Louise ISD

Employee Handbook

2006-2007

 

Table of contents

 

Introduction                                              pg. 4

Employee handbook receipt                               pg. 5

District information                                        pg. 6

....... Description of the district

....... District map

....... Mission statement

....... District goals and objectives

....... Board of trustees

....... Board meeting schedule for 2006–2007

....... Administration

....... School calendar

....... Helpful contacts

....... School directory

Employment                                                                        pg. 8

....... Equal employment opportunity

....... Job vacancy announcements

....... Employment after retirement

....... Contract and non-contract employment

....... Searches and alcohol and drug testing

....... First aid and CPR certification

....... Reassignments and transfers

....... Workload and work schedules

....... Notification of parents regarding qualifications

....... Outside employment and tutoring

....... Performance evaluation

....... Employee involvement

....... Staff development

Compensation and benefits                                pg. 16

....... Salaries, wages, and stipends

....... Paychecks

....... Automatic payroll deposit

....... Payroll deductions

....... Overtime compensation

....... Travel expense reimbursement

....... Health, dental, and life insurance

....... Supplemental insurance benefits

....... Cafeteria plan benefits (Section 125)

....... Workers’ compensation insurance

....... Unemployment compensation insurance

....... Teacher retirement

....... Other benefit programs

Leaves and absences            pg. 21            

....... Personal leave

....... Sick leave

....... Local leave

....... Temporary disability

....... Family and medical leave

....... Workers’ compensation benefits

....... Assault leave

....... Bereavement leave

....... Jury duty

....... Other court appearances

....... Military leave

Employee relations and communications                 pg. 26

....... Employee recognition and appreciation

....... District communications

Complaints and grievances                             pg. 27

Employee conduct and welfare                          pg. 28

....... Standards of conduct

....... Harassment

....... Harassment of students

....... Alcohol and Drug-abuse prevention

....... Reporting suspected child abuse

....... Fraud and financial impropriety

....... Conflict of interest

....... Gifts and favors

....... Associations and political activities

....... Safety

....... Tobacco used

....... Employee arrests and convictions

....... Possession of firearms and weapons

....... Visitors in the workplace

....... Copyrighted materials

....... Computer use and data management

....... Asbestos management plan

....... Pest control treatment

....... Other topics

General procedures                                       pg. 36

....... Bad weather closing

....... Emergencies

....... Cafeteria

....... Grading

....... Purchasing procedures

....... Name and address changes

....... Personnel records

....... Phone Use

....... Building use

....... Maintaining our Facilities

....... Substitutes

Termination of employment                   pg. 39

....... Resignations

....... Dismissal or non-renewal of contract employees

....... Dismissal of non-contract employees

....... Exit interviews and procedures

....... Reports to State Board for Educator Certification

....... Reports concerning court-ordered withholding

Student issues                                        pg. 42

....... Equal educational opportunities

....... Student records

....... Parent and student complaints

....... Administering medication to students

....... Dietary supplements

....... Psychotropic drugs

....... Student discipline

....... Corporal punishment

....... Student attendance

....... Hazing

....... Movies/Videos

 

 

 

Introduction

 

The purpose of this handbook is to provide information that will help with questions and pave the way for a successful year. Not all district policies and procedures are included. Those that are have been summarized. Suggestions for additions and improvements to this handbook are welcome and may be sent to Andy Peters.

 

This handbook is neither a contract nor a substitute for the official district policy manual. Nor is it intended to alter the at-will status of noncontract employees in any way. Rather, it is a guide to and a brief explanation of district policies and procedures related to employment. These policies and procedures can change at any time; these changes shall supersede any handbook provisions that are not compatible with the change. For more information, employees may refer to the policy codes that are associated with handbook topics, confer with their supervisor, or call the appropriate district office. Policy manuals are located in the superintendent’s office and are available for employee review during normal work­ing hours.  The policy manual is also available online at http://www.tasb.org/policy/pol/private/241906/.

 

 

Employee handbook receipt

 

Name _______________________________________

 

Campus/department ____________________________

 

I hereby acknowledge receipt of my personal copy of the Louise ISD Employee Hand­book. I agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this document.

 

Employees have the option of receiving the handbook in electronic format or hard copy.

 

To access the electronic copy, please go to www.louiseisd.org

Click on Employee Handbook.

 

Please indicate your choice by checking the appropriate box below:

 

o  I choose to receive the employee handbook in electronic format and accept responsibility for accessing according to the instructions provided.

o  I choose to receive a hard copy of the employee handbook.

The information in this handbook is subject to change. I understand that changes in dis­trict policies may supersede, modify, or render obsolete the information summarized in this booklet. As the district provides updated policy information, I accept responsibility for reading and abiding by the changes.

 

I understand that no modifications to contractual relationships or alterations of at-will employment relationships are intended by this handbook.

 

I understand that I have an obligation to inform my supervisor or department head of any changes in personal information, such as phone number, address, etc. I also accept responsibility for contacting my supervisor or the Andy Peters if I have questions or concerns or need further explanation.

 

________________________________        _________________________

Signature                                                         Date

 

Note: You have been given two copies of this form. Please sign and date one and keep it. Sign and date the other copy and forward it to Rebecca Taska.

 

 

District information

 

District map

Mission statement

Policy AE

 

The mission of Louise ISD, a progressive, rural district, is to empower lifelong learners who:

Have a vision of their future based on career choices;

Become responsible, caring, productive citizens in a multicultural and technological society; and

Have skills to be competent problem solver.

The District shall fulfill this mission by:

Providing positive role models and a nurturing environment;

Preparing for the technological challenges of the twenty-first century;

Providing innovative and diverse opportunities;

Beginning with the end in mind; and

Involving parents, community, and businesses in the educational process of ALL students.

 

 

District goals and objectives

Policies AB, AF

 

Board of trustees

Policies BA, BAA, BBA, BBB, BBE, BBF, BE, BEC, BED

 

Texas law grants the board of trustees the power to govern and oversee the management of the district’s schools. The board is the policy-making body within the district and has overall responsibility for the curriculum, school taxes, annual budget, employment of the superintendent and other professional staff, and facilities. The board has complete and final control over school matters within limits established by state and federal law and regulations.

 

The board of trustees is elected by the citizens of the district to represent the commu­nity’s commitment to a strong educational program for the district’s children. Trustees are elected in May and serve three-year terms. Trustees serve without com­pensation, must be registered voters, and must reside in the district.

 

Current board members include:

 

Mr. Zack Williamson – President

Mr. Mark Wendel – Vice President

Ms. Debbie Townsend – Secretary

Mr. David Menefee – Secretary Pro-Tem

Mr. Jay Heard – Member

Mr. Pam Johnson – Member

Ms. Tim Benich - Member

 

The board usually meets on the third Monday of each month at 7:00 PM in the board room. In the event that large attendance is anticipated, the board may meet at cafeteria. Special meetings may be called when necessary. A written notice of regular and special meetings will be posted on the elementary school glass doors at least 72 hours before the scheduled meeting time. The written notice will show the date, time, place, and subjects of each meeting. In emergencies, a meeting may be held with a two-hour notice.

 

All meetings are open to the public. In certain circumstances, Texas law permits the board to go into a closed session from which the public and others are excluded. Closed session may occur for such things as discussing prospective gifts or donations, real-prop­erty acquisition, certain personnel matters including employee complaints, security mat­ters, student discipline, or to consult with attorneys regarding pending litigation.

 

Board meeting schedule for 2006-2007

September 18

October 16

November 20

December 18

January 22 * fourth Monday

February 19

March 26 * fourth Monday

April 16

May 21

June 18

July 16

August 20

 

Administration

 

From time to time, employees have questions or concerns. If those questions or concerns cannot be answered by supervisors or at the campus or department level, the employee is encouraged to contact the appropriate department as listed below.

 

Superintendent              Mr. Andrew Peters       Secretary, Mrs. Rebecca Taska

Secondary Principal                  Mrs. Diana Blumrick  Secretary, Mrs. Laurel Clements

Elementary Principal                 Mrs. Donna Kutac        Secretary, Mrs. Oralia Mendez

Athletic Director                       Mr. Rodney Dowell

Technology Coordinator           Mr. Ken Raska           

Network Administrator Mrs. Sandra Holik

Trans/Maint. Supervisor            Mr. James Obenhaus

Business Manager                     Mrs. Pam Wagner

Cafeteria Manager                    Mrs.  Veronica Obenhaus

District Counselor                     Mrs. Charlotte Dowell

District Nurse                           Mrs. Geraldine Stavinha

 

 

                                               

Employment

 

Equal employment opportunity

Policy DAA

 

The Louise ISD does not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, military status, or on any other basis prohibited by law. Employment decisions will be made on the basis of each applicant’s job qualifications, experience, and abilities.

 

Employees with questions or concerns relating to discrimination on any of the basis listed above should contact the superintendent.

 

Job vacancy announcements

Policy DC

 

Announcements of job vacancies by position and location are dis­tributed on a regular basis and posted at the central administration building, campus offices, and on the district’s Web site.

 

Employment after retirement

 

Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed in certain positions or on a part-time basis without affecting their bene­fits, according to TRS rules and state law. Service retirees who retire before May 31 may return to work in a Texas public school without a reduction in benefits one full calendar month after the retirement date provided they meet specific conditions. Retirees may work in the following capacities without a loss of retirement benefits:

 

·             As a principal or assistant principal or teacher in an acute shortage area on a full-time basis, if appropriately certified and following a 12-month break in service. Retirees that retired under early age or disability provisions are excluded.

