Policies may be adopted andor amended only upon a majority vote of the members of the Board present at a legally constituted meeting in which the proposed policy or amendment has been included on the agenda and described in writing
Web site httpwebsjsdk12mous81Section_BBF
SAFETY PROGRAM
The Board recognizes the necessity for a planned safety program to create a safe environment for the students attending and for the professional and support staff employed by the school district The maintenance of healthful and safe conditions throughout the school district is a responsibility shared by the Board Superintendent and all professional staff
Web site httpwebsjsdk12mous81Section_EEBhtm
BOARDSTAFF COMMUNICATION
The Board desires to maintain open channels of communication between itself and the staff The basic line of communication will be through the superintendent
Chain of Command
StaffgtDept ChairgtVPgtPrincipalgtAss Dir of Sec EdgtDir SecEdgtSuperintendentgtBoardWeb Site httpwebsjsdk12mous81Section_GGBChtm
STAFF CONDUCTThe Board of Education expects that each professional and support staff member shall put forth every effort to promote a quality instructional program in the school district In building a quality program employees must meet certain expectations that include but are not limited to the following
1 Become familiar with enforce and follow Board policies regulations administrative procedures other directions given by district administration and state and federal laws as they affect the performance of job duties
2 Maintain courteous and professional relationships with pupils parentsguardians other employees of the district and all patrons of the district
3 Keep current on developments affecting the employeersquos area of expertise or position
4 Transact all official business with the appropriate designated authority in the district in a timely manner
5 Transmit constructive criticism of other staff members or any department of the school district to the particular school administrator who has the administrative responsibility for improving the situation
6 Care for properly use and protect school property
7 Attend all required staff meetings called by district administration unless excused
8 Keep all student records medical information and other sensitive information confidential as directed by law Board policy district procedures and the employeersquos supervisor
STAFF CONDUCTPART II
9 Immediately report all dangerous building conditions or situations to the building supervisor (MODIS) and take action to rectify the situation and protect the safety of students and others
10 Properly supervise all students The Board expects all students to be under assigned adult supervision at all times during school and during school activity Except in an emergency no employee will leave an assigned group unsupervised
11 Obey all safety rules including rules protecting the safety and welfare of students
12 Submit all required reports or paperwork at the time requested Employees will not falsify records maintained by the school district
13 Refrain from using profanity
14 Dress Professionally and in a manner that will not interfere with the educational environment
15 Come to work and leave work at the time specified the employee handbook or by the employeersquos supervisor Employees who are late to work stop working before the scheduled time or work beyond the scheduled time without permission may be subjected to discipline including termination
16 School employees other than a commissioned law enforcement officers shall not strip search students as defined in state law except in situations where an employee (ADMINISTRATORS) reasonably believes that the student possesses a weapon explosive or substance that poses an imminent threat of physical harm to the student and others and a commissioned officer is not immediately available
STAFF CONDUCTPART III
17 School employees shall not direct a student to remove an emblem insignia or garment including a religious emblem insignia or garment as long as such emblem insignia or garment is worn in a manner that does not promote disruptive behavior
18 State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher
19 Employees will not use district funds or resources to advocate support or oppose any ballot measure or candidate for public office
20 Employee will not use any time during work day for campaigning purposes unless allowed by law
Web site httpwebsjsdk12mous81Section_GGBCBhtm
CRIMINAL BACKGROUND CHECKS
EMPLOYEESGenerallythe district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student
Only exception - a part time teacher who has been hired within one year of their retirement
DISTRICT NOTIFICATION
All employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged convicted plead guilty to or are otherwise found guilty of any misdemeanor or felony regardless of the imposition of sentence Notification must be no later than (5) business days after the event
Web Site httpwebsjsdk12mous81Section_GGBEBChtm
DRUGTOBBACO-FREE WORKPLACE
The Board of Education shall not tolerate the manufacture use possession sale distribution or being under the influence of controlled substances alcoholic beverages or unauthorized prescription medications by district employees on district property on any district property at any district-sponsored or district-approved activity event or function
Any employee who violates this policy will be subject to disciplinary action which may include suspension termination and referral for prosecution Employees may be required to satisfactorily participate in rehabilitation programs
Web Site httpwebsjsdk12mous81Section_GGBEBAhtm
STAFFSTUDENT RELATIONS
No employee may use his or her status as an employee to adversely influence a student of the district
No employee may date make advances toward or engage in any sexual relationships with a district student regardless of the studentrsquos age the perceived consensual nature of the relationship where the advances are made or whether the employee directly supervises the student
All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the districtrsquos administration immediately
Web Site httpwebsjsdk12mous81Section_GGBHhtm
PROFESSIONALSUPPORT STAFFASSIGNMENTS AND TRANSFERS
The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students The district will accept request for transfer from employees but will only honor those requests when it is in the best interest of the district and the educational program to do so
Although the superintendent will take the employeersquos expressed preference into consideration the ultimate decision must be based on the districtrsquos needs The superintendent may reassign staff members to different positions or buildings at any time including after a contract has been signed or in the middle of the school year
Transfer requests for the following school year must be submitted on or before March 1
Web Site httpwebsjsdk12mous81Section_GGCIhtm
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
COPYRIGHT
Reproduction of Copyrighted Materials
Copyrighted materials whether they are print or non-print will not be duplicated reproduced distributed or displayed for district-sponsored activities or by using district equipment except in accordance with law
Employees who violate this policy and do not attempt to remedy the situation could be terminated
Students who violate this policy and do not attempt to remedy the situation are subject to disciplinary measures
Employee Handbook page 22
COPYRIGHT
Copyright Infringement Using District Technology (page 22 employee handbook)
Only appropriately licensed programs or software may be used with district technology
All persons using district technology in violation of law may lose their user privileges in addition to other sanctions
BOARD POLICIES
The Board of Education shall determine the policies to serve as a basis for the administration of the school district
The Board may direct the administrative staff members to promulgate implement and maintain administrative procedures which are consistent with Board policies
Policies may be adopted andor amended only upon a majority vote of the members of the Board present at a legally constituted meeting in which the proposed policy or amendment has been included on the agenda and described in writing
Web site httpwebsjsdk12mous81Section_BBF
SAFETY PROGRAM
The Board recognizes the necessity for a planned safety program to create a safe environment for the students attending and for the professional and support staff employed by the school district The maintenance of healthful and safe conditions throughout the school district is a responsibility shared by the Board Superintendent and all professional staff
Web site httpwebsjsdk12mous81Section_EEBhtm
