Gordon ISD
Employee
Handbook
2007-2008
Table of contents
Introduction
Employee handbook receipt
District information
....... Mission Statement
....... Board
of trustees
....... Board
meeting schedule for 2007-2008
....... Administration
....... School
calendar
....... Helpful
contacts
.......
Employment
....... Equal employment opportunity
....... Job
vacancy announcements
....... Employment
after retirement
....... Contract
and noncontract 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
....... 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
....... 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
....... Employee recognition and appreciation
....... District
communications
Complaints and grievances
Employee conduct and welfare
....... Standards of conduct
....... Harassment
....... Harassment
of students
....... 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
....... Bad weather closing
....... Emergencies
....... Purchasing
procedures
....... Name
and address changes
....... Personnel
records
....... Building
use
Termination of employment
....... Resignations
....... Dismissal
or nonrenewal of contract employees
....... Dismissal
of noncontract employees
....... Exit
interviews and procedures
....... Reports
to State Board for Educator Certification
....... Reports
concerning court-ordered withholding
Student issues
....... Equal educational opportunities
....... Student
records
....... Parent
and student complaints
....... Administering
medication to students
....... Dietary
supplements
....... Psychotropic
drugs
....... Student
discipline
....... Student
attendance
....... Hazing
Appendix
Index
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 Jon Hartgraves.
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 library and in the superintendent’s office and are available for
employee review during normal working hours.
Employee handbook receipt
Name _______________________________________
Campus/department ____________________________
I hereby acknowledge receipt of my personal copy of the Gordon 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.
For the electronic version, go to www.gordonisd.net and click on “Faculty”
and then “Click Here for 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 Gordon I.S.D. 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 Judy Cathey.
District information
Mission Statement
It is the philosophy of the Gordon Independent School District that all
children can learn, and that high expectations, a well-structured curriculum,
highly competent staff, and an exceptionally supportive community all
contribute to insuring that, all children DO learn. The district, in partnership with parents and the community, will
provide ALL students a world-class education which will prepare them to lead
successful and productive lives in the 21st century.
Board of trustees
Policies BA,
BAA, BBA, BBB, BBE, 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 yearly and serve 3-year terms. Trustees serve without compensation,
must be registered voters, and must reside in the district.
Current board
members include:
Eli Stockstill
– President
Jimmy Hunt –
Vice-President
Kim Elkins –
Secretary
Jennifer Baker
Milo Moffit
Michael Rouse
Susan Weidner
The board
usually meets every third Thursday in the Gordon I.S.D. library. Special
meetings may be called when necessary. A written notice of regular and special
meetings will be posted in the front window of the school, in the
superintendent’s office, at the Gordon post office and at the Mingus post
office 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.
Administration
The
Gordon I.S.D. Superintendent is Jon Hartgraves. He can be reached by phone at 254-693-5582. The Gordon I.S.D. principal is Jamie Payne. He can be reached at 254-693-5342.
Employment
Equal employment opportunity
Policy DAA
The Gordon 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 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
on a full- or 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. Retiring employees should consult TRS officials about conditions
and restrictions on employment after retirement. 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 for additional information 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
contracts. Full-time
professionals employed in positions requiring certification and nurses will be
employed by term contracts after they have successfully completed the
probationary period. The campus principal is employed under a one-year term
contract. 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 not employed by contract. Employment is not for any
specified term and may be terminated at any time by either the employee or the
district.
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
Noninvestigatory
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, including
district-owned computers, lockers, and private vehicles parked on district
premises or work sites or used in district business.
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 is allowed to return
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 the
superintendent.
First aid and CPR certification
Policy
DBA
Nurses, physical education teachers, marching band directors,
coaches, athletic trainers, 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, cardiopulmonary
resuscitation (CPR), and the use of an automated external defibrillator (AED).
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 or designee 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 unless an
extracurricular or supplemental duty assignment is part of a dual-assignment contract.
Employees who object to a reassignment may follow the district process for
employee complaints as outlined in this handbook and district policy DGBA
(Local).
An employee 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. A teacher requesting a transfer to another campus before the school
year begins must submit their request by May 1. 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 principal’s office and must be approved by the receiving
supervisor.
Workload and work schedules
Policy DL
The workday for teachers will be from
7:45 a.m. until 3:45 p.m. All teachers
must sign in at either the superintendent’s or principal’s office. Teachers must sign out when they leave
school in the afternoon.
Teachers may leave the school campus
during conference periods when necessary.
Please notify the office staff when leaving.
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 during lunch 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 the superintendent’s secretary.
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 their supervisor.
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, Gordon ISD offers
opportunities for input in matters that affect employees and influences the
instructional effectiveness of the district. 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 the
superintendent.
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
noninstructional 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.
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 the business manager 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 without the employee’s written
authorization.
