Post on 24-Aug-2020
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PRENTISSCOUNTYSCHOOLDISTRICT
PERSONNELHANDBOOK
2019-2020
RandleDowns,SuperintendentofEducation
PRENTISSCOUNTYSCHOOLDISTRICTBOARDOFEDUCATION
Mrs.SheliaJohnson
Mr.RonnyKesler
Mr.JasonMcCoy
Mr.RandyManess
Mrs.TeresaBotts
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CentralOfficeStaff
RandleDowns,Superintendent728-4911Ext.301
WandaCrow,Superintendent’sSecretary728-4911Ext.301
AndreaAllen, Network Administrator/ Student Data Coordinator728-4911Ext.303
TanyaMorgan,ChildNutritionDirector728-1550Ext.305
DanaHisaw,PayrollandInsurance728-4911Ext.307
AliciaShields,BusinessManager728-4911Ext.308
SandyJohnson,BookkeepingandAccountsPayable728-4911Ext.309
MelbaCrabb,EducationalServiceCenterSecretary728-9408Ext.310
KimHamm,FederalProgramsDirector/CurriculumDirector/LicensureRenewal728-9408Ext.313
LukeLedbetter,TechnologyCoordinator/TestingCoordinator728-4632Ext.311
LeighEstes,SpecialEducationDirector/Gifted728-9408Ext.315
RichardMorgan,BusShop728-8534
ChrisMorgan,TransportationDirector401-1280
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SchoolsandPrincipals
HILLSCHAPELSCHOOL(K-8) NickeyMarshall,Principal728-5181 Fax:728-1773
JUMPERTOWNSCHOOL(K-12) AnthonyMichael,Principal728-6378 Fax:728-9420
MARIETTASCHOOL(K-8) JasonPotts,Principal728-4770 Fax:728-0965
NEWSITEHIGHSCHOOL(9-12) RonaldClark,Principal728-5205 Fax:728-1965
THRASHERSCHOOL(K-12) KennySparks,Principal728-5233 Fax:728-8107
WHEELERSCHOOL(K-12) ToddSwinney,Principal365-2629 Fax:365-2535
PRENTISSCOUNTYVO-TECH KimEnglish,Director728-9259 Fax:728-9899
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PrentissCountySchoolDistrict
Mission
PrentissCountySchoolDistrictisdedicatedtoensuringworldclassacademicexcellencewithinasafelearningenvironment,whileprovidingavarietyofexceptionalextra-curricularprogramsthatfosterthephysical,social,andemotionalgrowthofall
students.
Vision
PrentissCountySchoolDistrictwillberegionallyandnationallyrecognizedasasystemofsuperiorperformingschoolsthatigniteapassionforlearningwhileinspiringstudentsuccessthroughinstructionalexcellenceandexemplaryleadership.
Goals
1. Ensureasafe,secure,orderlyenvironmentforall.2. Improvedstudentachievementthroughaguaranteed,viablecurriculum.3. Provideextra-curricularopportunitiesthatfosterthepersonalgrowthofall.4. Recruit,develop,andretainaworkforceofindividualscommittedtothe
district’svisionandmission.5. Developprincipled,stronginstructionalleaders.6. Developstrategiestoincreasethegraduationrateandreducethedropout
rate.7. Furtherdevelopproductivecommunityandparentalpartnerships.8. Assiststudentsindevelopinghabitsthatpromoteahealthylifestyle.9. Continuouslyreplaceandupdatetechnology.10. Managethesystem’sfacilitiesinafinanciallyresponsiblemanner.
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EmployeeHandbookPurposeWelcometoPrentissCountySchoolDistrict(PCSD).Webelievethecontributionofyourtalents,skills,knowledge,andpositiveattitudeisessentialtothecontinuedsuccessofthisdistrict.AllPCSDemployeesarevaluedandencouragedtonotifyyoursupervisorsaboutawardsandachievementsaswellasproblemsandyourideasonsolvingthem.Thishandbookwasdevelopedtoprovideinformation.ItoutlinestheDistrict’sexpectations,policies,andprograms,servingasaresourceforyouduringyouremployment.ThishandbookwillserveasareferenceandguideforteachersandstaffinregardtothepoliciesestablishedbyPrentissCountySchoolBoardconcerningpersonnel.Thishandbookisnotintendedtobeall-inclusivenorwillitaddresseverysituation.Therefore,youareencouragedtoaddressquestionswithyourdirectsupervisor.Thepoliciesandotherinformationcontainedinthishandbookaresubjecttochangeatanytimeduetoorganizationalneeds.PCSDBoardPolicysupersedesalldocumentedmaterialpublishedorunpublished.
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II.EMPLOYMENTEqualEmploymentOpportunityPCSDiscommittedtoprovidingaworkenvironmentthatisfreeofdiscrimination.ItisthepolicyofPCSDthatallapplicantsandemployeesareentitledtoequalemploymentopportunityregardlessofrace,color,religionorcreed,gender(includespregnancyorrelatedmedicalconditions),nationalorigin,age,disability,veteranstatusorotherprotectedcharacteristicsasrequiredbylocal,stateandfederallaw.Inaddition,theDistrict’sprocedurespecificallyprohibitsretaliationagainstanyindividualengagedinaprotectedactivity.Protectedactivitiesincludemakinganhonestlybelievedcomplaintofdiscrimination;participatingasawitnessorotherwiseinadiscriminationinvestigation;orrequestingaccommodationsbasedonreligionordisability.
Incompliancewiththeprovisionsofallapplicablestateandfederalcivilrightslaws,everyeffortwillbemadetoemploythemostqualifiedindividualswithoutregardtotheabovefactors.Additionally,itisandshallcontinuetobetheDistrict’spolicytoprovidepromotionandadvancementopportunitiesinanon-discriminatoryfashion.PCSDisanequalopportunityemployer.PCSDdoesnot,andwillnot,permitanyofitsemployeestoengageindiscriminatorypracticesinvolvingindividualsthattheycomeincontactwithasrepresentativesoftheDistrict,ortheirco-workers.
PCSDrequiresimmediatereportingofallperceivedincidentsofdiscrimination.Ifyoubelieveyouarebeingdiscriminatedagainst,orifyoubelieveyouremploymentisbeingaffectedbysuchconductdirectedatsomeoneelse,youshouldimmediatelydiscussyourconcernswithyourimmediatesupervisor,thePrincipal,SuperintendentorPersonnelOffice.Shouldemployeesknowofanincidentofdiscrimination,theyareexpectedtoimmediatelybringtheincidenttotheattentionoftheirsupervisor,thePrincipal,SuperintendentorPersonnelOffice.
ThisDistrictwillnotdiscriminateinitsoperation,onthebasisofrace,color,religion,nationalorigin,sex,age,ordisabilityintheprovisionofeducationalprogramsandservicesoremploymentopportunitiesandbenefits,inaccordancewithfederalandstatelaws.
REF:TitleVIandTitleVII;1964CivilRightsActTitleIX;1972EducationAmendmentsSection503;and5041973RehabilitationActMississippiPublicSchoolAccountabilityStandards
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EmploymentAtWill
WhiletheDistrictstrivestomaketheemploymentrelationshipamutuallysatisfyingone,PCSDcanmakenoassurances,eitherexpressedorimplied,concerningthedurationofemployment.EmployeesoftheDistrict,whoare“At-Will”,meanthateithertheDistrictortheemployeecanterminateemploymentatanytime,withorwithoutcauseornotice.ProgressiveDisciplinedoesnotaltarthe“At-Will”status.“At-Will”employeesarenotentitledtoahearing.Inaddition,itshouldbenotedthatnoonehastheauthoritytomakepromisesorguaranteesofemployment,whicharenotconsistentwiththeDistrict’s“At-Will”policy.Therefore,nostatementorpromisebyasupervisorordepartmentheadmaybeinterpretedasachangeinpolicynorwillitconstituteanagreementmadewithanemployee.An“At-Will”employeeisanyemployeewhodoesnotreceiveacontractofemployment.
SelectpositionswithinPCSD(i.e.Teachers)doreceiveemploymentcontracts.Therefore,theydonotfallunderemployment“At-Will”.EmployeeswhohaveacontractwithPCSDareexpectedtoabidebythetermsoftheircontract.
COMPLAINT/GRIEVANCEPOLICYThepurposeofthisprocedureistosecurethefirstpossibleadministrativelevel,anequitablesolutiontoanygrievance.Thefollowingdefinitionsshallapplyinthisgrievanceprocedure:
1. A“grievance”isacomplaintbyanindividualbaseduponanallegedviolationofaperson’srightsunderstateorfederallaworboardpolicy.
2. A“grievant”isapersonorpersonsmakingthecomplaint.3. Theterm“days”shallmeanworkingschooldaysandshallexcludeweekends
orvacationdays.PROCEDUREFORPROCESSINGGRIEVANCES:LevelOne:
1. Allgrievances,asdefinedinNo.1above,mustbepresentedorallytotheprincipalorimmediatesupervisorofthegrievantwithinfive(5)daysoftheactoromissioncomplainedof,andtheprincipalorimmediatesupervisorandthegrievantwillattempttoresolvethematterinformally.
2. Ifthegrievantisnotsatisfiedwiththeactiontakenortheexplanationgivenbytheprincipalorimmediatesupervisorthegrievantshall,withinfive(5)daysaftermeetingwiththeprincipalorimmediatesupervisorsettingforthindetailhowthegrievantclaimstohavebeendiscriminatedagainst.Thiswrittenstatementshallcontain,inadditiontotheabove,thetime,placeandnatureoftheallegedactoromissionandthestateorfederallaworboard
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policyallegedlyviolated.Thestatementmustbesignedbythegrievantandpresentedtohis/herprincipalorimmediatesupervisor.Alsoacopyshallbegiventothesuperintendent.
3. Intheeventthegrievantdoesnotsubmittohis/herprincipalorimmediatesupervisorawrittenstatementasrequired,his/herfailuretodososhallbedeemedasanacceptanceoftheinformaldecisionrenderedbytheprincipalorimmediatesupervisor.
4. Withinfive(5)daysafterreceivingthegrievant’ssignedstatementtheprincipalorimmediatesupervisorshallsendtothesuperintendentacopyofthegrievant’sstatement,alongwithastatementfromtheprincipalorimmediatesupervisorsettingforththeirresponsetothegrievantand/ortheirdecision,asisapplicable.Atthesametime,theprincipalorimmediatesupervisorshallalsoprovideacopyoftheirwrittenstatementofthegrievant.
LevelTwo:
1. Uponreceiptbythesuperintendentofthewrittennoticethatthegrievantintendstoappealthedecisionofhis/herprincipalorimmediatesupervisor,thesuperintendentshallnotifythegrievantinwritingwithinfive(5)daysandshalladvisethegrievantofthedateandtimeuponwhichthematterwillbeconsideredbythesuperintendent.Thesuperintendentshallscheduleahearingonthematternolaterthanten(10)daysfromthedateofreceiptofthegrievant’swrittennoticeofintentiontoappealthewrittendecisionofhis/herprincipalorimmediatesupervisor.
2. Thewrittenstatementsubmittedbythegrievanttohis/herprincipalorimmediatesupervisorinLevelOneshallformthebasisofthegrievancebeforethesuperintendent.Thegrievantshallsubmitanyandalladditionalinformationonhis/herbehalftothesuperintendentinwritingnolaterthanfive(5)dayspriortothedatewhichthematterisscheduledforahearingbythesuperintendent.
3. Intheeventthegrievantdoesnotpersonallyattendthehearingscheduledbythesuperintendent,his/herfailuretoattendshallbedeemedasanacceptanceforthewrittendecisionrenderedbyhis/herprincipalorimmediatesupervisoratLevelOne.
4. Thesuperintendentshallrenderawrittendecisiontothegrievantwithinfive(5)daysuponwhichthematterwasheard.
LevelThree:1. Ifthegrievanceisnotresolvedtothesatisfactionofthegrievantatsteptwo,
orifthesuperintendentdoesnotrenderadecisionwithinfive(5)days,thegrievantmayfilethegrievancewiththesecretaryoftheboard.