BOARDSTAFF COMMUNICATION
The Board desires to maintain open channels of communication between itself and the staff The basic line of communication will be through the superintendent
Chain of Command
StaffgtDept ChairgtVPgtPrincipalgtAss Dir of Sec EdgtDir SecEdgtSuperintendentgtBoardWeb Site httpwebsjsdk12mous81Section_GGBChtm
STAFF CONDUCTThe Board of Education expects that each professional and support staff member shall put forth every effort to promote a quality instructional program in the school district In building a quality program employees must meet certain expectations that include but are not limited to the following
1 Become familiar with enforce and follow Board policies regulations administrative procedures other directions given by district administration and state and federal laws as they affect the performance of job duties
2 Maintain courteous and professional relationships with pupils parentsguardians other employees of the district and all patrons of the district
3 Keep current on developments affecting the employeersquos area of expertise or position
4 Transact all official business with the appropriate designated authority in the district in a timely manner
5 Transmit constructive criticism of other staff members or any department of the school district to the particular school administrator who has the administrative responsibility for improving the situation
6 Care for properly use and protect school property
7 Attend all required staff meetings called by district administration unless excused
8 Keep all student records medical information and other sensitive information confidential as directed by law Board policy district procedures and the employeersquos supervisor
STAFF CONDUCTPART II
9 Immediately report all dangerous building conditions or situations to the building supervisor (MODIS) and take action to rectify the situation and protect the safety of students and others
10 Properly supervise all students The Board expects all students to be under assigned adult supervision at all times during school and during school activity Except in an emergency no employee will leave an assigned group unsupervised
11 Obey all safety rules including rules protecting the safety and welfare of students
12 Submit all required reports or paperwork at the time requested Employees will not falsify records maintained by the school district
13 Refrain from using profanity
14 Dress Professionally and in a manner that will not interfere with the educational environment
15 Come to work and leave work at the time specified the employee handbook or by the employeersquos supervisor Employees who are late to work stop working before the scheduled time or work beyond the scheduled time without permission may be subjected to discipline including termination
16 School employees other than a commissioned law enforcement officers shall not strip search students as defined in state law except in situations where an employee (ADMINISTRATORS) reasonably believes that the student possesses a weapon explosive or substance that poses an imminent threat of physical harm to the student and others and a commissioned officer is not immediately available
STAFF CONDUCTPART III
17 School employees shall not direct a student to remove an emblem insignia or garment including a religious emblem insignia or garment as long as such emblem insignia or garment is worn in a manner that does not promote disruptive behavior
18 State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher
19 Employees will not use district funds or resources to advocate support or oppose any ballot measure or candidate for public office
20 Employee will not use any time during work day for campaigning purposes unless allowed by law
Web site httpwebsjsdk12mous81Section_GGBCBhtm
CRIMINAL BACKGROUND CHECKS
EMPLOYEESGenerallythe district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student
Only exception - a part time teacher who has been hired within one year of their retirement
DISTRICT NOTIFICATION
All employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged convicted plead guilty to or are otherwise found guilty of any misdemeanor or felony regardless of the imposition of sentence Notification must be no later than (5) business days after the event
Web Site httpwebsjsdk12mous81Section_GGBEBChtm
DRUGTOBBACO-FREE WORKPLACE
The Board of Education shall not tolerate the manufacture use possession sale distribution or being under the influence of controlled substances alcoholic beverages or unauthorized prescription medications by district employees on district property on any district property at any district-sponsored or district-approved activity event or function
Any employee who violates this policy will be subject to disciplinary action which may include suspension termination and referral for prosecution Employees may be required to satisfactorily participate in rehabilitation programs
Web Site httpwebsjsdk12mous81Section_GGBEBAhtm
STAFFSTUDENT RELATIONS
No employee may use his or her status as an employee to adversely influence a student of the district
No employee may date make advances toward or engage in any sexual relationships with a district student regardless of the studentrsquos age the perceived consensual nature of the relationship where the advances are made or whether the employee directly supervises the student
All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the districtrsquos administration immediately
Web Site httpwebsjsdk12mous81Section_GGBHhtm
PROFESSIONALSUPPORT STAFFASSIGNMENTS AND TRANSFERS
The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students The district will accept request for transfer from employees but will only honor those requests when it is in the best interest of the district and the educational program to do so
Although the superintendent will take the employeersquos expressed preference into consideration the ultimate decision must be based on the districtrsquos needs The superintendent may reassign staff members to different positions or buildings at any time including after a contract has been signed or in the middle of the school year
Transfer requests for the following school year must be submitted on or before March 1
Web Site httpwebsjsdk12mous81Section_GGCIhtm
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
COPYRIGHT
Copyright Infringement Using District Technology (page 22 employee handbook)
Only appropriately licensed programs or software may be used with district technology
All persons using district technology in violation of law may lose their user privileges in addition to other sanctions
BOARD POLICIES
The Board of Education shall determine the policies to serve as a basis for the administration of the school district
The Board may direct the administrative staff members to promulgate implement and maintain administrative procedures which are consistent with Board policies
Policies may be adopted andor amended only upon a majority vote of the members of the Board present at a legally constituted meeting in which the proposed policy or amendment has been included on the agenda and described in writing
Web site httpwebsjsdk12mous81Section_BBF
SAFETY PROGRAM
The Board recognizes the necessity for a planned safety program to create a safe environment for the students attending and for the professional and support staff employed by the school district The maintenance of healthful and safe conditions throughout the school district is a responsibility shared by the Board Superintendent and all professional staff
Web site httpwebsjsdk12mous81Section_EEBhtm
BOARDSTAFF COMMUNICATION
The Board desires to maintain open channels of communication between itself and the staff The basic line of communication will be through the superintendent
Chain of Command
StaffgtDept ChairgtVPgtPrincipalgtAss Dir of Sec EdgtDir SecEdgtSuperintendentgtBoardWeb Site httpwebsjsdk12mous81Section_GGBChtm
STAFF CONDUCTThe Board of Education expects that each professional and support staff member shall put forth every effort to promote a quality instructional program in the school district In building a quality program employees must meet certain expectations that include but are not limited to the following
1 Become familiar with enforce and follow Board policies regulations administrative procedures other directions given by district administration and state and federal laws as they affect the performance of job duties
2 Maintain courteous and professional relationships with pupils parentsguardians other employees of the district and all patrons of the district
3 Keep current on developments affecting the employeersquos area of expertise or position
4 Transact all official business with the appropriate designated authority in the district in a timely manner
