LEBANON SPECIAL SCHOOL DISTRICT EMPLOYEE MANUAL/ …lssd.org/pdf/HRProtocolRev2015.pdf · LEBANON...

L E B A N O N S P E C I A L S C H O O L D I S T R I C T

HUMAN RESOURCES PROTOCOL PAGE 1 OF 34 LAST UPDATE 07.15.15

LEBANON SPECIAL SCHOOL DISTRICT

EMPLOYEE MANUAL/ HUMAN RESOURCES PROTOCOL



Table of Contents

[Note: Clicking the page number will move you to that page/section.]

Acknowledgment of Receipt of Employee Manual ................................................................................ 4 Central Office Information ................................................................................................................. 5 Section 1: Policies and Procedures .................................................................................................... 8 Section 2: Hiring Protocol ................................................................................................................. 8

On-Line Applicant Tracking System ................................................................................................. 8 Interviewing Protocol .................................................................................................................... 8 Interviewing Protocol Tool ............................................................................................................. 8 Employee Hiring Process ................................................................................................................ 9 Employee Orientation ................................................................................................................... 10 Filling a Temporary Position .......................................................................................................... 10 Contracts ..................................................................................................................................... 11

Section 3: Employment Protocol ....................................................................................................... 12 Automobile Policy ......................................................................................................................... 12 Automobile Accident Policy ........................................................................................................... 12 Access to Electronic Media ............................................................................................................ 12 Personal Cell Phone/Electronic Device Usage .................................................................................. 12 Compensation .............................................................................................................................. 12 Confidentiality .............................................................................................................................. 13 Corporal Punishment .................................................................................................................... 13 Court Appearances ....................................................................................................................... 13 Criminal Charges or Arrests ........................................................................................................... 13 Differentiated Pay Plan ................................................................................................................. 13 Domestic Violence ........................................................................................................................ 14 Dress Code .................................................................................................................................. 14 Employee Benefits, Incentives, and Retention ................................................................................ 14

School Age Child Care and Wee Care Services ............................................................................ 14 Insurance Supplement/Benefit .................................................................................................. 14 Insurance Retirement Benefit .................................................................................................... 14 Certified Employee Sick Leave Bank ........................................................................................... 15 Other Potential Benefits ............................................................................................................ 15

Employee Health, Safety, and Wellness ......................................................................................... 15 Drug Free Workplace ................................................................................................................ 15 Tobacco-Free Workplace .......................................................................................................... 18 Communicable Diseases ........................................................................................................... 18 Coordinated School Health Employee Wellness ........................................................................... 19 Employee Safety ...................................................................................................................... 19

Employee Transfer Procedures ...................................................................................................... 19 General Provisions .................................................................................................................... 20 Employee-Initiated Transfers .................................................................................................... 20 Job Postings ............................................................................................................................ 20

Employment Complaints & Grievances ........................................................................................... 21 Fair Labor Standards Act (FLSA) .................................................................................................... 21 Grading Principles ........................................................................................................................ 21 Guidelines Regarding Discrimination or Harassment ........................................................................ 21 Hours of Work ............................................................................................................................. 22 Instructional Time ........................................................................................................................ 23 Job Descriptions ........................................................................................................................... 23 Jury Duty .................................................................................................................................... 23



Leaves of Absence ....................................................................................................................... 23 Letters of Intent and Rehire Letters ............................................................................................... 23 Licensure and Highly Qualified Issues ............................................................................................ 23 Nepotism ..................................................................................................................................... 24 Personnel Records ........................................................................................................................ 24 Political Activities ......................................................................................................................... 25 Postings/Posters .......................................................................................................................... 25 Professional Development & Training ............................................................................................. 25 Reassignment/Transfer of Employees ............................................................................................ 26 Resignations ................................................................................................................................ 26 Safe Relocation of Students .......................................................................................................... 26 Salary Scales and Related Work Schedules ..................................................................................... 26 SchoolMessenger ......................................................................................................................... 26 Snow Days/Emergency Closings .................................................................................................... 26 Staff-Student Relations ................................................................................................................. 27 Substitute Teachers ...................................................................................................................... 27 Time Records ............................................................................................................................... 27 Travel/Business Expenses ............................................................................................................. 27 Worker’s Compensation ................................................................................................................ 27

