Employee Handbook
2007-2008
MANAGEMENT
COMPONENT
POLICY STATEMENT
It is our policy to manage and conduct operations and business in a manner that offers maximum protection to each and every employee and any other person that may be affected by our operations and business.
It is our absolute conviction that we have the responsibility for providing a safe and healthful work environment for our people and all others that may be affected as we conduct business.
We will make every effort to provide a working environment that is free from any recognized or potential hazards.
We recognize that the success of a safety and healthy program is contingent and dependent upon support from the executive level of management down to involvement of all employees of the district.
The administration of this district is committed to allocating and providing all of the resources needed to promote and effectively implement the Accident Prevention Plan.
This district will establish avenues to solicit and receive comments, information and assistance from employees where safety and health is concerned.
This district will comply with all safety and health regulations established by federal, state and local agencies.
District administration and designated Managers will be an exemplary example of commitment to safety and health at this district.
This policy applies to all employees and persons affected or associated in anyway by the scope of this business.
Jim Parker
SUPERINTENDENT
HB 1130-requirement to
encourage the hiring of educational aides who show a desire to become a
certified teacher.
·
Friona ISD will encourage all applicants for educational aide positions to pursue certification as a certified
teacher. This has been a practice of
the district for a number of years.
·
Friona ISD will regularly distribute printed information about the
Educational Aide Exemption Program to all eligible employees who are interested.
·
Friona ISD will assist interested parties to obtain any
information and guidance needed.
·
Friona ISD will include an information sheet to accompany
application packets.
·
Friona ISD will provide information on an annual basis to the
local media for use in public service announcements.
·
Friona ISD will include an inquiry as to an applicant’s interest
during the interview process.
·
Friona ISD will not exclude applicants from consideration for
employment if they do not express an interest to become a certified teacher.
Table of Contents
Introduction
Employee handbook receipt
Description of the district
District
map
Mission
statement
District
goals and objectives
Board
of trustees
Board meeting schedule
Administration
School
calendar
Helpful contacts
School
directory
Equal
employment opportunity
Job
vacancy announcements
Employment
after retirement
Contract
and noncontract employment
Searches
and alcohol and drug testing
First
aid and CPR certification
Reassignments
and transfers
Workload
and work schedules
Notification
of parents regarding qualifications
Outside
employment and tutoring
Performance
evaluation
Employee
involvement
Staff
development
Salaries,
wages, and stipends
Paychecks
Automatic
payroll deposit
Payroll
deductions
Overtime
compensation
Travel
expense reimbursement
Health,
dental, and life insurance
Supplemental
insurance benefits
Cafeteria
plan benefits (Section 125)
Workers’
compensation insurance
Unemployment compensation insurance
Teacher
retirement
Other
benefit programs
Personal
leave
Sick
leave
Local
leave
Temporary
disability
Family
and medical leave
Workers’
compensation benefits
Assault
leave
Bereavement
leave
Jury
duty
Other
court appearances
Military
leave
Employee relations
and communications
Employee
recognition and appreciation
District
communications
Complaints and grievances
Harassment
H
Drug-abuse
prevention
Reporting
suspected child abuse
Fraud and financial impropriety
Conflict of interest
Gifts and favors
Associations and political activities
Safety
Tobacco
use
Employee
arrests and convictions
Possession
of firearms and weapons
Visitors
in the workplace
Copyrighted
materials
Computer
use and data management
Asbestos
management plan
Pest
control treatment
Other topics
Bad
weather closing
Emergencies
Purchasing
procedures
Name
and address changes
Personnel
records
Building
use
Resignations
Dismissal
or nonrenewal of contract employees
Dismissal
of noncontract employees
Exit
interviews and procedures
Reports
to the State Board for Educator Certification
Reports
concerning court-ordered withholding
Equal
educational opportunities
Student
records
Parent
and student complaints
Administering
medication to students
Dietary
supplements
Psychotropic drugs
Student discipline
Student
attendance
Hazing
Appendix
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 Jim Parker, 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 non-contract employees in any way. Rather, it is a guide to and a brief explanation of district policies and procedures related to employment. These policies and procedures can change at any time; these changes shall supersede any handbook provisions that are not compatible with the change. For more information, employees may refer to the policy codes that are associated with handbook topics, confer with their supervisor, or call the appropriate district office. Policy manuals are located at each campus, all school libraries, the central administration office, and are available for employee review during normal working hours.
Mission statement
Policy AE
Friona ISD will provide opportunities for all students to maximize potential and experiences excellence.
District goals and objectives
Policies AB, AF
Board of trustees
Policies BA, BAA, BBA, BBB, BBE, BBF, BE, BEC, BED
The board of trustees is elected by the citizens of the district
to represent the community’s commitment to a strong educational program for
the district’s children. Trustees are elected yearly and serve three-year
terms. Trustees serve without compensation, must be registered voters,
and must reside in the district.
Current board members include:
| Danny Hand, President | Lisa Alaniz, Member | Brent Loflin, Member |
| Mitchell Smiley, Vice President | Ricky Barnett, Member |
|
| Loraine Anthony, Secretary | Tracy Bunker, Member |
Trustees usually meets the third Monday of each month in
the Friona ISD Administration Board Room. Special meetings may be called
when necessary.
