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SJSD Annual Staff Training Employee Handbook Review.

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Presentation on theme: "SJSD Annual Staff Training Employee Handbook Review."— Presentation transcript:

1 SJSD Annual Staff Training Employee Handbook Review

2 Child Abuse Reporting The Board of Education requires its staff to comply with state child abuse and neglect laws and the mandatory reporting of suspected neglect and/or abuse. Any school official or employee who knows or has reasonable cause to suspect that a child has been subjected to abuse or neglect, or who observes the child being subjected to conditions or circumstances which would reasonably result in abuse or neglect, will immediately report or cause a report to the building principal, or his or her designee, who will then become responsible for making a report via the Child Abuse Hotline (1-800-392-3738). Bottom line: Report any suspected child abuse to building principal or counselor. Refer to Employee Handbook page 88-89.

3 Student Discipline To assist district staff in maintaining the necessary classroom environment, the Board of Education has created a discipline code that addresses the consequences, including suspension or expulsion, for students whose conduct is prejudicial to good order and discipline in the schools or impairs the morale or good conduct of other students. These policies, regulations, and procedures will apply to all students attending in-district instructional and support programs as well as at school-sponsored activities. Bottom line: We must explain all regulations, policies, and procedures that pertains to student discipline. A copy of the district’s comprehensive discipline policy will be provided to every student and parent or guardian at the beginning of each school year. Refer to page 90 in the Employee Handbook.

4 Technology Violation of Technology Usage Policies and Procedures (Employee Handbook page 14-22). Use of the districts technology resources is a privilege, not a right. A user’s privileges may be suspended pending an investigation concerning use of the district’s technology resources. Any violation of district policies, regulations, or procedures regarding technology usage may result in temporary, long-term, or permanent suspension of user privileges. All disciplinary measures for students and staff will be determined by the building principal.

5 Technology (cont’d) Employee Users Authorized employees may use the district’s technology resources for reasonable, incidental personal purposes as long as the use does not violate any provision of district policy, regulation or procedure, hinder the use of the district’s technology for the benefit of its students or waste district resources. Any use which jeopardizes the safety, security or usefulness of the district’s technology is considered unreasonable. Any use, which interferes with the effective and professional performance of the employee’s job, is considered unreasonable. All employees must model the behavior expected of students, exhibit the same judgment as expected of students and serve as role models for students. Because computers are shared resources, it is not appropriate for an employee to access, view, display, store, print or disseminate information via district resources, including e-mail or Internet access, which students or other users could not access, view, display, store, print or disseminate, unless authorized by the district.

6 Reproduction of Copyrighted Materials (EGAAA) Copyrighted materials, whether they are print or non-print, will not be duplicated, reproduced, distributed, or displayed for district sponsored activities or by using district equipment in accordance with the law. Employees who violate this policy and do not attempt to remedy the situation could be terminated. Students who violate this policy and do not attempt to remedy the situation are subject to disciplinary measures.

7 Copyright - Technology Only appropriately licensed programs or software may be used with district technology. All persons using district technology in violation of law may lose their user privileges in addition to other sanctions. Refer to Employee Handbook, page 22 for information on Copyright Infringement Using District Technology

8 School Board Members Diane Watson - President Martin Rucker - Vice President Sarah Siemens Leo Blakely Sue Wagner Barbara Moore Dennis Snethen

9 Board Policies Available on the district website: “Staff Resources” > “New Employee Orientation” > “BOE Policies” BF - School Board Policy Process GBD - Board/Staff Communications GBC - Code of Ethics GBEBC - Criminal Background Checks GBEBA - Drug/Tobacco-Free Workplace JFCF - Bullying and Hazing GCI - Professional/Support Staff Assignments and Transfers EB - Safety Programs GBCB - Staff Conduct GBH - Staff/Student Relations KK - Visitors to District Property/Events

10 BF (School Board Policy Process) It shall be the duty of the members of the professional and support staff to become familiar with the policies, rules and procedures so that each may clearly recognize his or her duties and relationships within the school policies. In the event of a discrepancy between materials in the district, Board policy will take precedence. The superintendent shall have the power to implement action within the school district if an emergency situation should develop for which the Board has provided no policy guidelines. However, the superintendent’s decision shall be subject to review by the Board at its next regular meeting. It is the superintendent’s duty to inform the Board of any such action and of the need for an official policy statement.