2. Ifthegrievanceisnotfiledwiththesecretaryoftheboardwithinfive(5)daysoftheHearingatLevelTwo,thegrievanceshallbeconsideredresolved.
3. Withinfive(5)daysafterreceiptofthegrievance,theboardsecretary,inconcertwiththepresidentandsuperintendent,shallscheduleahearingbeforetheboardonthegrievance.
4. Theboardshallrenderitsdecisionwithinseven(7)daysofthehearing.
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ProfessionalStaffDuties
Everyprofessionalstaffmemberwillcarryoutthefollowingduties:
● Demonstrateprofessionalcompetencyandqualitiesthatcreateaclassroomatmosphereinwhichlearningcantakeplace.
● PlanforteachingwithintheframeworkofthegoalsestablishedbythePrentissCountySchoolSystemincludingshortrange,intermediate,andlongrangegoals.
● Collectandutilizeawidevarietyofinformationguidingthegrowthofeachstudentinhis/heracademicexperiences.
● Atappropriatetimes,evaluateobjectives(goals)andachievementswithstudents.● Selectandprepareforstudents,meaningfulexercises,projects,andactivitiesappropriateto
thedevelopmentalstageofthestudents,whichwillaffectattainmentofintendedacademicgoals.
● Establishgoalsforindividualstudentsintermsofabilitylevel.Useavarietyofclassactivitiestomotivatestudents,todevelopstudentcuriosityanddiscovery.Implementandutilizethedistrict’s“ResponsetoInterventionGuidelines”topromotestudentachievementinTierI,II,andIII.
● Createandmaintainaclassroomenvironmentthatwillhelpstudentsdevelopsocially,emotionally,andmorally.Beavailabletocounselandadvisestudentswhenneeded.
● Managetheclassroominsuchamannerastocontrolpupilbehaviorandactivitiessothatthestudentmaycontributeinapositivewaytotheattainmentofsetgoals.
● Interactwithstudentsinclassroomactivitiesbyutilizing,withguidance,conceptformation,generalizations,factsandprinciplesinhelpingpupilstounderstandsubjectmatter.
● Filewiththeprincipal’sofficeandsuperintendent’soffice;reports,requestsandotherformsatrequiredtimes.Filloutbookcards,reportcards,andpermanentrecordsonappropriateoccasions.
● Interactionwithotherstaffmembersshallbeinkeepingwiththehighestidealsoftheteachingprofession.
● Participateinlocalandsystemin-servicetrainingprograms.● Workcooperativelyandharmoniouslywithothermembersofthestaffinrelatingtheirrole
totheschoolsystem’sgoalsandobjectives.● AssistinidentifyingTitleIandSpecialEducationstudentsandprovideassistanceinparent
conferences,I.E.P.sevaluations,andimplementingofindividualstudentplans.● Bepunctual.Tardinesswillresultinlossofpersonalleavetime.● Collectmoneyandkeepappropriaterecords.● Attendfacultymeetingswhencalledbytheprincipal.● Donotmakenegative,derogatorystatementstostudents,co-workers,orothers.● Cellphonesandotherelectronicdevicesmaybeusedonlyduringplanningtime.
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LessonPlans
Eachteacherwillprepareadailylessonplanthatincludesobjectives,procedures,materials,andevaluation.Instructionalprocedureswillinvolvehands-onactivitiesaspossibletoinvolvethestudentinthepracticalapplicationoftheobjectivebeingtaught.LessonplansshouldbeenteredweeklyintoELS–EZLessonPlanner.Principalswillestablishschedulesforcheckingweeklylessonplans.
StudentSupervision
Studentsmustbesupervisedatalltimes.Teachersarenottoleavestudentsorworkareaunsupervised.Nostudentsareallowedtoleaveasupervisedareaunlessassignedtoanotherschoolpersonnelandmusthaveahallpassissuedbytheinstructor.
Discipline
Eachteacherisrequiredtomaintainproperdisciplineintheirareaofsupervision,fileadisciplineplanfortheirclasswiththeschooloffice,andmaintainproperdisciplinedocumentationonstudentsbykeepingadisciplinefileoneachstudent.
Referralforalternativeschoolmustbedonethroughtheschoolprincipal.Refertothestudenthandbookforproperdisciplinaryprocedures.
AnystudentunderDHScustodyincludingfosterchildrenand/orstudentswithIEPor504Planwillnotreceivecorporalpunishment.
Onlyprincipalsorprincipalsdesigneewilladministercorporalpunishment.
SmokeandTobaccoFreeSchoolsPolicy
ItisthepolicyofthePrentissCountyBoardofEducationthatinaccordancewiththePro-ChildrenActof1994,therewillbeabsolutelynosmokingortheuseofanyformoftobaccoornicotine/syntheticnicotine(e-cig,vape,JUUL,etc…)inanyPrentissCountySchooldistrictin-doorfacilityincludingschoolbusesoronanyschoolcampusatanytime.Thispolicyappliestofaculty,staff,students,visitors,andguests.
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EmployeeDressCode
EmployeeDressCodebeginningFall2019:
PrentissCountySchoolDistrictemployeesareexpectedtoreflectfavorablyonPrentissCountySchoolDistrictthroughtheirdemonstratedpersonalintegrity,jobdemeanorandpersonalappearance,includingtheircommunityrelationsandtheavoidanceofbehaviorwhichisoffensive,orinfringesontherightsofothers.Thefollowingdresscodeperimetersareapplicabletotheregularschoolday,professionaldevelopmentdays,professionalmeetings,andspecialeventssuchasawardsdays,banquets,graduations,etc.
Allemployeesareexpectedtobeinprofessionaldress,neatandwell-groomedatalltimeswhileatwork.
Appropriatedressforfemalestaff:
1. Dressesandskirtswhicharenoshorterthanthreeinchesabovetheknee.Theslitofadressorskirtmustcomenohigherthanthreeinchesabovetheknee.
2. SlacksandCapripantsmaybeworninanappropriatemanner.Capripantsmustbebelowtheknee.Physicaleducationteachersmaywearnon-athleticshortssuchas:khaki,golf,ordressshorts.Allshortsmustcomenoshorterthanthreeinchesabovetheknee.Allotherfemalestaffwillnotwearshorts.
3. Nobluedenimjeansareacceptable.Noskinnyjeansorjeanswithtears,rips,holes,ordistressingofanykindareappropriate.
4. T-shirtsarenotallowed.Exceptionswillbemadeforstafforschoolrelatedshirts.Lowcutblouses,see-throughclothing,offtheshoulder,halterstyle,tanktops,orclothingwhichrevealsthemidriffarenotallowed.Sleevelessclothingmustcoverundergarments.
5. EarringsonfemalesaretheONLYvisiblepiercingallowed.6. Hatsarenottobeworninsidenoraresunglassestobewornontheheadinsideschool
buildings.7. Tattoosthatareconsideredoffensive,racist,vulgar,showscenesofviolence,drug-
related,containstrongsexualimagery,gangrelatedorcontainobscenephrasesmaynotbevisible.
8. Notightfittingknitpants(leggings,jeggings,yoga,etc…)willbewornwithoutatunic/dresstopthatextendstoaminimumof3inchesabovetheknee.
9. Nojersey,mesh,oranyotherathleticdraw-stringpantsarepermitted.
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Appropriatedressformalestaff:
1. Menmustwearadressshirtandtieoracollaredshirt/golfshirt.2. Allshirtsmustbetuckedinatalltimes.3. Slacksandcasualdresspantsareacceptable.Physicaleducationteachersmaywearnon-
athleticshortssuchas:khaki,golf,ordressshorts.Allshortsmustcomenoshorterthanthreeinchesabovetheknee.Allothermalestaffmaynotwearshorts.
4. Nobluedenimjeansareacceptable.Noskinnyjeansorjeanswithtears,rips,holes,ordistressingofanykindareappropriate.
5. T-shirtsortanktopsarenotallowed.Exceptionswillbemadeforstafforschoolrelatedshirts.
6. Facialhairmustbekeptneatandclean.Hairlengthshouldnotimpairvision.7. Hatsarenottobeworninsidenoraresunglassestobewornontheheadinsideschool
buildings.8. EarringsonmalesaretheONLYvisiblepiercingallowed.9. Tattoosthatareconsideredoffensive,racist,vulgar,showscenesofviolence,drug-related,
containstrongsexualimagery,gangrelatedorcontainobscenephrasesmaynotbevisible.10. Nojersey,mesh,oranyotherathleticdraw-stringpantsarepermitted.
Byenactingthisdresscodepolicy,PrentissCountySchoolBoardofEducationrecognizesthatthereareoccasionswhenindividualsmayneedtowearspecificclothingduetomedicalreasons.Whensuchisthecase,theemployeemustprovidethepropermedicaldocumentationthatgivesrisetotheneedfordeviationfromthisdresscodepolicy.Thisdocumentationmustbepresentedtothebuildingleveladministratorandkeptintheemployee’spersonnelfileforreference.
Anyemployeedeemedinappropriatelydressedaccordingtothisdresscodepolicywillbesenthomeuntilhe/shereturnswithappropriateattire.Suchinstancewillbedocumentedintheemployee’spersonnelfile.
SchoolbasedpersonnelshallfollowthisPolicyonALLdaysstudentsareinattendance.Principalsmaydesignateuptoone(1)dayperweekor4dayspermonthwhenreasonablemodificationstothisPolicymaybemade.ExceptionstothiswouldbeHomecomingweek,Halloween/FallFestivalDays,othereventsinvolvingcostumes,oretc.Pleasenote:endofyearorothercelebrationswhereparentsandcommunitymembersarepresentrequireallemployeestoadheretoprofessionaldresscode.Principalsmayalsodeterminetheappropriatedresstobewornonworkdaysstudentsarenotinattendance.Allotherpersonnelshallfollowthepolicyonallworkdaysunlessdirecteddifferentlybytheirsupervisor(suchascafeteria,maintenance,janitorial,transportation,andothersupportstaffwhicharedeemednon-instructional).
*CTE/Shopinstructorswillfollowtheguidanceoftheirsupervisorswhendeterminingappropriatedress.
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EmployeeSick/PersonalLeaveandHiringofSubstitutes
Theschoolboardofthisdistrictshallestablishbyrulesandregulationsapolicyofsickleavewithpayforlicensedemployeesandteacherassistantsemployedintheschooldistrict,andsuchpolicyshallincludethefollowingminimumprovisionsforsickemergencyleavewithpay:
A. Eachlicensedemployeeandteacherassistant,atthebeginningofeachschoolyear,shallbecreditedwithaminimumsick/personalleaveallowance,withpay,ofseven(7)sickdaysandtwo(2)personaldaysforabsencesduringthatschoolyear.(240dayemployeesshallbecreditedvacationleaveallowance,withpay,often(10)daysperyear.)
B. Anyunusedportionofthetotalleaveallowanceshallbecarriedovertothenextschoolyearandshallbeunlimited.Thelawstatesthatnosickleaveistransferablefromoneschooldistricttoanotherexceptforretirementpurposes.
C. Nodeductionsshallbemadefromthepayofanemployeewhoissickordisableduntilallunusedsickleavehasbeenused.
D. Aftertheuseoftheaccumulatedleave,eachemployeewillbeallowedatotaloften(10)daysperyearwithnoaccumulation.Certifiedpersonnelwillhave$70.00perdatedeductedfromtheirsalaryforthetendays.Lunchroomandallothernon-certifiedpersonnelwillhave$35.00perdaydeductedfromthesalaryfortendays.
E. Forthefirstten(10)daysofabsenceofthelicensedemployeebecauseofillnessorphysicaldisability,inanyschoolyear,inexcessoftheleaveallowancecreditedtosuchlicensedemployee,theremaybedeductedfromthepayofsuchlicensedemployeetheestablishedsubstituteamountoflicensedemployeecompensationpaidinthatlocalschooldistrict,necessitatedbecauseoftheabsenceofthelicensedemployeeasaresultofillnessorphysicaldisability.Thereafter,theregularpayofsuchabsentlicensedemployeemaybesuspendedandwithheldinitsentiretyforanyperiodofabsencebecauseofillnessorphysicaldisabilityduringthatschoolyear.