A written notice of
regular and special meetings will be posted in the front window of the
All
meetings are open to the public. In certain circumstances,
Board meeting schedule for 2007-2008
| August 20, 2007 | December 17, 2007 | April 21, 2008 |
| September 17, 2007 | ||
| October 15, 2007 | February 18, 2008 | June 16, 2008 |
| November 19, 2007 | March 17, 2008 | July 21, 2008 |
Administration
Jim Parker,
Superintendent
Kenny Austin, Federal Programs/Technology
Michelle Gonzales, Administrative Assistant
Sue Wells, Special Education Director
Denver Crum, High School
Principal
Ben Kirton, High School Assistant
Kevin Wiseman, Jr. High Principal
Becky Riethmayer, Elementary Principal
Tracy Ellis, Primary Principal
Roxanne Hurst, Food Service Director
School calendar
Helpful contacts
From time to time, employees have questions or concerns. If those questions or concerns cannot be answered by supervisors or at the campus or department level, the employee is encouraged to contact the appropriate department as listed below.
Jim
Parker, Superintendent.
Central Office – 250-2747
School Directory
| Administrative Office – 250-2747 | High
School – 250-3951 |
|
Administrative Assistant – |
Junior High – 250-2788 |
| Administrative Assistant – Michelle Gonzales – 250-2747 | Elementary – 250-2240 |
| Technology – Kenny Austin - 250-5900 | Primary – 250-3935 |
Equal employment opportunity
Policy DAA
The Friona ISD does not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, military status, or on any other basis prohibited by law. Employment decisions will be made on the basis of each applicant’s job qualifications, experience, and abilities.
Employees with questions or concerns about discrimination on the
basis of race, color, religion, sex, national origin, age, or military status
should contact Jim Parker, Superintendent. Employees with questions or concerns
about discrimination on the basis of a disability should contact Jim Parker,
Superintendent.
Job vacancy announcements
Policy
Announcements of job vacancies by position and location are distributed on a regular basis and posted at the central administration building, campus offices, and on the district's Web site.
Employment after retirement
Individuals receiving retirement benefits from the Teacher
Retirement System (TRS) may be employed in certain positions on a full- part-time
basis without affecting their benefits, according to TRS rules and state law.
Service retirees who retire before May 31 may return to work in a
As a principal or assistant principal or teacher in an acute shortage area on a full-time basis, if appropriately certified and following a 12-month break in service. Retirees that retired under early age or disability provisions are excluded.
As a full-time bus driver (early age and disability retirees excluded).
As a substitute at no more than the established daily substitute pay rate (Individuals receiving disability retirement benefits may not work for more than 90 days in a school year.)
On a half-time or less basis during any month. Half-time employment cannot exceed the lesser of 50 percent of the position’s full-time load or 92 hours in a month.
On a half-time or less basis during any month. Half-time employment cannot exceed the lesser of 50 percent of the position's full-time load or 92 hours in a month.
On a full-time basis during a six-month period during a school year, provided that this is their only employment in a Texas public school. Individuals who retire in August may begin employment in October of the school year following their retirement.
Under this last provision, retirees must submit annual written notice to TRS by the last day of the first month of full employment to avoid a disruption of benefits. Working any part of a month counts as a full month.
Other restrictions apply when a person has retired because of a
disability. Individuals retiring because of a disability should contact TRS for
details about employment restrictions.
Shortage areas. Certain retirees may return to work on a full-time basis as a principal or assistant principal or teacher in an acute shortage area without a reduction in their TRS annuity benefits. Acute teaching shortage areas are determined by the board based on Commissioner of Education guidelines. When filling acute shortage area positions, the district must give hiring preference to certified applicants who are not retirees. To be eligible for full TRS benefits a retiree must meet the following criteria:
Have not been subject to a reduction in benefits for retirement
at an early age or retired under disability provisions
Have a 12-month continuous break in public school service since retirement
Be appropriately certified for the position in the applicable school year
Employees can contact TRS for additional information by calling 800-223-8778 or 512-542-6400. TRS information is also available on the Web (www.trs.state.tx.us).
Contract and noncontract employment
Policies DC, DCA, DCB, DCC, DCD, DCE
State law requires the district to employ all full-time
professional employees in positions requiring a certificate from State Board
for Educator Certification (SBEC) and nurses under probationary, term, or
continuing contracts. Employees in all other positions are employed at-will or
by a contract that is not subject to the procedures for nonrenewal or
termination under Chapter 21 of the Texas Education Code. The paragraphs that
follow provide a general description of the employment arrangements used by the
district.
Probationary contracts.
Nurses and full-time professional employees new to the district and employed in
positions requiring SBEC certification must receive a probationary contract
during their first year of employment. Former employees who are hired after at least a two-year lapse
in district employment also may be employed by probationary contract.