11 BF (cont’d) The Board of Education shall determine the policies to serve as a basis for the administration of the school district. The Board may direct the administrative staff members to promulgate, implement, and maintain administrative procedures which are consistent with Board policies. Policies may be adopted and/or amended only upon a majority vote of the members of the Board present at a legally constituted meeting in which the proposed policy or amendment has been included on the agenda and described in writing.

12 GBD (Board/Staff Communications) Staff Communications to the Board Submitted through the Superintendent Board meetings are public meetings, except when executive sessions are held as provided by law. As such, they provide an excellent opportunity to observe first hand the Board’s deliberations on issues of staff concern. Board Communications to Staff Official communications, policies, and directives of staff interest and concern should be communicated to staff members through the Superintendent, and the Superintendent will employ all such media that are appropriate to keep staff fully informed of the Board’s deliberations, concerns, and actions. Visits to Schools Informal visits to schools by individual Board members are encouraged. Arrangements for visitations should be made through the principal of the various schools. Such visits shall be regarded as expressions of interest in school affairs not as “inspections” or visits for supervisory or administrative purposes.

13 GBD (cont’d) The Board desires to maintain open channels of communication between itself and the staff. The basic line of communication will be through the superintendent.

14 GBC (Code of Ethics) 1. The restraint from using school contacts and privileges to promote private economic interest, partisan politics, sectarian religious views, or selfish propaganda of any kind during school hours. 2. The direction of criticism of other staff members or other departments of the school system toward the improvement of the school system. Such constructive criticism is to be made directly to the particular school administrator who has the administrative responsibility for improving the situation and then to the Superintendent, if necessary. 3. The maintenance of confidentiality regarding student performance and student records, except as disclosure is necessary for professional purposes, or is required by law. 4. The restraint of the use of pressure on school officials for appointment or promotion. 5. The presentation of subject matter in a fair, accurate, and unbiased manner. A staff member in the performance of professional duties shall extend to students the opportunity for individual action in pursuit of learning and shall take steps to insure that the students shall have access to varying points of view unless there is just cause to act otherwise. 6. The restraint of any staff member to attempt to influence a Board Member, outside of an official Board meeting in regard to teaching assignments, purchase of equipment and supplies, selection of instructional media, or like matters. 7. No school employee will possess, dispense, or in any way transfer possession of alcohol or any drug while on school premises, including school vehicles, or at any school sponsored activity. The employee may possess legally prescribed drugs necessary for health considerations. 8. The use or possession of pornography in print, or via computer through the internet or in any other manner while on school premises. 9. The maintenance of test security, test confidentiality, and established use of normative testing procedures and established district testing guidelines.

15 GBEBC (Criminal Background Checks) The district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student; however, the district will forgo a criminal background check on any teacher hired on a part-time or substitute basis if the teacher is hired within one year of retirement from SJSD. Background check is confidential.

16 GBEBC (cont’d) EMPLOYEES –Generally, the district will conduct a criminal background check in accordance with law on all new employees before they have contact with any student. –Only exception: a part-time teacher who has been hired within one year of their retirement. DISTRICT NOTIFICATION –All employees and other persons required to submit to a criminal background check pursuant to this policy must notify the district if they are charged, convicted, plead guilty to or are otherwise found guilty of any misdemeanor or felony, regardless of the imposition of sentence. Notification must be no later than (5) business days after the event.

17 GBEBA (Drug/Tobacco Free Workplace) The Board of Education shall not tolerate the manufacture, use, possession, sale, distribution or being under the influence of controlled substances, alcoholic beverages or unauthorized prescription medications by district employees on any district property; on any district-approved vehicle used to transport students to and from school or district activities; off district property at any district-sponsored or district-approved activity, event or function, such as a field trip or athletic event, where students are under the supervision of the school district; or during any period of time such employee is supervising students on behalf of the school district or is otherwise engaged in school district business. Any employee who violates this policy will be subject to disciplinary action, which may include suspension, termination and referral for prosecution. Employees may be required to satisfactorily participate in rehabilitation programs.