F. EffectiveMarch3,2008:Followingtheuseoftheaccumulatedleaveandofthetendaysdescribedinparagraph(b.1)above,thetakehomepayoftheabsentemployeewillbewithheldbasedontheemployee’spaywillbedeductedfromgrosspay.Nodeductionswillbeusedtocomputetake-homepay.Nodeductionfromthepayofsuchlicensedemployeeorteacherassistantmaybemadebecauseofabsenceofsuchlicensedemployeeorteacherassistantcausedbyillnessorphysicaldisabilityofthelicensedemployeeorteacherassistantuntilafterallleaveallowancecreditedtosuchlicensedemployeeorteacherassistanthasbeenused.
G. Wherepossible,fullyqualifiedpersonswillbeemployedassubstitutes.Iffullyqualifiedpersonsarenotavailable,othersuitablepersonsmaybeemployedatthediscretionofsupervisingpersonnel.
H. ThecountySuperintendent’sOfficewillmaintainleaverecordsoneachemployee.InformationforleaveshouldbefiledonFormSL-1,“RequestforLeave”.
I. AllsubstituteswillbepaidfromthecountySuperintendent’sOffice.PrincipalswillsubmitvouchersinsufficienttimetoreachtheofficebythesecondFridayofeachmonth.Thisdatehasbeenestablishedasthecut-offdayforsubstitutes’payroll.Substituteswillbepaidonceamonth,onthelastworkdayofeachmonth.(Thiswill
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allowtheCountySuperintendent’sOffice15daystoprocessmonthlypayrolls.)J. Theschoolprincipalistheapprovingauthorityforleave.He/shemayrequirea
certificatefromaphysicianiftheabsenceisforfour(4)consecutivedaysormore.Personalleavedaysshallnotbetakenthedaybefore,thedayafteraholiday,orduringstatetesting.
K. Intheeventofafalsestatementbytheemployeeasacauseofabsence,penaltiesmayincludeafulldeductionofpay,entryontheworkrecordoftheemployee,orotherappropriatepenalties.
L. Unlimitedaccumulationofleavemayapplytowardretirement.
PrentissCountySchoolDistrictEmployeeLeaveDays
187-&182-dayemployee 7Sick2Personal
240-dayfulltimeemployee 7sick2personal10vacation
240-dayhalftimeemployee 4sick1personal5vacation
Whatyoudon’tusefromeachyearwillrollovertoyournextyearintoyoursickandthenatretirementtimeintoretirement.
Ifyourunoutofdaysthefirst10daysyouwillbedocked$70adayforCertifiedand$35adayforNon-Certified.Anydaysmissedafterthisyouwillbedockedyourtakehomepay.(Yoursalarywillbedividedbyyournumberofdaysyouwork.)
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SUBSTITUTESPAY
Substitutepayissetat$70.00perdayforcertifiedteachersand$60.00perdayfornon-certified.
Noteachermaypayasubstituteforpartsofaday.Ifasubstituteiscalledinhe/shewillbepaidforafullday.Principal’saretonotifyallsubstitutesandtemporaryteachersuponhirethattheirpayissubjecttotheSocialSecurity,Federal,andstateWithholdingLaws.
Lunchroom:EffectiveMarch3,2007,substitutelunchroompayissetat$36.25perday.Nolunchroomsubstitutewillbepaidforpartsofaday.Ifasubstituteiscalledinhe/shewillbepaidforafullday.PrincipalsaretonotifyallsubstitutecafeteriaworkeruponhirethattheirpayissubjecttotheSocialSecurity,Federal,andStateWithholdingLaws.
JURYDUTY/SUMMONS/SUBPOENASAnemployeeservingonJuryDutyshallreceiveregularpay.AcopyofthesummonsmustbeattachedtotheLeaveForm.
PROFESSIONALDEVELOPMENTATTENDANCEProfessionaldevelopmentisnotonlyarequirementformeetingaccreditation,butalsoservesasameansforimprovingourschoolsinallareasofcurriculum,instruction,safeschools,etc.Itistheresponsibilityofeveryteacherandstaffmemberofthedistricttoattendandparticipateinprofessionaldevelopmentsessions.Personaldayscannolongerbetakenondesignatedprofessionaldevelopmentdays.Teachersandstaffmustbeinattendanceoftheirdesignatedsessions,ortheywillbecountedabsent.Attendanceontheschoolcampus,butnotatthesessionwillnotcountasacontractday.Insteaditwillcountagainsttheemployee’sleaveormustbemadeup.Thisdecisionwillbemadebythecountyofficeadministration.ThisSchoolBoardPolicywasapprovedbyPrentissCountySchoolBoardeffectiveDecember27,1999.Licensurerenewalistheresponsibilityoftheteacherandnotthatofthedistrict.RenewaloflicenseshouldbecompletedbeforeApril15thiftobeconsideredtoberehiredforthenextschoolyear.
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PERSONNELAPPRAISALSThePrentissCountySchoolBoardhasadoptedthepersonnelappraisalguidelinesandproceduresrecommendedbytheStateDepartmentofEducationwhichmeetstherequirementsmandatedbySection37-3-46oftheMississippiCode.GuidelinesforProfessionalGrowthSystemforTeachers:
1. Aminimumoftwoinformalobservations(unannounced)2. Aminimumofoneformalobservation(announced)3. Post-observationconferences
GuidelinesforProfessionalGrowthSystemforAdministrators:
1. Aminimumofthreeschoolsiteobservations.2. Oneschoolsiteobservationrecommendedbeforeoratthebeginningoftheschoolyear.3. Feedbackconferenceaftereachschoolsiteobservation.
AdditionalProfessionalGrowthSystemRubricscanbefoundathttp://www.mde.k12.ms.us/OTC/professional-growth-system/additional-educator-growth-rubics:● CounselorGrowthRubric● Speech-LanguagePathologistGrowthRubric● StudentServicesCoordinatorGrowthRubric● LibrarianGrowthRubric● LibrarianGrowthRubricDescriptors
Trainingisgivenwhenneeded.Additionalresourcesandinformationmaybefoundusingthelinkbelow https://www.mdek12.org/OTL/OTC/professional-growth-systemNOTE: Anypersonnelcomplaint/grievanceshallbedealtwithbyfollowingtheproceduressetforthinPrentissCountySchoolBoardPolicyCode:GAR-R.INTERVENTIONPROCESSEachschoolinPrentissCountySchoolDistrictwillhaveadesignatedMTSS(formerlyRTI/TST)committeecomprisedofselectedfacultymembersandchairedbytheschoolprincipal.TheseteamswillmeetmonthlyattheschoolorinthedistrictofficewithmembersofthedistrictlevelMETteamforreviewofTierII/IIIstudentsandtoassistwithinstructional/interventionplanning.TeachersshouldreferanystudentforinterventiontotheprincipalortheschoolMTSScommitteemembers.Anyquestionsaboutreferrals,progressmonitoring,documentation,orinterventionsshouldbedirectedtoyourbuildinglevelprincipal.AdditionalassistanceandsupportisavailablefromKimHammorLeighEstesat662-728-9408.
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FAMILYMEDICALLEAVEACT(FMLA)
TheFamilyandMedicalLeaveAct(FMLA)isaleaveentitlementforeligibleemployeesenactedintolawbycongressin1993.ThePrentissCountySchoolDistrict(theDistrict)isacoveredemployerundertheFLMAandwillprovideleaveforeligibleemployeesinaccordancewiththeAct.TheFLMAisacontrollingauthorityconcerningtheleaveprovidedbythatlawandherin.ThispolicywasdraftedandadoptedwiththeintenttocomplywiththatActandshouldbeconstruedaccordingly.TotheextentthatanyoftheprovisionsinthispolicymaybeinconflictwiththatAct,thoseprovisionsshouldbedisregardedsincetheActcontrols.Also,shouldsubsequentchangesintheActorregulationsbytheU.S.DepartmentofLabororotherwisegovernmentagencychangeinanymaterialwayanyofthoseprovisionsoftheActoritsapplicationorimplementation,thenthispolicyshouldlikewisebeconstruedtoreflectanysuchchange.
DEFINITIONS
1. An“eligibleemployee”isonewhoisemployedataschoolfacilitywhereatleast50personsareemployed,eitherthereorwithina75-mileradiusofthatschoolfacilityasmeasuredbyroadmilesbytheshortestroutepossible;andwhohasbeenemployedforatleast12monthsbytheschooldistrictasofthedateleavecommences,andwhohasalsoprovidedatleast1250hoursserviceduringthat12-monthperiod.Fifty-two(52)weeksofcasual,intermittentoroccasionalemploymentqualifiesas“atleast12months.”SchooldistrictemployeesexemptfromtheFederalFairLaborStandardsActrequirementsarepresumedtohaveworked1250hours.
2. TheDistrict’s12-monthleaveyearperiodisarolling12-monthperiodmeasuredforwardfromthedateanemployeebeginsusinganyFMLAleave.
3. “Employee’sspouse”meansahusbandandwifeasdefinedbythelawoftheStateofMississippi.
4. “Employee’ssonordaughter”meansabiologicalchild,adoptedchildorfosterchild,legalwardorthechildforwhomtheemployeeisstandinginlocoparentiswhoiseitherundertheageof18yearsorabovetheageof18yearsandincapableofself-carebecauseofamentalorphysicaldisability.
5. “Employee’sparents”meansbiologicalparentoranindividualwhostood(ornowstands)inlocoparentistoanemployeewhentheemployeewasachild(doesnotincludeparents-in-law).
6. Employee’s“immediatefamilymember”meansspouse,sonordaughterorparentasdefinedhereinabove.
7. ForthepurposesofFMLA,“serioushealthcondition”meansanillness,injury,impairmentorphysicalormentalconditionthatinvolveseitherin-patientcare(overnightstay)inahospital,hospice,orresidentialmedicalcarefacilityorcontinuingtreatmentbyahealthcareprovider.
8. A“keyemployee”isanemployeewhoserestorationtohisorherpositiononreturnfromFMLAleavewouldcausesubstantialandgrievousinjurytotheclassroomandinstructionalprogram.
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LEAVEPROVISIONS
Aneligibleemployeeisentitledto12unpaidworkweeksofleaveduringany12-monthsleaveyearperiodforanyoneormoreofthefollowingreasons:
1. Thebirthofasonordaughter,andtocareforthenewborn(within12monthsofthebirth).2. Theplacementofachildwiththeemployeeforadoptionorfostercare(within12monthsof
theplacement).3. Tocarefortheemployee’sspouse,son,daughter,orparentwithaserioushealthcondition
(nonparent-in-law).4. Becauseoftheemployee’sownserioushealthconditionwhichmakestheemployeeunable
toperformthefunctionofhisorherjob.5. ServiceMemberExigencyLeave:Forabsencescausedbyanactivedutyexigencywhenthe
employee’sspouse,childorparentisaservicemember.6. MilitaryCaregiverLeave:Tocarefortheemployee’sspouse,child,parentornextofkin(if
theemployeeisanearestbloodrelative)whoisundergoingmedicaltreatment,recuperationortherapy,isotherwiseinoutpatientstatus,orisotherwiseonthetemporarydisabilityretiredlist,foraseriousinjuryorillnessincurredinthelineofdutyonactiveduty.
MILITARYCAREGIVERLEAVEUNDERTHEFMLA
Eligibleemployeesmaytakeupto26weeksofjob-protected“militarycaregiverleave”duringasingle12-monthleaveyearperiod.Thisleavemustbeusedtocareforacoveredfamilymemberwithaseriousillnessorinjurythatwas:1)incurredinthelineofdutywhileonactivedutyintheregularArmedForces,NationalGuardorReserves;or2)thatexistedbeforethemember’sactivedutythatwasaggravatedbyserviceinthelineofdutyintheregularArmedForces,NationalGuardorReserves.Inthiscontext,a“coveredservicemember”.Acoveredservicememberis:1)apersonwhoisamemberoftheregularArmedForces,NationalGuardorReservesandisundergoingmedicaltreatment,recuperationortherapy,isotherwiseinoutpatientstatus,orisotherwiseonthetemporarydisabilityretiredlist,foraseriousinjuryorillnessincurredinthelineofdutywhileonactivedutywhileonactivedutythatmayrendertheservicemembermedicallyunfittoperformthedutiesoftheservicemembersoffice,grade,orrankorrating;or2)aveteranwhowasamemberoftheregularArmedForces,NationalGuardorReserveatanytimeduringthefive(5)precedingthedateonwhichtheveteranundergoesmedicaltreatment,recuperationortherapy.
