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Job Search - Work at Mineola Independent School Dis Texas, TX 75773

Looking for a job in Mineola, Texas? Work at Mineola Independent School Dis. We're hiring!

Description:
Looking for a job in Mineola, Texas? Work at Mineola Independent School Dis. We're hiring!

Title:
Job Search - Work at Mineola Independent School Dis Texas, TX 75773


Base Salary:

Currency: USD

Value: 55-90 per HOUR

Date Posted: 2021-10-14

Valid Through: 2022-05-03

Employment Type: FULL TIME

Hiring Organization: Mineola Independent School Dis


Street Address: 900 West Patten St

Locality: Mineola

Region: TX

Postal Code: 75773

Country: United States





Mineola Independent School Dis company specialized in the industry of Educational Services. The headquarters are in Mineola

Mineola Independent School Dis Job Opportunities 2021

Mineola Independent School Dis is a Educational Services company founded in 0 and specialized in the industry of Educational Services. The headquarters are in Mineola.



The market type is the way that a company uses to make its commercial transactions. There are companies that operate B2B, B2C or both.

There are many cases when a company is operating both B2B and B2C. An example for this would be the real estate industry, where the agencies can land or sell to both businesses or consumers.

Mineola Independent School Dis is known in the Educational Services field as one of the best partners in business.

It would definitely be the care we take in delivering our products/services to our customers every day. We are working continually to improve the quality of our products/services. We always put the interest of our customers on the first place.

As per SIC, our company can help you with services/products of:

  • Educational Services
  • Elementary and Secondary Schools
  • Schools
  • Educational Services

Over the years we have recruited the best workers in the field of Elementary and Secondary Schools. They are all certified Schools, with over 2021 years of experience in the Educational Services industry.

Where can you find us Mineola Independent School Dis?



Sours: https://recruiter.ottotrading.live/jobs/mineola-independent-school-dis/tx/2186551

Mineola High School graduates will soon have the opportunity to earn up to two years of a college education at Tyler Junior College through the “Mineola TJC Promise.”

The agreement between TJC and Mineola ISD was signed at the MISD Board of Trustees meeting Monday evening by TJC President Dr. Juan E. Mejia and Mineola Superintendent J. Cody Mize. The Mineola TJC Promise program will officially launch during August 2021, and the inaugural class will enter TJC during the fall semester of 2025.

Mineola High School freshmen will sign the Mineola TJC Promise pledge agreements and promise to meet established standards based on academic achievement, persistence, and community service. Their parent or guardian will also sign the pledge to provide an environment that will promote and encourage the student to achieve the standards during high school.

The TJC Promise helps East Texas students achieve their educational goals in high school and college and offers a pathway for them to earn a college education. It is a six-year, comprehensive program that spans from ninth grade through the first two years of college.

In 2014, the Rusk TJC Citizens Promise became Texas’ first community-based promise program when it was created in partnership with Citizens 1st Bank, the Perkins family, TJC,

and the Tyler Junior College Foundation. The Rusk TJC Citizens Promise offered TJC scholarships to qualifying Rusk High School seniors, and its first cohort graduated from TJC in May 2016.

MISD Superintendent J. Cody Mize and TJC President Dr. Juan E. Mejia

Mineola ISD Superintendent J. Cody Mize (left), and TJC President Dr. Juan E. Mejia sign agreement for the “Mineola TJC Promise” at the MISD Board of Trustees meeting on Monday.

The TJC Promise scholarship initiative was established in 2016 to provide a pathway to college for high school students within TJC’s tax district including Tyler, Chapel Hill, Grand Saline, Lindale, Van, and Winona. The first cohort of TJC Promise scholars included 385 students who entered TJC in Fall 2020. The Mineola TJC Promise is a new program offered outside of TJC’s tax district.

Superintendent Mize, an alumnus of TJC, was part of the original leadership team that developed and launched the TJC Promise program in 2016 when working with Winona ISD. Mize stated, “I am proud that Mineola ISD is establishing this new program, which will encourage our students to be successful in high school and to pursue and complete a college education.”

President Mejia remarked “TJC values authentic partnerships that help ensure student success. We are very grateful to the community of Mineola and Superintendent Mize for collaborating with the College on the new Mineola TJC Promise.”

Tyler Junior College news RSS feedSours: https://www.tjc.edu/news/article/672/tjc_mineola_isd_launch_mineola_tjc_promise
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Mineola ISD - Director of Wood County Special Education SSA

Region:7School District/Employer:Mineola ISDDistrict Category/Employer:Central OfficePosition:DirectorAssignment Level:Area
Job Title:Director of Wood County Special Education SSASchool:WCSESSACampus Description:The WCSESSA is a Special Education Cooperative that serves five districts in Wood County: Mineola ISD, Alba-Golden ISD, Hawkins ISD, Quitman ISD, and Yantis ISD.Date Posted:12/6/2016Deadline:Until FilledOpenings:1Commitment:Full TimeDescription/Notes:Primary Purpose:
Direct the Wood County Special Education Cooperatives special education program to ensure provision of needed services for eligible special education students in all participating districts. Work to provide individualized education plans to meet the needs of all students and ensure compliance with all state, federal, and local requirements.Qualifications:Education/Certification:
Masters Degree or higher from an approved institution with a major in special education or the equivalent in experience
Administrative / Principal or Educational Supervision Certificate
Special Knowledge/Skills:
In depth knowledge of current special education law
Ability to direct and manage operations of centralized special education services
Ability to manage budget and personnel
Ability to implement policy and procedures
Strong organizational, communication, and interpersonal skills
Experience:
Three years supervisory experience as director of special education program (preferred)Salary Range:Based upon experienceBenefits:TRS Active CareHow To Apply:Submit resume to [email protected] and/or apply from Region 7 ESC website.
Sours: https://careercenter.tasanet.org/job_listing.php?id=82222
10 Places in TEXAS You Should NEVER Move To

How much does a High School Assistant Principal make in Mineola, TX? The average High School Assistant Principal salary in Mineola, TX is $82,428 as of September 27, 2021, but the salary range typically falls between $71,858 and $96,333. Salary ranges can vary widely depending on many important factors, including education, certifications, additional skills, the number of years you have spent in your profession. With more online, real-time compensation data than any other website, Salary.com helps you determine your exact pay target. 