Probationary contracts are one-year contracts. The probationary period for those who have been employed in public schools for
at least five of the eight years preceding employment with the district may not
exceed one school year. For those with less experience, the probationary period
will be three school years (i.e., three one-year contracts) with an optional fourth school year if the board
determines it is doubtful whether a term or continuing contract should be given.
Term and continuing contracts. Full-time professionals employed in positions requiring certification and nurses will be employed by term or continuing contracts after they have successfully completed the probationary period. Teachers employed after that date are employed by term contracts. Campus principals and central office administrators are employed under two-year term contracts. The terms and conditions of employment are detailed in the contract and employment policies. All employees will receive a copy of their contract and employment policies
Noncertified professional and administrative employees. Employees in professional and administrative positions that do not require SBEC certification (such as noninstructional administrators) are employed by a one-year contract that is not subject to the procedures for non-renewal or termination under the Texas Education Code.
Searches and alcohol and drug testing
Policy DHE
Noninvestigatory searches in the workplace, including accessing
an employee’s desk, file cabinets, or work area to obtain information needed
for usual business purposes may occur when an employee is unavailable. Therefore, employees are hereby notified that they have no legitimate
expectation of privacy in those places. In addition, the district reserves the
right to conduct searches when there is reasonable cause to believe a search
will uncover evidence of work-related misconduct. Such an investigatory search
may include drug and alcohol testing if the suspected violation relates to drug
or alcohol use. The district may search the employee, the employee’s personal
items, work areas, including district-owned computers, lockers, and private vehicles parked on district premises or
work sites or used in district business.
Employees required
to have a commercial driver’s license. Any employee 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.
Drug testing will be conducted before an individual assumes
driving responsibilities. Alcohol and drug tests will be conducted when
reasonable suspicion exists, at random, when an employee returns to duty after
engaging in prohibited conduct, and as a follow-up measure. Testing may be
conducted following accidents. Return-to-duty and follow-up
testing will be conducted 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 to have 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 Kenny Austin
First aid and CPR certification
Policy DBA
Head marching band directors, head coaches, or chief sponsors of an extracurricular athletic activity (including cheerleading) that is sponsored or sanctioned by the district or University Interscholastic League (UIL) must maintain and submit to the district proof of current certification in first aid and cardiopulmonary resuscitation (CPR). Certification must be issued by the American Red Cross, the American Heart Association, or another organization that provides equivalent training and certification.
Reassignments and transfers
Policy DK
All personnel are subject to assignment and reassignment by the superintendent or designee when the superintendent determines that the assignment or reassignment is in the best interest of the district. Reassignment is a transfer to another position, department, or facility that does not necessitate a change in the employment contract. Campus reassignments must be approved by the principal at the receiving campus except when reassignments are due to enrollment shifts or program changes. Extracurricular or supplemental duty assignments may be reassigned at any time unless an extracurricular or supplemental duty assignment is part of a dual-assignment contract. Employees who object to a reassignment may follow the district process for employee complaints as outlined in this handbook and district policy DGBA (Local).
An employee with the required qualifications for a position may request a transfer to another campus or department. A written request for transfer must be completed and signed by the employee and the employee’s supervisor. A teacher requesting a transfer to another campus before the school year begins must submit their request by May 1, 2008. 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
Policy DL
Professional employees. Professional and administrative employees are exempt from overtime pay and are employed on a 10-, 11-, or 12-month basis, according to the work schedules set by the district. A school calendar is adopted each year designating the work schedule for teachers and all school holidays. Notice of work schedules including required days of service and scheduled holidays will be distributed each school year.
Classroom teachers will have planning periods for instructional preparation, 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 one day a week when no other personnel are available.
Paraprofessional and auxiliary employees. Support employees are employed at will and will be notified of the required duty days, holidays, and hours of work for their position on an annual basis. Paraprofessional and auxiliary employees are not exempt from overtime and are not authorized to work in excess of their assigned schedule without prior approval from their supervisor.
Notification of parents regarding qualifications
Policy DK, EHBD
Texas
Employees who have questions about their certification status can call Jim Parker, Superintendent.
Outside employment and tutoring
Policy DBF
Employees should not accept outside employment or engage in other activities for profit that would interfere with their district employment.
Performance evaluation
Policy DN, DNA, DNB
Evaluation of an employee’s job performance is a continuous process that focuses on improvement. Performance evaluation is based on an employee’s assigned job duties and other job-related criteria. All employees will participate in the evaluation process with their assigned supervisor at least annually. Written evaluations will be completed on forms approved by the district. Reports, correspondence, and memoranda also can be used to document performance information. All employees will receive a copy of their written evaluation, have a performance conference with their supervisor, and get the opportunity to respond to the evaluation.
Employee involvement
Policy BQA, BQB
At both the campus and district levels, Friona ISD offers opportunities for input in matters that affect employees and influences the instructional effectiveness of the district. As part of the district’s planning and decision-making process, employees are elected to serve on district- or campus-level advisory committees. Plans and detailed information about the shared decision-making process are available in each campus office or from your campus principal.