Section 4: Professional Development Protocol ................................................................................... 28 What is Professional Development? ............................................................................................... 28 Guidelines for Development of In-service Plans .............................................................................. 28 Approvable Activities for In-service credit ....................................................................................... 28 Non-Approvable Activities for In-service credit ................................................................................ 29

Section 5: Evaluation Protocol .......................................................................................................... 30 Classified Employees Evaluation .................................................................................................... 30 TIGER (Teacher Instructional Growth for Effectiveness and Results) Evaluation Process .................... 30 Teachers/Certified Employees ....................................................................................................... 30 Administrators/Principals/Assistant Principals ................................................................................. 30 Certified Evaluation Grievance Process ........................................................................................... 30

Section 6: LSSD Employee Standards of Conduct .............................................................................. 31 Section 7: Corrective Protocol .......................................................................................................... 33

Preparation & Professionalism ....................................................................................................... 33 Corrective Action .......................................................................................................................... 33

Section 8: Non-traditional Human Resource Related Issues ................................................................ 34 Contractor/Vendor/Corporation Agreement .................................................................................... 34 University Partnerships ................................................................................................................. 34 Volunteer Agreement ................................................................................................................... 34 Non-Faculty Coaches .................................................................................................................... 34



Acknowledgment of Receipt of Employee Manual By signing below, I hereby acknowledge that I have received a copy and/or electronic copy of the Lebanon Special School District’s Employee Manual/Human Resources Protocol. I understand that it is my responsibility to review and become familiar with the contents of this manual, as well as Lebanon Special School District’s Board Policies. I also understand that this form will be retained in my personnel file. I further understand that this manual represents a summary of some of the more important policies/procedures of the Lebanon Special School District; however, it is not intended to be all inclusive of all policies/procedures. The Lebanon Special School District retains the right to modify, suspend, interpret or remove in whole or in part, at any time, with or without notice, any of the published or unpublished personnel policies/practices. The contents of this handbook are to be used as a guideline and do not constitute an expressed or implied contract of employment. Please sign, date and return this form to the Personnel Director. Employee’s Name (print): ___________________________________________ Employee’s Signature: ___________________________________________ Date: ________________________________



Central Office Information

Central Office 701 Coles Ferry Pike Lebanon, TN 37087 Telephone (615) 449-6060 Fax (615) 449-5673 Office Hours: 8am-4pm www.lssd.org Central Office Personnel Scott Benson, Director of Schools Kim Tramel, Executive Assistant to Director Nancy Ash, Associate Director of Schools/Director of Teaching and Learning Nancy Whitefield, Administrative Assistant to Associate Director of Schools Richard Anderson, Operations/Transportation Director Brenda Baird, Administrative Assistant, Payroll Angie Ballard, Child Nutrition Supervisor Stan Blades, Federal Programs Director Dr. Melinda Bone, Director of Administrative Services/Technology Joshua Brown, Project Manager for Effective Teaching and Learning Charlene Buhler, Administrative Assistant, Pre-K/Federal Programs Lynn Cable, Special Education Director Jerry England, Maintenance Supervisor Connie Gray, SACC Director Tammy Grow, Coordinated School Health Coordinator Pam Jones, Business/Finance Director Mike Kurtz, Student Services Administrator/Safety Director Stephen Massey, Network Administrator Candie Medlin, Information Systems Administrator Sheila Neal, Nursing Supervisor Beth Petty, Family Resource Coordinator Chris Tenbarge, Instructional Technology Dr. Penny Thompson, Instructional Coordinator/Pre-K Director Becky Trusty, Personnel/Payroll Director Trish Westmoreland, Receptionist Christine Wright, Administrative Assistant, Child Nutrition



School Directory Byars Dowdy Elementary 900 Hickory Ridge Road Telephone: (615) 444-6651, Fax: (615) 443-0212 Principal: Becky Siever Assistant Principal: Beth Allison www.byarsdowdy.org

Castle Heights Elementary 1007 Castle Heights Avenue, North Telephone: (615) 444-2483, Fax: (615) 443-6314 Principal: Terry Trice Assistant Principal: Dr. Donna Shaffer www.chue.net

Coles Ferry Elementary 511 Coles Ferry Pike Telephone: (615) 443-1946, Fax: (615) 443-0215 Principal: Brian Hutto Assistant Principal: Michelle Lowery www.colesferry.org