·             As a full-time bus driver (early age and disability retirees excluded).

·             As a substitute at no more than the established daily substitute pay rate. (Individu­als receiving disability retirement benefits may not work for more than 90 days in a school year.)

·             On a half-time or less basis during any month. Half-time employment cannot exceed the lesser of 50 percent of the position’s full-time load or 92 hours in a month.

·             On a full-time basis during a six-month period during a school year, provided that this is their only employment in a Texas public school. Individuals who retire in August may begin employment in October of the school year following their retirement.

 

Under this last provision, retirees must submit annual written notice to TRS by the last day of the first month of full employment to avoid a disruption of benefits. Working any part of a month counts as a full month.

 

Other restrictions apply when a person has retired because of a disability. Individuals retiring because of a disability should contact TRS for details about employment restric­tions.

 

Shortage areas. Certain retirees may return to work on a full-time basis as a principal or assistant principal or teacher in an acute shortage area without a reduction in their TRS annuity benefits. Acute teaching shortage areas are determined by the board based on Commissioner of Education guidelines. When filling acute shortage area positions, the district must give hiring preference to certified applicants who are not retirees. To be eli­gible for full TRS benefits a retiree must meet the following criteria:

 

·             Have not been subject to a reduction in benefits for retirement at an early age or retired under disability provisions

·             Have a 12-month continuous break in public school service since retirement

·             Be appropriately certified for the position in the applicable school year

 

Employees can contact TRS by calling 800-223-8778 or 512-542-6400. TRS information is also available on the Web (www.trs.state.tx.us ).

 

Contract and noncontract employment

Policies DC, DCA, DCB, DCC, DCD, DCE

 

State law requires the district to employ all full-time professional employees in positions requiring a certificate from State Board for Educator Certification (SBEC) and nurses under probationary, term, or continuing contracts. Employees in all other positions are employed at-will or by a contract that is not subject to the procedures for nonrenewal or termination under Chapter 21 of the Texas Education Code. The paragraphs that follow provide a general description of the employment arrangements used by the district.

 

Probationary contracts. Nurses and full-time professional employees new to the district and employed in positions requiring SBEC certification must receive a probationary con­tract during their first year of employment. Former employees who are hired after at least a two-year lapse in district employment also may be employed by probationary contract. Probationary contracts are one-year contracts. The probationary period for those who have been employed in public schools for at least five of the eight years preceding employment with the district may not exceed one school year. For those with less experi­ence, the probationary period will be three school years (i.e., three one-year contracts) with an optional fourth school year if the board determines it is doubtful whether a term or continuing contract should be given.

 

Term and continuing contracts. Full-time professionals employed in positions requir­ing certification and nurses will be employed by term after they have successfully completed the probationary period. The probationary period will be one to four years.  Campus principals and central office administrators are employed under one‑year term contracts. The terms and conditions of employment are detailed in the contract and employment policies. All employees will receive a copy of their contract and employment policies.

 

Noncertified professional and administrative employees. Employees in professional and administrative positions that do not require SBEC certification (such as noninstruc­tional administrators) are employed by a one-year contract that is not subject to the proce­dures for nonrenewal or termination under the Texas Education Code.

 

Paraprofessional and auxiliary employees. All paraprofessional and auxiliary employ­ees, regardless of certification, are employed at will and not by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district.

 

Searches and alcohol and drug testing

Policy DHE

 

Non-investigatory searches in the workplace, including accessing an employee’s desk, file cabinets, or work area to obtain information needed for usual business purposes may occur when an employee is unavailable. Therefore, employees are hereby notified that they have no legitimate expectation of privacy in those places. In addition, the district reserves the right to conduct searches when there is reasonable cause to believe a search will uncover evidence of work-related misconduct. Such an investigatory search may include drug and alcohol testing if the suspected violation relates to drug or alcohol use. The district may search the employee, the employee’s personal items, work areas, lockers, and private vehicles parked on district premises or work sites or used in district business.

 

Suspicion Based Drug Testing

 

LISD employees, law enforcement officers, students, community members and parents may inform one of the authorized officials that they have observed an employee who demonstrates specific, contemporaneous, articulable evidence concerning the appearance, behavior, speech, or body odors, or indications of the chronic and withdrawal effects of controlled substances present in the employee.

 

Authorized officials shall determine whether the recommendation has merit based on specific training received on the physical, behavioral, speech, and performance indicators of probable alcohol misuse and use of controlled substances prior to implementing the medical examination. Prior to implementing the test, an authorized official will verify with the superintendent or designee the rationale for such a test. Receiving confirmation of the rationale from the superintendent or designee, the authorized official will proceed with the test.

 

NOTIFICATION

 

All employees will be informed at the beginning of the year that employees may be required to submit to a medical examination in the event an authorized official determines reasonable suspicion that merits such testing. Further, employees shall be informed of the medical examination procedures, possible consequences of the results of the tests, and consequences for refusal to submit to the medical examination. A record of this notice to employees and receipt of such notice shall be kept on file.

 

SUBMIT TO MEDICAL EXAM

 

Should an employee refuse to submit to a medical examination as authorized by the authorized official, the employee shall be suspended without pay pending a recommendation of termination consistent with Policy DCD or DFBA.

 

EXAMINIATION PROCEDURES

 

When an authorized official determines that there is reasonable suspicion of alcohol or controlled substance use and decides to conduct a medical examination to determine such use, evidence shall be collected from the employee in one of two ways: The sample will be collected by a health care professional from a laboratory that is SAMHSA certified, either on site at the school or by transporting the employee to the certified laboratory. Prior to sample collection, the employee will be asked to disclose all current medications and treatments. Such information shall be strictly confidential and shall be conveyed and held by the testing laboratory.

If it is impractical for a health care professional to collect the evidence, trained school employees shall collect the evidence necessary to conduct the medical examination. Evidence shall be collected as soon as possible after the determination of reasonable suspicion. Such evidence shall be a urine sample from the employee.

Collection of the evidence shall be performed in way to ensure as much as possible the dignity of the employee. Collection of the evidence shall be performed in a way to ensure the integrity of the evidence, consistent with standards established by the Substance Abuse and Mental Health Services Administration (SAMHSA).

Trained staff shall provide the employee with a specimen cup and send the employee to a prepared lavatory where toilet water is dyed blue and water to sinks is turned off. If the employee is unable to produce a specimen, school staff shall provide fluids to the employee and the employee shall wait in a controlled area until he or she can produce a specimen. Once the specimen is produced, the trained staff person shall check the temperature of the specimen to ensure the specimen is valid and no tampering has occurred. The staff member shall seal the specimen and the employee shall initial the specimen to ensure the chain of custody.

The collected evidence shall be conveyed to a medical laboratory certified by SAMHSA for testing. Tests conducted shall include the standard 10-panel test, though the authorized official based on specific, contemporaneous, articulable evidence may request additional tests.

 

TEST RESULTS AND CONSEQUENCES

 

Test results shall be delivered to the authorized official who implemented the test.

The results of the test shall be treated as confidential employee information, and placed in the employee’s file. The authorized official shall immediately notify the employee of the results, and call a meeting to discuss the consequences of the results.

Should the test results prove negative, that is, no evidence of use of alcohol or controlled substances are present as a result of the medical examination, the employee shall receive no consequences. Further, if the results prove negative, the employee shall not be referred for additional medical examinations for a period of at least 60 calendar days.

Should the test results prove positive, that is, evidence of use of alcohol or controlled substance is present as a result of the medical exam, a second test shall be administered by the laboratory using the same sample to confirm that the test results are positive. Should the confirmation test results prove positive, the authorized official will determine employee consequences using the following guidelines:

Alcohol or Prescribed Medicine Positive Test:

  If the test shows positive for alcohol consumption, but the employee is not at the time of the test under the influence of alcohol, there will be no consequences.

  If the test shows positive for a controlled substance that is a prescription medication, and the employee can produce a doctor’s prescription for the medication, there will be no consequences.

First Positive Test:

  If the test shows positive and the employee is under the influence of alcohol while at school or a school related event, or has used a controlled substance, the employee must show proof of receipt of drug counseling from a licenseddrug treatment center or a licensed counseling entity within ten calendar days of receiving the test results. The employee shall be placed on extended medical leave as described in Board Policy DEC (LOCAL) until such time as he or she can produce the evidence of receipt of counseling, but not more than ten days. If ten days expire without proof of receiving counseling, the employee shall be terminated consistent with Board Policy DCD or DFBA.

  If the employee enters counseling and demonstrates proof of counseling, the employee shall be reinstated. However, the employee will be subject to additional testing at the District’s discretion.

Second Positive Test:

  Should the employee test positive on a subsequent test, the employee shall be suspended without pay pending a recommendation of termination consistent with Policy DCD or DFBA.

 

Bus Drivers

 

Employees required to have a commercial driver’s license. Any employee who is required to have a commercial driver’s license (CDL) is subject to drug and alcohol test­ing. This includes all drivers who operate a motor vehicle designed to transport 16 or more people, counting the driver; drivers of large vehicles; or drivers of vehicles used in the transportation of hazardous materials. Teachers, coaches, or other employees who primarily perform duties other than driving are subject to testing requirements when their duties include driving.