Staff development
Policy DMA
Staff development activities are organized to meet the needs of employees and the district. Staff development for instructional personnel is predominantly campus-based, related to achieving campus performance objectives, addressed in the campus improvement plan, and approved by a campus-level advisory committee. Staff development for non-instructional personnel is designed to meet specific licensing requirements (e.g., bus drivers) and continued employee skill development.
Individuals holding renewable SBEC certificates are responsible for obtaining the required training hours and maintaining appropriate documentation.
Salaries, wages, and stipends
Policy DEA
Employees are paid in accordance with administrative guidelines and a pay structure established for each position. The district’s pay plans are reviewed by the administration each year and adjusted as needed. All district positions are classified as exempt or nonexempt according to federal law. Professional and administrative employees are generally classified as exempt and are paid monthly salaries. They are not entitled to overtime compensation. Other employees are generally classified as nonexempt and are paid based on hourly wages or salary and receive compensatory time or overtime pay for each overtime hour worked beyond 40 in a workweek..
All employees will receive written notice of their pay and work schedules before the start of each school year. Classroom teachers, full-time librarians, full-time nurses, and full-time counselors will be paid no less than the minimum state salary schedule. Contract employees who perform extracurricular or supplemental duties may be paid a stipend in addition to their salary according to the district's extra-duty pay schedule.
Employees
should contact Jim Parker for more information about the district’s pay
schedules or their own pay.
Paychecks
All professional and salaried employees are paid monthly. Hourly employees are paid every two weeks. Paychecks will not be released to any person other than the district employee named on the check without the employee's written authorization. During summer breaks, paychecks will be mailed.
An employee's payroll statement contains detailed information including deductions, withholding information, and the amount of leave accumulated. If you have questions about your payroll statement contact Ella Kirton at 250-2747.
The
schedule of pay dates for the 2007-2008 school year follows:
| August 24, 2007 | December 21, 2007 | April 25, 2008 |
| September 25, 2007 | January 25, 2008 | May 23, 2008 |
| October 25, 2007 | February 25, 2008 | June 25, 2008 |
| November 21, 2007 | March 25, 2008 | July 25, 2008 |
Automatic payroll deposit
Employees can have their paychecks electronically deposited into an account of their choice. A notification period by the 15th of the month is necessary to activate this service. With automatic deposit, an employee's pay is immediately available on the pay date. Contact Ella Kirton @ 250-2747 for more information about the automatic payroll deposit service.
Policy CF
Automatic payroll deductions for the Teacher Retirement System of Texas (TRS) and federal income tax are required for all full-time employees. Medicare tax deductions also are required for all employees hired after March 31, 1986. Temporary and part-time employees who are not eligible for TRS membership must have their Social Security contributions deducted.
Other payroll deductions employees may elect include deductions for the employee's share of premiums for health, dental, life, and vision insurance; annuities; and higher education savings plans. Employees also may request payroll deduction for payment of membership dues to professional organizations. Salary deductions are automatically made for unauthorized or unpaid leave.
Overtime
compensation
Policy DEA
The district compensates overtime for nonexempt employees in accordance with federal wage and hour laws. Only nonexempt employees (hourly employees and paraprofessional employees) are entitled to overtime compensation. Nonexempt employees are not authorized to work beyond their normal work schedule without advance approval from their supervisor.
Overtime is legally defined as all hours worked in excess of 40 hours weekly and is not measured by the day or by the employee's regular work schedule. Nonexempt employees that are paid on a salary basis are paid for a 40-hour workweek and do not earn additional pay unless they work more than 40 hours. For the purpose of calculating overtime, a workweek begins at 12:01 a.m. Monday and ends at midnight Friday.
Employees may be compensated for overtime at time-and-a-half rate with compensatory time off (comp time) or direct pay. The following applies to all nonexempt employees:
Employees can accumulate up to 60 hours of compensatory time.
Comp time must be used in the duty year that it is earned.
Use of comp time may be at the employee's request with supervisor approval as workload permits.
An employee may be required to use comp time before using any other available paid leave (e.g., sick, personal, vacation).
Weekly time records will be maintained on all nonexempt employees for the purpose of wage and salary administration.
Travel expense reimbursement
Policy
Before any travel expenses are incurred by an employee, the employee’s supervisor and Michelle Gonzales must give approval. For approved travel, employees will be reimbursed for mileage and other travel expenditures according to the current rate schedule established by the district. Employees must submit receipts, to the extent possible, to be reimbursed for expenses other than mileage.
Health, dental, and life insurance
Policy CRD
Group health insurance coverage is provided through
TRS-ActiveCare, the statewide public school health insurance program. The
district’s contribution to employee insurance premiums is determined annually
by the board of trustees. Employees eligible for health insurance coverage
include the following:
•
Employees who are active, contributing TRS members
•
Employees who are not contributing TRS members and who are
regularly scheduled to work at least 10 hours per week
TRS retirees and employees who
are not contributing TRS members that are regularly scheduled to work less than
10 hours per week are not eligible to participate in TRS-ActiveCare.
The insurance plan year is from September 1 through August 31.