5 Transmit constructive criticism of other staff members or any department of the school district to the particular school administrator who has the administrative responsibility for improving the situation
6 Care for properly use and protect school property
7 Attend all required staff meetings called by district administration unless excused
8 Keep all student records medical information and other sensitive information confidential as directed by law Board policy district procedures and the employeersquos supervisor
STAFF CONDUCTPART II
9 Immediately report all dangerous building conditions or situations to the building supervisor (MODIS) and take action to rectify the situation and protect the safety of students and others
10 Properly supervise all students The Board expects all students to be under assigned adult supervision at all times during school and during school activity Except in an emergency no employee will leave an assigned group unsupervised
11 Obey all safety rules including rules protecting the safety and welfare of students
12 Submit all required reports or paperwork at the time requested Employees will not falsify records maintained by the school district
13 Refrain from using profanity
14 Dress Professionally and in a manner that will not interfere with the educational environment
15 Come to work and leave work at the time specified the employee handbook or by the employeersquos supervisor Employees who are late to work stop working before the scheduled time or work beyond the scheduled time without permission may be subjected to discipline including termination
16 School employees other than a commissioned law enforcement officers shall not strip search students as defined in state law except in situations where an employee (ADMINISTRATORS) reasonably believes that the student possesses a weapon explosive or substance that poses an imminent threat of physical harm to the student and others and a commissioned officer is not immediately available
STAFF CONDUCTPART III
17 School employees shall not direct a student to remove an emblem insignia or garment including a religious emblem insignia or garment as long as such emblem insignia or garment is worn in a manner that does not promote disruptive behavior
18 State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher
19 Employees will not use district funds or resources to advocate support or oppose any ballot measure or candidate for public office
20 Employee will not use any time during work day for campaigning purposes unless allowed by law
Web site httpwebsjsdk12mous81Section_GGBCBhtm
CRIMINAL BACKGROUND CHECKS
EMPLOYEESGenerallythe district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student
Only exception - a part time teacher who has been hired within one year of their retirement
DISTRICT NOTIFICATION
All employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged convicted plead guilty to or are otherwise found guilty of any misdemeanor or felony regardless of the imposition of sentence Notification must be no later than (5) business days after the event
Web Site httpwebsjsdk12mous81Section_GGBEBChtm
DRUGTOBBACO-FREE WORKPLACE
The Board of Education shall not tolerate the manufacture use possession sale distribution or being under the influence of controlled substances alcoholic beverages or unauthorized prescription medications by district employees on district property on any district property at any district-sponsored or district-approved activity event or function
Any employee who violates this policy will be subject to disciplinary action which may include suspension termination and referral for prosecution Employees may be required to satisfactorily participate in rehabilitation programs
Web Site httpwebsjsdk12mous81Section_GGBEBAhtm
STAFFSTUDENT RELATIONS
No employee may use his or her status as an employee to adversely influence a student of the district
No employee may date make advances toward or engage in any sexual relationships with a district student regardless of the studentrsquos age the perceived consensual nature of the relationship where the advances are made or whether the employee directly supervises the student
All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the districtrsquos administration immediately
Web Site httpwebsjsdk12mous81Section_GGBHhtm
PROFESSIONALSUPPORT STAFFASSIGNMENTS AND TRANSFERS
The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students The district will accept request for transfer from employees but will only honor those requests when it is in the best interest of the district and the educational program to do so
Although the superintendent will take the employeersquos expressed preference into consideration the ultimate decision must be based on the districtrsquos needs The superintendent may reassign staff members to different positions or buildings at any time including after a contract has been signed or in the middle of the school year
Transfer requests for the following school year must be submitted on or before March 1
Web Site httpwebsjsdk12mous81Section_GGCIhtm
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
BOARD POLICIES
The Board of Education shall determine the policies to serve as a basis for the administration of the school district
The Board may direct the administrative staff members to promulgate implement and maintain administrative procedures which are consistent with Board policies
Policies may be adopted andor amended only upon a majority vote of the members of the Board present at a legally constituted meeting in which the proposed policy or amendment has been included on the agenda and described in writing
Web site httpwebsjsdk12mous81Section_BBF
SAFETY PROGRAM
The Board recognizes the necessity for a planned safety program to create a safe environment for the students attending and for the professional and support staff employed by the school district The maintenance of healthful and safe conditions throughout the school district is a responsibility shared by the Board Superintendent and all professional staff
Web site httpwebsjsdk12mous81Section_EEBhtm
BOARDSTAFF COMMUNICATION
The Board desires to maintain open channels of communication between itself and the staff The basic line of communication will be through the superintendent
Chain of Command
StaffgtDept ChairgtVPgtPrincipalgtAss Dir of Sec EdgtDir SecEdgtSuperintendentgtBoardWeb Site httpwebsjsdk12mous81Section_GGBChtm
STAFF CONDUCTThe Board of Education expects that each professional and support staff member shall put forth every effort to promote a quality instructional program in the school district In building a quality program employees must meet certain expectations that include but are not limited to the following
1 Become familiar with enforce and follow Board policies regulations administrative procedures other directions given by district administration and state and federal laws as they affect the performance of job duties
2 Maintain courteous and professional relationships with pupils parentsguardians other employees of the district and all patrons of the district
3 Keep current on developments affecting the employeersquos area of expertise or position
4 Transact all official business with the appropriate designated authority in the district in a timely manner
5 Transmit constructive criticism of other staff members or any department of the school district to the particular school administrator who has the administrative responsibility for improving the situation
6 Care for properly use and protect school property
7 Attend all required staff meetings called by district administration unless excused
8 Keep all student records medical information and other sensitive information confidential as directed by law Board policy district procedures and the employeersquos supervisor
STAFF CONDUCTPART II
9 Immediately report all dangerous building conditions or situations to the building supervisor (MODIS) and take action to rectify the situation and protect the safety of students and others
10 Properly supervise all students The Board expects all students to be under assigned adult supervision at all times during school and during school activity Except in an emergency no employee will leave an assigned group unsupervised
11 Obey all safety rules including rules protecting the safety and welfare of students
12 Submit all required reports or paperwork at the time requested Employees will not falsify records maintained by the school district
13 Refrain from using profanity
14 Dress Professionally and in a manner that will not interfere with the educational environment