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 2007-2008 school year follows:
Employees will be paid on the 25th of each
month. If the 25th falls on
a weekend, employees will be paid on the Friday prior to the weekend. If the 25th precedes a holiday
period, employees will be paid on the last day of work preceding the holiday.
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; and higher
education savings plans. 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. 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. Nonexempt
employees that are paid on a salary basis are paid for a 40-hour workweek and
do not earn additional pay unless they work more than 40 hours. For the purpose
of calculating overtime, a workweek begins each Monday and ends each 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 records
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 the 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.
Room service, movies, phone calls, etc.
will be the responsibility of the traveler.
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-ActiveCare.
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 the business manager
for more information.
Supplemental
insurance benefits
Policy CRG
At their own expense, employees may enroll
in supplemental insurance. Premiums for these programs can be paid by payroll
deduction. Employees should contact the business manager 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). A third-party administrator handles employee claims made on
these accounts.
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 from Claims Administrative Services. 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 the principal. 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.
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 the business manager.
Teacher retirement
Policy DEG
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 TRS as soon as possible. Information on the application
procedures for TRS benefits are available from TRS at 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).
Other benefit
programs
Policy DEB
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 the superintendent 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.
Teachers are
not to be absent from regular duties at any time without the consent of the
principal, except in cases of illness or emergencies. In case of illness, the office is to be notified as early as
possible so that a substitute can be secured.
All substitutes will be secured through the office. If you find it necessary to be gone for the
day, please call Carla Swagger before 7:00 a.m.
When you are
absent, your substitute will need:
- Class roll sheets and/or gradebook
- A seating chart
- Keys to your desk if it is locked
- Textbooks or other materials needed to conduct class
- Complete and usable lesson plans for teaching the entire period
- Instructions regarding evacuation in case of an emergency or fire
drill
- Notes involving any special needs students
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 5 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 a yearly basis. Leave is available for the
employee’s use. 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 five days leave per year. 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 5 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.
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 half-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.
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
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 two weeks. 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 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 between August and May 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 the superintendent 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 the business manager 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 nonresponsible 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
Please see the superintendent
to request bereavement leave.
Jury duty
Employees will receive leave with pay and
without loss of accumulated leave for jury duty. Employees must present
documentation of the service and any compensation they receive.
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. 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 the superintendent.
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 the
business manager for details on eligibility, requirements, and limitations.
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, and through special events and
activities.
District
communications
Throughout the
school year, the district office publishes newsletters, calendars and other
communication materials. These publications offer employees and the community
information pertaining to school activities and achievements.
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.
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.
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.
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.
Harassment of
students
Policies DH, FFG, FFH
Sexual and other harassment of students by
employees are forms of discrimination and are prohibited by law. Romantic or
inappropriate social relationships between students and district employees are
prohibited. 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.
Drug-abuse
prevention
Policies DH, DI
Gordon ISD is committed to maintaining an alcohol- and drug-free environment and will not
tolerate the use of alcohol and illegal drugs in the workplace and at
school-related or school-sanctioned activities on or off school property.
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..
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 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. 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.
Use of
district resources, including work time, for political activities is prohibited
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 the
superintendent.
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.
Employee arrests and convictions
Policy
DH
An employee must notify his or her principal or
immediate supervisor within three calendar days of any arrest, indictment,
conviction, no contest or guilty plea, or other adjudication of any felony,
any offense involving moral turpitude, and any of the other offenses listed
below:
·
Crimes
involving school property or funds
·
Crimes
involving attempt by fraudulent or unauthorized means to obtain or alter any
certificate or permit that would entitle any person to hold or obtain a
position as an educator
·
Crimes that
occur wholly or in part of school property or at a school-sponsored activity
·
Crimes involving moral turpitude
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.
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 federal 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 the principal.
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.
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 the front
entrance window. 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:
TV: Channel 5,
Channel 8
Radio: KTFW 92.1, WBAB 820
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.
Purchasing procedures
Policy CH
All requests
for purchases must be submitted to the principal on an official district requisition or check request 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 the
business manager 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 principal’s
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 the
principal’s secretary.
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 the
superintendent’s secretary. New or terminating employees have 14 days after
hire or termination to submit a request. Otherwise, personal information will
be released to the public.
Building use
Policy GKD
Employees who
wish to use district facilities after school hours must follow established
procedures. The principal is
responsible for scheduling the use of facilities after school hours. Contact the
principal to request to use school facilities and to obtain information on the
fees charged (if any).
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.
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 library and in the superintendent’s office.
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.
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
·
Violating
assessment instrument security procedures
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 Gordon 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 the superintendent.
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), and 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 to their
satisfaction 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 prescription
medication, nonprescription medication, and herbal or dietary supplements to
students. A student who must take 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.
Student attendance
Policy FDD
Teachers and staff should be familiar with
the district’s policies and procedures for attendance accounting. These
procedures require minor students to have parental consent before they are
allowed to leave 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.