Current employees can make changes in their insurance coverage
during open enrollment each spring. Detailed descriptions of insurance coverage,
employee cost, and eligibility requirements are provided to all employees in a
separate booklet. Employees should contact Ella Kirton @ 250-2747 for more information.
Supplemental insurance benefits
Policy CRG
At their own expense, employees may enroll in supplemental insurance programs for catastrophic illness, disability, or supplemental life. Premiums for these programs can be paid by payroll deduction. Employees should contact Ella Kirton, payroll & insurance clerk, 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 Texas Association of School Boards, effective September 1, 2006. 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 Kenny Austin. 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. Employees with questions about unemployment benefits should contact Jim Parker, Superintendent.
Unemployment compensation insurance
Policy CRF
Employees who have been laid off or terminated through no fault
of their own may be eligible for unemployment compensation benefits under the
Texas Unemployment Compensation Act. Employees are not eligible to collect
unemployment benefits during regularly scheduled breaks in the school year or
the summer months if they have employment contracts or reasonable assurance of
returning to service. Employees with questions about unemployment benefits
should contact Jim Parker,
Superintendent.
Teacher retirement
Policy DEG
All personnel employed on a regular basis for at least one-half of the normal work schedule are members of the Teacher Retirement System of Texas (TRS).
Employees who plan to retire under TRS should notify Michelle
Gonzales as soon as possible. Information on the application procedures for
TRS benefits are available at the office or from TRS at Teacher Retirement System of Texas,
Other benefit programs
Policy DEB
Leaves and absences
Policy DEC
The district offers employees paid and unpaid leaves of absence in times of personal need. This handbook describes the basic types of leave available and restrictions on leaves of absence. Employees who have personal needs that will require long leaves of absence should call Ella Kirton at the Central Office for counseling about leave options, continuation of benefits, and communicating with the district.
Employees who take an unpaid leave of absence may continue their insurance benefits at their own expense. Health care benefits for employees on leave authorized under the Family and Medical Leave Act will be paid by the district as they were when they were working. Otherwise, the district does not make benefit contributions for employees who are not on active payroll status.
Employees must follow district and department or campus procedures to report or request any leave of absence and complete the appropriate leave request form. Any employee who is absent more than five days because of a personal or family illness must submit a medical certification from a qualified health care provider confirming the specific dates employee's fitness to return to work.
Personal and local sick leave is earned on an up-front basis. Leave is available for the employee's use after state leave is depleted. If an employee leaves the district before the end of the work year, the cost of any unearned leave days taken shall be deducted from the employee's final paycheck.
Personal leave
State law entitles all employees to five days of paid personal leave per year. Personal leave is earned at a rate of 1/2 a day every 17 days. A day of earned personal leave is equivalent to an assigned workday. There is no limit on the accumulation of state personal leave, and it can be transferred to other Texas school districts and is generally transferable to education service centers. There are two types of personal leave: nondiscretionary and discretionary.
Nondiscretionary. Leave that is taken for personal or family illness, emergency, a death in the family, or active military service is considered nondiscretionary leave. This type of leave allows very little or no advance planning and will be granted to employees in the same manner as sick leave.
Discretionary. Leave that is taken at an employee's discretion and that can be scheduled in advance is considered discretionary leave. An employee wishing to take discretionary personal leave must submit a notice of the request five days in advance of the anticipated absence to his or her principal or supervisor. Discretionary personal leave will be granted on a first-come, first-served basis. The effect of the employee's absence on the educational program or department operations, as well as the availability of substitutes, will be considered by the principal or supervisor.
Sick Leave
Previously accumulated state sick leave is available for use and may be transferred to other school districts in Texas. Sick leave can be used only in half-day increments except when coordinated with family and medical leave taken on an intermittent or reduced-schedule basis or when coordinated with workers' compensation benefits.
Sick leave may be used for the following reasons only:
Employee illness
Illness in the employee's immediate family
Family emergency (i.e., natural disasters or life-threatening situations)
Death in the immediate family
Active military service
Local leave
Temporary disability
Certified employees. Any full-time employee whose position requires certification from the State Board for Educator Certification (SBEC) is eligible for temporary disability leave. The purpose of temporary disability leave is to provide job protection to full-time educators who cannot work for an extended period of time because of a mental or physical disability of a temporary nature. A full-time educator may request to be placed on temporary disability leave or be placed on leave. Pregnancy and conditions related to pregnancy are treated the same as any other temporary disability.
Employees must request approval for temporary disability leave. The leave request must be accompanied by a physician’s statement confirming the employee’s inability to work and estimating a probable date of return. If disability leave is approved, the length of leave is no longer than 180 days. If disability leave is not approved, the employee must return to work or be subject to termination procedures.
If an employee is placed on temporary disability leave involuntarily, he or she has the right to request a hearing before the board of trustees. The employee may protest the action and present additional evidence of fitness to work.
When an employee is ready to return to work, the Superintendent should be notified at least 30 days in advance. The return-to-work notice must be accompanied by a physician’s statement confirming that the employee is able to do the job. Professional employees returning from leave will be reinstated to the school to which they were previously assigned as soon as an appropriate position is available. If a position is not available before the end of the school year, professional employees will be reinstated at the beginning of the following school year.