 

Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted when reasonable suspicion exists, at random, when an employee returns to duty after engaging in prohibited conduct, and as a fol­low‑up measure. Testing may be conducted following accidents. Return‑to‑duty and fol­low‑up testing will be conducted when an employee who has violated the prohibited alcohol conduct standards or tested positive for alcohol or drugs returns to duty.

 

All employees required to have a CDL who are subject to alcohol and drug testing will receive a copy of the district’s policy, the testing requirements, and detailed information on alcohol and drug abuse and the availability of assistance programs. Employees with questions or concerns relating to alcohol and drug policies and related educational mate­rial should contact Andy Peters.

 

First aid and CPR certification

Policy DBA

 

Head marching band directors, head coaches, or chief sponsors of an extracurricular ath­letic activity (including cheerleading) that is sponsored or sanctioned by the district or University Interscholastic League (UIL) must maintain and submit to the district proof of current certification in first aid and cardiopulmonary resuscitation (CPR). Certification must be issued by the American Red Cross, the American Heart Association, or another organization that provides equivalent training and certification.

 

Reassignments and transfers

Policy DK

 

All personnel are subject to assignment and reassignment by the superintendent or desig­nee when the superintendent determines that the assignment or reassignment is in the best interest of the district. Reassignment is a transfer to another position, department, or facility that does not necessitate a change in the employment contract. Campus reassign­ments must be approved by the principal at the receiving campus except when reassign­ments are due to enrollment shifts or program changes. Extracurricular or supplemental duty assignments may be reassigned at any time. Employees who object to a reassign­ment may follow the district process for employee complaints as outlined in this hand­book and district policy DGBA (Local).

 

Employees with the required qualifications for a position may request a transfer to another campus or department. A written request for transfer must be completed and signed by the employee and the employee’s supervisor. Teachers requesting a transfer to another campus before the school year begins must submit their request by March 1st. Requests for transfer during the school year will be considered only when the change will not adversely affect students and after a replacement has been found. All transfer requests will be coordinated by the superintendent’s office and must be approved by the receiving supervisor.

 

Workload and work schedules

Policy DL

 

Professional employees. Professional and administrative employees are exempt from overtime pay and are employed on a 10-, 11-, or 12-month basis, according to the work schedules set by the district. A school calendar is adopted each year designating the work schedule for teachers and all school holidays. Notice of work schedules including required days of service and scheduled holidays will be distributed each school year.

 

Classroom teachers will have planning periods for instructional preparation and confer­ences. The schedule of planning periods is set at the campus level but must provide at least 450 minutes within each two-week period in blocks not less than 45 minutes. Teach­ers and librarians are entitled to a duty-free lunch period of at least 30 minutes. The dis­trict may require teachers to supervise students one day a week when no other personnel are available.

 

Paraprofessional and auxiliary employees. Support employees are employed at will and will be notified of the required duty days, holidays, and hours of work for their posi­tion on an annual basis. Paraprofessional and auxiliary employees are not exempt from overtime and are not authorized to work in excess of their assigned schedule without prior approval from their supervisor.

 

Notification of parents regarding qualifications

Policy DK, EHBD

 

In schools receiving Title I funds, the district is required by the No Child Left Behind Act (NCLB) to notify parents at the beginning of each school year that they may request information regarding the professional qualifications of their child’s teacher. NCLB also requires that parents be notified if their child has been assigned, or taught for four or more consecutive weeks by, a teacher who is not highly qualified.

 

Texas law also requires that parents be notified if their child is assigned for more than 30 consecutive days to a teacher who does not hold an appropriate teaching certificate. This notice is not required if parental notification under NCLB is sent. Inappropriately certi­fied or uncertified teachers include individuals serving with an emergency permit (including individuals waiting to take the EXCET exam) or individuals who do not hold any certificate or permit. No later than the 30th instructional day after the date of assign­ment the superintendent or designee will send a written notice to parents. Information relating to teacher certification will be made available to the public upon request.

 

Employees who have questions about their certification status can call Mr. Peters or Mrs. Taska.

 

 

Outside employment and tutoring

Policy DBF

 

Employees who wish to accept outside employment or engage in other activities for profit must submit a written request to the superintendent. Approval for outside employment will be determined by the superintendent and based on whether outside employment interferes with the duties of the regular assignment. Teachers are not allowed to privately tutor their students for pay, except during the summer months.

 

Performance evaluation

Policy DN, DNA, DNB

 

Evaluation of an employee’s job performance is a continuous process that focuses on improvement. Performance evaluation is based on an employee’s assigned job duties and other job-related criteria. All employees will participate in the evaluation process with their assigned supervisor at least annually. Written evaluations will be completed on forms approved by the district. Reports, correspondence, and memoranda also can be used to document performance information. All employees will receive a copy of their written evaluation, have a performance conference with their supervisor, and get the opportunity to respond to the evaluation.

 

Employee involvement

Policy BQA, BQB

 

At both the campus and district levels, Louise ISD offers opportunities for input in matters that affect employees. As part of the district’s planning and decision-making process, employees are elected to serve on district- or campus-level advisory committees. Plans and detailed information about the shared decision-making process are available in each campus office or from Mr. Peters.

 

Staff development

Policy DMA

 

Staff development activities are organized to meet the needs of employees and the        district. Staff development for instructional personnel is predominantly campus-based, related to achieving campus performance objectives, addressed in the campus improve­ment plan, and approved by a campus-level advisory committee. Staff development for non-instructional personnel is designed to meet specific licensing requirements (e.g., bus drivers) and continued employee skill development.

 

Individuals holding renewable SBEC certificates are responsible for obtaining the required training hours and maintaining appropriate documentation.

 

Compensation and benefits

 

Salaries, wages, and stipends

Policy DEA

 

Employees are paid in accordance with administrative guidelines and a pay structure established for each position. The district’s pay plans are reviewed by the administration each year and adjusted as needed. All district positions are classified as exempt or nonex­empt according to federal law. Professional and administrative employees are generally classified as exempt and are paid monthly salaries. They are not entitled to overtime com­pensation. Other employees are generally classified as nonexempt and are paid based on hourly wages or salary and receive compensatory time or overtime pay for each overtime hour worked beyond 40 in a workweek (See Over­time, page 16.)

 

All employees will receive written notice of their pay and work schedules before the start of each school year. Classroom teachers, full-time librarians, full-time nurses, and full-time counselors will be paid no less than the mini­mum state salary schedule. Contract employees who perform extracurricular or supple­mental duties may be paid a stipend in addition to their salary according to the district’s extra-duty pay schedule.

 

Employees should contact Mr. Peters or Mrs. Wagner for more information about the district’s pay schedules or their own pay.

 

Paychecks

 

All employees are paid monthly. Paychecks will not be released to any person other than the district employee named on the check.

 

An employee’s payroll statement contains detailed information including deductions, withholding information, and the amount of leave accumulated.

 

The schedule of pay dates for the 2006–2007 school year follows:

 

Tuesday, August 15, 2006

Friday, Sept. 15, 2006

Friday, Oct. 13, 2006

Wednesday, November 15, 2006

Friday, Dec. 15, 2006

Monday, Jan. 15, 2007

Thursday, Feb. 15, 2007

Thursday, Mar. 15, 2007

Friday, April 13, 2007

Tuesday, May 15, 2007

Friday, June 15, 2007

Friday, July 13, 2007

Wednesday, August 15, 2007

 

 

Automatic payroll deposit

 

Employees can have their paychecks electronically deposited into a designated account. A notification period of two-weeks is necessary to activate this service. With automatic deposit, an employee’s pay is immediately available on the pay date. Contact Mrs. Wagner for more information about the automatic payroll deposit service.

 

Payroll deductions

Policy CFEA

 

Automatic payroll deductions for the Teacher Retirement System of Texas (TRS) and federal income tax are required for all full-time employees. Medicare tax deductions also are required for all employees hired after March 31, 1986. Temporary and part-time employees who are not eligible for TRS membership must have their Social Security con­tributions deducted.

 

Other payroll deductions employees may elect include deductions for the employee’s share of premiums for health, dental, life, and vision insurance; annuities; higher educa­tion savings plans; and savings deposits and loan payments. Employees also may request payroll deduction for payment of membership dues to pro­fessional organizations. Salary deductions are automatically made for unauthorized or unpaid leave.

 

Overtime compensation

Policy DEA

 

The district compensates overtime for nonexempt employees in accordance with federal wage and hour laws. All employees are classified as exempt or nonexempt for purposes of overtime compensation. Professional and administrative employees are ineligible for overtime compensation. Only nonexempt employees (hourly employees and paraprofes­sional employees) are entitled to overtime compensation. Nonexempt employees are not authorized to work beyond their normal work schedule without advance approval from their supervisor.

 

Overtime is legally defined as all hours worked in excess of 40 hours weekly and is not measured by the day or by the employee’s regular work schedule. Employees who must work beyond their normal schedule but less than 40 hours per week will be compensated in straight-time pay or equivalent time off in the same workweek. Employees must work more than 40 total hours in a week to earn overtime compensation. For the purpose of calculating overtime, a workweek begins at 12:01 a.m. Saturday and ends at midnight Friday.

 

Employees may be compensated for overtime at time-and-a-half rate with compensatory time off (comp time) or direct pay. The following applies to all nonexempt employees:

 

·             Employees can accumulate up to 60 hours of compensatory time.