Sam Houston Elementary 207 Oakdale Drive Telephone: (615) 444-7494, Fax: (615) 443-0243 Principal: Julie Beasley Assistant Principal: Julie Draper www.samhouston.us

Walter J. Baird Middle School 131 WJB Pride Lane Telephone: (615) 444-2190, Fax: (615) 453-2690 Principal: Pam Sampson Assistant Principals: Bobby Brown, Traci Sparkman www.walterjbaird.org

Winfree Bryant Middle School 1213 Leeville Pike Telephone: (615) 449-4560, Fax: (615) 449-4590 Principal: Becky Kegley Assistant Principals: Randy Sampson, Eve Southworth www.winfreebryant.org



Welcome and Introduction

WELCOME Welcome to the Lebanon Special School District, where we are “committed to a community of excellence.” We look forward to partnering with you as you begin or continue your career with our school system and trust that you will come to appreciate our unique history and community atmosphere. Our district serves approximately 3,700 students and their families and it is the goal of every employee to help meet the needs of our students and their families, regardless of his/her job position. Each LSSD employee is a valued member of our team and has the ability to positively impact the lives of our students. We hope you take pride in the fact that you are an integral part of helping the children of LSSD achieve their highest potential. This manual was developed to familiarize you with our expectations of all LSSD employees and to provide guidance to you on our policies, programs and benefits. You are expected to familiarize yourself with the contents of this manual as soon as possible. We look forward to working with you and wish you the best of luck in your role with LSSD. INTRODUCTION The Lebanon Special School District is committed to safeguarding the right of all employees within the school system to learn and work in an environment that is free from all forms of discrimination/harassment. Any act of discrimination/harassment based on race, color, religion, creed, sex, national origin, age, pregnancy, marital status, veteran status, disability or any other classification protected by law is contrary to basic standards of conduct between individuals and is prohibited. The Lebanon Special School District employs, retains, promotes, non-renews, terminates and otherwise treats any and all employees and job applicants on the basis of merit, qualifications and competence. This policy shall be applied without regard to any individual’s race, color, religion, creed, sex, national origin, age, pregnancy, marital status, veteran status, disability or any other classification protected by law. In establishing this policy, the Lebanon Special School District recognizes the need to initiate and maintain affirmative personnel measures to ensure the achievement of equal employment opportunities in all aspects of our workplace settings, conditions and decisions. It shall, furthermore, be the responsibility of all employees to abide by and carry out the intent of this equal employment commitment. Note the following definition of terms:

§ Administrator(s) refers to the person(s) doing the hiring § Applicant(s) are those individuals who have specifically applied for the posted position or those

identified as potentially qualified applicants § Candidate is the person selected and recommended for hiring § Interim positions are teaching positions vacated for less than twelve (12) months by teachers on

leave (TCA 49-5-709) § Temporary positions may apply to 1) interim teaching positions and/or 2) classified positions of

short duration (less than a school year as appropriate for the position) – examples include replacements for long term illness or maternity leaves and seasonal positions



Section 1: Policies and Procedures Lebanon Special School District Board of Education Policies and Procedures within the “Human Resources” category may be found on the district’s website (www.lssd.org) under the Headings entitled “Board” and “Policies.”

Section 1: Board Policies

Section 2: Hiring Protocol

On-Line Applicant Tracking System The Lebanon Special School District utilizes an on-line applicant tracking system, AppliTracks. All applications are submitted to the district on-line on the district’s website (www.lssd.org). Applicants who may not have access to the appropriate technology may submit their application on-line at the district’s Central Office and will be provided assistance as needed. The administrators within the district have been provided the necessary training to retrieve, review, categorize and otherwise utilize the human resources data stored within the tracking system. Applicants also have the ability to update their personal information and review their individual status in a confidential manner.