SalarySalary + BonusBenefitsHow To Become

Based on HR-reported data: a national average with a geographic differential

High School Assistant Principal Salaries by Percentile

Percentile Salary LocationLast Updated
10th Percentile High School Assistant Principal Salary$62,235Mineola,TXSeptember 27, 2021
25th Percentile High School Assistant Principal Salary$71,858Mineola,TXSeptember 27, 2021
50th Percentile High School Assistant Principal Salary$82,428Mineola,TXSeptember 27, 2021
75th Percentile High School Assistant Principal Salary$96,333Mineola,TXSeptember 27, 2021
90th Percentile High School Assistant Principal Salary$108,994Mineola,TXSeptember 27, 2021

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What does a High School Assistant Principal do?

High School Assistant Principal

Assist teaching staff with implementing any program changes and/or new software application introductions.

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High School Assistant Principal in Hopewell, VA

Promotes an effective and efficient instructional environment at the school by giving and receiving information and assistance, resolving conflicts, providing for safety, cooperative and collaborative efforts.

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Assists in coordination and supervision of operational and support services activities such as transportation, field trip schedules, student activities, fire and other emergency procedures and drills, community use of building(s), and building maintenance

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About Mineola, Texas

Mineola is a city in Wood County, Texas, United States. It lies at the junction of U.S. highways 69 and 80, eighty miles east of Dallas in southwestern Wood County. The population was 4,515 at the 2010 census. Mineola is located at 32°39′10.4″N 95°28′49.1″W / 32.652889°N 95.480306°W / 32.652889; -95.480306 (32.652881, -95.480296). According to the United States Census Bureau, the city has a total area of 10.339 square miles (26.78 km2), of which, 10.161 square miles (26.32 km2) of it is land and 0.178 square miles (0.46 km2) is water....

Source: Wikipedia (as of 04/11/2019). Read more from Wikipedia

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These charts show the average base salary (core compensation), as well as the average total cash compensation for the job of High School Assistant Principal in Mineola, TX. The base salary for High School Assistant Principal ranges from $71,858 to $96,333 with the average base salary of $82,428. The total cash compensation, which includes base, and annual incentives, can vary anywhere from $71,858 to $96,333 with the average total cash compensation of $82,428.

About Mineola, Texas    Mineola is a city in Wood County, Texas, United States. It lies at the junction of U.S. highways 69 and 80, eighty miles east of Dallas in southwester....More

Mineola, Texas  area prices were up 1.2% from a year ago

High School Assistant Principal Salary in popular cities: Houston, San Antonio, Dallas