·             Comp time must be used in the duty year that it is earned.

·             Use of comp time may be at the employee’s request with supervisor approval as workload permits.

 

An employee may be required to use comp time before using any other available paid leave (e.g., sick, personal, vacation).

Weekly time sheets will be maintained on all nonexempt employees for the           purpose of wage and salary administration.

 

Travel expense reimbursement

Policy DEE

 

Before any travel expenses are incurred by an employee, the employee’s supervisor and superintendent must give approval. For approved travel, employees will be reimbursed for mileage and other travel expenditures according to the current rate schedule estab­lished by the district. Employees must submit receipts, to the extent possible, to be reim­bursed for expenses other than mileage.  Meals will only be reimbursed when traveling overnight. Employees are encouraged to use district vehicles whenever possible.  Mileage must be “pre-approved.”

 

Mileage                                  35 cents per mile

Airfare                                    Coach

Lodging                                 Actual expense – expense over $80 per night must be approved by the superintendent in advance.

Employee Meals                   Breakfast               Up to $   7.00

                                                Lunch                     Up to $   9.00

                                                Dinner                    Up to $ 11.00

 

Meals will be reimbursed only when:

·                     an overnight stay is required,

·                     traveling on business extends the workday beyond the dinner hour; or

·                     a meal/banquet is held in conjunction with a conference workshop, and

·                     receipts are turned in to the business office within 30 days of the workshop.

 

 

Health, dental, and life insurance

Policy CRD

 

Group health insurance coverage is provided through TRS-ActiveCare, the statewide public school health insurance program. The district’s contribution to employee insur­ance premiums is determined annually by the board of trustees. Employees eligible for health insurance coverage include the following:

 

·             Employees who are active, contributing TRS members

·             Employees who are not contributing TRS members and who are regularly sched­uled to work at least 10 hours per week

 

TRS retirees and employees who are not contributing TRS members that are regularly scheduled to work less than 10 hours per week are not eligible to participate in TRS-Active Care.

 

The insurance plan year is from September 1 through August 31. Current employees can make changes in their insurance coverage during open enrollment each spring. Detailed descriptions of insurance coverage, employee cost, and eligibility requirements are pro­vided to all employees in a separate booklet. Employees should contact Pam Wagner for more information.

 

Supplemental insurance benefits

Policy CRG

 

At their own expense, employees may enroll in supplemental insurance programs. Premiums for these programs can be paid by payroll deduction. Employees should contact Mrs. Wagner for more information.

 

Cafeteria plan benefits (Section 125)

 

Employees may be eligible to participate in the Cafeteria Plan (Section 125) and, under IRS regulations, must either accept or reject this benefit. This plan enables eligible employees to pay certain insurance premiums on a pretax basis (i.e., disability, accidental death and dismemberment, cancer and dread disease, dental and additional term life insurance). First Financial Group, a third-party administrator handles employee claims made on these accounts. See http://www.ffga.com/ for additional information or contact Mrs. Wagner in the central office.

 

New employees must accept or reject this benefit during their first month of employment. All employees must accept or reject this benefit on an annual basis and during the speci­fied time period.

 

Workers’ compensation insurance

Policy CRE

 

The district, in accordance with state law, provides workers’ compensation benefits to employees who suffer a work-related illness or are injured on the job. The district has workers’ compensation coverage.  Benefits help pay for medical treatment and make up for part of the income lost while recovering. Specific benefits are prescribed by law depending on the circumstances of each case.

 

All work-related accidents or injuries should be reported immediately to your immediate supervisor and Pam Wagner. Employees who are unable to work because of a work-related injury will be notified of their rights and responsibilities under the Texas Labor Code. See Workers’ compensation benefits, page 24 for information on use of paid leave for such absences.

 

Unemployment compensation insurance

Policy CRF

 

Employees who have been laid off or terminated through no fault of their own may be eligible for unemployment compensation benefits under the Texas Unemployment Com­pensation Act. Employees are not eligible to collect unemployment benefits during regu­larly scheduled breaks in the school year or the summer months if they have employment contracts or reasonable assurance of returning to service. Employees with questions about unemployment benefits should contact Mrs. Wagner.

 

Teacher retirement

 

All personnel employed on a regular basis for at least one-half of the normal work sched­ule are members of the Teacher Retirement System of Texas (TRS). Substitutes not receiv­ing TRS service retirement benefits who work at least 90 days a year are also eligible for TRS membership and to purchase a year of creditable service. TRS provides members with an annual statement of their account showing all deposits and the total account bal­ance for the year ending August 31, as well as an estimate of their retirement benefits.

 

Employees who plan to retire under TRS should notify Mrs. Wagner as soon as pos­sible. Information on the application procedures for TRS benefits are available. Additional inquiries should be addressed to: Teacher Retirement System of Texas, 1000 Red River Street, Austin, TX 78701-2698, or call 800-223-8778 or 512-542-6400. TRS information is also available on the Web ( www.trs.state.tx.us ). See page 9 for information on restrictions of employment of retirees in Texas public schools.

 

Other benefit programs

Policy DEB

 

You will be issued a Louise ISD athletic pass that will entitle you and your spouse to attend all athletic functions at our site.   We encourage all employees to support the efforts of our student athletes.

 

Leaves and absences

Policy DEC

 

The district offers employees paid and unpaid leaves of absence in times of personal need. This handbook describes the basic types of leave available and restrictions on leaves of absence. Employees who have personal needs that will require long leaves of absence should call Mrs. Wagner for counseling about leave options, continuation of benefits, and communicating with the district.

 

Employees who take an unpaid leave of absence may continue their insurance benefits at their own expense. Health care benefits for employees on leave authorized under the Family and Medical Leave Act will be paid by the district as they were when they were working. Otherwise, the district does not make benefit contributions for employees who are not on active payroll status.

 

Employees must follow district and department or campus procedures to report or request any leave of absence and complete the appropriate leave request form. Any employee who is absent more than five days because of a personal or family illness must submit a medical certification from a qualified health care provider confirming the specific dates of the illness, the reason for the illness, and—in the case of personal illness—the employee’s fitness to return to work.

 

Personal and local sick leave is earned on an accrual basis. If an employee leaves the district before the end of the work year, the cost of any unearned leave days taken shall be deducted from the employee’s final paycheck.

 

Personal leave

 

State law entitles all employees to five days of paid personal leave per year. Personal leave is earned at a rate of one-half per 18 days of work. A day of earned personal leave is equivalent to an assigned workday. There is no limit on the accumulation of state personal leave, and it can be transferred to other Texas school districts and is generally transferable to education service centers. There are two types of personal leave: nondiscretionary and discretionary.

 

Nondiscretionary. Leave that is taken for personal or family illness, emergency, a death in the family, or active military service is considered nondiscretionary leave. This type of leave allows very little or no advance planning and will be granted to employees in the same manner as sick leave.

 

Discretionary. Leave that is taken at an employee’s discretion and that can be scheduled in advance is considered discretionary leave. An employee wishing to take discretionary personal leave must submit a notice of the request five days in advance of the antici­pated absence to his or her principal or supervisor. Discretionary personal leave will be granted on a first-come, first-served basis. The effect of the employee’s absence on the educational program or department operations, as well as the availability of substitutes, will be considered by the principal or supervisor. Use of discretionary leave shall be considered granted unless the principal (or her designee) or supervisor notifies the employee to the contrary within 24 hours of receipt of the request.

 

Leave shall not be allowed on the day before a school holiday, the day after a school holiday, days scheduled for end-of-semester or end-of-year exams, days scheduled for TAKS tests or professional or staff development days.  The duration of the leave cannot exceed three consecutive workdays.

 

Sick leave

 

Previously accumulated state sick leave is available for use and may be transferred to other school districts in Texas. Sick leave can be used only in ½ day increments except when coordinated with family and medical leave taken on an intermittent or reduced-schedule basis or when coordinated with workers’ compensation benefits.

 

If an employee uses more sick leave than he or she has earned, the cost of unearned sick leave will be deducted from the employee’s next paycheck.

 

Sick leave may be used for the following reasons only:

 

·             Employee illness

·             Illness in the employee’s immediate family

·             Family emergency (i.e., natural disasters or life-threatening situations)

·             Death in the immediate family

·             Active military service

 

Local Sick leave

In addition, beginning this year, the district allows employees to earn five additional local sick leave days.  Local leave is earned at a rate of one half a work day per 18 days of work. A day of earned local leave is equivalent to an assigned workday.  You can accumulate up to 20 local leave days.

 

Sick leave Pool

 

A sick leave pool can be established when an employee has a serious illness or complications resulting from pregnancy or a serious illness in the family.   To establish a pool, all available paid leave must be exhausted.  For more information contact Mrs. Wagner.

 

Temporary disability

 

Certified employees. Any full-time employee whose position requires certification from the State Board for Educator Certification (SBEC) is eligible for temporary disability leave. The purpose of temporary disability leave is to provide job protection to full-time educators who cannot work for an extended period of time because of a mental or physi­cal disability of a temporary nature. A full-time educator may request to be placed on temporary disability leave or be placed on leave. Pregnancy and conditions related to pregnancy are treated the same as any other temporary disability.