Interviewing Protocol The Lebanon Special School District realizes that the job interview is a powerful factor in the employee selection process. Although other factors such as conducting background checks and reviewing work history references are important and required for the potential candidate, they provide less personalized and more factual information. As a result, our district has developed an Interviewing Protocol to provide for a thorough consideration of applicants. To ensure that the district hires qualified candidates, the following is included in the Interviewing Protocol:

§ The administrator(s) will follow the procedures listed in the Employee Hiring Process, specifically requesting the job posting and identifying the appropriate questions for the interview process, which will be incorporated into the Interviewing Protocol Tool. Appropriate questions will illuminate the applicants’ strengths and weaknesses to determine job fit. Any questions related to age; race, ethnicity, or color; gender or sex; country of national origin or birthplace; religion; disability; and/or marital or family status or pregnancy are not appropriate.

§ The administrator(s), before scheduling job interviews, will review the pool of applicants via our district’s on-line applicant tracking system.

§ Documents (such as resume, cover letter, reference letters, etc.) may be reviewed along with the individual’s application.

§ A qualified group of applicants shall be identified and invited to interview for the posted position. § At least two people (examples: principal and assistant principal; principal and supervisor; Director

and Transportation Director; Child Nutrition Supervisor and Cafeteria Manager; Director and Associate Director; etc.) shall conduct the interview.

§ The Interviewing Protocol Tool shall be utilized to ensure consistency in the interviewing process. § The administrator(s) will check references for the candidate he/she chooses to recommend for

the position and proceed accordingly through the Employee Hiring Process.

Interviewing Protocol Tool This form enables the interviewers to assess the individual’s qualifications. The format provides a method for comparing the interviewers’ impressions of various candidates.



The questions provide guidance about the type of skills and potential contributions the interviewers will be assessing in each candidate they interview. The tool requires the use of a set of questions that align with core values the district has for all of its employees. The format of the tool also allows for customization that would provide for additional assessments that are pertinent to the specific position. Guidelines for the use of the Interviewing Protocol Tool are provided the interviewers:

§ All interviewers shall utilize this protocol. (Some questions are recommended by the district.) § Determine additional questions that align with the job description and/or job posting and shall be

asked of all applicants being interviewed for this position. § Interviewer(s) have the option to explore topics discussed by the applicant. Notations may be

made in the comments, strengths or concerns section(s). § Provide the applicant a copy of the job description.

Employee Hiring Process 1. The Director of Schools shall determine availability of funding for position(s) within budget. 2. Appropriate administrators are responsible for overseeing the use of the on-line applicant

tracking system and for receiving all applications. 3. A draft job description and requisition is submitted to the appropriate supervisor for approval. 4. The Director of Schools will approve/deny the requisition and available positions will be posted

online. 5. Jobs are routinely posted on-line for a reasonable period of time, usually one to two weeks.

However, the length of posting may be based upon time of year and/or other viable reasons (as determined by the Director of Schools). The Director of Schools retains the prerogative to not post a particular job when he/she deems it is in the best interest of the schools and/or program.

6. The administrator will utilize the Interviewing Protocol and Interviewing Protocol Tool for the district. Identify additional questions as needed (see Sample Interview Questions Data Bank if needed). All applicants interviewed must be asked the same questions.

7. During open Employee Transfer Period (May-June), employees may submit a request for transfer via AppliTracks. The administrator shall initially interview qualified employees requesting a transfer that have followed the district’s guidelines for employee transfers, using the Interviewing Protocol.

8. If no internal employees are selected for the position, the administrator(s) should clearly communicate with the employee(s) that they were not selected, and whenever possible provide feedback that will help the employee continue to develop their skills and qualifications.

9. If an internal applicant is selected for the position, this should be noted on the Human Resources Recommendation Form and submitted to the Director of Schools. The Director of Schools shall provide him/her a notice.

10. When interviewing outside applicants for the posted job, the administrator will utilize the on-line applicant tracking system (AppliTracks), which includes reviewing the applicant’s application, references and supporting documents. After identifying qualified applicants, the administrator will schedule interviews and utilize the Interviewing Protocol.

11. Note that if qualified, certified candidates are not available after an initial review of applications and/or the interview process, the job posting must be placed in at least one other location other than our district website and K12jobspot.com (examples: classified ad in newspapers and posting on university campuses). (Requests for waivers from the Tennessee Department of Education require such documentation.) Consider other sources, which may widen the applicant pool.

12. The administrator shall make personal contacts with references provided for the potential candidate and document accordingly.

13. If references are positive in nature and the final decision is to recommend the candidate for employment to the Director of Schools, the administrator may verbally inform the candidate. The candidate shall be told that approval must be obtained from the district office prior to the official offer of employment.