18 GBEBA (cont’d) Smoking on School Premises by Staff Members –The Board of Education is dedicated to providing a healthy, comfortable, and productive environment for staff, students, and citizens. The Board also recognizes the importance of adult role modeling for students during formative years. Therefore, the Board requires that District employees shall not smoke, chew, or use tobacco products or tobacco derivatives on School District property or on school busses, or when attending/supervising school activities. This applies to all buildings and vehicles owned, leased, or rented by the District. –Tobacco usage by the general public at School District events held on School District property, will be permitted in designated outdoor areas.

19 JFCF (Bullying and Hazing) The St. Joseph School District prohibits all forms of bullying, hazing and student intimidation on school premises or during school sponsored activities. District staff, coaches, sponsors and volunteers shall not permit, condone or tolerate any form of bullying or hazing. Nor may they plan, direct, encourage, assist, engage or participate in any activity that involves bullying or hazing. All incidents should be reported to the principal for investigation. The principal, or designee, shall in a timely manner, investigate all complaints of bullying and hazing and administer appropriate discipline to those who violate this policy.

20 JFCF (cont’d) Bullying is defined as repeated and systematic intimidation, harassment, or attacks on one person or group by another person or group. Bullying occurs when personal power is used unfairly and repeatedly to hurt someone. To qualify as bullying, there has to be a power imbalance between the person or persons being bullied. The behavior must be intentional and generally occurs over time. There are five common types of bullying: verbal, physical, emotional, gender, and cyber. District staff will report incidents of bullying and hazing to the building principal or designee. District staff, coaches, sponsors and volunteers shall not permit, condone, or tolerate any form of bullying or hazing.

21 GCI (Professional/Support Staff Assignments and Transfers) Assignments The Board directs the superintendent to assess the staffing needs of the district annually and to assign professional staff as necessary to meet those needs. Although the superintendent will take the employee’s expressed preference into consideration, the ultimate decision must be based on the district’s needs. The superintendent may reassign staff members to different positions or buildings at any time, including after a contract has been signed or in the middle of the school year. Transfers Staff may request a transfer to a different position or building by submitting the appropriate form to the superintendent or designee. Transfer requests for the following school year must be submitted on or before February 1. Transfers in the middle of the year are discouraged and will be considered only in extraordinary circumstances. Staff requesting a transfer in the middle of the year must submit the appropriate form and discuss the request with both the employee’s immediate supervisor and the superintendent or designee. Although the superintendent will take the employee’s expressed preference into consideration, the ultimate decision must be based on the district’s needs.

22 EB (Safety Program) The Board recognizes the necessity for a planned safety program to create a safe environment for the students attending, and for the professional and support staff employed by the school district. The maintenance of healthful and safe conditions throughout the school district is a responsibility shared by the Board, Superintendent and all professional and support staff.

23 GBCB (Staff Conduct) The Board of Education expects that each professional and support member shall put forth every effort to promote a quality instructional program in the school district. In building a quality program, employees must meet certain expectations that include, but are not limited to, the following: 1. Become familiar with, enforce and follow Board policies, regulations, administrative procedures, other directions given by district administration and state and federal laws as they affect the performance of job duties. 2. Maintain courteous and professional relationships with pupils, parents/guardians, other employees of the district and all patrons of the district. 3. Keep current on developments affecting the employee’s area of expertise or position. 4. Transact all official business with the appropriate designated authority in the district in a timely manner. 5. Transmit constructive criticism of other staff members or any department of the school district to the particular school administrator who has the administrative responsibility for improving the situation. 6. Care for, properly use and protect school property. 7. Attend all required staff meetings called by the district administration, unless excused.