 

Employees must request approval for temporary disability leave. The leave request must be accompanied by a physician’s statement confirming the employee’s inability to work and estimating a probable date of return. If disability leave is approved, the length of leave is no longer than 180 days. If disability leave is not approved, the employee must return to work or be subject to termination procedures.

 

If an employee is placed on temporary disability leave involuntarily, he or she has the right to request a hearing before the board of trustees. The employee may protest the action and present additional evidence of fitness to work.

 

When an employee is ready to return to work, the campus principal and superintendent should be notified at least 30 days in advance. The return-to-work notice must be accompanied by a physi­cian’s statement confirming that the employee is able to do the job. Professional employ­ees returning from leave will be reinstated to the school to which they were previously assigned as soon as an appropriate position is available. If a position is not available before the end of the school year, professional employees will be reinstated at the begin­ning of the following school year.

 

Family and medical leave

 

Employees who have been employed by the district for at least 12 months and have worked at least 1,250 hours in the 12 months immediately preceding the need for leave are eligible for family and medical leave. Eligible employees can take up to 12 weeks of unpaid leave each year beginning August 9 for the follow­ing reasons:

 

·             The birth, adoption, or foster placement of a child

·             To care for a spouse, parent, or child with a serious health condition

·             An employee’s serious health condition

 

A husband and wife who are both employed by the district are subject to limits in the amount of leave that they can take to care for a parent with a serious health condition or for the birth, adoption, or foster placement of a child.

 

Eligible employees are entitled to continue their health care benefits under the same terms and conditions as when they were on the job and are entitled to return to their pre­vious job or an equivalent job at the end of their leave. Under some circumstances, teach­ers who are able to return to work at or near the conclusion of a semester may be required to continue their leave until the end of the semester.

 

Family and medical leave runs concurrently with accrued sick and personal leave, tempo­rary disability leave, and absences due to a work-related illness or injury. The district will designate the leave as family and medical leave, if applicable, and notify the employee that accumulated leave will run concurrently.

 

In some circumstances, employees may take family and medical leave in blocks of time or by reducing their normal weekly or daily work schedule. Intermittent leave may be taken under the following circumstances:

 

·             An employee is needed to care for a seriously ill spouse, child, or parent

·             An employee requires medical treatment for a serious illness

·             An employee is seriously ill and unable to work

·             An employee becomes a parent or has a foster child placed in his or her home

 

When the need for family and medical leave is foreseeable, employees who want to use it must provide 30-day advance notice of their need. When the need for leave is not foresee­able, employees must contact Mrs. Wagner as soon as possible. Employees may be required to provide the following:

 

·             Medical certification from a qualified health care provider supporting the need for leave due to a serious health condition affecting the employee or an immediate family member

·             Second or third medical opinions and periodic recertification of the need for leave

·             Periodic reports during the leave regarding the employee’s status and intent to return to work

·             Medical certification from a qualified health care provider at the conclusion of leave of an employee’s ability to return to work

 

Employees requiring family and medical leave should contact Mrs. Wagner for details on eligibility, requirements, and limitations.

 

Workers’ compensation benefits

 

An employee absent from duty because of a job-related illness or injury may be eligible for workers’ compensation weekly income benefits if the absence exceeds seven calendar days.

 

An employee receiving workers’ compensation wage benefits for a job-related illness or injury may choose to use accumulated sick leave or any other paid leave benefits. An employee choosing to use paid leave will not receive workers’ compensation weekly income benefits until all paid leave is exhausted or to the extent that paid leave does not equal the pre-illness or -injury wage. If the use of paid leave is not elected, then the employee will only receive workers’ compensation wage benefits for any absence result­ing from a work-related illness or injury, which may not equal his or her pre-illness or       -injury wage.

 

Assault leave

 

Assault leave provides extended job income and benefits protection to an employee who is injured as the result of a physical assault suffered during the performance of his or her job. An injury is treated as an assault if the person causing the injury could be prosecuted for assault or could not be prosecuted only because that person’s age or mental capacity renders the person non-responsible for purposes of criminal liability.

 

An employee who is physically assaulted at work may take all the leave time medically necessary (up to two years) to recover from the physical injuries he or she sustained. At the request of an employee, the district will immediately assign the employee to assault leave. Days of leave granted under the assault leave provision will not be deducted from accrued personal leave and must be coordinated with workers’ compensation benefits. Upon investigation the district may change the assault leave status and charge leave used against the employee’s accrued paid leave. The employee’s pay will be deducted if accrued paid leave is not available.

 

Bereavement leave

 

Use of state and/or local leave for death in the immediate family shall not exceed five workdays per occurrence, subject to the approval of the District.

 

Jury duty

 

Employees will receive leave with pay and without loss of accumulated leave for jury duty. Employees must present documentation of the service to Mrs. Taska.

 

Other court appearances

 

Employees will be granted paid leave to comply with a valid subpoena to appear in a civil, criminal, legislative, or administrative proceeding. Other absences for court appear­ances related to an employee’s personal business must be taken as personal leave or leave without pay (if no personal leave is available). Employees may be required to submit documentation of their need for leave for court appearances.

 

Military leave

 

Paid leave for military service. Any employee who is a member of the Texas National Guard, Texas State Guard, or reserve component of the armed forces will be granted a paid leave of absence without loss of any accumulated leave for authorized training or duty orders. Paid military leave will not exceed 15 days per year. In addition, an employee is entitled to use available state and local personal or sick leave during a time of active military service.

 

Reemployment after military leave. Employees who leave the district to enter into the United States uniformed services or ordered to active state military duty (Texas National Guard or Texas State Guard) may return to employment if they are honorably discharged. Employees who wish to return to the district will be reemployed in the position they would have held if employment had not been interrupted or reassigned to an equivalent or similar position provided they are still qualified to perform the required duties. To be eli­gible for reemployment, employees must provide notice of their obligation or intent to perform military service, provide evidence of honorable discharge or release, and submit an application for reemployment to Mr. Peters.

 

Continuation of health insurance. Employees who perform service in the uniformed services may elect to continue their health plan coverage at their own cost for a period not to exceed 24 months. Employees should contact Mrs. Wagner for details on eligibil­ity, requirements, and limitations.

 

 

When All Leave is Gone

 

When an employee runs out of all leave, the board will take action necessary to terminate employment.

 

Employee relations and communications

 

Employee recognition and appreciation

Policy DJ

 

Continuous efforts are made throughout the year to recognize employees who make an extra effort to contribute to the success of the district. Employees are recognized at board meetings, in the district newsletter, via email, and through special events and activities.

 

District communications

 

Throughout the school year, the central office publishes newsletters, bro­chures, fliers, calendars, news releases, and other communication materials. These publications offer employees and the community information pertaining to school activi­ties and achievements.

 

The high school BCIS II class also publishes a newsletter.  For more information, please contact Mr. Jackson.

 

 

Complaints and grievances

Policy DGBA

 

In an effort to hear and resolve employee concerns or complaints in a timely manner and at the lowest administrative level possible, the board has adopted an orderly process that all employees must follow. Employees are encouraged to discuss their concerns or com­plaints with their supervisors or an appropriate administrator at any time.

 

The formal process provides all employees with an opportunity to be heard up to the highest level of management if they are dissatisfied with an administrative response. Once all administrative procedures are exhausted, employees can bring concerns or com­plaints to the board of trustees. For ease of reference, the district’s policy concerning the process of bringing concerns and complaints is located in Board Policy, DGBA(LOCAL)

 

 

Employee conduct and welfare

 

Standards of conduct

Policy DH

 

All employees are expected to work together in a cooperative spirit to serve the best interests of the district and to be courteous to students, one another, and the public. Employees are expected to observe the following standards of conduct:

 

·             Recognize and respect the rights of students, parents, other employees, and mem­bers of the community.

·             Maintain confidentiality in all matters relating to students and coworkers.

·             Report to work according to the assigned schedule.

·             Notify their immediate supervisor in advance or as early as possible in the event that they must be absent or late. Unauthorized absences, chronic absenteeism, tar­diness, and failure to follow procedures for reporting an absence may be cause for disciplinary action.

·             Know and comply with department and district policies and procedures.

·             Express concerns, complaints, or criticism through appropriate channels.

·             Observe all safety rules and regulations and report injuries or unsafe conditions to a supervisor immediately.

·             Use district time, funds, and property for authorized district business and activities only.

 

All district employees should perform their duties in accordance with state and federal law, district policies and procedures, and ethical standards. Violation of policies, regula­tions, or guidelines may result in disciplinary action, including termination. Alleged inci­dents of certain misconduct by educators, including having a criminal record, must be reported to SBEC not later than the seventh day the superintendent first learns of the inci­dent. See 38 the State Board for Educator Certification, page 38 for additional information.

 

The Code of Ethics and Standard Practices for Texas Educators, adopted by the State Board for Educator Certification, which all district employees must adhere to, is reprinted below:

 

Code of Ethics and Standard Practices for Texas Educators

 

Statement of Purpose

 

The Texas educator shall comply with standard practices and ethical conduct toward students, professional colleagues, school officials, parents, and members of the community and shall safeguard academic freedom. The Texas educator, in maintain­ing the dignity of the profession, shall respect and obey the law, demonstrate per­sonal integrity, and exemplify honesty. The Texas educator, in exemplifying ethical relations with colleagues, shall extend just and equitable treatment to all members of the profession. The Texas educator, in accepting a position of public trust, shall mea­sure success by the progress of each student toward realization of his or her poten­tial as an effective citizen. The Texas educator, in fulfilling responsibilities in the community, shall cooperate with parents and others to improve the public schools of the community.