14. The administrator shall then complete the Human Resources Recommendation Form and submit it to the Director of Schools. The administrator shall inform applicants not selected of his/her decision in a timely manner.

15. The administrator shall maintain the interview file for two years at his/her worksite. 16. The Human Resources Recommendation Form will be reviewed by the

a. Director of Schools (for hiring approval contingent on appropriate review of the following issues);

b. Federal Programs Director (for Highly Qualified Status); and c. Payroll/Personnel Director (for background check, licensure issues, etc.)

17. The Payroll/Personnel Director will inform the administrator that the candidate has been approved for employment. At that time, the administrator may verbally inform the candidate of their hiring status prior to a written offer provided by the district.

18. The Payroll/Personnel Director will: a. Begin an employee file for the candidate; b. Schedule an appointment for an individual or group conference as part of the Employee

Orientation to discuss payroll/benefits, provide the candidate an Employee Orientation Packet, and provide directions on fingerprinting process, background checks, drug screening and physical examination; and

c. Submit to the appropriate administrator: 1) the Human Resources Recommendation Form for filing and inclusion in the Professional or Classified Personnel Report and 2) Licensure Printout for data collection purposes.

19. The appropriate administrator will: a. Include the employment transaction in the Professional or Classified Personnel Report; b. Share the information with the Information Systems Administrator (for email set-up and

emergency call-out system, as well as School Reporting purposes), Instructional Department Administrative Assistant (for Staff Development management and scheduling), and/or other relevant personnel as identified by the administrator(s);

c. File the Human Resources Recommendation Form. Note: Information regarding new positions added due to student enrollment, grants or specialized funding, etc. shall be shared with the appropriate system personnel (examples: textbook supervisor, Associate Director of Schools, technology [for email and technology needs], etc.).

Employee Orientation The Personnel Director will provide an individual and/or group conference to all employees as part of the employee orientation to discuss payroll/benefits after they have completed an online onboarding module. Employees will be provided an Employee Orientation Packet and directions on the fingerprinting process, background checks, drug screening and physical examination required for all employees. Professional staff hired prior to school starting will be provided a Professional Staff Orientation that includes topics such as: Human Resources orientation, technology procedures for the district, mentoring information and employee evaluation information. Additionally, professional staff new to the district are assigned an appropriate mentor. All supervisors (including school based administrators and department administrators) are responsible for providing compliance training for their employees.

Filling a Temporary Position 1. The principal (or other appropriate administrator) will provide the Director of Schools with proper

notification of such a temporary need. 2. The administrator may choose to post the temporary job by submitting an online job requisition

via AppliTracks when a qualified candidate is unavailable. (Administrators may fill short-term positions.)



3. The Interviewing Protocol Tool is not required unless multiple qualified candidates are viable and will be interviewed.

4. The administrator shall check references prior to offering temporary employment. 5. When the administrator offers the candidate temporary employment, the Human Resources

Recommendation Form shall be completed and submitted to the Director of Schools for processing and approval (Highly Qualified status if appropriate, background checks, etc.).

6. The Payroll/Personnel Director will inform the administrator that the candidate has been approved for temporary employment. At that time, the administrator may verbally inform the candidate of their hiring status.

7. The Payroll/Personnel Director will: a. Begin an employee file for the candidate; b. Schedule an appointment for an individual to discuss the following appropriate issues:

payroll/benefits, human resources paperwork, fingerprinting process and physical examination; etc. and

c. Submit to the appropriate administrator the Human Resources Recommendation Form for filing and inclusion in the Professional or Classified Personnel Report.

8. The appropriate administrator will: a. Include the employment transaction in the Professional or Classified Personnel Report; b. File the Human Resources Recommendation Form.

Contracts Written contracts will be provided to all certified personnel upon initial employment in compliance with the Lebanon Special School District Board Policies and state law, spanning the fiscal year (July 1-June 30). Teachers will continue employment until they have received written notice from the Board of Education or the Director of Schools of their dismissal or failure of re-election. Classified employees are not under a yearly contract. They are considered at-will employees and may be terminated at any time for any lawful cause.