24 GBCB (cont’d) 8. Keep all student records, medical information and other sensitive information confidential as directed by law, Board policy, district procedures and the employee’s supervisor. 9. Immediately report all dangerous building conditions or situations to the building supervisor and take action to rectify the situation and protect the safety of students and others. 10. Properly supervise all students. The Board expects all students to be under assigned adult supervision at all times during school and during school activity. Except in an emergency, no employee will leave an assigned group unsupervised. 11. Obey all safety rules, including rules protecting the safety and welfare of students. 12. Submit all required reports or paperwork at the time requested. Employees will not falsify records maintained by the school district. 13. Refrain from using profanity. 14. Dress professionally and in a manner that will not interfere with the educational environment. 15. Come to work and leave work at the time specified in the employee handbook or by the employee’s supervisor. Employees who are late to work, stop working before the scheduled time, or work beyond the scheduled time without permission may be subjected to discipline, including termination.

25 GBCB (cont’d) 16. School employees, other than a commissioned law enforcement officer, shall not strip search students, as defined in state law, except in situations where an employee (ADMINISTRATOR) reasonably believes that the student possesses a weapon, explosive or substance that poses an imminent threat of physical harm to the student and others and a commissioned officer is not immediately available. 17. School employees shall not direct a student to remove an emblem, insignia or garment, including a religious emblem, insignia or garment, as long as such emblem, insignia or garment is worn in a manner that does not promote disruptive behavior. 18. State law prohibits teachers from participating in the management of a campaign for the election or defeat of a member of the Board of Education that employs such teacher. 19. Employees will not use district funds or resources to advocate, support or oppose any ballot measure or candidate for public office. 20. Employee will not use any time during work day for campaigning purposes, unless allowed by law. Website:

26 GBH (Staff/Student Relations) The relationship between professional staff members and students in the school district should be one of cooperation, understanding and mutual respect. All employees have the responsibility to provide an atmosphere conducive to learning, which should be accomplished through effective individual and group discipline. All students and staff will treat each other with respect.

27 GBH (cont’d) No employee may use his or her status as an employee to adversely influence a student of the district. No employee may date, make advances toward, or engage in any sexual relationships with a district student, regardless of the student’s age, the perceived consensual nature of the relationship, where the advances are made or whether the employee directly supervises the student. All employees possessing evidence of or witnessing such conduct or sexual harassment shall report it to the district’s administration immediately.

28 KK (Visitors to District Property/Events) District Property Parents and patrons of the district are welcome to visit district schools and attend district events. However, all visitors during the regular school day, including Board members, shall sign or check in at the building office prior to proceeding elsewhere in the building. The district discourages parents or others from using the school as a site for visiting students and may refuse the use of the school for that purpose. Appropriate Behavior To this end, the Board encourages district patrons to exhibit good sportsmanship, citizenship, ethics and integrity at all district events and at all times while on district grounds. The district will work with the Missouri State High School Activities Association (MSHSAA) and other organizations to promote good behavior by the patrons at athletic and other events. The Board will work with parents, alumni associations and local service organizations to keep appropriate behavior a top priority. The superintendent will establish procedures for crowd control at district events consistent with this policy. **Sex offenders required to be listed on the Missouri Highway Patrol's sex offender registry, or who have pled guilty, pled nolo contendere or been convicted of crimes for which the law currently requires offenders to be listed, regardless of when those crimes were committed, are not allowed on district property or at district activities held on district property except to attend meetings of a public governmental body.

29 Sexual Harassment (Title VII) Sexual harassment is a form of sex discrimination that violates Title VII of the Civil Rights Act of 1964. Title VII applies to employers with 15 or more employees, including state and local governments. It also applies to employment agencies and to labor organizations, as well as to the federal government.Title VII of the Civil Rights Act of 1964 Unwelcome sexual advances, requests for sexual favors, and other verbal or physical conduct of a sexual nature constitute sexual harassment when this conduct explicitly or implicitly affects an individual's employment, unreasonably interferes with an individual's work performance, or creates an intimidating, hostile, or offensive work environment. Sexual harassment can occur in a variety of circumstances, including but not limited to the following: –The victim as well as the harasser may be a woman or a man. The victim does not have to be of the opposite sex. –The harasser can be the victim's supervisor, an agent of the employer, a supervisor in another area, a co-worker, or a non-employee. –The victim does not have to be the person harassed but could be anyone affected by the offensive conduct. –Unlawful sexual harassment may occur without economic injury to or discharge of the victim. –The harasser's conduct must be unwelcome.