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Mineola Independent School District Employee Handbook 2011-2012 Table of Contents EMPLOYEE HANDBOOK RECEIPT INTRODUCTION (6) (7) DISTRICT INFORMATION (8) MISSION STATEMENT, GOALS, AND OBJECTIVES ................................................................. 8 BOARD OF TRUSTEES ........................................................................................................ 8 CURRENT BOARD MEMBERS .............................................................................................. 8 ADMINISTRATION ............................................................................................................... 9 SCHOOL CALENDAR .......................................................................................................... 9 EMPLOYMENT (10) EQUAL EMPLOYMENT OPPORTUNITY ................................................................................. 10 JOB VACANCY ANNOUNCEMENTS ..................................................................................... 10 EMPLOYMENT AFTER RETIREMENT ................................................................................... 10 CONTRACT AND NONCONTRACT EMPLOYMENT .................................................................. 10 CERTIFICATION AND LICENSES ......................................................................................... 11 SEARCHES AND ALCOHOL AND DRUG TESTING.................................................................. 12 HEALTH SAFETY TRAINING ............................................................................................... 12 REASSIGNMENTS AND TRANSFERS ................................................................................... 13 WORKLOAD AND WORK SCHEDULES ................................................................................ 13 NOTIFICATION TO PARENTS REGARDING QUALIFICATIONS .................................................. 14 OUTSIDE EMPLOYMENT AND TUTORING ............................................................................. 14 PERFORMANCE EVALUATION ............................................................................................ 14 EMPLOYEE INVOLVEMENT ................................................................................................ 15 STAFF DEVELOPMENT ...................................................................................................... 15 COMPENSATION AND BENEFITS (15) SALARIES, WAGES, AND STIPENDS ................................................................................... 15 ANNUALIZED COMPENSATION ........................................................................................... 16 PAYCHECKS .................................................................................................................... 16 AUTOMATIC PAYROLL DEPOSIT ........................................................................................ 16 PAYROLL DEDUCTIONS .................................................................................................... 16 OVERTIME COMPENSATION .............................................................................................. 17 2 TRAVEL EXPENSE REIMBURSEMENT ................................................................................. 17 HEALTH, DENTAL, AND LIFE INSURANCE ........................................................................... 17 SUPPLEMENTAL INSURANCE BENEFITS ............................................................................. 18 CAFETERIA PLAN BENEFITS (SECTION 125) ...................................................................... 18 WORKERS’ COMPENSATION INSURANCE ........................................................................... 18 UNEMPLOYMENT COMPENSATION INSURANCE ................................................................... 18 TEACHER RETIREMENT .................................................................................................... 19 LEAVES AND ABSENCES (19) PERSONAL LEAVE ........................................................................................................... 20 STATE SICK LEAVE .......................................................................................................... 20 FAMILY AND MEDICAL LEAVE ACT (FMLA)—GENERAL PROVISIONS .................................. 21 LOCAL FAMILY AND MEDICAL LEAVE PROVISIONS ............................................................. 23 TEMPORARY DISABILITY LEAVE ........................................................................................ 24 WORKERS’ COMPENSATION BENEFITS .............................................................................. 25 ASSAULT LEAVE.............................................................................................................. 25 JURY DUTY ..................................................................................................................... 25 OTHER COURT APPEARANCES ......................................................................................... 25 MILITARY LEAVE ............................................................................................................. 26 COMPLAINTS AND GRIEVANCES (26) EMPLOYEE CONDUCT AND WELFARE (27) STANDARDS OF CONDUCT ................................................................................................ 27 DISCRIMINATION, HARASSMENT, AND RETALIATION............................................................ 30 SEXUAL ABUSE AND MALTREATMENT OF CHILDREN .......................................................... 32 TECHNOLOGY RESOURCES .............................................................................................. 32 PERSONAL USE OF ELECTRONIC MEDIA ............................................................................ 32 USE OF ELECTRONIC MEDIA WITH STUDENTS .................................................................... 33 CRIMINAL HISTORY BACKGROUND CHECKS....................................................................... 35 EMPLOYEE ARRESTS AND CONVICTIONS ........................................................................... 35 ALCOHOL AND DRUG-ABUSE PREVENTION ........................................................................ 36 TOBACCO USE ................................................................................................................ 36 FRAUD AND FINANCIAL IMPROPRIETY ................................................................................ 37 CONFLICT OF INTEREST.................................................................................................... 37 GIFTS AND FAVORS ......................................................................................................... 37 3 COPYRIGHTED MATERIALS ............................................................................................... 38 CHARITABLE CONTRIBUTIONS .......................................................................................... 38 ASSOCIATIONS AND POLITICAL ACTIVITIES ........................................................................ 38 SAFETY .......................................................................................................................... 39 POSSESSION OF FIREARMS AND WEAPONS ....................................................................... 39 VISITORS IN THE WORKPLACE .......................................................................................... 39 ASBESTOS MANAGEMENT PLAN ....................................................................................... 40 PEST CONTROL TREATMENT ............................................................................................ 40 GENERAL PROCEDURES (40) BAD WEATHER CLOSING ................................................................................................. 40 EMERGENCIES ................................................................................................................. 40 PURCHASING PROCEDURES ............................................................................................. 41 NAME AND ADDRESS CHANGES ........................................................................................ 41 PERSONNEL RECORDS..................................................................................................... 41 BUILDING USE ................................................................................................................. 42 TERMINATION OF EMPLOYMENT (42) RESIGNATIONS ................................................................................................................ 42 DISMISSAL OR NONRENEWAL OF CONTRACT EMPLOYEES .................................................. 42 DISMISSAL OF NONCONTRACT EMPLOYEES ....................................................................... 43 EXIT INTERVIEWS AND PROCEDURES................................................................................. 43 REPORTS TO STATE BOARD FOR EDUCATOR CERTIFICATION .............................................. 43 REPORTS CONCERNING COURT-ORDERED WITHHOLDING .................................................. 44 STUDENT ISSUES (44) EQUAL EDUCATIONAL OPPORTUNITIES ............................................................................. 44 STUDENT RECORDS ......................................................................................................... 44 PARENT AND STUDENT COMPLAINTS ................................................................................ 45 ADMINISTERING MEDICATION TO STUDENTS ...................................................................... 45 DIETARY SUPPLEMENTS ................................................................................................... 45 PSYCHOTROPIC DRUGS ................................................................................................... 46 STUDENT CONDUCT AND DISCIPLINE ................................................................................. 46 STUDENT ATTENDANCE ................................................................................................... 46 BULLYING ....................................................................................................................... 46 HAZING ........................................................................................................................... 47 APPENDIX (47) 4 5 Employee Handbook Receipt Name ______________________________________ Campus/department ___________________________ I hereby acknowledge receipt of a copy of the Mineola ISD Employee Handbook. I agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this document. Employees have the option of receiving the handbook in electronic format or hard copy. To access the Mineola Independent School District’s Employee Handbook on the website www.mineolaisd.net click on Employment and scroll down to 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 Superintendent 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 the Superintendent’s secretary. 