QUALIFYINGEXIGENCYLEAVEUNDERTHEFMLA
Eligibleemployeesmaytakeupto12weeksofjob-protectedleavefora“qualifyingexigency”arisingfromtheemployee’sspouse,childorparentwhoisintheNationalGuard,Reserves,orArmedForcesandnotifiedofanimpendingfederalcall,ordertoactivedutyordeploymenttoaforeigncountry.Thereareeightsituationswhenqualifyingexigencyleavemaybetaken:
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1. in“short-noticedeployment”situations,whereacoveredmilitarymemberisnotifiedofanimpendingcallorordertoactiveduty7orfewerdaysfromthedateofdeployment,inwhichcaseaneligibleemployeemaytakemilitaryexigencyleaveforaperiodof7daysbeginningonthedatewhenthecoveredmilitarymemberisnotifiedoftheimpendingdeployment;
2. toattendmilitaryevents,ceremoniesorprogramssponsoredbythemilitarythatarerelatedtotheactivedutyorthecalltoactivedutyofacoveredmilitarymember,ortoattendsimilarlyrelatedfamilysupportorassistanceprogramsofinformationalbriefingssponsoredorpromotedbythemilitary;
3. forcertainchildcareandschoolactivitiesnecessitatedbyactivedutyorthecalltoactivedutystatusofacoveredmilitarymember,includingtoarrangeforalternativechildcare,toprovidechildcareonanurgent,emergencyneed(butnotroutine,regularoreveryday)basis,toenrollortransferachildinanewschoolordaycarefacility,ortoattendmeetingswithschoolordaycarestaff.
4. tomakeorupdatefinancialorlegalarrangementstoaddressacoveredmilitarymember’sabsencewhileonactiveduty;
5. toattendcertaincounselingarisingfromactivedutyorthecalltoactivedutystatusofacoveredmilitarymember;
6. tospendtimewithacoveredmilitarymemberwhoisonashort-term,temporaryrestandrecuperationleaveduringaperiodofdeployment;
7. toattendcertainpost-deploymentactivities,suchasarrivalceremoniesandreintegrationsbriefings,andtoaddressissuesarisingfromthedeathofcoveredmilitarymemberwhileonactivedutystatus;and
8. forcertainadditionalactivitiesarisingfromacoveredmilitarymember’sactivedutyorcalltoactivedutywheretheemployerandemployeebothagreeonthetiminganddurationoftheleave.
Qualifyingexigencymilitaryleaveisnotavailablewherethecalltoactivedutycomesfromastateratherthanthefederalgovernment.
EMPLOYEEBENEFITSDURINGFMLALEAVE
AllgrouphealthbenefitswillcontinueduringFMLAleave,providedthattheemployeecontinuestopayanyregularemployeepremiumcontributionstothegrouphealthbenefitplansforwhichtheemployeeisresponsible.EligibleemployeesonFMLAleavemustmakearrangementstopaytheirshareofanygroupinsurancepremiumswhileonleave.Otherbenefitswillbegovernedinaccordancewiththetermsoftheirrespectivebenefitplans.EmployeesshoulddirectanyquestionsconcerningbenefitsduringFMLAleaverelatedtotheemployeeordependentstotheDistrict’sBusinessOffice.
DESIGNATIONOFFMLALEAVE
Generally,theDistrictwillusetheoptional“DesignationNotice”formissuedbytheU.S.DepartmentofLabortodesignatequalifyingleaveasFMLAleave(FormWH-382).TheDistricthasthelegalrighttodesignateFMLA-qualifyingleaveasFMLAleave,eveniftheemployeedoesnotwishittobesodesignated.WhentheDistrictdesignatestimeofffromworkasFMLAleave,itmayprovidetheemployee,uponrequest,withacopyoftheoptional“NoticeofEligibilityandRights&Responsibilities”for(WH-381)publishedbytheU.S.DepartmentofLabor.
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USEOFPAIDTIMEOFFDURINGFMLALEAVE
FMLAleavecannotbeusedasasubstituteforanextensionofaccruedpersonal,vacation,orsickleave.FMLAleavewillrunconcurrentlywithalltheemployee’saccrued,unusedpersonal,vacationandsickleave.Onceallaccruedpersonal,vacationandsickleaveisexhausted,thebalanceoftheFMLAleave,ifany,willbewithoutpay.Therefore,forexample,anemployeewhohas10daystotalpersonal,vacationorsickleaveremainingatthetimetheemployeebeginstakingFMLAleavewouldbepaidforthefirst10daysofthatleave,andanybalanceofFMLAleavetimetakenwouldbewithoutpay.
CALCULATIONOFTHEFMLA12-MONTH“LEAVEYEAR”PERIOD
Eligibleemployeesmaytakeupto12weeksofFMLAleave(orupto26weeksofmilitarycaregiverleavetocareforacoveredservicemember)duringany12-monthleaveyearperiod.Theapplicable12-month“leaveyear”periodisa“rolling”12-monthperiodmeasuredforwardfromthedateanemployeeusesanyFMLAleave.Thus,eachtimeanemployeetakesFMLAleave,theemployee’sremainingentitlementtoFMLAleavewillbethebalanceofanyportionofFMLAleavethattheemployeedoesnotuseitinthe12monthsfollowingthedatetotheemployeebeginsanyFMLAleave.
INFORMATIONTOBEGIVENTOEMPLOYEESWHOREQUESTFMLALEAVE
EligibleemployeesmayrequestFMLAleavebygivingnoticeoftheneedforFMLAleaveinwritingtotheDistrict.TheDistrictmayrequirethattherequestbemadeonaformorformsfurnishedbytheDistrict.
WhenanemployeerequestsFMLAleave,anoticeofeligibilityandtherightsandresponsibilitiesoftheemployeefortakingFMLAleavemustbeprovidedtotheemployeeonU.S.DepartmentofLaborFormWH-381oranequivalentwhichcontainsanoticetotheemployeeofhisorherrightsandresponsibilitiesfortakingFMLAleave.TheemployeeshallbeinformedwhetherheorsheiseligibleforFMLAleave,whotocontacttocontinuehealthinsurancebenefitswhileonFMLAleaveandtheconsequencesofnon-paymentofhealthinsurancepremiums,thattheemployeewillberequiredtousehisorheravailablepaidsick,vacationandanyotherleaveduringtheFMLAabsence,thattheemployee’srightsundertheFMLAformeasuredforwardfromthedateoffirstFMLAusage(i.e.,thesingle12-monthleaveyearperiodbeginsonthefirstdaytheemployeetakesFMLAleave).Theemployeeshallbefurtherinformedthatacopyofconditionsapplicableprovisionsforuseofpaidleave.
EmployeeswhotakeFMLAleavemayberequiredtoprovideacompleted,signedcertificationfromahealthcareproviderdemonstratingthattheleaveismedicallynecessaryandcoveredbytheFMLA.Inobtainingthiscertification,employeesshalluseoneoftheformspublishedbytheU.S.DepartmentofLaborforthispurpose,copiesofwhichareavailablefromthebusinessofficeoftheDistrictuponrequestfromtheemployee.Therearefoursuchforms,eachofwhichhasaspecificuseasdescribedbelow.
● EmployeeswhowishtotakeFMLAleavebecauseoftheirownserioushealthcondition(includingpregnancy)thatmakesthemunabletoperformtheirjobdutiesshouldusethe
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“CertificationofHealthCareProviderforEmployee’sSeriousHealthCondition”form(FormWH-380E).
● EmployeeswhowishtotakeFMLAleavetocareforaseriouslyillspouse,son,daughter,orparentbasedonmedicalnecessityshouldusethe“CertificationofHealthCareProviderforEmployee’sSeriousHealthCondition”form(FormWH-380E).
● EmployeeswhowishtotakeFMLAleavebasedonaqualifyingmilitaryexigencyshouldusethe“CertificationofQualifyingExigency”form(FormWH-384).
Anemployee’sfailuretosubmitacompletedacertificationtotheDistrictpriorthecommencementofaforeseeableleavemayresultintheleavebeingdeniedordelaythecommencementoftheleave.IfanemployeefailstosubmitacompletedcertificationtotheDistrictwithinareasonabletime(generally,within15days)afterthecommencementofanunexpectedleave,DistrictmaydenytheFMLAleave,includingtheFMLA’sreinstatementprotections.
TheDistrictmay,initsdiscretionseekclarificationandauthenticationofcompletedcertificationforms.TheDistrictmayalsorequirethatemployeestakeappropriatestepstocuredeficienciesinanycertificationformwithin7days.EmployeesrequestingFMLAleavemayberequiredtoprovidetheDistrictwithsubsequentre-certificationoftheircontinuedserioushealthconditionandinabilitytoworkaspermittedbytheFMLA.ThisincludesrecertificationoftheircontinuedserioushealthconditionandinabilitytoworkaspermittedbytheFMLA.Thisincludesre-certificationofongoingconditionsatleasteverysixmonthsinconjunctionswithanabsence,andmorefrequentlyinsomeinstances.Formedicalconditionsthatlastlongerthanasingleleaveyear,theDistrictmayrequirethatemployeeswhowishtouseFMLAleaveforthatongoingconditionprovideanewmedicalcertificationeachleaveyear.EmployeeswhowishtoreturntoworkfromanFMLAleaveoccasionedbytheirownserioushealthconditionmustfirstprovidetheDistrictwithacertificationfromahealthcareproviderstatingthattheyareabletoreturntowork.Undercertaincircumstances,theDistrictmayrequirethatthiscertificationstatethattheemployeecanperformalloftheessentialfunctionslistedintheirjobdescription.Wherereasonablejobsafetyconcernsexist,theDistrictmayalsorequirethatemployeeswhowishtoreturntoworkfromintermittentFMLAleaveprovidecertificationfromahealthcareproviderthattheyareabletoreturntowork.EmployeesmayalsoberequiredtocooperatewiththeDistrict’srequestforasecondorthirdopinionfromhealthcareprovidersdesignatedbytheDistrict,atitsdiscretionandexpense,forpurposesofconfirmingeligibilityforFMLAleave.TheDistrictmayalsorequireanemployeeonFMLAleavetoreportperiodicallyonhisorherstatusandintenttoreturntowork.
SPECIALNOTICETOBEGIVENTOEMPLOYEESREQUESTINGFMLALEAVE
AnemployeewhohasgiventheDistrictnoticeoftheneedforFMLAleavemustbeprovidednoticeoftheDistrict’sspecificexpectationswithregardtothatemployee,aswellastheemployee’sobligations.Suchnoticemustdetailallconsequencesforfailingtomeettheseobligations.Thisnoticemustincludethefollowinginformationasisappropriatetotheleaverequestbeingconsidered:
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1. WhethertheDistrictwillrequireamedicalcertificateofaserioushealthconditionorre-certificationandwhatwillhappeniftheemployeefailstodoso;
2. ThattheDistrictwillrequiretheemployeetofurnish,priortobeingrestoredtoemployment,afitnessfordutycertificate;
3. Thatthetakingofthisleavewillcountagainsttheemployee’sannualFMLAleaveentitlement;
4. Thattheemployeehasarighttosubstitutepaidleave(personal,vacation,andsickdays)forFMLAleave,andthattheDistrictwillrequirethesubstitutionofpaidleave,andanyconditionsrelatedtosubstitution;
5. Thattheemployeehasarighttorestorationtothesameorequivalentjobuponreturnfromleave,unlesstheemployeeisa”keyemployee”,andthatrestorationwillorcouldpossiblybedeniedaftertakingFMLAleave,explainingtheconditionorconditionsrequiredforthedenialrestoration.Iftheemployeeisdesignatedakeyemployeeormaybesodesignatedduringtheleaveperiod,heorsheshallbenotifiedifitistheDistrict’sintentionnottorestorehimorhertohisorhercurrentpositionatthetimeoftherequestforleave,orwhenthedeterminationismade.