15 Come to work and leave work at the time specified the employee handbook or by the employeersquos supervisor Employees who are late to work stop working before the scheduled time or work beyond the scheduled time without permission may be subjected to discipline including termination
16 School employees other than a commissioned law enforcement officers shall not strip search students as defined in state law except in situations where an employee (ADMINISTRATORS) reasonably believes that the student possesses a weapon explosive or substance that poses an imminent threat of physical harm to the student and others and a commissioned officer is not immediately available
STAFF CONDUCTPART III
17 School employees shall not direct a student to remove an emblem insignia or garment including a religious emblem insignia or garment as long as such emblem insignia or garment is worn in a manner that does not promote disruptive behavior
18 State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher
19 Employees will not use district funds or resources to advocate support or oppose any ballot measure or candidate for public office
20 Employee will not use any time during work day for campaigning purposes unless allowed by law
Web site httpwebsjsdk12mous81Section_GGBCBhtm
CRIMINAL BACKGROUND CHECKS
EMPLOYEESGenerallythe district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student
Only exception - a part time teacher who has been hired within one year of their retirement
DISTRICT NOTIFICATION
All employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged convicted plead guilty to or are otherwise found guilty of any misdemeanor or felony regardless of the imposition of sentence Notification must be no later than (5) business days after the event
Web Site httpwebsjsdk12mous81Section_GGBEBChtm
DRUGTOBBACO-FREE WORKPLACE
The Board of Education shall not tolerate the manufacture use possession sale distribution or being under the influence of controlled substances alcoholic beverages or unauthorized prescription medications by district employees on district property on any district property at any district-sponsored or district-approved activity event or function
Any employee who violates this policy will be subject to disciplinary action which may include suspension termination and referral for prosecution Employees may be required to satisfactorily participate in rehabilitation programs
Web Site httpwebsjsdk12mous81Section_GGBEBAhtm
STAFFSTUDENT RELATIONS
No employee may use his or her status as an employee to adversely influence a student of the district
No employee may date make advances toward or engage in any sexual relationships with a district student regardless of the studentrsquos age the perceived consensual nature of the relationship where the advances are made or whether the employee directly supervises the student
All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the districtrsquos administration immediately
Web Site httpwebsjsdk12mous81Section_GGBHhtm
PROFESSIONALSUPPORT STAFFASSIGNMENTS AND TRANSFERS
The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students The district will accept request for transfer from employees but will only honor those requests when it is in the best interest of the district and the educational program to do so
Although the superintendent will take the employeersquos expressed preference into consideration the ultimate decision must be based on the districtrsquos needs The superintendent may reassign staff members to different positions or buildings at any time including after a contract has been signed or in the middle of the school year
Transfer requests for the following school year must be submitted on or before March 1
Web Site httpwebsjsdk12mous81Section_GGCIhtm
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
SAFETY PROGRAM
The Board recognizes the necessity for a planned safety program to create a safe environment for the students attending and for the professional and support staff employed by the school district The maintenance of healthful and safe conditions throughout the school district is a responsibility shared by the Board Superintendent and all professional staff
Web site httpwebsjsdk12mous81Section_EEBhtm
BOARDSTAFF COMMUNICATION
The Board desires to maintain open channels of communication between itself and the staff The basic line of communication will be through the superintendent
Chain of Command
StaffgtDept ChairgtVPgtPrincipalgtAss Dir of Sec EdgtDir SecEdgtSuperintendentgtBoardWeb Site httpwebsjsdk12mous81Section_GGBChtm
STAFF CONDUCTThe Board of Education expects that each professional and support staff member shall put forth every effort to promote a quality instructional program in the school district In building a quality program employees must meet certain expectations that include but are not limited to the following
1 Become familiar with enforce and follow Board policies regulations administrative procedures other directions given by district administration and state and federal laws as they affect the performance of job duties
2 Maintain courteous and professional relationships with pupils parentsguardians other employees of the district and all patrons of the district
3 Keep current on developments affecting the employeersquos area of expertise or position
4 Transact all official business with the appropriate designated authority in the district in a timely manner
5 Transmit constructive criticism of other staff members or any department of the school district to the particular school administrator who has the administrative responsibility for improving the situation
6 Care for properly use and protect school property
7 Attend all required staff meetings called by district administration unless excused
8 Keep all student records medical information and other sensitive information confidential as directed by law Board policy district procedures and the employeersquos supervisor
STAFF CONDUCTPART II
9 Immediately report all dangerous building conditions or situations to the building supervisor (MODIS) and take action to rectify the situation and protect the safety of students and others
10 Properly supervise all students The Board expects all students to be under assigned adult supervision at all times during school and during school activity Except in an emergency no employee will leave an assigned group unsupervised
11 Obey all safety rules including rules protecting the safety and welfare of students
12 Submit all required reports or paperwork at the time requested Employees will not falsify records maintained by the school district
13 Refrain from using profanity
14 Dress Professionally and in a manner that will not interfere with the educational environment
15 Come to work and leave work at the time specified the employee handbook or by the employeersquos supervisor Employees who are late to work stop working before the scheduled time or work beyond the scheduled time without permission may be subjected to discipline including termination
16 School employees other than a commissioned law enforcement officers shall not strip search students as defined in state law except in situations where an employee (ADMINISTRATORS) reasonably believes that the student possesses a weapon explosive or substance that poses an imminent threat of physical harm to the student and others and a commissioned officer is not immediately available
STAFF CONDUCTPART III
17 School employees shall not direct a student to remove an emblem insignia or garment including a religious emblem insignia or garment as long as such emblem insignia or garment is worn in a manner that does not promote disruptive behavior
18 State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher
19 Employees will not use district funds or resources to advocate support or oppose any ballot measure or candidate for public office
20 Employee will not use any time during work day for campaigning purposes unless allowed by law
Web site httpwebsjsdk12mous81Section_GGBCBhtm
CRIMINAL BACKGROUND CHECKS
EMPLOYEESGenerallythe district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student
Only exception - a part time teacher who has been hired within one year of their retirement
DISTRICT NOTIFICATION
All employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged convicted plead guilty to or are otherwise found guilty of any misdemeanor or felony regardless of the imposition of sentence Notification must be no later than (5) business days after the event
Web Site httpwebsjsdk12mous81Section_GGBEBChtm
DRUGTOBBACO-FREE WORKPLACE
The Board of Education shall not tolerate the manufacture use possession sale distribution or being under the influence of controlled substances alcoholic beverages or unauthorized prescription medications by district employees on district property on any district property at any district-sponsored or district-approved activity event or function