6 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 the Superintendent. 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. District policies can be accessed on line by going to www.mineolaisd.net , clicking on Central Office and scrolling to Mineola ISD Policy Book On-line. 7 District Information Mission Statement, Goals and Objectives Policy AE The Mineola Independent School District, established and supported by the community, will provide an excellent, well-balanced education in a safe environment for all students. The Mineola Independent School District’s District Plan is posted on the web site at www.mineolaisd.net. Click on the central office and scroll down to MINEOLA INDEPENDENT SCHOOL DISTRICT PLAN. Board of Trustees Policies BA, BB, BD, and BE series Texas law grants the board of trustees the power to govern and oversee the management of the district’s schools. The board is the policy-making body within the district and has overall responsibility for the curriculum, school taxes, annual budget, employment of the superintendent and other professional staff, and facilities. The board has complete and final control over school matters within limits established by state and federal law and regulations. The board of trustees is elected by the citizens of the district to represent the community’s commitment to a strong educational program for the district’s children. Trustees are elected in May each year and serve 3-year terms. Trustees serve without compensation, must be registered voters, and must reside in the district. Current board members include: Duane Epps, President John Abbott, Secretary Kyle Gully, Vice-President Regan Brandon Carlist Brinkley Larry Gooch Rodney Watkins The board usually meets the third Monday each month at 7:00 p.m. Special meetings may be called when necessary. A written notice of regular and special meetings will be posted at the Administration Office and on the web site 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. 8 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 consulting with attorneys regarding pending litigation. Administration Superintendent Curriculum Director Business Manager Technology Director Athletic Director Maintenance Director Food Service Director Transportation Director Mary Lookadoo Venita Watts William Bjork Todd Karch Joe Drennon Rickey Browning Kim Meyers Jannie Blackwell High School Assistant Principal – Mike Sorenson Middle School Assistant Principal –Jeni Massey High School Principal - Ricky Stephens Middle School Principal – Bob Simmons Elementary School Principal – David Sauer Primary School Principal – Rod Allen School Calendar The Mineola ISD school calendar may be viewed at: http://www.mineolaisd.net/Calendar/Calendar.htm 9 Employment Equal Employment Opportunity Policies DAA, DIA Mineola ISD does not discriminate against any employee or applicant for employment because of race, color, religion, gender, national origin, age, disability, military status, genetic information, 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 bases listed above should contact Mary Lookadoo, Superintendent. Job Vacancy Announcements Policy DC Announcements of job vacancies by position and location are distributed on a regular basis and posted at the central administration building, Region VII ESC Job Listings and other appropriate sites. Employment After Retirement Individuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed in limited circumstances on a full- or part-time basis without affecting their benefits, according to TRS rules and state law. Detailed information about employment after retirement is available in the TRS publication Employment After Retirement. Employees can contact TRS for additional information by calling 800-223-8778 or 512-542-6400. Information is also available on the TRS Web Site (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. 10 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 as a teacher in public education for at least five of the eight years preceding employment with the district may not exceed one school year unless agreed upon by both parties. For those with less experience, the probationary period will be three school years (i.e., three one-year contracts) with an optional fourth school year if the board determines it is doubtful whether a term or continuing contract should be given. Term and Continuing Contracts. Full-time professionals employed in positions requiring certification and nurses will be employed by term contracts after they have successfully completed the probationary period. 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 positions that do not require SBEC certification 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. Certification and Licenses Policy DBAI Professional employees whose positions require SBEC certification or professional license are responsible for taking actions to ensure their credentials do not lapse. Employees must submit documentation that they have passed the required certification exam and/or obtained or renewed their credentials to the Superintendent in a timely manner. A certified employee’s contract may be voided without due process and employment terminated if the individual does not hold a valid certificate or fails to fulfill the requirements necessary to extend a temporary certificate, emergency certificate, probationary certificate, or permit. A contract may also be voided if SBEC suspends or revokes certification because of an individual’s failure to comply with criminal history background checks. Contact the Superintendent if you have any questions regarding certification or licensure requirements. 11 Searches and Alcohol and Drug Testing Policy DHE Non-investigatory searches in the workplace, including accessing an employee’s desk, file cabinets, or work area to obtain information needed for usual business purposes may occur when an employee is unavailable. Therefore, employees are hereby notified that they have no legitimate expectation of privacy in those places. In addition, the district reserves the right to conduct searches when there is reasonable cause to believe a search will uncover evidence of work-related misconduct. Such an investigatory search may include drug and alcohol testing if the suspected violation relates to drug or alcohol use. The district may search the employee, the employee’s personal items, work areas, 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 whose duties require 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 a commercial motor vehicle. Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted if 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 if 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 having a CDL or who is otherwise 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. Health, Safety Training Policies DBA, DMA Certain employees who are involved in physical activities for students must maintain and submit to the district proof of current certification or training in first aid, cardiopulmonary resuscitation (CPR), the use of an automated external defibrillator (AED) and extracurricular athletic activity safety. Certification or documentation of training must be issued by the American Red Cross, the American Heart Association, University Interscholastic League or another organization that provides equivalent training and certification. Employees subject to this requirement must submit their certification or documentation to Central Office. 12 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. 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 Central Office and must be approved by the receiving supervisor. Workload and Work Schedules Policies DEA, DL Professional Employees. Professional employees and academic administrators 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, including 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 and the Superintendent. 13 Notification to Parents Regarding Qualifications Policies DK, DBA 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 instructional 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 on an emergency permit (including individuals waiting to take a certification exam) or individuals who do not hold any certificate or permit. Information relating to teacher certification will be made available to the public upon request. Employees who have questions about their certification status can call Venita Watts, Curriculum Director at Central Office. Outside Employment and Tutoring Policy DBD Employees are required to disclose in writing to their immediate supervisor any outside employment that may create a potential conflict of interest with their assigned duties and responsibilities or the best interest of the district. Supervisors will consider outside employment on a case-by-case basis and determine whether it should be prohibited because of a conflict of interest. Performance Evaluation Policies 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. 14 Employee Involvement Policies BQA, BQB At both the campus and district levels, Mineola ISD offers opportunities for input in matters that affect employees and influence 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 Venita Watts, Central Office. 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, DEAA 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 employees and academic administrators 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 an hourly wage or salary and receive compensatory time or overtime pay for each overtime hour worked beyond 40 in a workweek. (See Overtime Compensation, page 16.) Note that all overtime must be authorized by the supervisor and the Superintendent. 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 Lisa Allen, Payroll for more information about the district’s pay schedules or their own pay. 15 Annualized Compensation Policy DEA The district pays all salaried employees over 12 months regardless of the number of months employed during the school year. Salaried employees will be paid in equal monthly payments beginning with the first pay period of the school year. Employees that separate after the last day of instruction will continue to receive paychecks through the end of the summer. 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 are on or before the 28th day of the month. Automatic Payroll Deposit All paychecks are electronically deposited into a designated account. A notification period of 30 days is necessary to activate and/or change this service. With automatic deposit, an employee’s pay should be available on the pay date according to the employee’s bank’s guidelines. Contact Lisa Allen, Payroll for more information about the automatic payroll deposit service. Payroll Deductions Policy CFEA Automatic payroll deductions for the Teacher Retirement System of Texas (TRS) and federal income tax are required for all full-time employees. Medicare tax deductions also are required for all employees hired after March 31, 1986. 