Section 3: Employment Protocol

Automobile Policy LSSD has fleet automobiles available to all employees to conduct school business. In order to use a district owned automobile, the employee must secure a reservation on the automobile calendar at Central Office. The employee reserving the automobile is responsible for securing the key, fueling the automobile (if needed), and returning the key to Central Office. The employee must pick-up the key between the hours of 8:00 a.m. and 4:00 p.m., Monday through Friday, prior to his/her departure. LSSD purchases fuel from the City of Lebanon and fuel our automobiles at the garage located beside the police department (406 Tennessee Boulevard). The access key and number to fuel are located on the key ring for each automobile. If your trip will require more fuel, you will need to sign-out the Fuelman card at Central Office. Upon returning the automobile, please ensure it has ¼ tank of fuel left. Drivers of district owned automobiles must have and maintain a valid driver's license.

Automobile Accident Policy The driver of a LSSD owned automobile involved in an accident on or off campus must notify the proper authorities and file any required reports. All LSSD automobiles have an Insurance ID card in the automobile. Employees involved in an accident while driving an LSSD owned automobile must report the accident to the Central Office immediately.

Access to Electronic Media The Lebanon Special School District provides reasonable access to various information formats (telephones, internet, electronic mail, etc.), but reserves the right to monitor all such communications. The employee shall not expect that such information formats are private in nature. The use of technologies or electronics of any kind are expected to be utilized for professional use and not personal use. Electronic mail generated through the district e-mail accounts are archived for business reasons for a specified period of time and subject to retrieval by the appropriate administrator as necessary. Guidelines for use of electronic media in the school district are provided to all employees. Employees are required to sign an agreement that shall be kept on file as a legal, binding document. (See board policies AE Access to Electronic Media and AEA School District’s Electronic Mail.)

Personal Cell Phone/Electronic Device Usage Personal cell phones/electronic devices are not to be used by staff members for personal use during class time/duty time. Class time/duty time is not an appropriate time for personal conversations on cell phones.

Compensation Based upon the recommendation of the Director of Schools, the Board of Education shall approve salaries and/or salary scales for employees. Salaries shall be calculated from the salary scale for the job classification to which the employee is assigned. Salaries of all employees, including supplemental pay, shall be paid by the Lebanon Special School District. No payment to any employee for service performed on behalf of the school system shall be made from any source other than the school system. Payroll procedures include:

§ Advance payments of salary shall not be made.



§ Compensation for non-twelve month classified employees shall be paid their due compensation at each pay period (as required by the Department of Labor).

§ Employees will receive compensation by direct deposit or in the form of a payroll check. § The schedule for payroll is:

o Certified: first business day of the month o All other classified staff: bi-weekly

Confidentiality Confidentiality by all employees is imperative and expected. Repeating comments overheard (from students or other employees) or sharing information through social media about students or school situations is prohibited. System employees at various levels are exposed to student records including academic, medical and other personal information. Some employees also have access to employee’s information. It is strictly forbidden to share any such information with others, including comments or suggestions in the community. If you should encounter a problem or have related questions, consult your immediate supervisor.

Corporal Punishment Corporal punishment may be administered by the principal, assistant principal or administrative designee according to the provisions of the Lebanon Special School District Board Policy EDB Corporal Punishment and after obtaining parental consent.

Corporal punishment is administered: § only after more positive actions have been taken...privately in the presence of a witness; § in a manner which is not degrading or embarrassing to the student being disciplined; § humanely, with reasonable restraint, and never in anger...so that no part of the head or face is

struck.

Court Appearances If an employee appears in court because of a personal interest, whether as a plaintiff, defendant or witness; or voluntarily appears on behalf of family or friends; or when an employee is required to appear in court either as a defendant or plaintiff in a civil case; vacation, personal leave or leave without pay shall be granted in accordance with established board policies on leave. Paid leave may be granted on a case- by-case basis at the discretion of the Director of Schools.

Criminal Charges or Arrests The Lebanon Special School District requires that all employees (for the purpose of this section the term “employee” includes school district employees, agents, volunteers, contractors or persons subject to the supervision and control of the school system) report any misdemeanor or felony charge and/or arrest to the Personnel Department and to the Director of Schools. Charges and/or arrests shall be reported the next regular workday. Failure to report such a charge or arrest shall constitute a violation of district Human Resource Protocol and will result in disciplinary action being taken, up to and including dismissal. Minor traffic citations are excluded from this policy.