 

Professional Standards

 

1. Professional Ethical Conduct, Practices, and Performance

 

Standard 1.1  The educator shall not knowingly engage in deceptive practices regarding official policies of the school district or educational institution.

      Standard 1.2  The educator shall not knowingly misappropriate, divert, or use monies, person­nel, property, or equipment committed to his or her charge for personal gain or advantage.

Standard 1.3  The educator shall not submit fraudulent requests for       reimbursement, expenses, or pay.

Standard 1.4  The educator shall not use institutional or professional privileges for personal or partisan advantage.

Standard 1.5  The educator shall neither accept nor offer gratuities, gifts, or favors that impair professional judgment or to obtain special advantage. This standard shall not restrict the acceptance of gifts or tokens offered and accepted openly from stu­dents, parents, or other persons or organizations in recognition or appreciation of service.

Standard 1.6  The educator shall not falsify records, or direct or coerce others to do so.

Standard 1.7  The educator shall comply with state regulations, written local school board poli­cies, and other applicable state and federal laws.

Standard 1.8  The educator shall apply for, accept, offer, or assign a position or a responsibility on the basis of professional qualifications.

 

2. Ethical Conduct toward Professional Colleagues

 

Standard 2.1  The educator shall not reveal confidential health or personnel information con­cerning colleagues unless disclosure serves lawful professional purposes or is required by law.

Standard 2.2  The educator shall not harm others by knowingly making false statements about a colleague or the school system.

Standard 2.3  The educator shall adhere to written local school board policies and state and federal laws regarding the hiring, evaluation, and dismissal of personnel.

Standard 2.4  The educator shall not interfere with a colleague's exercise of political, profes­sional, or citizenship rights and responsibilities.

Standard 2.5  The educator shall not discriminate against or coerce a     colleague on the basis of race, color, religion, national origin, age, sex, disability, or family status.

Standard 2.6  The educator shall not use coercive means or promise of special treatment in order to influence professional decisions or colleagues.

Standard 2.7  The educator shall not retaliate against any individual who has filed a complaint with the SBEC under this chapter.

 

3. Ethical Conduct toward Students

 

Standard 3.1  The educator shall not reveal confidential information        concerning students unless disclosure serves lawful professional purposes or is required by law.

Standard 3.2  The educator shall not knowingly treat a student in a manner that adversely affects the student's learning, physical health, mental health, or safety.

Standard 3.3  The educator shall not deliberately or knowingly misrepresent facts regarding a student.

Standard 3.4  The educator shall not exclude a student from participation in a program, deny benefits to a student, or grant an advantage to a student on the basis of race, color, sex, disability, national origin, religion, or family status.

Standard 3.5  The educator shall not engage in physical mistreatment of a student.

Standard 3.6  The educator shall not solicit or engage in sexual conduct or a romantic relation­ship with a student.

Standard 3.7  The educator shall not furnish alcohol or illegal/unauthorized drugs to any stu­dent or knowingly allow any student to consume alcohol or illegal/unauthorized drugs in the presence of the educator.

 

Dress Professionally

In general, dress professionally.  You are a role model for appropriate dress and behavior.  I will accept blue jeans as long as they are neat.  Shorts should not be worn.  Skirts should be no shorter than the midpoint between the fingertips and the knee in length.  No male earrings are allowed.  Males’ hair length shall not cover the collar.  Coaches and PE personnel must wear warm ups when their duties take them from their coaching areas.  Flip flops should not be worn. 

 

Duty Schedule

Faculty members are expected to accept their share of responsibilities for the supervision of students at times when staff members are not teaching classes. Consideration will be given to each teacher regarding desired days for duty.  Each staff member is expected to accept full responsibility for being on duty as scheduled by the principal.

 

 

Harassment

Policies DH, DIA

 

Employees shall not engage in prohibited harassment, including sexual harassment, of other employees or students. While acting in the course of their employment, employees shall not engage in prohibited harassment of other persons, including board members, vendors, contractors, volunteers, or parents. A substantiated charge of harassment will result in disciplinary action.

 

Employees who believe they have been harassed are encouraged to promptly report such incidents to the campus principal, supervisor, or appropriate district official. If the cam­pus principal or supervisor is the subject of a complaint, the employee should report the complaint directly to the superintendent.

 

The district’s policy that includes definitions and procedures for reporting and investigat­ing harassment are located DIA(LOCAL).

 

Harassment of students

Policies DH, FFG, FFH

 

Sexual and other harassment of students by employees are forms of discrimination and are prohibited by law. Employees who suspect a student may have experienced prohib­ited harassment are obligated to report their concerns to the campus principal or other appropriate district official. All allegations of prohibited harassment or abuse of a student will be reported to the student’s parents and promptly investigated. An employee who knows of or suspects child abuse must also report his or her knowledge or suspicion to the appropriate authorities, as required by law. See Reporting suspected child abuse, page 30 for additional information.

The district’s policy that includes definitions and procedures for reporting and investigat­ing harassment of students are available at FFH (Local).

 

Alcohol and Drug-abuse prevention

Policies DH, DI

 

Louise ISD is committed to maintaining a drug-free environment and will not tolerate the use of illegal drugs in the workplace. Employees who use or are under the influence of alcohol or illegal drugs as defined by the Texas Controlled Substances Act during working hours may be dismissed. The district’s policy regarding employee drug use see DH (Local) and DI (Exhibit)

 

 

Reporting suspected child abuse

Policy DG, DH, FFG, GRA

 

All employees are required by state law to report any suspected child abuse or neglect to a law enforcement agency, Child Protective Services, or appropriate state agency (e.g., state agency operating, licensing, certifying, or registering a facility) within 48 hours of the event that led to the suspicion. Reports to Child Protective Services can be made to a local office or to the Texas Abuse Hotline (800-252-5400). State law speci­fies that an employee may not delegate to or rely on another person to make the report.

 

Under state law, any person reporting or assisting in the investigation of reported child abuse or neglect is immune from liability unless the report is made in bad faith or with malicious intent. In addition, the district is prohibited from retaliating against an employee who, in good faith, reports child abuse or neglect or who participates in an investigation regarding an allegation of child abuse or neglect.

 

An employee’s failure to report suspected child abuse may result in prosecution for the commission of a Class B misdemeanor. In addition, a certified employee’s failure to report suspected child abuse may result in disciplinary procedures by SBEC for a viola­tion of the Code of Ethics and Standard Practices for Texas Educators.

 

Employees who suspect that a student has been or may be abused or neglected should also report their concerns to the campus principal. This includes students with disabilities who are no longer minors. Employees are not required to report their concern to the prin­cipal before making a report to the appropriate agencies. In addition, employees must cooperate with child abuse and neglect investigators. Reporting the concern to the princi­pal does not relieve the employee of the requirement to report to the appropriate state agency. Interference with a child abuse investigation by denying an interviewer’s request to interview a student at school or requiring the presence of a parent or school administra­tor against the desires of the duly authorized investigator is prohibited.

 

Fraud and financial impropriety

Policy DG, CAA

 

All employees should act with integrity and diligence in duties involving the district’s financial resources. The district prohibits fraud and financial impropriety, as defined below. Fraud and financial impropriety includes, but is not limited to, the following:

 

·             Forgery or unauthorized alteration of any document or account belonging to the district

·             Forgery or unauthorized alteration of a check, bank draft, or any other financial document

·             Misappropriation of funds, securities, supplies, or other district assets, including employee time

·             Impropriety in the handling of money or reporting of district financial transactions

·             Profiteering as a result of insider knowledge of district information or activities

·             Unauthorized disclosure of confidential or proprietary information to outside par­ties

·             Unauthorized disclosure of investment activities engaged in or contemplated by the district

·             Accepting or seeking anything of material value from contractors, vendors, or other persons providing services or materials to the district

·             Destroying, removing, or inappropriately using records, furniture, fixtures, or equipment

·             Failing to provide financial records required by state or local entities

·             Failure to disclose conflicts of interest as required by policy

·             Any other dishonest act regarding the finances of the district

 

Conflict of interest

Policy BBFA, DBD

 

Employees are required to disclose to their supervisor any situation that creates a poten­tial conflict of interest with proper discharge of assigned duties and responsibilities or creates a potential conflict of interest with the best interests of the district. This includes the following:

·             A personal financial interest

·             A business interest

·             Any other obligation or relationship

 

An employee with a substantial interest in a business entity or interest in real property must disclose the interest to the district prior to the award of a contract or authorization of payment. This is done by filing an affidavit with the superintendent’s office. An employee is also con­sidered to have substantial interest if a close family member (e.g., spouse, parent, child, or spouse’s parent or child) has a substantial interest.

 

Gifts and favors

Policy DBD

 

Employees may not accept gifts or favors that could influence, or be construed to influ­ence, the employee’s discharge of assigned duties. The acceptance of a gift, favor, or ser­vice by an administrator or teacher that might reasonably tend to influence the selection of textbooks may result in prosecution of a Class B misdemeanor offense. This does not include staff development, teacher training, or instructional materials, such as maps or worksheets, that convey information to students or contribute to the learning process.

 

Associations and political activities

Policy DGA

 

The district will not directly or indirectly discourage employees from participating in political affairs or require any employee to join any group, club, committee, organization, or association. Employees may join or refuse to join any professional association or orga­nization.