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. 16 Overtime Compensation Policy DEA The district compensates overtime for nonexempt employees in accordance with federal wage and hour laws. Only nonexempt employees (hourly employees) are entitled to overtime compensation. Employees are not authorized to work beyond forty hours a week without advance approval from their supervisor. Overtime is legally defined as all hours worked in excess of 40 hours in a work week 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 which must be authorized by a supervisor in order to be paid for overtime hours. Employees may be compensated for overtime at time-and-a-half rate. The following applies to all nonexempt employees: 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 be reimbursed for expenses other than mileage. 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 Employees who are active, contributing TRS members. TRS retirees who are enrolled in TRS-Care (retiree health insurance program) and employees who are not contributing TRS members who 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 Lisa Allen, Payroll for more information. 17 Supplemental Insurance Benefits Policy CRD At their own expense, employees may enroll in supplemental insurance programs for dental and disability. Premiums for these programs can be paid by payroll deduction. Employees should contact Lisa Allen, Payroll 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 Administration. 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 Lisa Allen, Payroll. Employees who are unable to work because of a work-related injury will be notified of their rights and responsibilities under the Texas Labor Code. See Workers’ compensation benefits, page 23 for information on use of paid leave for such absences. Unemployment Compensation Insurance Policy CRF Employees who have been laid off or terminated through no fault of their own may be eligible for unemployment compensation benefits. 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 Lisa Allen, Payroll. 18 Teacher Retirement Policy DEG All personnel employed on a regular basis for at least four and one-half months 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 the superintendent as soon as possible. Information on the application procedures for TRS benefits is available from TRS at Teacher Retirement System of Texas, 1000 Red River Street, Austin, TX 787012698, or call 800-223-8778 or 512-542-6400. TRS information is also available on the Web (www.trs.state.tx.us). See page 9 for information on restrictions of employment of retirees in Texas public schools. Leaves and Absences Policy DEC, DECA, DECB 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 expect to be absent for an extended period of more than five days should call Lisa Allen for information about applicable leave benefits, payment of insurance premiums, and requirements for communicating with the district. Personal and local sick leave is earned based on 20 days of employment = 1 day of leave. Leave is available for the employee’s use as it is earned. 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. 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 3 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. Continuation of Health Insurance. Employees on an approved leave of absence other than family and medical leave may continue their insurance benefits at their own expense. Health insurance benefits for employees on paid leave and leave designated under the Family and Medical Leave Act will be paid by the district as they were prior to the leave. Otherwise, the district does not make benefit contributions for employees who are on unpaid leave. 19 Personal Leave State law entitles all employees to five days of paid personal leave per year. Personal leave is earned at a rate of one day per 20 days of employment. A day of earned personal leave is equivalent to an assigned workday. State personal leave accumulates without limit, and is transferable to other Texas school districts and generally transfers to education service centers. There are two types of personal leave: nondiscretionary and discretionary. Nondiscretionary. Leave that is taken for personal or family illness, family emergency, a death in the family, or active military service is considered nondiscretionary leave. Reasons for this type of leave allow very little, if any, advance planning and will be granted to employees in the same manner as state 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 request to the principal or supervisor as soon as the employee is aware of the anticipated absence. Discretionary personal leave must be approved by the campus principal or supervisor. In deciding whether to approve or deny state personal leave, the supervisor shall not seek or consider the reasons for which an employee requests the use of leave. The supervisor shall consider the effect of the employee’s absence on the educational program or District operations, as well as the availability of substitutes. Discretionary personal leave may not be taken in conjunction with scheduled holidays. Discretionary personal leave may not be taken for more than three consecutive days. taken, the employee’s daily rate will be deleted from the next pay period. If more than three discretionary days are State Sick Leave Previously accumulated state sick leave is available for use and may be transferred to other school districts in Texas. State sick leave can be used only in 3 day increments, except when coordinated with family and medical leave taken on an intermittent or reducedschedule basis or when coordinated with workers’ compensation benefits. State 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 20 Family and Medical Leave (FMLA) - General Provisions The following text is from the federal notice, Employee Rights and Responsibilities Under the Family and Medical Leave Act. Specific information that the district has adopted to implement the FMLA follows this general notice. Basic Leave Entitlement. FMLA requires covered employers to provide up to 12 weeks of unpaid, job-protected leave to eligible employees for the following reasons: • For incapacity due to pregnancy, prenatal medical care or child birth; • To care for the employee’s child after birth, or placement for adoption or foster care; • To care for the employee’s spouse, son or daughter, or parent, who has a serious health condition; or • For a serious health condition that makes the employee unable to perform the employee’s job. Military Family Leave Entitlements. Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a single 12-month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list. It also includes a family member who is a veteran with an illness or injury that occurs in the line of duty while on active duty and manifests itself before or after the service member became a veteran. The veteran must have been on active duty during the five years preceding the need for treatment, recuperation, or therapy. Benefits and Protections. During FMLA leave, the employer must maintain the employee’s health coverage under any ―group health plan‖ on the same terms as if the employee had continued to work. Upon return from FMLA leave, most employees must be restored to their original or equivalent positions with equivalent pay, benefits, and other employment terms. Use of FMLA leave cannot result in the loss of any employment benefit that accrued prior to the start of an employee’s leave. Eligibility Requirements. Employees are eligible if they have worked for a covered employer for at least one year, for 1,250 hours over the previous 12 months, and if at least 50 employees are employed by the employer within 75 miles. 21 Definition of Serious Health Condition. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents the employee from performing the functions of the employee’s job, or prevents the qualified family member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than 3 consecutive calendar days combined with at least two visits to a health care provider or one visit and a regimen of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment. Use of Leave. An employee does not need to use this leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. Employees must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the employer’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis. Substitution of Paid Leave for Unpaid Leave. Employees may choose or employers may require use of accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA leave, employees must comply with the employer’s normal paid leave policies. Employee Responsibilities. Employees must provide 30 days advance notice of the need to take FMLA leave when the need is foreseeable. When 30 days notice is not possible, the employee must provide notice as soon as practicable and generally must comply with an employer’s normal call-in procedures. Employees must provide sufficient information for the employer to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that the employee is unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. Employees also must inform the employer if the requested leave is for a reason for which FMLA leave was previously taken or certified. Employees also may be required to provide a certification and periodic recertification supporting the need for leave. Employer Responsibilities. Covered employers must inform employees requesting leave whether they are eligible under FMLA. If they are the notice must specify any additional information required as well as the employees’ rights and responsibilities. If they are not eligible, the employer must provide a reason for the ineligibility. Covered employers must inform employees if leave will be designated as FMLA-protected and the amount of leave counted against the employee’s leave entitlement. If the employer determines that the leave is not FMLA-protected, the employer must notify the employee. 