6. Thattheemployeewillberequiredtopayanyhealthinsurancepremiumstomaintainbenefitswhileonleaveandthearrangementsformakingthepayments;
7. ThatiftheemployeefailstoreturntoworkaftertakingunpaidFMLAleave,heispotentiallyliableforpaymentofhealthinsurancepremiumspaidbytheDistrict.
EMPLOYEE'SNOTICEREQUIREMENTSWHENREQUESTINGFMLALEAVE
EmployeesmustadheretothefollowingnoticerequirementswhentheyrequestFMLAleave:IfarequestedFMLAleaveisplannedinadvanceorisreasonableforeseeable,theemployeemustprovidetheDistrictwithatleast30days'noticepriortotheanticipatedleavedate.Iftheleaveisunexpectedorisnotreasonableforeseeablemorethan30daysinadvance,theemployeeshouldnotifytheDistrictassoonasispracticable.Thisshouldnormallybethesamedayorthenextbusinessdayaftertheemployeebecomesawareoftheneedfortheleave.Failuretogive30days'noticeforforeseeableleavemayresultinthedenialofthetakingofFMLAleaveuntilatleast30daysafterthedatetheemployeeprovidesnotice.
CONSECUTIVEANDINTERMITTENTFMLALEAVE
Leavetakentocareforachildafterbirth,adoptionorplacementinanemployee'shomeforfostercaremustbetakeninconsecutiveworkweeks.Leavetakenfortheemployee'soracoveredfamily
member'sserioushealthconditionorleavethatismedicallynecessarytocareforacoveredservicememberasdescribedabovemaybetakenconsecutively,intermittently,oronareducedworkor
leaveschedulebasedoncertifiedmedicalnecessity.Leavethatistakenbecauseofqualifyingexigenciesarisingoutofthefactthatthespouse,son,daughterorparentoftheemployeeisonorhasbeennotifiedofanimpendingcalltoactivedutymilitaryservicemaybetakenconsecutively,intermittently,oronareducedworkorleavescheduletotheextentappropriate,basedonthecircumstances.
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Employeesmustmakeareasonableefforttoscheduleleaveforplanned,medicallynecessarytreatmentsothatitwillnotunnecessarilyorundulydisrupttheadministrativeandeducationalactivitiesoftheDistrict.
CONDITIONSFORRETURNINGTOWORKANDREINSTATEMENTRIGHTSFOLLOWINGFMLALEAVE
BeforeanemployeeonFMLAleaveforhisorherownserioushealthcondition(includingpregnancy)willbepermittedtoreturnfromleave,theemployeewillberequiredtopresenttheDistrictwithastatementfromtheemployee'shealthcareprovidercertifyingthattheemployeeisabletoresumeworkandperformtheessentialfunctionsofhisorherposition,withorwithoutreasonableaccommodation.Whererequired,theDistrictwillconsidermakingreasonableaccommodationforanydisabilityanemployeemayhaveinaccordancewithapplicablelaw.
Aneligibleemployeeisentitled,ontimelyreturnfromFMLAleave,tobereinstatedtohisorherformerpositionoranequivalentpositionwithequivalentemploymentbenefits,payandothertermsandconditionsofemployment.Exceptionstothisprovisionmayapplyifbusinesscircumstanceshavechanged(forexample,iftheemployee'spositionisnolongeravailableduetojobelimination).EmployeeswhoareonaleaveextensionbeyondtheperiodofjobprotectedleaveprovidedbytheFMLAarenotguaranteedreinstatement.
Exceptionsmayalsoapplyforcertain"key"employees.TheDistrictthroughitsSuperintendentmaydesignatecertainemployeesaskeyemployees.TheDistrictmayexemptfromtherestorationrequirementanemployeewhoisinthehighestpaid10percentoftheDistrictworkforcewithina75-mileradiusoftheschoolfacilityifrestoringtheemployeewouldcausesubstantialandgrievousinjurytotheclassroomandinstructionalprogram.
TheDistrictshallnotifythekeyemployeeofitsintentionnottorestorehimorhertohisorhercurrentpositionatthetimeoftherequestforleaveorwhenthedeterminationismade.Iftheleavehasbegun,thekeyemployeeshallhavetheoptionofdecidingwhetherornottoreturntoworkafterreceivingthenotice.Anemployeewhoisnotrestoredshallbeconsideredtobeonleaveforthedurationofhisorherleaveperiod.
SPECIALRULESFORCERTAINELIGIBLEINSTRUCTIONALPERSONNEL
SpecialrulesapplytotheDistrictwhichallowittorequireeligibleinstructionalpersonnelonlytotakeFMLAleaveonanintermittentorreducedleaveschedule,ortotakeleaveneartheendofasemester.Instructionalemployeesarethoseemployeeswhoseprincipalfunctionistoteachandinstructstudentsinaclass,smallgrouporindividualsetting.Instructionalemployeesincludeteachers,teacheraides,andassistantteacherswhoactuallyteach,coaches,driver'seducationinstructorsandspecialeducationassistants.Allothereligibleemployeesmayrequestintermittentleaveorleaveonareducedleavescheduletocareforafamilymemberorfortheemployee'sownserioushealthcondition.
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FMLALEAVEFORELIGIBLESPOUSALORSIBLINGEMPLOYEESWherehusbandandwifearebothemployeesoftheDistrict,thoseemployeeshavea12-weekaggregateleavelimit,exceptforpersonalillnessortheillnessofachildortheotherspouse;thereforeforexample,ifeachspousetakes6weeksofleaveforthebirthofachild,eachcouldlateruseanadditional6weeksduetopersonalillnessortocareforasickchild.WherebrothersandsistersareemployeesoftheDistrict,thoseemployeeswillhaveanaggregatelimitof12weeksinany12-monthleaveperiodtocarefortheirparentorparents.POSTINGANDNOTICEREQUIREMENTSThekeyprovisionsofFMLAshallbeconspicuouslypostedinallschoolsandofficeswhereemployeesareemployedandwhereapplicationsforemploymentaretaken.ThenoticesshouldexplainFMLA'sprovisionsandprovideinformationconcerningtheproceduresforfilingcomplaintsofviolationsofFMLAwiththeWageandHourDivisionoftheU.S.DepartmentofLabor.ThenoticeformmaybethatfurnishedbytheWageandHourDivisionoranequivalentandmustnotbeanysmallerinsizethan81/2"x11",andthetextmustbefullylegible. EMPLOYEEHANDBOOKINFORMATIONInformationconcerningFMLAentitlementsandemployeeobligationsmustbeincludedintheDistrict'semployeehandbookorotherdocumentsprovidingwrittenguidance,andmustexplaintheobligationsandrightsofaneligibleemployeewheneverthatemployeerequestsleaveunderFMLA.TheinformationprovidedmaybethatcontainedinafactsheetavailablefromtheWageandHourDivisionoftheU.S.DepartmentofLabor.ThehandbookshouldalsoadviseemployeesthatadditionalguidanceexplainingtheobligationsandrightsofeligibleemployeesconcerningFMLAleave,isavailabletothemintheDistrict'sBusinessOffice.RECORD-KEEPINGTheDistrictshallmake,keepandpreserverecordspertainingtoitsobligationsunderFMLAinaccordancewiththerecord-keepingrequirementsofSection11CoftheFairLaborStandardsActandtheFMLA.Noparticularorderofformofrecordsisrequired.Violationofthesepoliciesmaysubjectanemployeetodisciplinaryaction,uptoandincludingimmediatedischarge,inaccordancewiththeDistrictpolicies,federalandstatelaw.ThisDistrictshallnotinterferewithorrestrainaneligibleemployee'srighttoexercisetheprovisionsoftheFMLAorthispolicy.ThispolicyshalltakeeffectandbeinforcefromandafteritsadoptionbytheBoardofTrusteesofthePrentissCountySchoolDistrict.Anemployee'sservicepriortoAugust5,1993,shallbecountedindeterminingwhethertheemployeeiseligibleforleaveundertheFMLAandthispolicy.
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MississippiEducatorCodeofEthics:StandardsofConductStandard1:ProfessionalConduct
Aneducatorshoulddemonstrateconductthatfollowsgenerallyrecognizedprofessionalstandards.1.1.Ethicalconductincludes,butisnotlimitedto,thefollowing:
a. Encouragingandsupportingcolleaguesindevelopingandmaintaininghighstandardsb. Respectingfelloweducatorsandparticipatinginthedevelopmentofaprofessionalteaching
environmentc. Engaginginavarietyofindividualandcollaborativelearningexperiencesessentialto
professionaldevelopmentdesignedtopromotestudentlearningd. Providingprofessionaleducationservicesinanondiscriminatorymannere. Maintainingcompetenceregardingskills,knowledge,anddispositionsrelatingtohis/her
organizationalposition,subjectmatterandpedagogicalpracticesf. Maintainingaprofessionalrelationshipwithparentsofstudentsandestablishappropriate
communicationrelatedtothewelfareoftheirchildren.1.2.Unethicalconductincludes,butisnotlimitedto,thefollowing:
a. Harassmentofcolleaguesb. Misuseormismanagementoftestsortestmaterialsc. Inappropriatelanguageonschoolgroundsoranyschool-relatedactivityd. Physicalaltercationse. Failuretoprovideappropriatesupervisionofstudentsandreasonabledisciplinaryactions.
Standard2:Trustworthiness
Aneducatorshouldexemplifyhonestyandintegrityinthecourseofprofessionalpracticeanddoesnotknowinglyengageindeceptivepracticesregardingofficialpoliciesoftheschooldistrictoreducationalinstitution.
2.1.Ethicalconductincludes,butisnotlimitedto,thefollowing:a. Properlyrepresentingfactsconcerninganeducationalmatterindirectorindirectpublic
expressionb. Advocatingforfairandequitableopportunitiesforallchildrenc. Embodyingforstudentsthecharacteristicsofhonesty,diplomacy,tact,andfairness.
2.2.Unethicalconductincludes,butisnotlimitedto,thefollowing:a. Falsifying,misrepresenting,omitting,orerroneouslyreportinganyofthefollowing:
i. employmenthistory,professionalqualifications,criminalhistory,certification/recertification
ii. informationsubmittedtolocal,state,federal,and/orothergovernmentalagenciesiii. informationregardingtheevaluationofstudentsand/orpersonneliv. reasonsforabsencesorleavev. informationsubmittedinthecourseofanofficialinquiryorinvestigation
b.Falsifyingrecordsordirectingorcoercingotherstodoso.
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Standard3:UnlawfulActs
Aneducatorshallabidebyfederal,state,andlocallawsandstatutesandlocalschoolboardpolicies.
3.Unethicalconductincludes,butisnotlimitedto,thecommissionorconvictionofafelonyorsexualoffense.Asusedherein,convictionincludesafindingorverdictofguilty,orapleaofnolocontendere,regardlessofwhetheranappealoftheconvictionhasbeensoughtorsituationwherefirstoffendertreatmentwithoutadjudicationofguiltpursuanttothechargewasgranted.
Standard4:Educator/StudentRelationships
Aneducatorshouldalwaysmaintainaprofessionalrelationshipwithallstudents,bothinandoutsidetheclassroom.
4.1.Ethicalconductincludes,butisnotlimitedto,thefollowing:
a. Fulfillingtherolesofmentorandadvocateforstudentsinaprofessionalrelationship.Aprofessionalrelationshipisonewheretheeducatormaintainsapositionofteacher/studentauthoritywhileexpressingconcern,empathy,andencouragementforstudents.
b. Nurturingtheintellectual,physical,emotional,socialandcivicpotentialofallstudentsc. Providinganenvironmentthatdoesnotneedlesslyexposestudentstounnecessary
embarrassmentordisparagementd. Creating,supporting,andmaintainingachallenginglearningenvironmentforallstudents.