30 Discrimination/Anti-Harassment As a political subdivision, employer, recipient of federal funds and educational institution, the Board of Education is prohibited from, and hereby declares policy against, engaging in unlawful discrimination, including harassment creating a hostile environment, on the basis of race, color, religion, sex, national origin, ancestry, disability, age or use of leave protected by the Family and Medical Leave Act, in its programs, activities and with regard to employment. The Board is an equal opportunity employer.

31 Family Medical Leave Act (FMLA) FMLA of 1993: –Employers are required to provide eligible employees up to 12 weeks of unpaid, job- protected leave during a 12-month period measured forward from the date the employee’s first FMLA leave begins for one or more of the following family health situations: 1. Serious health condition that makes the employee unable to perform his/her job. 2. The care of the employee’s child in the event of birth, or placement for adoption or foster care. 3. The care of employee’s spouse, son, daughter, or parent who has a serious health condition. (Paperwork must be completed)

32 FMLA (cont’d) The Family and Medical Leave Act guarantees each person up to 12 weeks leave for: –A new child in the family - by birth, by adoption, or by placement in foster care. –Caring for a family member with a serious health condition; or –The employee’s own serious health condition that prevents him or her from performing their job The FMLA guarantees time off, whether paid or unpaid. The type of leave taken depends on the reasons for the leave, an employee’s earnings and the usual leave regulations. There are eligibility criteria, medical certification guidelines and other detailed rules governing leave. Website:

33 FMLA (cont’d) On January 28, 2008, President Bush signed into law a new provision under the Family Medical Leave Act (FMLA) that grants leave in some circumstances to employees who have family members in the military. Employees who are otherwise eligible for FMLA leave may be able to take leave when they have a family member who is: 1) called into active duty in the military; or 2) injured in the course of military service. Active Duty Family Leave If you have a spouse, parent, or child who has been called to or is on active duty in the Armed Forces, you may be eligible for up to 12 weeks of FMLA leave in certain circumstances.

34 FMLA (cont’d) Injured Servicemember Leave If you have a spouse, parent, child, or next of kin of a servicemember who was injured in the line of duty, you may be eligible for up to 26 weeks of FMLA leave. Qualifying employees may be entitled to take up to 26 weeks of leave-including traditional FMLA leave and active duty family leave in a 12- month period. Eligible Employees Employees who request either type of military FMLA must meet the same eligibility requirements as employees who request leave under FMLA. The employee 1) must have been an employee of the State for at least 12 months and 2) worked at least 1250 hours in the 12 months prior to taking the leave.

35 Federal Fair Labor Standards Act (FLSA) The FLSA law is sometimes called the overtime law insures that wages are paid for all hours worked and that all overtime hours, overtime pay and collected unpaid overtime due is paid to wage earners. FLSA is a federal labor law of general and nationwide application, including Overtime, Minimum Wages, Child Labor Protections, and the Equal Pay Act. Website:

36 Uniformed Services Employment and Reemployment Rights Act (USERRA) USERRA clarifies and strengthens the Veteran’s Reemployment Rights Statue by protecting civilian job rights and benefits for veterans, members of reserve components, and even individuals activated by the President of the United States. USERRA establishes the cumulative length of time that an individual may be absent from work for military duty and retain reemployment rights to five years. USERRA affects employment, reemployment, and retention in employment, when employees serve or have served in the uniformed services. Website:

37 Equal Employment Opportunity Affirmative Action - It is the policy of the School District to hire for all positions the best qualified applicants available. As a part of this policy, the District will strive to provide equal employment opportunities to all applicants through employment practices regardless of race, color, religion, national origin, sex, age, or handicapping conditions. Refer to page 7 in the Employee Handbook.

38 Worker’s Compensation The Department of Labor’s Office of Worker’s Compensation Programs administers four major disability compensation programs which provide wage replacement benefits, medical treatment, vocational rehabilitation, and other benefits to federal workers or their dependents who are injured at work or acquire an occupational disease. Website: Refer all questions to the Office of Human Resources.