Family and medical leave
Employees who have been employed by the district for at least 12
months and have worked at least 1,250 hours in the 12 months immediately
proceeding the need for leave are eligible for family and medical leave. Eligible employees can take up to 12 weeks of unpaid leave each year between
August
1 and July 31 for the following reasons:
•
The birth, adoption, or foster placement of a child
•
To care for a spouse, parent, or child with a serious health
condition
•
An employee’s serious health condition
A husband and wife who are both employed by the district are
subject to limits in the amount of leave that they can take to care for a parent
with a serious health condition or for the birth, adoption, or foster placement
of a child.
Eligible employees are entitled to continue their health care
benefits under the same terms and conditions as when they were on the job and
are entitled to return to their previous job or an equivalent job at the end of
their leave. Under some circumstances, teachers who are able to return to work
at or near the conclusion of a semester may be required to continue their leave
until the end of the semester.
Family and medical leave runs concurrently with accrued sick and
personal leave, temporary disability leave, and absences due to a work-related
illness or injury. The district will designate the leave as family and medical
leave, if applicable, and notify the employee that accumulated leave will run
concurrently.
In some circumstances, employees may take family and medical
leave in blocks of time or by reducing their normal weekly or daily work
schedule. Intermittent leave may be taken under the following circumstances:
•
An employee is needed to care for a seriously ill spouse, child,
or parent
•
An employee requires medical treatment for a serious illness
•
An employee is seriously ill and unable to work
•
An employee becomes a parent or has a foster child placed in his
or her home
When the need for family and medical leave is foreseeable,
employees who want to use it must provide 30-day advance notice of their need.
When the need for leave is not foreseeable, employees must contact their
campus principal soon as possible. Employees may be required to provide the
following:
Medical certification from a qualified health care provider supporting the need for leave due to a serious health condition affecting the employee or an immediate family member
Second or third medical opinions and periodic recertification of the need for leave
Periodic reports during the leave regarding the employee's status and intent to return to work
Medical certification from a qualified health care provider at the conclusion of leave of an employee's ability to return to work
Employees requiring family and medical leave should contact Michelle Gonzales for details on eligibility, requirements, and limitations.
An employee absent from duty because of a job-related illness or injury may be eligible for workers’ compensation weekly income benefits if the absence exceeds seven calendar days.
An employee receiving workers’ compensation wage benefits for
a job-related illness or injury may choose to use accumulated sick leave or any
other paid leave benefits. An employee choosing to use paid leave will not
receive workers’ compensation weekly income benefits until all paid leave is
exhausted or to the extent that paid leave does not equal the pre-illness or
-injury wage. If the use of paid leave is not elected, then the employee will
only receive workers’ compensation wage benefits for any absence resulting
from a work-related illness or injury, which may not equal his or her
pre-illness or -injury wage.
Assault leave
Assault leave provides extended job income and benefits protection to an employee who is injured as the result of a physical assault suffered during the performance of his or her job. An injury is treated as an assault if the person causing the injury could be prosecuted for assault or could not be prosecuted only because that person’s age or mental capacity renders the person non-responsible for purposes of criminal liability.
An employee who is physically assaulted at work may take all the leave time medically necessary (up to two years) to recover from the physical injuries he or she sustained. At the request of an employee, the district will immediately assign the employee to assault leave. Days of leave granted under the assault leave provision will not be deducted from accrued personal leave and must be coordinated with workers' compensation benefits. Upon investigation the district may change the assault leave status and charge leave used against the employee’s accrued paid leave. The employee’s pay will be deducted if accrued paid leave is not available.
Bereavement leave
Jury duty
Employees will receive leave with pay and without loss of accumulated leave for jury duty. Employees must present documentation of the service and may retain any compensation they receive.
Other court appearances
Employees will be granted paid leave to comply with a valid subpoena to appear in a civil, criminal, legislative, or administrative proceeding. Other absences for court appearances related to an employee’s personal business must be taken as personal leave or leave without pay (if no personal leave is available). Employees may be required to submit documentation of their need for leave for court appearances.
Military leave
Paid
leave for military service.
Any employee who is a member of the Texas
National Guard, Texas State Guard, or reserve component of the armed forces will
be granted a paid leave of absence without loss of any accumulated leave for
authorized training or duty orders. Paid military leave will not exceed 15
days per year. In addition, an employee is entitled to use available state and
local personal or sick leave during a time of active military service.
Reemployment
after military leave. Employees who leave the district to enter into the
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 Ella Kirton for details on eligibility, requirements, and limitations.
Employee relations and communications
Employee recognition and appreciation
Policy DJ
Continuous efforts are made throughout the year to recognize employees who make an extra effort to contribute to the success of the district. Employees are recognized at board meetings, in the district newsletter, and through special events and activities. Recognition and appreciation activities also include luncheons.