4.2.Unethicalconductincludes,butisnotlimitedtothefollowing:a. Committinganyactofchildabuseb. Committinganyactofcrueltytochildrenoranyactofchildendangermentc. Committingorsolicitinganyunlawfulsexualactd. Engaginginharassingbehavioronthebasisofrace,gender,nationalorigin,religionor
disabilitye. Furnishingtobacco,alcohol,orillegal/unauthorizeddrugstoanystudentorallowinga
studenttoconsumealcoholorillegal/unauthorizeddrugsf. Soliciting,encouraging,participatingorinitiatinginappropriatewritten,verbal,electronic,
physicalorromanticrelationshipwithstudents.Examplesoftheseactsmayincludebutnotbelimitedto:
1.sexualjokes2.sexualremarks3.sexualkiddingorteasing4.sexualinnuendo5.pressurefordatesorsexualfavors6.inappropriatetouching,fondling,kissingorgrabbing7.rape8.threatsofphysicalharm9.sexualassault10.electroniccommunicationsuchastexting11.invitationtosocialnetworking12.remarksaboutastudent’sbody13.consensualsex
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Standard5:Educator/CollegialRelationships
Aneducatorshouldalwaysmaintainaprofessionalrelationshipwithcolleagues,bothinandoutsidetheclassroom.5.Unethicalconductincludesbutisnotlimitedtothefollowing:
a. Revealingconfidentialhealthorpersonnelinformationconcerningcolleaguesunlessdisclosureserveslawfulprofessionalpurposesorisrequiredbylaw
b. Harmingothersbyknowinglymakingfalsestatementsaboutacolleagueortheschoolsystem
c. Interferingwithacolleague’sexerciseofpolitical,professional,orcitizenshiprightsandresponsibilities
d. Discriminatingagainstorcoercingacolleagueonthebasisofrace,religion,nationalorigin,age,sex,disabilityorfamilystatus
e. Usingcoercivemeansorpromiseofspecialtreatmentinordertoinfluenceprofessionaldecisionsofcolleagues.
Standard6:Alcohol,DrugandTobaccoUseorPossession
Aneducatorshouldrefrainfromtheuseofalcoholand/ortobaccoduringthecourseofprofessionalpracticeandshouldneveruseillegalorunauthorizeddrugs.6.1.Ethicalconductincludes,butisnotlimitedto,thefollowing:
a. Factuallyrepresentingthedangersofalcohol,tobaccoandillegaldruguseandabusetostudentsduringthecourseofprofessionalpractice.
6.2.Unethicalconductincludes,butisnotlimitedto,thefollowing:a. Beingundertheinfluenceof,possessing,using,orconsumingillegalorunauthorizeddrugsb. Beingonschoolpremisesorataschool-relatedactivityinvolvingstudentswhile
documentedasbeingundertheinfluenceof,possessing,orconsumingalcoholicbeverages.Aschool-relatedactivityincludesbutisnotlimitedto,anyactivitythatissponsoredbyaschooloraschoolsystemoranyactivitydesignedtoenhancetheschoolcurriculumsuchasclubtrips,etc.whichinvolvestudents.
c. Beingonschoolpremisesorataschool-relatedactivityinvolvingstudentswhiledocumentedusingtobacco.
Standard7:PublicFundsandProperty
Aneducatorshallnotknowinglymisappropriate,divert,orusefunds,personnel,property,orequipmentcommittedtohisorherchargeforpersonalgainoradvantage.7.1.Ethicalconductincludes,butisnotlimitedto,thefollowing:
a. Maximizingthepositiveeffectofschoolfundsthroughjudicioususeofsaidfundsb. Modelingforstudentsandcolleaguestheresponsibleuseofpublicproperty.
7.2.Unethicalconductincludes,butisnotlimitedto,thefollowing:a. Knowinglymisappropriating,divertingorusingfunds,personnel,propertyorequipment
committedtohisorherchargeforpersonalgainb. Failingtoaccountforfundscollectedfromstudents,parentsoranyschool-relatedfunctionc. Submittingfraudulentrequestsforreimbursementofexpensesorforpayd. Co-minglingpublicorschool-relatedfundswithpersonalfundsorcheckingaccountse. Usingschoolpropertywithouttheapprovalofthelocalboardofeducation/governingbody.
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Standard8:RemunerativeConduct
Aneducatorshouldmaintainintegritywithstudents,colleagues,parents,patrons,orbusinesseswhenacceptinggifts,gratuities,favors,andadditionalcompensation.8.1.Ethicalconductincludes,butisnotlimitedto,thefollowing:
a. Insuringthatinstitutionalprivilegesarenotusedforpersonalgainb. Insuringthatschoolpoliciesorproceduresarenotimpactedbygiftsorgratuitiesfromany
personororganization.8.2.Unethicalconductincludes,butisnotlimitedto,thefollowing:
a. Solicitingstudentsorparentsofstudentstopurchaseequipment,supplies,orservicesfromtheeducatorortoparticipateinactivitiesthatfinanciallybenefittheeducatorunlessapprovedbythelocalgoverningbody
b. Tutoringstudentsassignedtotheeducatorforremunerationunlessapprovedbythelocalschoolboard
c. Theeducatorshallneitheracceptnoroffergratuities,gifts,orfavorsthatimpairprofessionaljudgmentortoobtainspecialadvantage.(Thisstandardshallnotrestricttheacceptanceofgiftsortokensofferedandacceptedopenlyfromstudents,parents,orotherpersonsororganizationsinrecognitionorappreciationofservice.)
Standard9:MaintenanceofConfidentiality
Aneducatorshallcomplywithstateandfederallawsandlocalschoolboardpoliciesrelatingtoconfidentialityofstudentandpersonnelrecords,standardizedtestmaterial,andotherinformationcoveredbyconfidentialityagreements.9.1.Ethicalconductincludes,butisnotlimitedto,thefollowing:
a. Keepinginconfidenceinformationaboutstudentsthathasbeenobtainedinthecourseofprofessionalserviceunlessdisclosureservesalegitimatepurposeorisrequiredbylaw
b. Maintainingdiligentlythesecurityofstandardizedtestsuppliesandresources.9.2.Unethicalconductincludes,butisnotlimitedto,thefollowing:
a. Sharingconfidentialinformationconcerningstudentacademicanddisciplinaryrecords,healthandmedicalinformationfamilystatus/incomeandassessment/testingresultsunlessdisclosureisrequiredorpermittedbylaw.
b. Violatingconfidentialityagreementsrelatedtostandardizedtestingincludingcopyingorteachingidentifiedtestitems,publishingordistributingtestitemsoranswers,discussingtestitems,andviolatinglocalschoolboardorstatedirectionsfortheuseoftests
c. Violatingotherconfidentialityagreementsrequiredbystateorlocalpolicy.
Standard10:BreachofContractorAbandonmentofEmployment:
Aneducatorshouldfulfillallofthetermsandobligationsdetailedinthecontractwiththelocalschoolboardoreducationalagencyforthedurationofthecontract.10.Unethicalconductincludes,butisnotlimitedto,thefollowing:
a. Abandoningthecontractforprofessionalserviceswithoutpriorreleasefromthecontractbytheschoolboard
b. Refusingtoperformservicesrequiredbythecontract.
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PrentissCountySchoolStaffAcceptableUsePolicy
INTERNETACCESSTheinternetisanelectronichighwayconnectingthousandsofcomputersallovertheworldandmillionsofindividualsubscribers.InternetaccessisnowavailabletostudentsandteachersinthePrentissCountySchoolDistrict(PCSD).WeareverypleasedtobringthisaccesstoPCSDandbelievetheInternetoffersvast,diverseanduniqueresourcestobothstudentsandteachers.Ourgoalinprovidingthisservicetoteachersandstudentsistopromoteeducationalexcellenceinourschoolsbyfacilitatingresourcesharing,innovationandcommunication.Thiscomputertechnologywillhelppropelourschoolsthroughthecommunicationagebyallowingstudentsandstafftoaccessanduseresourcesfromdistantcomputers,communicateandcollaboratewithotherindividualsandgroups,andsignificantlyexpandtheiravailableinformationbase.Internetaccessiscoordinatedthroughacomplexassociationofgovernmentagenciesandregionalstatenetworks.Inaddition,thesmoothoperationofthenetworkreliesupontheproperconductoftheuserswhomustadheretostrictguidelines.Tothisend,CongresshaspassedandPresidentsignedintolaw,theChildren’sInternetProtectionAct(CIPA).CIPArequiresthatschoolsreceivingcertainfederalfunds,includingE-RatediscountsandTitleIIIoftheElementaryandSecondaryEducationAct,putintoplaceInternetSafetypolicies.Theseinternetsafetypoliciesmustincludeatechnologyprotectionmeasureforblockingaccesstovisualdepictionsofobscenematerial,childpornography,andmaterialthatisharmfultominorswhenminorsareaccessingthecomputer.CIPAalsorequiresthattheInternetsafetypolicyincludemonitoringofallonlineactivitiesofminors.Additionally,thepolicymustaddressallofthefollowing:(a)accessbyminorstoinappropriatematterontheInternetandWorldWideWeb,(b)thesafetyandsecurityofminorswhenusingelectronicmail,chatrooms,andotherformsofdirectelectroniccommunications,(c)unauthorizedaccess,includingso-calledhacking,andotherunlawfulactivitiesbyminorsonline,(d)unauthorizeddisclosure,use,anddisseminationofpersonalinformationregardingminors;and(e)measuresdesignedtorestrictminorsaccesstomaterialsharmfultominors.NETWORKRULESPrentissCountySchoolDistrictprovidesadequateWi-Fionallcampuses.Thisincludeswirelessaccessacrossallacademicareasandclassrooms.StudentsandEmployeesarerequiredtouseWi-FiprovidedbythedistrictwhenusingdevicesownedbyPCSD.THEUSEOFWIRELESSHOTSPOTSISPROHIBITEDONALLPCSDCAMPUSES.THESEINCLUDEBUTARENOTLIMITEDTOCELLPHONESANDMI-FIDEVICESTHATCANBEUSEDASPERSONALWIRELESSACCESSPOINTS.
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PrentissCountySchoolDistrictprovidescontentfilteringtocomplywithCIPArequirementsforsafeInternetbrowsingofminors.Anyattempttobypassthiscontentfilterwiththeuseofproxiesoranyothermethodisadirectviolationofthisagreement.ACCEPTABLE/UNACCEPTABLEUSESOFTECHNOLOGY:PrentissCountySchoolDistricttechnologyresourceswillbeusedonlyforlearning,teaching,andadministrativepurposesconsistentwiththeDistrict’smissionandgoals.
● Accessing,transmittingorretransmitting:○ Anymaterial(s)infurtheranceofanyillegalactorconspiracytocommitanyillegal
actinviolationofUnitedStates,Mississippi,localgovernment,orMississippiStateDepartmentlaws,policiesandregulations.
○ Copyrightedmaterials(includingplagiarism),threatening,harassing,orobscenematerial,pornographicmaterial,ormaterialprotectedbytradesecret,and/orothermaterialthatisinappropriatetominors.
○ Anymaterialthatpromotesviolenceorthedestructionofpersonsorpropertybydevicesincluding,butnotlimitedto,theuseoffirearms,explosives,fireworks,smokebombs,incendiarydevices,oranysimilarmaterials.
○ Languagethatmaybeconsideredoffensive,defamatory,abusive,oranyformsofcyberbullying.
○ Informationthatcouldcausedangerordisruptionorengageinpersonalattacks,includingprejudicialordiscriminatoryattacks.
○ Informationthatharassesanotherpersonorcausesdistresstoanotherperson.● Usingthenetworkinsuchawaythatwoulddisrupttheuseofthenetworkbyotherusers.● Participatinginchatsessionsoutsideofclassroomactivities.● InstallsoftwarenotapprovedbytheTechnologyDepartment.● DownloadingfilesfromtheInternetthatdonotrelatetoclassroomactivitiesor
administrativetasks.● Purchasingorsellinggoodsand/orservicesviatheInternet.● Disclosing,using,disseminatingordivulgingpersonaland/orprivateinformationabout
himself/herself,minorsoranyothersincludingpersonalidentificationinformation.● AttemptingtobypassthePCSDcontentfilter.● Attemptingto“hack”networkresourcesincluding,butnotlimitedtoservers,switches,
accesspoints,routers,andprinters.DIGITALCITIZENSHIPPrentissCountySchoolDistrictwilleducateminorsaboutappropriateonlinebehavior,includinginteractingwithotherindividualsonsocialnetworkingsitesandinchatroomsaswellascyberbullyingawarenessandresponse.