Any employee who violates this policy will be subject to disciplinary action which may include suspension termination and referral for prosecution Employees may be required to satisfactorily participate in rehabilitation programs
Web Site httpwebsjsdk12mous81Section_GGBEBAhtm
STAFFSTUDENT RELATIONS
No employee may use his or her status as an employee to adversely influence a student of the district
No employee may date make advances toward or engage in any sexual relationships with a district student regardless of the studentrsquos age the perceived consensual nature of the relationship where the advances are made or whether the employee directly supervises the student
All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the districtrsquos administration immediately
Web Site httpwebsjsdk12mous81Section_GGBHhtm
PROFESSIONALSUPPORT STAFFASSIGNMENTS AND TRANSFERS
The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students The district will accept request for transfer from employees but will only honor those requests when it is in the best interest of the district and the educational program to do so
Although the superintendent will take the employeersquos expressed preference into consideration the ultimate decision must be based on the districtrsquos needs The superintendent may reassign staff members to different positions or buildings at any time including after a contract has been signed or in the middle of the school year
Transfer requests for the following school year must be submitted on or before March 1
Web Site httpwebsjsdk12mous81Section_GGCIhtm
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
BOARDSTAFF COMMUNICATION
The Board desires to maintain open channels of communication between itself and the staff The basic line of communication will be through the superintendent
Chain of Command
StaffgtDept ChairgtVPgtPrincipalgtAss Dir of Sec EdgtDir SecEdgtSuperintendentgtBoardWeb Site httpwebsjsdk12mous81Section_GGBChtm
STAFF CONDUCTThe Board of Education expects that each professional and support staff member shall put forth every effort to promote a quality instructional program in the school district In building a quality program employees must meet certain expectations that include but are not limited to the following
1 Become familiar with enforce and follow Board policies regulations administrative procedures other directions given by district administration and state and federal laws as they affect the performance of job duties
2 Maintain courteous and professional relationships with pupils parentsguardians other employees of the district and all patrons of the district
3 Keep current on developments affecting the employeersquos area of expertise or position
4 Transact all official business with the appropriate designated authority in the district in a timely manner
5 Transmit constructive criticism of other staff members or any department of the school district to the particular school administrator who has the administrative responsibility for improving the situation
6 Care for properly use and protect school property
7 Attend all required staff meetings called by district administration unless excused
8 Keep all student records medical information and other sensitive information confidential as directed by law Board policy district procedures and the employeersquos supervisor
STAFF CONDUCTPART II
9 Immediately report all dangerous building conditions or situations to the building supervisor (MODIS) and take action to rectify the situation and protect the safety of students and others
10 Properly supervise all students The Board expects all students to be under assigned adult supervision at all times during school and during school activity Except in an emergency no employee will leave an assigned group unsupervised
11 Obey all safety rules including rules protecting the safety and welfare of students
12 Submit all required reports or paperwork at the time requested Employees will not falsify records maintained by the school district
13 Refrain from using profanity
14 Dress Professionally and in a manner that will not interfere with the educational environment
15 Come to work and leave work at the time specified the employee handbook or by the employeersquos supervisor Employees who are late to work stop working before the scheduled time or work beyond the scheduled time without permission may be subjected to discipline including termination
16 School employees other than a commissioned law enforcement officers shall not strip search students as defined in state law except in situations where an employee (ADMINISTRATORS) reasonably believes that the student possesses a weapon explosive or substance that poses an imminent threat of physical harm to the student and others and a commissioned officer is not immediately available
STAFF CONDUCTPART III
17 School employees shall not direct a student to remove an emblem insignia or garment including a religious emblem insignia or garment as long as such emblem insignia or garment is worn in a manner that does not promote disruptive behavior
18 State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher
19 Employees will not use district funds or resources to advocate support or oppose any ballot measure or candidate for public office
20 Employee will not use any time during work day for campaigning purposes unless allowed by law
Web site httpwebsjsdk12mous81Section_GGBCBhtm
CRIMINAL BACKGROUND CHECKS
EMPLOYEESGenerallythe district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student
Only exception - a part time teacher who has been hired within one year of their retirement
DISTRICT NOTIFICATION
All employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged convicted plead guilty to or are otherwise found guilty of any misdemeanor or felony regardless of the imposition of sentence Notification must be no later than (5) business days after the event
Web Site httpwebsjsdk12mous81Section_GGBEBChtm
DRUGTOBBACO-FREE WORKPLACE
The Board of Education shall not tolerate the manufacture use possession sale distribution or being under the influence of controlled substances alcoholic beverages or unauthorized prescription medications by district employees on district property on any district property at any district-sponsored or district-approved activity event or function
Any employee who violates this policy will be subject to disciplinary action which may include suspension termination and referral for prosecution Employees may be required to satisfactorily participate in rehabilitation programs
Web Site httpwebsjsdk12mous81Section_GGBEBAhtm
STAFFSTUDENT RELATIONS
No employee may use his or her status as an employee to adversely influence a student of the district
No employee may date make advances toward or engage in any sexual relationships with a district student regardless of the studentrsquos age the perceived consensual nature of the relationship where the advances are made or whether the employee directly supervises the student
All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the districtrsquos administration immediately
Web Site httpwebsjsdk12mous81Section_GGBHhtm
PROFESSIONALSUPPORT STAFFASSIGNMENTS AND TRANSFERS
The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students The district will accept request for transfer from employees but will only honor those requests when it is in the best interest of the district and the educational program to do so
Although the superintendent will take the employeersquos expressed preference into consideration the ultimate decision must be based on the districtrsquos needs The superintendent may reassign staff members to different positions or buildings at any time including after a contract has been signed or in the middle of the school year
Transfer requests for the following school year must be submitted on or before March 1
Web Site httpwebsjsdk12mous81Section_GGCIhtm
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
STAFF CONDUCTThe Board of Education expects that each professional and support staff member shall put forth every effort to promote a quality instructional program in the school district In building a quality program employees must meet certain expectations that include but are not limited to the following
1 Become familiar with enforce and follow Board policies regulations administrative procedures other directions given by district administration and state and federal laws as they affect the performance of job duties
2 Maintain courteous and professional relationships with pupils parentsguardians other employees of the district and all patrons of the district
3 Keep current on developments affecting the employeersquos area of expertise or position