Differentiated Pay Plan TCA/LSSD Board Policy Alignment: In accordance with TCA 49-5-611, the Lebanon Special School District Board of Education shall implement an appropriate differentiated pay plan. The differentiated pay plan is submitted to the Tennessee Department of Education for review and approval on an annual basis as required. The plan is congruent with the guidelines promulgated by the Tennessee State Board of Education and accurately reflects the needs of the Lebanon Special School District. It shall be the responsibility of the Director of Schools to develop this plan in collaboration with the appropriate staff as required in the best interests of the students or as necessary for the efficient operation of the schools.



The district may also participate in Alternative Compensation grants, such as the Teacher Incentive Fund Grant. Please contact the district’s Personnel Director for more information.

Domestic Violence Any employee experiencing or having knowledge of domestic violence should contact his/her supervisor. The supervisor will assist the employee in reporting to the appropriate authorities and in finding a place of safety. Wilson County HomeSafe – 444-8955 Wilson County Adult Protective Service – 443-2747 Report Abuse and Neglect – 1-888-APS-TENN (1-888-277-8366)

Dress Code The Lebanon Special School District Board establishes the following guidelines (board policy DAD Employee Dress Guidelines) regarding its employees’ dress:

• Employee’s dress should be appropriate for his/her job duties; • Professional employees should dress in a professional manner that sets the right climate for the

classroom or office setting; • The principal or department head shall address a staff member’s inappropriate dress or other

related appearance matters immediately and provide a rationale for the inappropriateness; • Jeans, sweat suits, jogging suits, leggings/spandex pants, T-shirts or sweatshirts in the classroom

and/or office setting is generally not acceptable; the on-site administrator may identify exceptions to this guideline as appropriate, reasonable and equitable; and

• Any exceptions or alterations of this Board policy must be communicated as appropriate.

Employee Benefits, Incentives, and Retention

School Age Child Care and Wee Care Services The Lebanon Special School District provides an on-site day-care program, Wee Care, for its employees’ children and/or grandchildren at competitively priced rates. School-age childcare is also provided for employees’ children and/or grandchildren at their respective dismissal times. Though employees’ participation is not guaranteed, they are given first priority. The childcare is exceptional in quality and has an impeccable record of state compliance and evaluation. For more information on this service, contact the SACC director.

Insurance Supplement/Benefit All Lebanon Special School District employees benefit from a Board of Education approved health insurance supplement. Certified employees receive a payroll supplement (identified as an insurance supplement) whether they opt for the system’s insurance plan or not. This supplement, in addition to the 45% state insurance benefit, equates to 87% of the mid-level individual plan. The district contributes 87% of the classified employees individual plan if they have insurance coverage with the system. The district provides a term life insurance policy for its employees in the amount of $25,000 along with a $25,000 Accidental Life & Dismemberment Policy.

Insurance Retirement Benefit (See board policy CK Insurance Management) The Lebanon Special School District will pay 55% of the State of Tennessee Teacher Plan health insurance premium for individual coverage upon retirement with Tennessee Consolidated Retirement System of any certified teacher with at least 25 years of service with the Lebanon Special School District and is at least 53 years of age. This benefit will continue until retiree reaches Medicare eligibility or terminates coverage with the Tennessee Teacher Plan.



Tennessee Consolidated Retirement System currently pays 45% of the health insurance premium for retirees with 30 years of service. This portion is reduced to 35% with 25 to 29 years of service. Therefore, the retiree with 25 to 29 years will be responsible for paying the 10% difference in premium. This insurance benefit is applicable only to retirees that participate in the State of Tennessee Teacher Insurance Plan at the time of retirement. When a classified employee has twenty-five (25) or more full-time years of employment with the school district, is fifty-three (53) years of age, and has been enrolled in the State of Tennessee health insurance program for at least one year prior to retirement, the Lebanon Special School District will pay eighty-five (85)% of the single health insurance premium until Medicare eligible. Such retirees must continue to pay fifteen (15)% of their health insurance premium (to be taken out of retirement pay by TCRS).