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E-MAILPrentissCountySchoolDistrictprovidesaGoogleGSuiteaccountforstudentandemployeeemailservices.PCSDcreatesandmanagesaccountinformation.Employeesandstudentsareresponsibleformaintainingtheinformationinsidetheiraccount.PCSDdoesnotarchiveemployeeorstudentemail.SECURITYPrentissCountySchoolDistricthasmeasuresinplacetoprotectendusersonournetworkthroughtheuseofFirewalls,ContentFilters,andMalware/Antivirussoftware.Thesemeasuresarenotalways100%effectiveandusersshouldtakereasonablesafeguardsagainstsecuritythreatsoverthePCSDnetwork.Thisincludesnotopeningordistributinginfectedfilesorprogramsandnotopeningfilesorprogramsofunknownoruntrustedorigin.UsersshouldnotsharepersonalinformationoverthePCSDnetwork.Intheeventauserfeelstheirdevicehasbeencompromisedorinfected,theyshouldimmediatelynotifytheTechnologyDepartment.EmployeesandStaffarenevertoattempttoremoveavirusormalwareontheirown.Thisincludesdeletingfiles,downloadingMalware/Virusremovaltools,orinstallingAntivirussoftware.MONITORINGPrentissCountySchoolDistricthastheabilitytomonitordatatransmittedoverthePCSDnetworkatanytime.Datatransferredcanbetrackedandidentifiedandusersheldliableiftheiruseofthenetworkviolatesestablishedpolicies,regulations,orlaws.ThecontentfilterusedatPCSDhastheabilitytoflagandnotifytheTechnologyDepartmentifausersearchesfororaccessessitesthatcontaincertainkeywords.Computersthatcontinuetobeflaggedforinappropriatesitescanberemotelymonitoredandscreencapturedorrecorded.DatastoredondevicesownedbyPCSDarethepropertyofPCSD.Thisdataincludes,butisnotlimitedtoemail,textdocuments,images,music,andotherdigitalorelectronicfiles.SOCIALMEDIASocialmediaisaformofelectroniccommunicationthroughwhichuserscreateonlinecommunitiestoshareinformation,ideas,personalmessages,andothercontentsuchasvideos.AllstudentsofthePrentissCountySchoolDistrictwhoparticipateinsocialmedia,morespecifically,socialnetworkingwebsitessuchas,butnotlimitedto,blogs,YouTube,FaceBook,Twitter,Instagram,Snapchat,etc.Shallnotpostanydata,documents,photosorinappropriateinformationonanywebsitethatmightresultinadisruptionofclassroomactivity.Thedeterminationofappropriatenesswillbemadebytheschooladministrationand/orSuperintendent.Accessofsocialnetworkingwebsitesforindividualuseduringschoolhoursisprohibited.Nothinginthispolicyprohibitsstudentsfromtheuseofeducationalwebsites.
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LIMITATIONOFLIABILITYRecognizingthatnofilteringsolutioncanbe100%effective,itisunderstoodthatalltechnologyprotectionmeasuresdonotandwillnotworkperfectly.IncomplyingwithCIPA,schoolsareexpectedtoengageinagoodfaithefforttoabidebytherequirementsofCIPA.CIPAdoesnotcreateaprivaterighttoaction,meaningthatthediscoveryofobjectionablematerialonacomputercannotresultinalawsuitcomplainingthataschoolviolatedCIPA.ThePrentissCountySchoolDistrictmakesnowarrantiesofanykind,whetherexpressedorimplied,fortheserviceitprovides.ThePCSDwillnotberesponsibleforanydamagessufferedwhileonthissystem.Thesedamagesincludelossofdataasaresultofdelays,non-deliveries,miss-deliveries,orserviceinterruptionscausedbythesystemoryourerrorsoromissions.Useofanyinformationobtainedviatheinformationsystemisatyourownrisk.PCSDspecificallydisclaimsanyresponsibilityfortheaccuracyofinformationobtainedthroughitsservices.PrentissCountySchoolDistrictwillnotdisclosepersonalinformationaboutstudentsonwebsites-suchastheirfullname,addresses,telephonenumber,orsocialsecuritynumber.EXCEPTIONOFTERMSANDCONDITIONSTheseguidelinesareprovidedsothatyou,theuserand/orparentoftheuser,areawareoftheresponsibilitiesyouareabouttoassume.Ingeneral,thisrequiresefficient,ethical,andlegalutilizationofthenetworkresources.IfaPCSDuserviolatesanyoftheseprovisions,hisorheraccountwillbeterminatedandfutureaccesscouldpossiblybedenied.Thesignature(s)attheendofthisdocumentis(are)legallybindingandindicatedtheparty(parties)whosignedhas(have)readthetermsandconditionscarefullyandunderstand(s)theirsignificance.AlltermsandconditionsasstatedinthisdocumentareapplicabletothePCSD.Thesetermsandconditionsreflecttheentireagreementofthepartiesandsupersedesallpriororalorwrittenagreementsandunderstandingsoftheparties.ThesetermsandconditionsshallbegovernedandinterpretedinaccordancewiththelawsoftheStateofMississippi,andtheUnitedStatesofAmerica.Pleaseprintthelastpageofthishandbookandsignthestatementverifyingyouhavereadandwillabidebythetermsandconditionsofthisacceptableusepolicy.
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Staff/StudentNon-Fraternization GABB Adultswhohavecontactwithchildrenandadolescentsthroughschoolactivitieshavetheresponsibilitynottobetrayormisusetheirprivilegedpositionandshallnevertakeadvantageofstudents’vulnerabilityoroftheirconfidence.ItisthepolicyoftheBoardofEducationtoprohibitanysexualrelationship,contactorsexuallynuancedbehaviororcommunicationbetweenastaffmemberandastudent,whilethestudentisenrolledinaschoolsystem.Theprohibitionextendstostudentsoftheoppositesexorthesamesexasthestaffmember,andappliesregardlessofwhetherthestudentorthestaffmemberistheinitiatorofthebehaviorandwhetherornotthestudentwelcomesorreciprocatestheattention.StaffGuidelinesforNon-FraternizationStaffmembersareexpectedtousegoodjudgmentintheirrelationshipwithstudentsbothinsideandoutsideoftheschoolcontextincluding,butnotlimitedto,thefollowingguidelines:1.Staffmembersshallnotmakederogatorycommentstostudentsregardingtheschooland/orstaff.2.Staff-sponsoredparties,atwhichstudentsareinattendance,unlesstheyareapartoftheschool’sextracurricularprogramandareproperlysupervised,areprohibited.3.Staffmembersshallnotfraternize,writtenorverbally,withstudentsexceptonmattersthatpertaintoschool-relatedissues.4.Staffmembersshallnottextstudentsnorparticipateinanystudentblogs.5.Staffmembersshallnotassociatewithstudentsatanytimeinanysituationoractivitywhichcouldbeconsideredsexuallysuggestiveorinvolvethepresenceoruseoftobacco,alcoholordrugs.6.Staffmembersshallnotdatestudents.Sexualrelationswithstudents,regardlessofageAnd/orconsent,areprohibitedandwillresultindismissalandcriminalprosecution.7.Staffmembersshallmaintainareasonablestandardofcareforthesupervision,controlandprotectionofstudentscommensuratewiththeirassigneddutiesandresponsibilities.8.Staffmembersshallnotsendstudentsonpersonalerrands.9.Staffmembersshall,pursuanttolawandBoardpolicy,immediatelyreportanysuspectedsignsofchildabuseorneglect.
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Staff/StudentNon-Fraternization,CONTINUED GABB10.Staffmembersshallnotattempttocounsel,assess,diagnoseortreatastudent’spersonalproblemrelatingtosexualbehavior,substanceabuse,mentalorphysicalhealthand/orfamilyrelationshipsbutinstead,shouldreferthestudenttoappropriateschoolpersonneloragencyforassistance,pursuanttolawandBoardpolicy.11.Staffmembersshallnotdiscloseinformationconcerningastudent,otherthandirectoryinformation,toanypersonnotauthorizedtoreceivesuchinformation.Thisincludes,butisnotlimitedto,informationconcerningassessments,abilityscores,grades,behavior,mentalorphysicalhealthand/orfamilybackground.AnnualRemindertoStaffTheSuperintendentandtheschoolprincipalswillannuallyremindstaffmembersandorientnewstaffmembersconcerningtheimportanceofmaintainingproperdecorumintheon-line,digitalworldaswellasinperson.Employeesmustconductthemselvesinwaysthatdonotdistractfromordisrupttheeducationalprocess.Theorientationandreminderswillgivespecialemphasisto:1.ImproperfraternizationwithstudentsusingFacebookandsimilarinternetsitesorsocialnetworks2.Inappropriatenessofpostingitemswithsexualcontent3.Inappropriatenessofpostingitemsexhibitingoradvocatinguseofdrugsandalcohol4.Examplesofinappropriatebehaviorfromotherdistricts,asbehaviortoavoid5.Monitoringandpenaltiesforimproperuseofdistrictcomputersandtechnology6.Thepossibilityofpenalties,includingdismissalfromemployment,forfailuretoexercisegoodjudgmentinon-lineconductPeriodicalSearchesTheSuperintendentordesigneeswillperiodicallyconductinternetsearchestoseeifteachershavepostedinappropriatematerialson-line.Wheninappropriateuseofcomputersand/orwebsitesisdiscovered,theschoolprincipalsand/orSuperintendentwilldownloadtheoffensivematerialandpromptlytakeproperadministrativeaction.
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SocialNetworkingWebsites GABBA
Accessofsocialnetworkingwebsitesforindividualuseduringschoolhoursisprohibited.Employees,facultyandstaffshouldnotgivesocialnetworkingwebsitepasswordstostudents.Theemployeeisresponsibleforallactivitiesinhis/heraccount.
Allemployees,facultyandstaffofthisschooldistrictwhoparticipateinsocialnetworkingwebsites(likeMySpaceorFacebook)shallnotpostanydata,documents,photosorinappropriateinformationonanywebsitethatmightresultinadisruptionofclassroomactivity.ThisdeterminationwillbemadebytheSuperintendent.
Fraternizationviatheinternetbetweenemployees,facultyorstaffwithstudentsisprohibitedandviolationofanyofthesepoliciesmayresultindisciplinaryaction,uptoandincludingtermination.
Nothinginthispolicyprohibitsemployees,faculty,stafforstudentsfromtheuseofeducationalwebsites,likewww.schoolnotes.comandwww.abcdistrict.orgsincethesesitesareusedsolelyforeducationalpurposes.
Accessofsocialnetworkingwebsitesforindividualuseduringschoolhoursisprohibited.