District communications
Throughout the school year, the campus office publishes newsletters, brochures, fliers, calendars, news releases, and other communication materials. These publications offer employees and the community information pertaining to school activities and achievements. They include the following:
Friona Star,
Cable TV-Channel 6 and Friona ISD Web Site
Complaints and grievances
Policy DGBA
In an effort to hear and resolve employee concerns or complaints in a timely
manner and at the lowest administrative level possible, the board has adopted
an orderly process that all employees must follow. Employees are encouraged to discuss
their concerns or complaints with their supervisors or an appropriate administrator at any time.
The formal process provides all employees with an opportunity to
be heard up to the highest level of management if they are dissatisfied with an
administrative response. Once all administrative procedures are exhausted,
employees can bring concerns or complaints to the board of trustees. For
ease
of reference, the district's policy concerning the process of bringing concerns
and complaints is reprinted as follows:
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, for additional information.
The Code of Ethics and Standard Practices for Texas Educators, adopted by the State Board for Educator Certification, which all district employees must adhere to, is reprinted below:
Code of Ethics and Standard Practices for
Statement
of Purpose
The
Professional
Standards
1.
Professional Ethical Conduct, Practices, and Performance
Standard 1.1 The educator shall not knowingly engage
in deceptive practices regarding official policies of the school district or
educational institution.
Standard 1.2 The educator shall not knowingly misappropriate, divert, or use
monies, personnel, property, or equipment committed to his or her charge for
personal gain or advantage.
Standard 1.3
The educator shall not submit fraudulent requests for reimbursement, expenses,
or pay.
Standard 1.4 The educator shall not use institutional or
professional privileges for personal or partisan advantage.
Standard 1.5 The educator shall neither accept nor offer
gratuities, gifts, or favors that impair professional judgment or to obtain
special advantage. This standard shall not restrict the acceptance of gifts or
tokens offered and accepted openly from students, parents, or other persons or organizations in recognition or appreciation of service.
Standard 1.6 The educator shall not falsify records, or direct or
coerce others to do so.
Standard 1.7 The educator shall comply with state regulations,
written local school board policies, and other applicable state and federal
laws.
Standard 1.8 The educator shall apply for, accept, offer, or
assign a position or a responsibility on the basis of professional
qualifications.
2. Ethical Conduct toward Professional
Colleagues
Standard 2.1 The educator shall not reveal
confidential health or personnel information concerning colleagues unless
disclosure serves lawful professional purposes or is required by law.
Standard 2.2 The educator shall not harm others by knowingly
making false statements about a colleague or the school system.
Standard 2.3 The educator shall adhere to written local school
board policies and state and federal laws regarding the hiring, evaluation, and
dismissal of personnel.
Standard 2.4 The educator shall not interfere with a colleague's
exercise of political, professional, or citizenship rights and
responsibilities.
Standard 2.5 The educator shall not discriminate against or coerce
a colleague on the
basis of race, color, religion, national origin, age, sex, disability, or family
status.
Standard 2.7 The educator shall not retaliate against any
individual who has filed a complaint with the SBEC under this chapter.
3. Ethical Conduct toward Students
Standard 3.1
The educator shall not reveal confidential information
concerning students unless disclosure serves lawful professional purposes
or is required by law.
Standard 3.2 The
educator shall not knowingly treat a student in a manner that adversely affects
the student's learning, physical health, mental health, or safety.
Standard 3.3
The educator shall not deliberately or knowingly misrepresent facts
regarding a student.
Standard 3.4
The educator shall not exclude a student from participation in a program,
deny benefits to a student, or grant an advantage to a student on the basis of
race, color, sex, disability, national origin, religion, or family status.
Standard 3.5
The educator shall not engage in physical mistreatment of a student.
Standard 3.6
The educator shall not solicit or engage in sexual conduct or a romantic
relationship with a student.
Standard 3.7
The educator shall not furnish alcohol or illegal/unauthorized drugs to
any student or knowingly allow any student to consume alcohol or
illegal/unauthorized drugs in the presence of the educator.
Harassment
Policies DH, DIA
Employees shall not engage in prohibited harassment, including sexual harassment, of other employees or students. While acting in the course of their employment, employees shall not engage in prohibited harassment of other persons, including board members, vendors, contractors, volunteers, or parents. A substantiated charge of harassment will result in disciplinary action.
Employees who believe they have been harassed are encouraged to promptly report such incidents to the campus principal, supervisor, or appropriate district official. If the campus principal or supervisor is the subject of a complaint, the employee should report the complaint directly to the superintendent.
The district's policy that includes definitions and procedures for reporting and investigating harassment is reprinted below: DIA (Local)
Harassment of students
Policies DH, FFG, FFH
Sexual and other harassment of students by employees are forms of discrimination and are prohibited by law. Romantic or inappropriate social relationships between students and district employees are prohibited. Employees who suspect a student may have experienced prohibited harassment are obligated to report their concerns to the campus principal or other appropriate district official. All allegations of prohibited harassment or abuse of a student will be reported to the student's parents and promptly investigated. An employee who knows of or suspects child abuse must also report his or her knowledge or suspicion to the appropriate authorities, as required by law. See Reporting suspected child abuse for additional information.
