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2. Review of Selected Employee Policies 2

3. DRUG FREE WORKPLACE PURPOSE OF POLICY To ensure compliance with the federal drug-free workplace act. Provide testing for illegal drugs of prospective employees. Provide testing of illegal drugs and alcohol of current employees with cause. Random testing for illegal drugs and alcohol of certain classifications of employees. 3

4. DRUG-FREE WORKPLACE POLICY STATEMENT Prohibits: Unlawful manufacture, distribution, dispensing, possession, or use of an illegal drug at anytime. Having an alcohol concentration of 0.02 or greater during the workday on/off school premises. 4

5. DRUG-FREE WORKPLACE ARRESTS OR CONVICTIONS An employee arrested or convicted of violating a criminal drug statute must notify the Human Resources Department within five (5) days of such arrest or conviction. 5

6. The sale and use of tobacco in any form is prohibited on school property 24 hours a day, every day This includes any building or property owned or leased by the school system (ie. playing fields, central office, and school buses) TOBACCO-FREE SCHOOL ENVIRONMENT POLICY 6

7. CHILD ABUSE AND NEGLECT REPORTING POLICY All Queen Anne’s County Board of Education employees are required to report suspected child abuse or neglect. 7

8. TYPES OF ABUSE Physical Abuse Sexual Abuse Mental Injury Neglect 8

9. IMMUNITY Any person who in good faith makes or participates in making a report of abuse or neglect is immune from any civil liability or criminal penalty. 9

10. REPORTING PROCEDURES Oral Report: an oral report should be made to the local Department of Social Services immediately. Written Report: the person who makes the oral report needs to submit DHR/SSA Form 180 within 48 hours of oral report. 10

11. SANCTIONS FOR FAILURE TO REPORT (Education Article 6-202, Education COMAR 13A.01.01.10) You may be suspended or dismissed if you knowingly fail to report suspected child abuse. 11

12. SEXUAL DISCRIMINATION / HARASSMENT POLICY Maintain a learning & working environment free from sexual harassment/discrimination. It is a violation of the policy for any member of the staff to harass or discriminate against another staff member or student through conduct or communication of a sexual nature. 12

13. WHAT IS SEXUAL HARRASSMENT? Unwelcome sexual advances Requests for sexual favors Other inappropriate verbal or physical conduct of a sexual nature that create an intimidating or hostile work environment 13

14. BEHAVIORS THAT CREATE A HOSTILE WORK ENVIRONMENT telling obscene or off-color jokes; making repeated comments with sexual innuendos; discussing sexual activities; unnecessary touching; commenting on physical attributes; displaying pornography or sexually suggestive pictures; using demeaning or inappropriate terms, such as "Babe"; using indecent gestures; sabotaging a person’s work; engaging in hostile physical conduct; granting job favors to those who participate in consensual sexual activity; using crude and offensive language 14

15. STEPS TO TAKE Tell the person to stop Report it to Human Resources 15

16. DATING POLICY The relationship between staff and students is to be of a professional nature. Asking for a date, dating, or engaging in sexual relations is prohibited between staff and students. This includes making sexual innuendos, kissing, phone calls/texts/letters of a sexual nature, etc… 16

17. STEPS TO TAKE Any suspicion of dating or sexual relations between an employee and student must be reported to Human Resources 17

18. ELECTRONIC MAIL (E-MAIL) POLICY Used for business purposes only All e-mail is subject to review by management and may be monitored Do not use to solicit for matters that are not Board connected Only to be used by authorized persons Please respect others when sending e-mails Use professionalism when addressing e-mails to fellow employees and parents, etc. May not use for absence reporting 18

19. ADDITIONAL POLICIES Reporting Times During Inclement Weather Identification Badges Central Substitute Call System Family and Medical Leave Policy Acceptable Use of Electronic Networks Policy 19

20. ADDITIONAL POLICIES Delinquent Acts of a Serious Nature and Sexual Abuse/Assault Report Ethics Provisions 20

21. SOCIAL NETWORKING Facebook MySpace 21

22. Facebook Five Facebook Commandments for Keeping your Job: 1. Thou shall not reveal embarrassing details of your life. 2. Thou shall not post photos that could damage your credibility. 3. Thou shall not be negative, no matter how strongly you feel. 4. Thou shall not think you and your job are protected. 5. Thou shall not think “they” are not listening; students or superiors. By Richard Krueger, Facebook for Dummies 22

23. Certification It is YOUR responsibility to make sure your certificate is up-to-date. If you’re certificate expires, you will lose your contract, tenure and possibly your job. Please look at the Certification Handbook located on the HR Webpage. 23

24. Policies Handbook Online www.qacps.org Click on Departments / Human Resources 24

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