STUDENTCOMPLAINTSOFBULLYINGORHARASSINGBEHAVIORStudentsandemployeesinPrentissCountySchoolDistrictareprotectedfrombullyingorharassingbehaviorby other students or employees. It is the intent of the Board and the administration to maintain anenvironment free frombullying and harassing behavior. This complaint procedure provides a process forfiling,processingandresolvingcomplaintsof suchconduct. Adherence to theseprocedures ismandatory.The failure of any person to follow these procedures will constitute a waiver of the right to pursue acomplaintatanylevel,includingreviewbytheBoard.I.DefinitionsBullyingorharassingbehaviorisanypatternofgesturesorwritten,electronicorverbalcommunications,oranyphysicalactofanythreateningcommunication,oranyactreasonablyperceivedasbeingmotivatedbyanyactualorperceiveddifferentiatingcharacteristic that (a)placesastudentorschoolemployee inactualandreasonablefearofharmtohisorherpersonordamagetohisorherproperty,or(b)createsoriscertainto create a hostile environment by substantially interfering with or impairing a student’s educationalperformance,opportunitiesorbenefits.A “hostile environment” means that the victim subjectively views the conduct as bullying or harassingbehaviorand theconduct isobjectively severeorpervasiveenough thata reasonablepersonwouldagreethatitisbullyingorharassingbehavior.Bullyorharassingbehaviorwillnotbecondonedortoleratedwhenittakesplaceonschoolproperty,atanyschool-sponsoredfunction,oronaschoolbus,orwhenittakesplaceoffschoolpropertywhensuchconduct,in thedeterminationof theschoolsuperintendentorprincipal, renders theoffendingperson’spresence intheclassroomadisruptiontotheeducationalenvironmentoftheschooloradetrimenttothebestinterestandwelfareofthepupilsandteacherofsuchclassasawhole.Everystudenthasafundamentalrighttotakereasonableactionsasmaybenecessarytodefendhimselfor
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herself from an attack by another studentwho has evidencedmenacing or threatening behavior throughbullying or harassing. However, no student or school employee shall engage in any act of reprisal orretaliationafter thebullyingorharassingbehaviorhasstopped. Anystudentor schoolemployeeguiltyofsuch conductmay be punished in the samemanner and to the same extent as for bullying or harassingbehavior.II.ProceduresforProcessingaComplaintAny student, school employee or volunteer who feels he/she has been a victim of bullying or harassingbehavior,orhaswitnessedorwhohasreliableinformationthatastudent,schoolemployeeorvolunteerhasbeensubjecttobullyingorharassingbehaviorshallreportsuchconducttoateacher,principal,counselororotherschoolofficial. The report shallbemadepromptlybutno later than five (5)calendardaysafter thealleged act or acts occurred. The school official shall complete a “Bullying/HarassingBehavior” complaintform,whichshallincludethenamesofthereportingperson,specificnatureanddateofthemisconduct,thenamesof thevictimof themisconduct, thenamesofanywitnessesandanyother informationthatwouldassist in the investigation of the complaint. The report shall be given promptly to the principal orsuperintendent who shall institute an immediate investigation. Complaints against the principal shall bemadetothesuperintendentandcomplaintsagainstthesuperintendentshallbemadetotheprincipal.The complaint shall be investigated promptly. Parents will be notified of the nature of any complaintinvolvingtheirstudent.TheDistrictofficialwillarrangesuchmeetingsasmaybenecessarywillallconcernedpartieswithinfive(5)workingdaysafterinitialreceiptofthecomplaintbytheDistrict.Thepartieswillhavean opportunity to submit evidence and a list of witnesses. All findings related to the complaint will bereduced towriting. TheDistrictofficial conducting the investigation shall notify thevictimandparentsasappropriatewhentheinvestigationiscompletedandadecisionregardingdisciplinaryaction,aswarranted,isdetermined.IfthevictimisnotsatisfiedwiththedecisionoftheDistrictofficial,he/shemaysubmitawrittenappealtothesuperintendent.Suchappealshallbefiledwithinten(10)workingdaysafterreceiptoftheresultsoftheinitialdecision.Thesuperintendentwillarrangesuchmeetingswiththevictimandotheraffectedpartiesasdeemednecessarytodiscusstheappeal.Thesuperintendentshallprovideawrittendecisiontothevictim’sappealwithinten(10)workingdays.Ifthevictimisnotsatisfiedwiththedecisionofthesuperintendent,awrittenappealmaybefiledwiththeBoard.Suchappealshallbefiledwithinten(10)workingdaysafterreceiptofthedecisionofthesuperintendent.TheBoardshall,withintwenty(20)workingdays,allowthevictimandparentsasappropriatetoappearbeforetheBoardtopresentreasonsfordissatisfactionwiththedecisionofthesuperintendent.TheBoardshallprovideawrittendecisionwithinten(10)workingdaysfollowingthevictim’sappearancebeforetheBoard.
*Superintendentand/orprincipalhasdiscretiontodeterminedegreeof“abuse”dependentupon“act”andgradelevelofstudent. 1stoffense–CorporalpunishmentorOSS 2ndoffense–AlternativeSchoolfor9weeks 3rdoffense–AlternativeSchoolforsemester 4thoffense–Expulsion
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FORMSLEAVE REQUEST FORM PROFESSIONAL DEVELOPMENT LEAVE REQUEST FORM
APPROVAL FOR FUNDRAISER FORM
APPROVAL FOR FIELD TRIPS OR CLASS TRIPS FORM
PERMIT FOR SCHOOL ACTIVITY TRIP
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LEAVE REQUEST FORM
PRENTISS COUNTY SCHOOL DISTRICT
Submission Date :_______________ Social Security # :_____________________________
Employee Name:___________________________________ Job Title ___________________
Number of Day Requested:_________ Date/s to be off:_______________________________
☐ Sick Leave:_____________________________________________________________
Explanations: Personal Illness or in immediate family, Maternity leave, Doctor's appointment, Death of immediate family
☐ Personal Leave
☐ Vacation - (12 month people only)
☐ Military leave - (Orders attached)
☐ Jury Duty - (Document attached)
☐ Out of Days -to be docked- certified 1-10 @ $70 a day after that take home pay non-certified 1-10 @ $35 a day after that take home pay
# OF DAY/S TO DOCK APPLICANT:__________ TOTAL AMOUNT TO DOCK PAYCHECK:_____________________
☐ Professional Day _________________________________________________________ Note here the name of workshop or title of school related trip
☐ Substitute Requested
Name of Sub:___________________________________# of Days Worked____________
This is to certify that I have submitted the above request:
Employee Signature:________________________________________ Date:____________
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
☐ Approved ☐ Not Approved ______________________________________________ ________________________________
Signature of Superintendent / Principal Date
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~Note: Requests for Professional Day, Personal Leave (other than emergencies) and Vacation must be submitted PRIOR to the absence to be Approved.
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PROFESSIONAL DEVELOPMENT LEAVE REQUEST FORM PRENTISS COUNTY SCHOOL DISTRICT
This form must be submitted to the District Professional Development Coordinator or submission to the Superintendent for approval.
Fax to 662-728-9325 or scan and email to khamm@prentiss.k12.ms.us. Please send the fax to the attention of Kim Hamm.
Administrator making request :_______________________________________________________ (Administrator’s signature required for submission.)
Names of those attending : ________________________________________________
________________________________________________
________________________________________________
________________________________________________
Approved for submission: ________________________________________________________ (Professional Development Coordinator’s signature)
Request Date:______________________ Date/s of Training: ____________________________
Destination:______________________________________________________________________
Purpose of Trip (Name of Workshop/Conference/etc.) : _______________________________________________________________________________
_______________________________________________________________________________
Funding Source: ☐ Title I ☐ Title II ☐ Cost Pool
☐ SPED ☐ District PD ☐ School Funds
☐ District Maint. ☐ Other________________________ Reimbursement Requested (must be overnight trip to receive meals and lodging): ☐ Mileage ☐ Lodging ☐ Meals ☐ Registration Fee ☐ Substitute
*(federal funds will not pay for substitute) ______________________________________________ ______________________ Signature of Superintendent Date
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~Note: Requests for Professional Day, Personal Leave (other than emergencies) and Vacation must be submitted PRIOR to the absence to be Approved. Employees must also complete the LEAVE REQUEST FORM prior to absence.
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APPROVAL FOR FUNDRAISER FORM
PRENTISS COUNTY SCHOOL DISTRICT
This form must be submitted to the Superintendent for approval. Fax to 662-728-2000
TO: SUPERINTENDENT RANDLE DOWNS FROM: ________________________________ DATE: ________________________________ RE: BOARD APPROVAL FOR FUNDRAISER I am requesting board approval for the following fundraiser:
School: ________________________________________________
Group or Club: ________________________________________________
Sponsor of Club: ________________________________________________
Start & Ending Date: ________________________________________________
Type of Fundraiser: ________________________________________________
Selling Price of Product: ________________________________________________
Per Cent of Profit: ________________________________________________
Approved for submission: ________________________________________________________ (Sponsor’s signature)
________________________________________________________ (Principal’s signature)
______________________________________________ Date of School Board Approval
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APPROVAL FOR FIELD TRIPS OR CLASS TRIPS FORM
PRENTISS COUNTY SCHOOL DISTRICT
This form must be submitted to the Superintendent for approval. Fax to 662-728-2000
TO: SUPERINTENDENT RANDLE DOWNS FROM: ________________________________ Name of Employee Making Trip Request DATE: ________________________________ RE: BOARD APPROVAL FOR FIELD TRIPS OR CLASS TRIPS I am requesting board approval for the following field trip or class trip:
School: ________________________________________________
Class, Group, or Club: ________________________________________________
Trip Title or Purpose: ________________________________________________
Date of Trip: ________________________________________________
Location of Trip: ________________________________________________
Number of Students to go on Trip: _____________________
Name of ALL CHAPERONS (Board requires a MINIMUM of (1) CHAPERON PER 10 STUDENTS. Educational Personnel to serve as chaperons are limited to the Bus Driver and the Teachers/Teacher’s Assistants directly involved and/or responsible for the students.)
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
Field Trips and Class Trips need required objective number and a brief explanation of how
requested trip pertains to this specific objective:
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
_____________________________ ____________________________ (Principal’s signature) (Superintendent’s signature)
______________________________________________ Date of School Board Approval
~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~~
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PERMIT FOR SCHOOL ACTIVITY TRIP
PRENTISS COUNTY SCHOOL DISTRICT
This form must be submitted to the Superintendent for approval. Fax to 662-728-2000
ALL ACTIVITY TRIPS MUST BE APPROVED 3 DAYS PRIOR TO TRIP Date Submitted for Approval: ______________ School Bus Driver: ________________
Assigned Bus No: ____________________ Number of Students: ______________
Grades of Students: __________________ Date of Trip: ____________________ Destination: ________________________ Submitted by: ___________________ State Standard: ___________________________________________________________ Departure from: _______________________ Departure time: __________________
Return to: ___________________________ Return time: ____________________
Route to destination: ________________________________________________________________________________________________________________________________________________________________
Return Route (Deviation from approved route must be authorized by the Superintendent): ________________________________________________________________________________________________________________________________________________________________
Name of ALL CHAPERONS (Board requires a MINIMUM of (1) CHAPERON PER 10 STUDENTS. Educational Personnel to serve as chaperons are limited to the Bus Driver and the Teachers/Teacher’s Assistants directly involved and/or responsible for the students.)
________________________________________________________________________________
________________________________________________________________________________
________________________________________________________________________________
This trip is duly authorized by the rules and regulations of the State Board of Education and the School Board of Prentiss County School District. The bus driver shall keep these instructions with him when he/she is making the authorized trip. Upon completion of the trip, the driver shall file this order with the Superintendent within 5 school days.
Odometer Reading Ending Mileage: ______________ Beginning Mileage: ______________ Trip Mileage: ______________ Amount due to District ____________ miles X $0.50 = ______________ ______________________________________________ ______________________ Signature of Superintendent Date
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ACCEPTABLEUSEPOLICYAFFIDAVIT
EMPLOYEE:I(usernamepleaseprint)______________________________________understandandwillabidebythetermsandconditionsoftheacceptableusepolicy.Iunderstandthatanyviolationoftheregulationisunethicalandmayconstituteacriminaloffense.ShouldIcommitanyviolation,myaccessprivilegesmayberevoked,schooldisciplinaryactionmaybetakenand/orappropriatelegalaction.UserSignature:____________________________________ Date:____________________
ACKNOWLEDGMENT OF RECEIPT OF PRENTISS COUNTY PERSONNEL HANDBOOK
2019-2020
The PCSD Personnel Handbook contains important information about PCSD. I accept the terms of the handbook. I also understand that it is my responsibility to comply with the policies contained in this personnel handbook. I understand that I read the entire handbook. Additionally, I will sign the two copies of this Acknowledgment of Receipt, retain one copy for myself, and return one copy to my building level principal. I understand that this form will be retained in my personnel file. _______________________________________ __________________ Signature of Employee Date _______________________________________ Employee's Name - Printed