4 Transact all official business with the appropriate designated authority in the district in a timely manner
5 Transmit constructive criticism of other staff members or any department of the school district to the particular school administrator who has the administrative responsibility for improving the situation
6 Care for properly use and protect school property
7 Attend all required staff meetings called by district administration unless excused
8 Keep all student records medical information and other sensitive information confidential as directed by law Board policy district procedures and the employeersquos supervisor
STAFF CONDUCTPART II
9 Immediately report all dangerous building conditions or situations to the building supervisor (MODIS) and take action to rectify the situation and protect the safety of students and others
10 Properly supervise all students The Board expects all students to be under assigned adult supervision at all times during school and during school activity Except in an emergency no employee will leave an assigned group unsupervised
11 Obey all safety rules including rules protecting the safety and welfare of students
12 Submit all required reports or paperwork at the time requested Employees will not falsify records maintained by the school district
13 Refrain from using profanity
14 Dress Professionally and in a manner that will not interfere with the educational environment
15 Come to work and leave work at the time specified the employee handbook or by the employeersquos supervisor Employees who are late to work stop working before the scheduled time or work beyond the scheduled time without permission may be subjected to discipline including termination
16 School employees other than a commissioned law enforcement officers shall not strip search students as defined in state law except in situations where an employee (ADMINISTRATORS) reasonably believes that the student possesses a weapon explosive or substance that poses an imminent threat of physical harm to the student and others and a commissioned officer is not immediately available
STAFF CONDUCTPART III
17 School employees shall not direct a student to remove an emblem insignia or garment including a religious emblem insignia or garment as long as such emblem insignia or garment is worn in a manner that does not promote disruptive behavior
18 State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher
19 Employees will not use district funds or resources to advocate support or oppose any ballot measure or candidate for public office
20 Employee will not use any time during work day for campaigning purposes unless allowed by law
Web site httpwebsjsdk12mous81Section_GGBCBhtm
CRIMINAL BACKGROUND CHECKS
EMPLOYEESGenerallythe district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student
Only exception - a part time teacher who has been hired within one year of their retirement
DISTRICT NOTIFICATION
All employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged convicted plead guilty to or are otherwise found guilty of any misdemeanor or felony regardless of the imposition of sentence Notification must be no later than (5) business days after the event
Web Site httpwebsjsdk12mous81Section_GGBEBChtm
DRUGTOBBACO-FREE WORKPLACE
The Board of Education shall not tolerate the manufacture use possession sale distribution or being under the influence of controlled substances alcoholic beverages or unauthorized prescription medications by district employees on district property on any district property at any district-sponsored or district-approved activity event or function
Any employee who violates this policy will be subject to disciplinary action which may include suspension termination and referral for prosecution Employees may be required to satisfactorily participate in rehabilitation programs
Web Site httpwebsjsdk12mous81Section_GGBEBAhtm
STAFFSTUDENT RELATIONS
No employee may use his or her status as an employee to adversely influence a student of the district
No employee may date make advances toward or engage in any sexual relationships with a district student regardless of the studentrsquos age the perceived consensual nature of the relationship where the advances are made or whether the employee directly supervises the student
All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the districtrsquos administration immediately
Web Site httpwebsjsdk12mous81Section_GGBHhtm
PROFESSIONALSUPPORT STAFFASSIGNMENTS AND TRANSFERS
The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students The district will accept request for transfer from employees but will only honor those requests when it is in the best interest of the district and the educational program to do so
Although the superintendent will take the employeersquos expressed preference into consideration the ultimate decision must be based on the districtrsquos needs The superintendent may reassign staff members to different positions or buildings at any time including after a contract has been signed or in the middle of the school year
Transfer requests for the following school year must be submitted on or before March 1
Web Site httpwebsjsdk12mous81Section_GGCIhtm
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
STAFF CONDUCTPART II
9 Immediately report all dangerous building conditions or situations to the building supervisor (MODIS) and take action to rectify the situation and protect the safety of students and others
10 Properly supervise all students The Board expects all students to be under assigned adult supervision at all times during school and during school activity Except in an emergency no employee will leave an assigned group unsupervised
11 Obey all safety rules including rules protecting the safety and welfare of students
12 Submit all required reports or paperwork at the time requested Employees will not falsify records maintained by the school district
13 Refrain from using profanity
14 Dress Professionally and in a manner that will not interfere with the educational environment
15 Come to work and leave work at the time specified the employee handbook or by the employeersquos supervisor Employees who are late to work stop working before the scheduled time or work beyond the scheduled time without permission may be subjected to discipline including termination
16 School employees other than a commissioned law enforcement officers shall not strip search students as defined in state law except in situations where an employee (ADMINISTRATORS) reasonably believes that the student possesses a weapon explosive or substance that poses an imminent threat of physical harm to the student and others and a commissioned officer is not immediately available
STAFF CONDUCTPART III
17 School employees shall not direct a student to remove an emblem insignia or garment including a religious emblem insignia or garment as long as such emblem insignia or garment is worn in a manner that does not promote disruptive behavior
18 State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher
19 Employees will not use district funds or resources to advocate support or oppose any ballot measure or candidate for public office
20 Employee will not use any time during work day for campaigning purposes unless allowed by law
Web site httpwebsjsdk12mous81Section_GGBCBhtm
CRIMINAL BACKGROUND CHECKS
EMPLOYEESGenerallythe district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student
Only exception - a part time teacher who has been hired within one year of their retirement
DISTRICT NOTIFICATION
All employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged convicted plead guilty to or are otherwise found guilty of any misdemeanor or felony regardless of the imposition of sentence Notification must be no later than (5) business days after the event
Web Site httpwebsjsdk12mous81Section_GGBEBChtm
DRUGTOBBACO-FREE WORKPLACE
The Board of Education shall not tolerate the manufacture use possession sale distribution or being under the influence of controlled substances alcoholic beverages or unauthorized prescription medications by district employees on district property on any district property at any district-sponsored or district-approved activity event or function
Any employee who violates this policy will be subject to disciplinary action which may include suspension termination and referral for prosecution Employees may be required to satisfactorily participate in rehabilitation programs
Web Site httpwebsjsdk12mous81Section_GGBEBAhtm
STAFFSTUDENT RELATIONS
No employee may use his or her status as an employee to adversely influence a student of the district
No employee may date make advances toward or engage in any sexual relationships with a district student regardless of the studentrsquos age the perceived consensual nature of the relationship where the advances are made or whether the employee directly supervises the student