22 Unlawful Acts by Employers. FMLA makes it unlawful for any employer to: • Interfere with, restrain, or deny the exercise of any right protected under FMLA; • Discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA. Enforcement. An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an employer. FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights. FMLA section 109 (29 U.S.C. § 2619) required FMLA covered employers to post the text of this notice. Regulations 29 C.F.R. § 825.300 (a) may require additional disclosures. For additional information: 1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627 www.wagehour.dol.gov Local Family and Medical Leave Povisions Eligible employees can take up to 12 weeks of unpaid leave in the 12-month period measured backward from the date an employee uses FMLA leave. Use of Paid Leave. Family and medical leave runs concurrently with accrued sick and personal leave, temporary disability leave, compensatory time, assault 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. Combined Leave for Spouses. A husband and wife who are both employed by the district are limited to a combined total of 12 weeks of FMLA leave to care for a parent with a serious health condition; or for the birth, adoption, or foster placement of a child. Military Care-giver leave for spouses is limited to a combined total of 26 weeks. Intermittent Leave. When medically necessary or in the case of a qualifying exigency, an employee may take leave intermittently or on a reduced schedule. The district does not permit the use of intermittent or reduced-schedule leave for the care of a newborn child or for adoption or placement of a child with the employee. Certification of Leave. If an employee requests leave, the employee shall provide certification, as required by FMLA regulations of the need for leave. 23 Fitness-for-Duty Certification. If an employee takes FMLA leave due to the employee’s own serious health condition, the employee shall provide, before resuming work, a fitness for duty certification. If the District will require certification of the employee’s ability to perform essential job functions, the District shall provide a list of essential job functions to the employee with the FMLA designation notice. End of Semester Leave. If a teacher takes leave near the end of the semester, the District may require the teacher to continue leave until the end of the semester. District Contact. Employees that require FMLA leave or have questions should contact Lisa Allen for details on eligibility, requirements, and limitations. Temporary Disability Leave 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. Temporary disability leave must be taken as a continuous block of time. It may not be taken intermittently or on a reduced schedule. Pregnancy and conditions related to pregnancy are treated the same as any other temporary disability. Employees must request approval for temporary disability leave. An employee’s notification of need for extended absence due to the employee’s own medical condition shall be accepted as a request for temporary disability leave. The request must be accompanied by a physician’s statement confirming the employee’s inability to work and estimating a probable date of return. If disability leave is approved, the length of leave is no longer than 180 calendar days. If disability leave is not approved, the employee must return to work or be subject to termination procedures. If an employee is placed on temporary disability leave involuntarily, he or she has the right to request a hearing before the board of trustees. The employee may protest the action and present additional evidence of fitness to work. When an employee is ready to return to work, the 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 resume regular duties. 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 an appropriate position is not available, the employee may be assigned to another campus, subject to the approval of the campus principal. 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. 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. 24 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. Jury Duty Employees will receive leave with pay and without loss of accumulated leave for jury duty. Employees must present documentation of the service. 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. 25 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 United States 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 each federal fiscal year (October 1-September 30). 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 who are 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 can be 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 Lisa Allen, Payroll for details on eligibility, requirements, and limitations. 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 grievance process. Employees are encouraged to discuss their concerns or complaints with their supervisors or an appropriate administrator at any time. The formal process provides all employees with an opportunity to be heard up to the highest level of management if they are dissatisfied with an administrative response. Once all administrative procedures are exhausted, employees can bring concerns or complaints to the board of trustees. For ease of reference, the district’s policy concerning the process of bringing concerns and complaints can be found at: DGBA (Local) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DGBA(LOCAL).pdf 26 Employee Conduct and Welfare Standards of Conduct Policy DH All employees are expected to work together in a cooperative spirit to serve the best interests of the district and to be courteous to students, one another, and the public. Employees are expected to observe the following standards of conduct: Recognize and respect the rights of students, parents, other employees, and members of the community. Maintain confidentiality in all matters relating to students and coworkers. Report to work according to the assigned schedule. Notify their immediate supervisor in advance or as early as possible in the event that they must be absent or late. Unauthorized absences, chronic absenteeism, tardiness, and failure to follow procedures for reporting an absence may be cause for disciplinary action. Know and comply with department and district policies and procedures. Express concerns, complaints, or criticism through appropriate channels. Observe all safety rules and regulations and report injuries or unsafe conditions to a supervisor immediately. Use district time, funds, and property for authorized district business and activities only. All district employees should perform their duties in accordance with state and federal law, district policies and procedures, and ethical standards. Violation of policies, regulations, or guidelines may result in disciplinary action, including termination. Alleged incidents of certain misconduct by educators, including having a criminal record, must be reported to SBEC not later than the seventh day the superintendent first learns of the incident. See Reports to the State Board for Educator Certification, page 38 for additional information. The Code of Ethics and Standard Practices for Texas Educators, adopted by the State Board for Educator Certification, which all district employees must adhere to, is reprinted below: Texas Educators’ Code of Ethics 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 27 honesty and good moral character. 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. Standard 1.9 The educator shall not make threats of violence against school district employees, school board members, students, or parents of students. Standard 1.10 The educator shall be of good moral character and be worthy to instruct or supervise the youth of this state. Standard 1.11 The educator shall not intentionally or knowingly misrepresent his or her employment history, criminal history, and/or disciplinary record when applying for subsequent employment. Standard 1.12 The educator shall refrain from the illegal use or distribution of controlled substances and/or abuse of prescription drugs and toxic inhalants. Standard 1.13 The educator shall not consume alcoholic beverages on school property or during school activities when students are present. 28 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 or provides information for a disciplinary investigation or proceeding 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 Standard 3.8 The educator shall maintain appropriate professional educator-student relationships and boundaries based on a reasonably prudent educator standard. Standard 3.9 The educator shall refrain from inappropriate communication with a student or minor, including, but not limited to, electronic communication such as cell phone, text messaging, email, instant messaging, blogging, or other social network communication. Factors that may be considered in assessing whether the communication is inappropriate include, but are not limited to: 29 (i) the nature, purpose, timing, and amount of the communication; (ii) the subject matter of the communication; (iii) whether the communication was made openly or the educator attempted to conceal the communication; Discrimination, Harassment, and Retaliation 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 discriminated or retaliated against or harassed are encouraged to promptly report such incidents to the campus principal, supervisor, or appropriate district official. If the campus principal, supervisor, or district official is the subject of a complaint, the employee should report the complaint directly to the superintendent. A complaint against the superintendent may be made directly to the board. The district’s policy that includes definitions and procedures for reporting and investigating discrimination, harassment, and retaliation are located at: DIA (Local) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DIA(LOCAL).pdf Harassment of Students Policies DF, 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 of a student will be reported to the student’s parents and promptly investigated. An employee who knows of or suspects child abuse must also report his or her knowledge or suspicion to the appropriate authorities, as required by law. See Reporting suspected child abuse, page 29 for additional information. The district’s policy that includes definitions and procedures for reporting and investigating harassment of students is found at: FFH (Local) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=FFH(LOCAL).pdf 30 Reporting Suspected Child Abuse Policies DF, 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. Abuse is defined by SBEC and includes the following acts or omissions: Mental or emotional injury to a student or minor that results in an observable and material impairment in the student’s or minor’s development, learning, or psychological functioning; Causing or permitting a student or minor to be in a situation in which the student or minor sustains a mental or emotional injury that results in an observable and material impairment in the student’s or minor’s development, learning, or psychological functioning; Physical injury that results in substantial harm to a student or minor, or the genuine threat of substantial harm from physical injury to the student or minor, including an injury that is at variance with the history or explanation given and