The district's policy that includes definitions and procedures for reporting and investigating harassment of students is reprinted below. FFH (Local)
Drug-abuse prevention
Policies DH, DI
Friona ISD is committed to maintaining an alcohol- and drug-free environment and will not tolerate the use of alcohol and illegal drugs in the workplace and at school-related or school-sanctioned activities on or off school property.
Employees who use or are under the influence of
alcohol or illegal drugs as defined by the Texas Controlled Substances Act
during working hours may be dismissed. The district’s policy regarding
employee drug use follows: DH (Local) and DI (Exhibit)
Reporting suspected child abuse
Policy DG, DH, FFG, GRA
All employees are required by state law to report any suspected child abuse or neglect to a law enforcement agency, Child Protective Services, or appropriate state agency (e.g., state agency operating, licensing, certifying, or registering a facility) within 48 hours of the event that led to the suspicion. Reports to Child Protective Services can be made to the Superintendent or or to the Texas Abuse Hotline (800-252-5400). State law specifies that an employee may not delegate to or rely on another person to make the report.
Under
state law, any person reporting or assisting in the investigation of reported
child abuse or neglect is immune from liability unless the report is made in bad
faith or with malicious intent. In addition, the district is prohibited from
retaliating against an employee who, in good faith, reports child abuse or
neglect or who participates in an investigation regarding an allegation of child
abuse or neglect.
An employee’s failure to report suspected child abuse may
result in prosecution for the commission of a Class B misdemeanor. In
addition, a certified employee’s failure to report suspected child abuse may
result in disciplinary procedures by SBEC for a violation of the Educators Code
of Ethics and Standard Practices for Texas Educators.
Employees who suspect that a student has been or may be abused or neglected should also report their concerns to the campus principal. This includes students with disabilities who are no longer minors. Employees are not required to report their concern to the principal before making a report to the appropriate agencies. In addition, employees must cooperate with child abuse and neglect investigators. Reporting the concern to the principal does not relieve the employee of the requirement to report to the appropriate state agency. Interference with a child abuse investigation by denying an interviewer’s request to interview a student at school or requiring the presence of a parent or school administrator against the desires of the duly authorized investigator is prohibited.
Fraud and financial impropriety
Policy DG, CAA
All employees should act with integrity and diligence in duties involving the district's financial resources. The district prohibits fraud and financial impropriety, as defined below. Fraud and financial impropriety includes, but is not limited to, the following:
Forgery or unauthorized alteration of any document or account belonging to the district
Forgery or unauthorized alteration of a check, bank draft, or any other financial document
Misappropriation of funds, securities, supplies, or other district assets, including employee time
Impropriety in the handling of money or reporting of district financial transactions
Profiteering as a result of insider knowledge of district information or activities
Unauthorized disclosure of confidential or proprietary information to outside parties
Unauthorized disclosure of investment activities engaged in or contemplated by the district
Accepting or seeking anything of material value from contractors, vendors, or service providing services or materials to the district
Destroying, removing, or inappropriately using records, furniture, fixtures, or equipment
Failing to provide financial records required by state or local entities
Failure to disclose conflicts of interest as required by policy
Any other dishonest act regarding the finances of the district
Conflict of interest
Policy BFAA, DBD
Employees are required to disclose to their supervisor any situation that creates a potential conflict of interest with proper discharge of assigned duties and responsibilities or creates a potential conflict of interest with the best interests of the district. This includes the following:
A personal financial interest
A business interest
Any other obligation or relationship
An employee with a substantial interest in a business entity or interest in real property must disclose the interest to the district prior to the award of a contract or authorization of payment. This is done by filing an affidavit with the Superintendent. An employee is also considered to have substantial interest if a close family member (e.g., spouse, parent, child, or spouse's parent or child) has a substantial interest.
Gifts and favors
Policy DBD
Employees may not accept gifts or favors that could influence, or be construed to influence, the employee’s discharge of assigned duties. The acceptance of a gift, favor, or service by an administrator or teacher that might reasonably tend to influence the selection of textbooks may result in prosecution of a class B misdemeanor offense. This does not include staff development, teacher training, or instructional materials, such as maps or worksheets, that convey information to students or contribute to the learning process.
Associations and political activities
Policy DGA
The district will not directly or indirectly discourage employees from participating in political affairs or require any employee to join any group, club, committee, organization, or association. Employees may join or refuse to join any professional association or organization.
An individual’s employment will not be affected by membership or a decision not to be a member of any employee organization that exists for the purpose of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours of employment, or conditions of work.
Use of district resources, including work time, for political activities is prohibited.
Safety
Policy CK
The district has developed and promotes a comprehensive program
to ensure the safety of its employees, students, and visitors. The safety
program includes guidelines and procedures for responding to emergencies and
activities to help reduce the frequency of accidents and injuries. To prevent or
minimize injuries to employees, coworkers, and students and to protect and
conserve
district equipment, employees must comply with the following requirements:
•
Observe all safety rules.
•
Keep work areas clean and orderly at all times.
•
Immediately report all accidents to their supervisor.
•
Operate only equipment or machines for which they have training
and authorization.
Tobacco use
Policies DH, GKA, FNCD
Smoking