All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the districtrsquos administration immediately
Web Site httpwebsjsdk12mous81Section_GGBHhtm
PROFESSIONALSUPPORT STAFFASSIGNMENTS AND TRANSFERS
The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students The district will accept request for transfer from employees but will only honor those requests when it is in the best interest of the district and the educational program to do so
Although the superintendent will take the employeersquos expressed preference into consideration the ultimate decision must be based on the districtrsquos needs The superintendent may reassign staff members to different positions or buildings at any time including after a contract has been signed or in the middle of the school year
Transfer requests for the following school year must be submitted on or before March 1
Web Site httpwebsjsdk12mous81Section_GGCIhtm
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
STAFF CONDUCTPART III
17 School employees shall not direct a student to remove an emblem insignia or garment including a religious emblem insignia or garment as long as such emblem insignia or garment is worn in a manner that does not promote disruptive behavior
18 State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher
19 Employees will not use district funds or resources to advocate support or oppose any ballot measure or candidate for public office
20 Employee will not use any time during work day for campaigning purposes unless allowed by law
Web site httpwebsjsdk12mous81Section_GGBCBhtm
CRIMINAL BACKGROUND CHECKS
EMPLOYEESGenerallythe district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student
Only exception - a part time teacher who has been hired within one year of their retirement
DISTRICT NOTIFICATION
All employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged convicted plead guilty to or are otherwise found guilty of any misdemeanor or felony regardless of the imposition of sentence Notification must be no later than (5) business days after the event
Web Site httpwebsjsdk12mous81Section_GGBEBChtm
DRUGTOBBACO-FREE WORKPLACE
The Board of Education shall not tolerate the manufacture use possession sale distribution or being under the influence of controlled substances alcoholic beverages or unauthorized prescription medications by district employees on district property on any district property at any district-sponsored or district-approved activity event or function
Any employee who violates this policy will be subject to disciplinary action which may include suspension termination and referral for prosecution Employees may be required to satisfactorily participate in rehabilitation programs
Web Site httpwebsjsdk12mous81Section_GGBEBAhtm
STAFFSTUDENT RELATIONS
No employee may use his or her status as an employee to adversely influence a student of the district
No employee may date make advances toward or engage in any sexual relationships with a district student regardless of the studentrsquos age the perceived consensual nature of the relationship where the advances are made or whether the employee directly supervises the student
All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the districtrsquos administration immediately
Web Site httpwebsjsdk12mous81Section_GGBHhtm
PROFESSIONALSUPPORT STAFFASSIGNMENTS AND TRANSFERS
The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students The district will accept request for transfer from employees but will only honor those requests when it is in the best interest of the district and the educational program to do so
Although the superintendent will take the employeersquos expressed preference into consideration the ultimate decision must be based on the districtrsquos needs The superintendent may reassign staff members to different positions or buildings at any time including after a contract has been signed or in the middle of the school year
Transfer requests for the following school year must be submitted on or before March 1
Web Site httpwebsjsdk12mous81Section_GGCIhtm
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
CRIMINAL BACKGROUND CHECKS
EMPLOYEESGenerallythe district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student
Only exception - a part time teacher who has been hired within one year of their retirement
DISTRICT NOTIFICATION
All employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged convicted plead guilty to or are otherwise found guilty of any misdemeanor or felony regardless of the imposition of sentence Notification must be no later than (5) business days after the event
Web Site httpwebsjsdk12mous81Section_GGBEBChtm
DRUGTOBBACO-FREE WORKPLACE
The Board of Education shall not tolerate the manufacture use possession sale distribution or being under the influence of controlled substances alcoholic beverages or unauthorized prescription medications by district employees on district property on any district property at any district-sponsored or district-approved activity event or function
Any employee who violates this policy will be subject to disciplinary action which may include suspension termination and referral for prosecution Employees may be required to satisfactorily participate in rehabilitation programs
Web Site httpwebsjsdk12mous81Section_GGBEBAhtm
STAFFSTUDENT RELATIONS
No employee may use his or her status as an employee to adversely influence a student of the district
No employee may date make advances toward or engage in any sexual relationships with a district student regardless of the studentrsquos age the perceived consensual nature of the relationship where the advances are made or whether the employee directly supervises the student
All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the districtrsquos administration immediately
Web Site httpwebsjsdk12mous81Section_GGBHhtm
PROFESSIONALSUPPORT STAFFASSIGNMENTS AND TRANSFERS
The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students The district will accept request for transfer from employees but will only honor those requests when it is in the best interest of the district and the educational program to do so
Although the superintendent will take the employeersquos expressed preference into consideration the ultimate decision must be based on the districtrsquos needs The superintendent may reassign staff members to different positions or buildings at any time including after a contract has been signed or in the middle of the school year
Transfer requests for the following school year must be submitted on or before March 1
Web Site httpwebsjsdk12mous81Section_GGCIhtm
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
DRUGTOBBACO-FREE WORKPLACE
The Board of Education shall not tolerate the manufacture use possession sale distribution or being under the influence of controlled substances alcoholic beverages or unauthorized prescription medications by district employees on district property on any district property at any district-sponsored or district-approved activity event or function
Any employee who violates this policy will be subject to disciplinary action which may include suspension termination and referral for prosecution Employees may be required to satisfactorily participate in rehabilitation programs
Web Site httpwebsjsdk12mous81Section_GGBEBAhtm
STAFFSTUDENT RELATIONS
No employee may use his or her status as an employee to adversely influence a student of the district
No employee may date make advances toward or engage in any sexual relationships with a district student regardless of the studentrsquos age the perceived consensual nature of the relationship where the advances are made or whether the employee directly supervises the student
All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the districtrsquos administration immediately
Web Site httpwebsjsdk12mous81Section_GGBHhtm
PROFESSIONALSUPPORT STAFFASSIGNMENTS AND TRANSFERS
The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students The district will accept request for transfer from employees but will only honor those requests when it is in the best interest of the district and the educational program to do so
Although the superintendent will take the employeersquos expressed preference into consideration the ultimate decision must be based on the districtrsquos needs The superintendent may reassign staff members to different positions or buildings at any time including after a contract has been signed or in the middle of the school year
Transfer requests for the following school year must be submitted on or before March 1
Web Site httpwebsjsdk12mous81Section_GGCIhtm
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