excluding an accident or reasonable discipline; or Sexual conduct harmful to a student’s or minor’s mental, emotional, or physical welfare. Reports to Child Protective Services can be made to the local agency (903-763-2275) or to the Texas Abuse Hotline (800-252-5400). State law specifies that an employee may not delegate to or rely on another person to make the report. Under state law, any person reporting or assisting in the investigation of reported child abuse or neglect is immune from liability unless the report is made in bad faith or with malicious intent. In addition, the district is prohibited from retaliating against an employee who, in good faith, reports child abuse or neglect or who participates in an investigation regarding an allegation of child abuse or neglect. An employee’s failure to report suspected child abuse may result in prosecution as a Class A 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 agency. Reporting the concern to the principal does not relieve the employee of the requirement to report it to the appropriate state agency. In addition, employees must cooperate with investigators of child abuse and neglect. Interference with a child abuse investigation by 31 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. Sexual Abuse and Maltreatment of Children As an employee, it is important for you to be aware of warning signs that could indicate a child may have been or is being sexually abused or maltreated. Sexual abuse in the Texas Family Code is defined as any sexual conduct harmful to a child’s mental, emotional, or physical welfare as well as a failure to make a reasonable effort to prevent sexual conduct with a child. Maltreatment is defined as abuse or neglect. Anyone who suspects that a child has been or may be abused or neglected has a legal responsibility under state law for reporting the suspected abuse or neglect to law enforcement or to Child Protective Services (CPS). Employees are required to follow the procedures described above in Reporting Suspected Child Abuse. Technology Resources Policy CQ The district’s technology resources, including its network access to the Internet, are primarily for administrative and instructional purposes. Limited personal use 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 technology resources are not confidential and can be monitored at any time to ensure appropriate use. Employees who are authorized to use the system are required to abide by the provisions of the acceptable use policy and administrative procedures. Failure to do so can result in suspension of access or termination of privileges and may lead to disciplinary action. Employees with questions about computer use and data management can contact the MISD Technology Director. Personal Use of Electronic Media Policy DH Electronic media includes all forms of social media, such as text messaging, instant messaging, electronic mail (e-mail), Web logs (blogs), electronic forums (chat rooms), video-sharing Web sites (e.g., YouTube), editorial comments posted on the Internet, and 32 social network sites (e.g., Facebook, MySpace, Twitter, LinkedIn). Electronic media also includes all forms of telecommunication such as landlines, cell phones, and Web-based applications. As role models for the district’s students, employees are responsible for their public conduct even when they are not acting as district employees. Employees will be held to the same professional standards in their public use of electronic media as they are for any other public conduct. If an employee’s use of electronic media interferes with the employee’s ability to effectively perform his or her job duties, the employee is subject to disciplinary action, up to and including termination of employment. If an employee wishes to use a social network site or similar media for personal purposes, the employee is responsible for the content on the employee’s page, including content added by the employee, the employee’s friends, or members of the public who can access the employee’s page, and for Web links on the employee’s page. The employee is also responsible for maintaining privacy settings appropriate to the content. An employee who uses electronic media for personal purposes shall observe the following: The employee may not set up or update the employee’s personal social network page(s) using the district’s computers, network, or equipment. The employee shall not use the district’s logo or other copyrighted material of the district without express, written consent. The employee continues to be subject to applicable state and federal laws, local policies, administrative regulations, and the Code of Ethics and Standard Practices for Texas Educators, even when communicating regarding personal and private matters, regardless of whether the employee is using private or public equipment, on or off campus. These restrictions include: o Confidentiality of student records. [See Policy FL] o Confidentiality of health or personnel information concerning colleagues, unless disclosure serves lawful professional purposes or is required by law. [See Policy DH (EXHIBIT)] o Confidentiality of district records, including educator evaluations and private e-mail addresses. [See Policy GBA] o Copyright law [See Policy CY] o Prohibition against harming others by knowingly making false statements about a colleague or the school system. [See Policy DH (EXHIBIT)] See Use of Electronic Media with Students, below, for regulations on employee communication with students through electronic media. Use of Electronic Media with Students Policy DH A certified or licensed employee, or any other employee designated in writing by the superintendent or a campus principal, may communicate through electronic media with students who are currently enrolled in the district. The employee must comply with the 33 provisions outlined below. All other employees are prohibited from communicating with students who are enrolled in the district through electronic media. An employee is not subject to these provisions to the extent the employee has a social or family relationship with a student. For example, an employee may have a relationship with a niece or nephew, a student who is the child of an adult friend, a student who is a friend of the employee’s child, or a member or participant in the same civic, social, recreational, or religious organization. The following definitions apply for the use of electronic media with students: Electronic media includes all forms of social media, such as text messaging, instant messaging, electronic mail (e-mail), Web logs (blogs), electronic forums (chat rooms), video-sharing Web sites (e.g., YouTube), editorial comments posted on the Internet, and social network sites (e.g., Facebook, MySpace, Twitter, LinkedIn). Electronic media also includes all forms of telecommunication such as landlines, cell phones, and Web-based applications. Communicate means to convey information and includes a one-way communication as well as a dialogue between two or more people. A public communication by an employee that is not targeted at students (e.g., a posting on the employee’s personal social network page or a blog) is not a communication: however, the employee may be subject to district regulations on personal electronic communications. See Personal Use of Electronic Media, above. Unsolicited contact from a student through electronic means is not a communication. Certified or licensed employee means a person employed in a position requiring SBEC certification or a professional license, and whose job duties may require the employee to communicate electronically with students. The term includes classroom teachers, counselors, principals, librarians, paraprofessionals, nurses, educational diagnosticians, licensed therapists, and athletic trainers. An employee who uses electronic media to communicate with students shall observe the following: The employee may use any form of electronic media except text messaging. Only a teacher, trainer, or other employee who has an extracurricular duty may use text messaging, and then only to communicate with students who participate in the extracurricular activity over which the employee has responsibility. The employee shall limit communications to matters within the scope of the employee’s professional responsibilities (e.g., for classroom teachers, matters relating to class work, homework, and tests; for an employee with an extracurricular duty, matters relating to the extracurricular activity. The employee is prohibited from knowingly communicating with students through a personal social network page; the employee must create a separate social network page (―professional page‖) for the purpose of communicating with students. The employee must enable administration and parents to access the employee’s professional page. The employee shall not communicate directly with any student between the hours of 9:00 p.m. and 7:00 a.m. An employee may, however, make public posts to a social network site, blog, or similar application at any time. The employee does not have a right to privacy with respect to communications with students and parents. 34 The employee continues to be subject to applicable state and federal laws, local policies, administrative regulations, and the Code of Ethics and Standard Practices for Texas Educators, including: o Compliance with the Public Information Act and the Family Educational Rights and Privacy Act (FERPA), including retention and confidentiality of student records. [See Policies CPC and FL] o Copyright law [Policy CY] Prohibitions against soliciting or engaging in sexual conduct or a romantic relationship with a student. [See Policy DF] Upon request from administration, an employee will provide the phone number(s), social network site(s), or other information regarding the method(s) of electronic media the employee uses to communicate with any one or more currently-enrolled students. Upon written request from a parent or student, the employee shall discontinue communicating with the student through e-mail, text messaging, instant messaging, or any other form of one-to-one communication. An employee may request an exception from one or more of the limitations above by submitting a written request to his or her immediate supervisor. Criminal History Background Checks Policy DBAA Employees may be subject to a review of their criminal history record information at any time during employment. National criminal history checks based on an individual’s fingerprints, photo, and other identification will be conducted on certain employees and entered into the Texas Department of Public Safety (DPS) Clearinghouse. This database provides the district and SBEC with access to an employee’s current national criminal history and updates to the employee’s subsequent criminal history. Employees who use or are under the influence of alcohol or illegal drugs as defined by the Texas Controlled Substances Act during working hours may be dismissed. The district’s policy regarding employee drug use may be found at : DH (Local) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DH(LOCAL).pdf DI (Exhibit) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DI(XHIBIT).pdf Tobacco Use Policies DH, GKA, FNCD State law prohibits smoking or using tobacco products 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 or using tobacco products while inside the vehicle. Notices stating that smoking or using tobacco products are prohibited by law and punishable by a fine are displayed in prominent places in all school buildings. 