 

An individual’s employment will not be affected by membership or a decision not to be a member of any employee organization that exists for the purpose of dealing with employ­ers concerning grievances, labor disputes, wages, rates of pay, hours of employment, or conditions of work.

 

Safety

Policy CK

 

The district has developed and promotes a comprehensive program to ensure the safety of its employees, students, and visitors. The safety program includes guidelines and proce­dures for responding to emergencies and activities to help reduce the frequency of acci­dents and injuries. To prevent or minimize injuries to employees, coworkers, and students and to protect and conserve district equipment, employees must comply with the following requirements:

 

·             Observe all safety rules.

·             Keep work areas clean and orderly at all times.

·             Immediately report all accidents to their supervisor.

·             Operate only equipment or machines for which they have training and authoriza­tion.

 

Employees with questions or concerns relating to safety programs and issues can contact Mr. Peters.

 

Tobacco use

Policies DH, GKA, FNCD

 

Smoking or using tobacco products is prohibited on all district-owned property and at school-related or school-sanctioned activities, on or off campus. This includes all build­ings, playground areas, parking facilities, and facilities used for athletics and other activ­ities. Drivers of district-owned vehicles are prohibited from smoking while inside the vehicle. Notices stating that smoking is prohibited by law and punishable by a fine are displayed in prominent places in all school buildings.

 

Employee arrests and convictions

Policy DH

 

An employee who is arrested for any felony or any offense involving moral turpitude must report the arrest to the principal or immediate supervisor within three calendar days of the arrest. An employee who is convicted of or receives deferred adjudication for such an offense must also report that event to the principal or immediate supervisor within three days of the event. Moral turpitude includes, but is not limited to, the following:

 

·             Dishonesty

·             Fraud

·             Deceit

·             Theft

·             Misrepresentation

·             Deliberate violence

·             Base, vile, or depraved acts that are intended to arouse or gratify the sexual desire of the actor

·             Drug- or alcohol-related offenses

·             Acts constituting abuse under the Texas Family Code

 

Possession of firearms and weapons

Policies FNCG, GKA

 

Employees, visitors, and students are prohibited from bringing firearms, knives, clubs or other prohibited weapons onto school premises (i.e., building or portion of a building) or any grounds or building where a school-sponsored activity takes place. To ensure the safety of all persons, employees who observe or suspect a violation of the district’s weapons policy should report it to their supervisors or call Mr. Peters immediately.

 

Visitors in the workplace

Policy GKC

 

All visitors are expected to enter any district facility through the main entrance and sign in or report to the building’s main office. Authorized visitors will receive directions or be escorted to their destination. Employees who observe an unauthorized individual on the district premises should immediately direct him or her to the building office or contact the administrator in charge.

 

Copyrighted materials

Policy EFE

 

Employees are expected to comply with the provisions of copyright law relating to the unauthorized use, reproduction, distribution, performance, or display of copyrighted materials (i.e., printed material, videos, computer data and programs, etc.). Rented video­tapes are to be used in the classroom for educational purposes only. Duplication or back­ups of computer programs and data must be made within the provisions of the purchase agreement.

 

Computer use and data management

Policy CQ

 

The district’s electronic communications systems, including its network access to the Internet, is primarily for administrative and instructional purposes. Limited personal use of the system is permitted if the use:

 

·             Imposes no tangible cost to the district

·             Does not unduly burden the district’s computer or network resources

·             Has no adverse effect on job performance or on a student’s academic performance

 

Electronic mail transmissions and other use of the electronic communications systems are not confidential and can be monitored at any time to ensure appropriate use.

 

Employees and students who are authorized to use the systems are required to abide by the provisions of the district’s communications systems policy and administrative proce­dures. Failure to do so can result in suspension or termination of privileges and may lead to disciplinary action. Employees with questions about computer use and data manage­ment can contact Mr. Ken Raska.

 

Asbestos management plan

Policy CKA

 

The district is committed to providing a safe environment for employees. An accredited management planner has developed an asbestos management plan for each piece of   district property. A copy of the district’s management plan is kept in the superintendent’s office and is available for inspection during normal business hours.  Mr. Jim Obenhaus is the district asbestos management contact.

 

Pest control treatment

Policy DI, CLB

 

Employees are prohibited from applying any pesticide or herbicide without appropriate training and prior approval of the integrated pest management (IPM) coordinator. Any application of pesticide or herbicide must be done in a manner prescribed by law and the district’s integrated pest management program.

 

Notices of planned pest control treatment will be posted in a district building 48 hours before the treatment begins. Notices are generally located on bulletin boards and front entrances. Pest con­trol information sheets are available from campus principals or facility managers upon request.

 

 

General procedures

Bad weather closing

Policy CKC

 

The district may close schools because of bad weather or emergency conditions. When such conditions exist, the superintendent will make the official decision concerning the closing of the district’s facilities. When it becomes necessary to open late or to release students early, the following radio and television stations will be notified by school offi­cials:

 

KULP             Mid Coast Cable 65

 

E-Mail                                                                                                            

The district has made a substantial investment in technology.  Every professional employee will be given a district email address that can be accessed outside of our local network.  Teachers are encouraged to use email to communicate with other staff members and parents of students.  District employees are reminded that the email system is operated by the district and that the content of email can be managed by the district. 

 

Emergencies

Policy CKC

 

All employees should be familiar with the evacuation diagrams posted in their work areas. Fire, tornado, and other emergency drills will be conducted to familiarize employ­ees and students with evacuation procedures. Fire extinguishers are located throughout all district buildings. Employees should know the location of the extinguishers nearest their place of work and how to use them.

 

Fire drills and disaster drills

 

Periodic severe weather drills will held to ensure that students and faculty can respond properly when an actual tornado or sever thunderstorm approaches.  The hallways will be used.  Keep away from doors.  In a case of a natural disaster, students are to go to the hall.  Once in the hall they should sit down facing the wall, placing their heads between their knees and their hands behind their heads.

 

Drills are conducted to insure the proper response of everyone in the event of fire or other situations requiring emergency actions.  At the time of the alarm each room will be evacuated according to the instruction of the teacher in charge, and there will be no talking during the fire drill procedure.  Teachers should close windows and doors, turning off all lights.  In leaving the building, students are expected to be quiet, orderly and move at a safe speed.

 

Each teacher is to stay with his/her class at all times.  Each teacher should take an class roster with them when they leave the building. 

 

Cafeteria

Employees are encouraged to utilize the cafeteria for their breakfast and lunch needs.  The employees should monitor their cafeteria account balances and not exceed $50.00 per family.  Payment is expected on a monthly basis.  The current prices are $2.75 for lunches and $1.25 for breakfasts. 

 

Grading

Assignments, tests, projects, classroom activities, and other instructional activities shall be designed so that the student’s performance indicates the level of mastery of the designated district objectives.  Students’ academic achievement shall be based on the degree of mastery of the TEKS for a particular course.   The district expects all students, except handicapped students whose individual education plan (IEP)  provides for alternate achievement standards, demonstrate an acceptable mastery level of the TEKS for sufficient successful performance at their grade level.  A number of assignments and weights for assignments will be set by the campus administration.

 

All grading must be documented in the electronic grade book program.  Deadlines for grades to be submitted must be adhered to as announced.  Questions about the grade book program can be directed towards Mrs. Danette Wendell.

 

 

Purchasing procedures

Policy CH

 

All requests for purchases must be submitted to the business office on an official district purchase order (PO) form with the appropriate approval signatures. No purchases, charges, or commitments to buy goods or services for the district can be made without a PO number. The district will not reimburse employees or assume responsibility for purchases made without authorization. Employees are not permitted to purchase supplies or equipment for personal use through the district’s business office. Contact Pam Wagner for additional information on purchasing procedures.

 

Name and address changes

 

It is important that employment records be kept up to date. Employees must notify the central office if there are any changes or corrections to their name, home address, home telephone number, marital status, emergency contact, or beneficiary. Forms to process a change in personal information can be obtained from Mrs. Taska.

 

Personnel records

Policy GBA

 

Most district records, including personnel records, are public information and must be released upon request. Employees may choose to have the following personal informa­tion withheld:

 

·             Address

·             Phone number

·             Social Security number

·             Information that reveals whether they have family members

 

The choice to not allow public access to this information may be done at anytime by sub­mitting a written request to Mrs. Taska. New or terminating employees have 14 days after hire or termination to submit a request. Otherwise, personal information will be released to the public.

 

Phone Use

Telephone are available for teachers to make local (Louise and El Campo) calls in several locations.  If you need to make a long distance call, you will need to use a phone in one of the principal’s offices.  You will be given a long distance calling number to record your long distance calls.  Each month you will need to turn in a log of your long distance calls.  Personal calls should not be made on the district’s phones.

 

Building use

Policy GKD

 

The principals are responsible for scheduling the use of facilities after school hours. The Athletic Director is responsible for scheduling the use of the ballparks and the gyms.  The cafeteria director is responsible for scheduling the use of the cafeteria.  Contact the principal’s secretary to request to use school facilities and to obtain information on the fees charged.

 

Maintaining Our Facilities

 

This year the board of trustees has contracted out our maintenance and custodial services to a third party vendor, IQS, of Houston.   The contractors will keep our facilities clean, neat and safe.  If for any reason you are not satisfied with the cleanliness of our facilities, please notify the superintendent’s office via email.