39 Occupational Safety and Health Administration (OSHA) To assure safe and healthful working conditions for working men and women; by authorizing enforcement of the standards developed under the Act; by assisting and encouraging the States in their efforts to assure safe and healthful working conditions; by providing for research, information, education, and training in the field of occupational safety and health; and for other purposes. Website:

40 Protection of Pupil Right’s Amendments (PPRA) The PPRA applies to programs that receive funding from the U.S. Department of Education. PPRA is intended to protect the rights of parents and students in two ways: –It seeks to ensure that schools and contractors make instructional materials available for inspection by parents if those materials will be used in connection with an ED-funded survey, analysis, or evaluation in which their children participate. –It seeks to ensure that schools and contractors obtain written parental consent before minor students are required to participate in any ED-funded survey, analysis, or evaluation that reveals information concerning: Political affiliations Mental and psychological problems potentially embarrassing to the student and his/her family Sex behavior and attitudes Illegal, anti-social, self incriminating and demeaning behavior Critical appraisals of other individuals with whom respondents have close family relationships Legally recognized privileged or analogous relationships, such as, lawyers, physicians, and ministers.

41 Family Educational Rights and Privacy Act (FERPA) FERPA has three purposes: 1. It prohibits schools and agencies from disclosing a student’s educational records or information contained in those records without written consent from the parent or eligible student. 2. It gives parents or eligible students the opportunity to inspect and review the student’s educational records. 3. It allows parents or eligible students to seek amendment of education records.

42 FERPA (cont’d) To the extent permitted by law, any public record held by this school district that is generated or received pursuant to this policy shall be closed and available only to the Board acting as quorum, a committee appointed by the Board to carry out this policy on a permanent or ad hoc basis, the compliance officer and other administrators whose duties requires access to the record in order to carry out this policy. (Refer to page 8 in the Employee Handbook) Exclusions to FERPA –sole possession records such as meeting notes or teacher logs –law enforcement records used for investigation and enforcement –medical treatment records of students who are working for the school, but no longer enrolled there –records that contain only information about the student after they are no longer enrolled in the school - post enrollment

43 FERPA (cont’d) Student Privacy Rights and School Responsibilities –Parental requests to examine educational records must be granted within 45 days –A non-custodial parent has all rights granted under FERPA unless denied in a court order The following record inspection procedures should be followed: –Keep a log of all requests and disclosures made to third parties –The principal will be the districts designee to handle all requests to examine student records –Verify parent identity - disclose nothing over the phone! –Remove the names of any other students that might be included in the records –Assistance for parents should be given only by the principal Website:

44 Confidentiality Agreement The St. Joseph School District is committed to protecting the information in both our student and employee records. Confidential student information is addressed in Board Policy JO (Student Records). Employee personnel records should also remain confidential. Information contained in personnel files may include, but not be limited to: college transcripts, teaching certification, performance appraisals, and disciplinary action letters. We have a legal obligation to protect all confidential information. The Family Rights to Privacy Act (FERPA) outlines what is confidential and who may or may not have access to it. The Individuals with Disabilities Education Act (IDEA) outlines special education procedures and specifies special education files as confidential and have protections in addition to FERPA and HIPAA (Health Insurance Portability and Accountability Act of 1996).

45 Confidentiality Agreement (cont’d) Every employee of the St. Joseph School District shall be responsible for the security of any documentation provided to the employee and shall maintain the security of that document. All documents available to School District employees concerning School District business shall be considered confidential and shared only with those who have appropriate authority to view those documents. Violation of this policy may be grounds for dismissal from the St. Joseph School District.

46 Compliance Officers The St. Joseph Public School District does not discriminate on the basis of race, color, religion, sex, national origin, marital or veteran status, or the presence of a non-job-related medical condition or handicap. –In the recruitment, selection, treatment, and promotion of employees –In the admission and participation of students in the educational programs –In vocational opportunities –In the treatment, counseling and placement of students For further information, please contact: Title IX Coordinator – Doug Flowers, Director of Human Resources Section 504 Coordinator – Jenni Gaddie, Asst Director of Special Svs 925 Felix, St. Joseph, MO 64501 816-671-4000

47 Evaluations PBTE/PBPE/Other tool –Annually Professional Development Plan –years 2-4

48 Crisis Intervention Emergency Management Plan Fire/Tornado Drills

49 Videos Supervisors should show video: –Violence Prevention and Bullying

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