STAFFSTUDENT RELATIONS
No employee may use his or her status as an employee to adversely influence a student of the district
No employee may date make advances toward or engage in any sexual relationships with a district student regardless of the studentrsquos age the perceived consensual nature of the relationship where the advances are made or whether the employee directly supervises the student
All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the districtrsquos administration immediately
Web Site httpwebsjsdk12mous81Section_GGBHhtm
PROFESSIONALSUPPORT STAFFASSIGNMENTS AND TRANSFERS
The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students The district will accept request for transfer from employees but will only honor those requests when it is in the best interest of the district and the educational program to do so
Although the superintendent will take the employeersquos expressed preference into consideration the ultimate decision must be based on the districtrsquos needs The superintendent may reassign staff members to different positions or buildings at any time including after a contract has been signed or in the middle of the school year
Transfer requests for the following school year must be submitted on or before March 1
Web Site httpwebsjsdk12mous81Section_GGCIhtm
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
PROFESSIONALSUPPORT STAFFASSIGNMENTS AND TRANSFERS
The district recognizes that assigning qualified staff members to positions throughout the district is essential to providing an excellent educational program for all students Every effort will be made to assign district staff to areas of the greatest need for the benefit of the students The district will accept request for transfer from employees but will only honor those requests when it is in the best interest of the district and the educational program to do so
Although the superintendent will take the employeersquos expressed preference into consideration the ultimate decision must be based on the districtrsquos needs The superintendent may reassign staff members to different positions or buildings at any time including after a contract has been signed or in the middle of the school year
Transfer requests for the following school year must be submitted on or before March 1
Web Site httpwebsjsdk12mous81Section_GGCIhtm
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
BULLYING AND HAZING
The St Joseph School District prohibits all forms of bullying hazing and student intimidation on school premises or during school sponsored activities
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing Nor may they plan direct encourage assist engage or participate in any activity that involves bullying or hazing
All incidents should be reported to the principal for investigation The principal or designee shall in a timely manner investigate all complaints of bullying and hazing and administer appropriate discipline to who violate this policy
Employee Handbook page 91
Web Site httpwebsjsdk12mous81Section_JJFCFhtm
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
VISITOR TO DISTRICTPROPERTYEVENTS
All visitors shall sign in or check in at the building office prior to proceeding elsewhere in the building
APPROPRIATE BEHAVIOR
The Board encourages district patrons to exhibit good sportsmanship citizenship ethics and integrity at all district events and at all times while on district grounds
Web Site httpwebsjsdk12mous81Section_KKKhtm
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
DISCRIMINATIONANTI-HARASSMENT
As a political subdivision employer recipient of federal funds and educational institution the Board of Education is prohibited from and hereby declares policy against engaging in unlawful discrimination including harassment creating a hostile environment on the basis of race color religion sex national origin ancestry disability age or use of leave protected by the Family and Medical Leave Act in its programs activities and with regard to employment The Board is an equal opportunity employer
It is illegal if an EMPLOYER uses one of the these factors in
Refusing to interview hire or promote
Discharging or demoting
Withholding pay or terms privileges or conditions of employment due
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
BULLYINGHAZING
Bullying is defined as repeated and systematic intimidation harassment or attacks on one person or group b another person or group Bullying occurs when personal power is used unfairly and repeatedly to hurt someone To qualify as bullying there has to be a power imbalance between the person or persons being bullied The behavior must be intentional and generally occurs over time There are five common types of bullying verbal physical emotional gender and cyber
District staff will report incidents of bullying and hazing to the building principal or designee
District staff coaches sponsors and volunteers shall not permit condone or tolerate any form of bullying or hazing
Employee Handbook page 90
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
FMLA(The Family Medical Leave Act)
The Family and Medical Leave Act guarantees each person up to 12 weeks leave each year for
Employees are eligible if they have worked for the employer for 1 year or 1250 hours
A new child in the family-by birth by adoption or by placement in foster care
Caring for a family member with a serious health condition or
The employeersquos own serious health condition that prevents him or her from performing the job
The FMLA guarantees time off whether paid or unpaid The type of leave taken depends on the reasons for the leave an employeersquos earnings and the usual leave regulations There are eligibility criteria medical certification guidelines and other detailed rules governing leave
We Site wwwnalcorgdepartcaufmlahtml
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
OSHA(Occupational Safety and Health Administration)
To assure safe and healthful working conditions for working men and women by authorizing enforcement of the standards developed under the Act by assisting and encouraging the States in their efforts to assure safe and healthful working conditions by providing for research information education and training in the field of occupational safety and health and for other purposes
Web Site wwwoshagov
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
FSLA(FEDERAL FAIR LABOR STANDARDS ACT)
The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours overtime pay and collected unpaid overtime due is paid to wage earners
Web Site httpflsacom
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
EQUAL EMPLOYMENT OPPORTUNITY
Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available As a part of this policy the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race color religion national origin sex age or handicapping conditions
Page 7 employee handbook
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
USERRA(UNIFORMED SERVICES EMPLOYMENT AND REEMPLOYMENT RIGHTS ACT)
USERRA clarifies and strengthens the Veteranrsquos Reemployment Rights Statute by protecting civilian job rights and benefits for veterans members of reserve components and even individuals activated by the President of the United States
USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years
Web Site httpenwikipedia orgwikiUSERRA
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
WORKERS COMPENSATION
The Department of Laborrsquos Office of Workersrsquo Compensation Programs administers four major disability compensation programs which provide wage replacement benefits medical treatment vocational rehabilitation and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease
Web Site httpwwwdolgovdoltipicworkcompindexhtm
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)
PPRA(PROTECTION OF PUPIL RIGHTS AMENDMENTS)
The Protection of Pupil Rights Amendment applies to programs that receive funding from the US Department of Education PPRA is intended to protect the rights of parents and students in two ways
It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey analysis or evaluation in which their children participate
It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey analysis or evaluation that reveals information concerning
1 Political affiliations
2 Mental and psychological problems potentially embarrassing to the student and hisher family
3 Sex behavior and attitudes
4 Illegal anti-social self-incriminating and demeaning behavior
5 Critical appraisals of other individuals with whom respondents have close family relationships
6 Legally recognized privileged or analogous relationships such as lawyers physicians and ministers
7 Income (other than that required by law to determine eligibility for participation in federal funding)