36 Fraud and Financial Impropriety Policy 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. This includes the following: A personal financial interest A business interest Any other obligation or relationship Nonschool employment Gifts and Favors Policy DBD Employees may not accept gifts or favors that could influence, or be construed to influence, the employee’s performance of assigned duties. The acceptance of a gift, favor, or service by an administrator or teacher that might reasonably tend to influence the selection 37 of textbooks, electronic textbooks, instructional materials or technological equipment may result in prosecution of a Class B misdemeanor offense. 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.). Electronic media, including motion pictures and other audiovisual works, are to be used in the classroom for instructional purposes only. Duplication are to be used in the classroom for educational purposes only. Duplication or backup of computer programs and data must be made within the provisions of the purchase agreement. Charitable Contributions Policy DG The Board or any employee may not directly or indirectly require or coerce an employee to make a contribution to a charitable organization or in response to a fund-raiser. Employees cannot be required to attend a meeting called for the purpose of soliciting charitable contributions. In addition, the Board or any employee may not directly or indirectly require or coerce an employee to refrain from making a contribution to a charitable organization or in response to a fund raiser or attending a meeting called for the purpose of soliciting charitable contributions. 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. 38 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 Rickey Browning, Maintenance Director. Possession of Firearms and Weapons Policies FNCG, GKA Employees, visitors, and students are prohibited from bringing firearms, knives, clubs or other prohibited weapons onto school premises (i.e., building or portion of a building) or any grounds or building where a school-sponsored activity takes place. To ensure the safety of all persons, employees who observe or suspect a violation of the district’s weapons policy should report it to their supervisors or call the Superintendent immediately. Visitors in the Workplace Policy GKC All visitors are expected to enter any district facility through the main entrance and sign in or report to the building’s main office. Authorized visitors will receive directions or be escorted to their destination. Employees who observe an unauthorized individual on the district premises should immediately direct him or her to the building office or contact the administrator in charge. 39 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 Central 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 at the main entrance of the building. Pest control information sheets are available from campus principals or facility managers upon request. General Procedures Bad Weather Closing 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: KMOO, KLTV Channel 7 and KETK Channel 56 Emergencies Policy CKC All employees should be familiar with the safety procedures for responding to a medical emergency and the evacuation diagrams posted in their work areas. Fire, tornado, and other emergency drills will be conducted to familiarize employees and students with 40 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 Business Manager and must have the approval of the immediate supervisor, the Business Manager and the Superintendent. A purchase order will be issued after all signatures are acquired. 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 Lisa Allen, Payroll 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 Lisa Allen, Payroll. 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 any time by submitting a written request to the Superintendent. New or terminating employees have 14 days after hire or termination to submit a request. Otherwise, personal information will be released to the public. 41 Building Use Policies DGA, GKD Employees who wish to use district facilities after school hours must follow established procedures. Sara West is responsible for scheduling the use of facilities after school hours. Contact Mrs. West to request to use school facilities and to obtain information on the fees charged. 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 superintendent or the board of trustees. Resignation without consent 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 on line or at the Central Office. 42 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, genetic information, any other basis protected by law, or in retaliation for the exercise of certain protected legal rights. Noncontract employees who are dismissed have the right to grieve the termination. The dismissed employee must follow the district process outlined in this handbook when pursuing the grievance. (See Complaints and grievances, page 26.) 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 including intellectual property, and equipment must be returned upon separation from employment. 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 Policies FB, FFH The Mineola ISD does not discriminate on the basis of race, color, religion, national origin, gender, 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) School officials with legitimate educational interests 44 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 Policies 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 performanceenhancing dietary supplement to any student. 45 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 Conduct and 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 FEB 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. Bullying Policy FFI All employees are required to report student complaints of bullying to their campus principal. The district’s policy that includes definitions and procedures for reporting and investigating bullying of students may be found in the Mineola ISD Policy Book under FFI (Local). 46 Hazing Policy FNCC Students must have prior approval from the principal or designee for any type of ―initiation rites‖ of a school club or organization. While most initiation rites are permissible, engaging in or permitting ―hazing‖ is a criminal offense. Any teacher, administrator, or employee who observes a student engaged in any form of hazing, who has reason to know or suspect that a student intends to engage in hazing, or has engaged in hazing must report that fact or suspicion to the designated campus discipline person. Appendix Website links DAA - Equal employment opportunity – (Legal) (Local) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DAA(LEGAL).pdf DBAA – Criminal history and credit reports – (Legal) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DBAA(LEGAL).pdf&QueryText=DBAA DBD - Conflict of interest – (Legal) (Local) (Exhibit) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DBD(LEGAL).pdf DC Series - Employment practices DC (Legal) (Local) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DC(LEGAL).pdf DCA (Legal) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DCA(LEGAL).pdf DCB (Legal) (Local) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DCB(LEGAL).pdf DCD (Legal) (Local) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DCD(LEGAL).pdf DCE (Legal) (Local) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DCE(LEGAL).pdf DEA - Salaires and wages (Legal) (Local) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DEA(LEGAL).pdf DEAA - Stipends and incentives (Legal) (Local) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DEAA(LEGAL).pdf 47 DEC - Leaves and absences (Legal) (Local) – http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DEC(LEGAL).pdf DFAC - Return to probationary status (Legal) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DFAC(LEGAL).pdf DFB series - Termination of contracts DFBA (Legal) (Local) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DFBA(LEGAL).pdf DFBB (Legal) (Local) (Exhibit) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DFBB(LEGAL).pdf DFD - Hearings before hearing examiner (Legal) (Local) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DFD(LEGAL).pdf DFE – Resignations (Legal) (Local) - http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DFE(LEGAL).pdf DFF - Reduction in force (Legal) (Local) - http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DFF(LOCAL).pdf DG – Employee rights and privileges (Legal) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DG(LEGAL).pdf&QueryText=DG DGBA - Employee complaints (Legal) (Local)http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DGBA(LEGAL).pdf DH - Employee standards of conduct (Legal) (Local) (Exhibit) – http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DH(LEGAL).pdf DHE - Searches and Drug/Alcohol Testing (Legal) (Local) (Exhibit) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DHE(LEGAL).pdf DI - Employee Welfare (Local) (Exhibit) - http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DI(LOCAL).pdf DIA – Discrimination, harassment, and retaliation (Legal) (Local) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DIA(LEGAL).pdf 48 DK – Assignments (Legal) (Local) - http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DK(LEGAL).pdf DN Series – Performance appraisal – DN (Local) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DN(LOCAL).pdf DNA (Legal) (Local) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DNA(LEGAL).pdf DNB (Legal) (Local) http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=DNB(LEGAL).pdf FN Series – Student Rights and Responsibilities – http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=FN(LOCAL).pdf FO Series – Student Discipline - http://www.tasb.org/policy/pol/private/250903/pol.cfm?DisplayPage=FO(LEGAL).pdf Chapter 37 of the Texas Education Code http://tlo2.tlc.state.tx.us/statutes/docs/ED/content/pdf/ed.002.00.000037.00.pdf effective Sept. 1, 2009 http://www.statutes.legis.state.tx.us/Docs/ED/pdf/ED.37.pdf 49

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