 

Maintenance requests are to be sent to your principal.  She will then approve for funding if necessary and forward the request to the superintendent’s office.  All requests should be emailed.  You will receive an email when your request has been completed.

 

Painting is to be done only with the permission of the superintendent.  Our maintenance crews will paint as the schedule allows.  Staff members are not to make any modifications to the physical structure of the building(s) without proper authorization from the superintendent’s office.

 

Substitutes

Teachers should notify their campus secretary as soon as possible if they will need a substitute.  If calling in the morning, please call after 6:00 a.m. and before 7:00 a.m. You will need to give a reason for absence and leave instructions for the class on your desk or in your campus mailbox.

 

 

Termination of employment

 

Resignations

Policy DFE

 

Contract employees. Contract employees may resign their position without penalty at the end of any school year if written notice is received 45 days before the first day of instruction of the following school year. A written notice of resignation should be sub­mitted to the superintendent. Contract employees may resign at any other time only with the approval of the board of trustees. Resignation without the consent of the board may result in disciplinary action by the State Board for Educator Certification (SBEC).

 

The superintendent will notify SBEC when an employee resigns and reasonable evidence exists to indicate that the employee has engaged in any of the acts listed in Reports to the State Board for Educator Certification, on page 37.

 

Noncontract employees. Noncontract employees may resign their positions at any time. A written notice of resignation should be submitted to the superintendent at least two weeks prior to the effective date. Employees are encouraged to include the reasons for leaving in the letter of resignation but are not required to do so.

 

Dismissal or nonrenewal of contract employees

Policies DFAA, DFAB, DFBA, DFBB, DFCA, DFD, DFF

 

Employees on probationary, term, and continuing contracts can be dismissed during the school year or nonrenewed at the end of the year according to the procedures outlined in district policies. Contract employees dismissed during the school year, suspended without pay, or subject to a reduction in force are entitled to receive notice of the recommended action, an explanation of the charges against them, and an opportunity for a hearing. The time lines and procedures to be followed when a suspension, termination, or nonrenewal occurs will be provided when a written notice is given to an employee. Advance notification requirements do not apply when a contract employee is dismissed for failing to obtain or maintain appropriate certification or whose certification is revoked for misconduct. Information on the time lines and procedures can be found in the DF series policies that are provided to employees or in the policy manuals located in the superintendent’s office or online see Board Policy.

 

Dismissal of noncontract employees

Policy DCD

 

Noncontract employees are employed at will and may be dismissed without notice, a description of the reasons for dismissal, or a hearing. It is unlawful for the district to dis­miss any employee for reasons of race, religion, sex, national origin, disability, military status, any other basis protected by law, or in retaliation for the exercise of certain pro­tected legal rights. Noncontract employees who are dismissed have the right to grieve the termination. The dismissed employee must follow the district process outlined in this handbook when pursuing the grievance. (See Complaints and grievances, page 38.)

 

Exit interviews and procedures

Policy DC

 

Exit interviews will be scheduled for all employees leaving the district. Information on the continuation of benefits, release of information, and procedures for requesting refer­ences will be provided at this time. Separating employees are asked to provide the district with a forwarding address and phone number and complete a questionnaire that provides the district with feedback on his or her employment experience.

 

All district keys, books, property, and equipment must be returned upon separation from employment. The district may withhold the cost of any unreturned items from the final paycheck.

 

Reports to State Board for Educator Certification

Policy DF

 

The dismissal or resignation of a certified employee will be reported to the SBEC when the superintendent first learns about an alleged incident of conduct that involves the fol­lowing:

 

·             Any form of sexual or physical abuse of a minor or any other illegal conduct with a student or a minor

·             The possession, transfer, sale, or distribution of a controlled substance

·             The illegal transfer, appropriation, or expenditure of school property or funds

·             An attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle the individual to a professional position or to receive additional compensation associated with a position

·             Committing a crime on school property or at a school-sponsored event

·             Reports concerning court-ordered withholding

 

The district is required to report the termination of employees that are under court order or writ of withholding for child support or spousal maintenance to the court and the indi­vidual receiving the support (Texas Family Code §8.210, 158.211). Notice of the follow­ing must be sent to the court and support recipient:

 

·             Termination of employment not later than the seventh day after the date of termi­nation

·             Employee’s last known address

·             Name and address of the employee’s new employer, if known

 

Student issues

 

Equal educational opportunities

Policy FB

 

The Louise ISD does not discriminate on the basis of race, color, religion, national origin, sex, or disability in providing education services, activities, and pro­grams, including vocational programs, in accordance with Title VI of the Civil Rights Act of 1964, as amended; Title IX of the Educational Amendments of 1972; and Section 504 of the Rehabilitation Act of 1973, as amended.  Questions or concerns about discrimination of students on any of the bases listed above should be directed to Mr. Andy Peters.

 

Student records

Policy FL

 

Student records are confidential and are protected from unauthorized inspection or use. Employees should take precautions to maintain the confidentiality of all student records.

The following people are the only people who have general access to a student’s records:

            * Parents- Married, separated, or divorced unless parental rights have been legally

                        terminated and the school has been given a copy of the court order                                            terminating parental rights;

           * The student (if 18 or older or emancipated by a court);

           * School officials with legitimate educational interests.

 

The student handbook provides parents and students with detailed information on student records. Parents or students who want to review student records should be directed to the campus principal for assistance.

 

Parent and student complaints

Policy FNG

 

In an effort to hear and resolve parent and student complaints in a timely manner and at the lowest administrative level possible, the board has adopted orderly processes for han­dling complaints on different issues. Any campus office or the superintendent’s office can provide parents and students with information on filing a complaint.

 

Parents are encouraged to discuss problems or complaints with the teachers or the appro­priate administrator at any time. Parents and students with complaints that cannot be resolved should be directed to the campus principal. The formal complaint process pro­vides parents and students with an opportunity to be heard up to the highest level of man­agement if they are dissatisfied with a principal’s response.

 

Administering medication to students

Policy FFAC

 

Only designated employees can administer medication to students. A student who must take prescription medication during the school day must bring a written request from his or her parent and the medicine, in its original, properly labeled container. Contact the principal or school nurse for information on procedures that must be followed when administering medication to students.

 

Dietary supplements

Policy DH, FFAC

 

District employees are prohibited by state law from knowingly selling, marketing, or dis­tributing a dietary supplement that contains performance-enhancing compounds to a stu­dent with whom the employee has contact as part of his or her school district duties. In addition, employees may not knowingly endorse or suggest the ingestion, intranasal application, or inhalation of a performance-enhancing dietary supplement to any student.

 

Psychotropic drugs

Policy FFAC

 

A psychotropic drug is a substance used in the diagnosis, treatment, or prevention of a

disease or as a component of a medication. It is intended to have an altering effect on perception, emotion, or behavior and is commonly described as a mood- or behavior-altering substance.

District employees are prohibited by state law from doing the following:

• Recommending that a student use a psychotropic drug

• Suggesting a particular diagnosis

• Excluding from class or school-related activity a student whose parent refuses to consent to a psychiatric evaluation or to authorize the administration of a psychotropic drug to a student.

 

Student discipline

Policies in the FN series and FO series

 

Students are expected to follow the classroom rules, campus rules, and rules listed in the Student Handbook and Student Code of Conduct. Teachers and administrators are responsible for taking disciplinary action based on a range of discipline management strategies that have been adopted by the district. Other employees that have concerns about a particular student’s conduct should contact the classroom teacher or campus prin­cipal.

 

Corporal Punishment

As a matter of board policy, reasonable corporal punishment of a student as a disciplinary measure is permissible.  Corporal punishment is limited to paddling the student and occurs only according to the following guidelines:

 

1. The student is told of the reason the corporal punishment is being given.
2. Corporal punishment is administered by the principal or if by a teacher in the presence of a campus administrator.
3. The instrument to be used shall be approved by the principal.
4. Corporal punishment shall be administered in the presences of one other district professional employee and out of sight of other students.
5. A record shall be maintained of each incident of corporal punishment.

 

Student attendance

Policy FDD

 

Teachers and staff should be familiar with the district’s policies and procedures for atten­dance accounting. These procedures require students to have parental consent before they are allowed to leave campus. (The exception is that 9-12^th graders are allowed to eat lunch off campus).  When absent from school, the student, upon returning to school, must bring a note signed by the parent that describes the reason for the absence. These requirements are addressed in campus training and in the student handbook. Con­tact the campus principal for additional information.

 

Attendance shall be taken every day (each period on the secondary campus) using the electronic attendance program.

 

Hazing

Policy FNCC, FO

Students must have prior approval from the principal or designee for any type of “initia­tion rites” of a school club or organization. Any teacher, administrator, or employee who observes a student engaged in any form of hazing, who has reason to know or suspect that a student intends to engage in hazing, or has engaged in hazing must report that fact or suspicion to the designated campus discipline person.

 

Movies/Videos

Teachers need to get prior approval from the principal to show any movies or videos.

 

A movie with a rating other than a “G” may not be shown to any student without first checking with the campus principal.  After approval is given, notes will be sent by the teacher to all parents, requesting permission for their child to view the movie.  Movies/Videos shall have a direct connection to the lesson being taught.  Videos should not be shown “just for entertainment purposes.”