Certified Employee Sick Leave Bank A “bank” is available for certified employees for the purpose of investing a portion of accrued sick leave. Members may withdraw sick days according to the guidelines established in TCA 49-5-801 through 49-5-810. The enrollment period extends from August 1 through October 31 with an initial assessment requirement of two (2) accrued days. Any certified employee may cancel membership from the bank by written request as of June 30 of each year. The right to membership or to apply for membership ceases with termination of employment, retirement, cancellation of membership, or refusal to comply with assessments. Sick leave days contributed to the bank are non-refundable and non-transferable except in the event of the dissolution of the bank. Sick leave assessments are determined by a Sick Leave Bank Board of Trustees and may not exceed three days per assessment. Contact the Personnel Department to enroll or with specific questions.

Other Potential Benefits The district shall provide for payroll deductions for tax-sheltered annuities from specified companies and according to board policy CK Insurance Management. Other potential benefits available to employees through payroll deduction include dental insurance, voluntary insurance policies, short-term disability, pre-paid legal, etc. as approved by the Director of Schools.

Employee Health, Safety, and Wellness The Lebanon Special School District is committed to providing a safe environment and to fostering the well-being and health of its employees. The district provides an online secure message center (MyBenefitsChannel.com) which provides a wealth of online health related tools and resources. The following procedures related to maintaining a safe, drug-free and tobacco-free workplace are provided for all employees. Other procedures related to safety, wellness and employee complaints and/or grievances are also included:

Drug Free Workplace Pre-Employment Testing All applicants for the Lebanon Special School District must consent to undergo drug testing at the time of pre-employment. A laboratory certified by the U.S. Department of Health and Human Services will conduct all tests. Tests will be conducted after a provisional offer of employment has been made and the results must be received before the new hire can begin work. Any applicant refusing to complete any part of the drug testing procedure shall not be considered a valid candidate for employment with the Lebanon Special School District. If a substance screening shows a confirmed positive result for which there is no current physician’s statement, the applicant will not be considered for employment.



Applicants shall be expected to pay for their own drug testing unless otherwise authorized by the Personnel Director. Post Accident Testing Any employee involved in an accident whose performance could have contributed to the accident, which results in the following, will be tested for alcohol and/or controlled substances:

• Fatality • Bodily injury which requires immediate medical treatment away from the scene of the accident,

and/or • In the case of a vehicle accident, damage requiring the vehicle to be towed away from the scene

of the accident or employee fault is determined by a citation for a moving violation. Testing shall be done as soon as practicable after the accident, although there should be no delay in any medical treatment required. In addition, any employee may be required to test for alcohol and/or controlled substances in the event he/she uses force, other than the use of firearms, that is reasonably calculated to produce serious bodily injury or death. Serious bodily injury is any injury that creates a substantial risk of death, causes permanent disfigurement, or results in long-term loss or impairment of any bodily member or organ. Testing For Reasonable Suspicion When a supervisor or other authorized designee reasonably suspects that an employee’s work performance or on-the-job behavior may have been affected in any way by illegal drugs or alcohol or that an employee has otherwise violated the Lebanon Special School District Drug Free Workplace Policy, the employee may be required to submit to a breath and/or urine sample for drug and alcohol testing. When a supervisor observes or is notified of behaviors or events that lead the supervisor to believe that the employee is in violation of the Drug Free Workplace Policy, the supervisor shall notify the Director of Schools and/or his/her appointed designee. If the designated authority agrees, he/she may order the employee to be tested. No employee will be allowed to drive or perform any health or safety function when suspected of being impaired until a test report that the employee is medically qualified to work is received. Any employee who is required to submit to drug/alcohol testing based upon reasonable suspicion and refuses shall be charged with insubordination, and necessary procedures will be taken to terminate the employee in accordance with Board policy and state law, where applicable. Any employee who tests positive on a reasonable suspicion test will be in violation of this policy. Transportation (DOT) – See Department of Safety protocol. Random Testing (Classified Employees) A random selection of safe sensitive employees will be obtained of five (5%) of classified school personnel. Random testing will occur a minimum of two (2) times within a school year. The employee who is randomly selected must report within three (3) hours of notification to the approved site designated for collection with positive identification. Rehabilitation The Lebanon Special School District Board of Education recognizes that chemical dependency is an illness that may be successfully treated. Employees with a confirmed positive test for controlled substances and/or alcohol will be referred to the Employee Assistance Program (EAP) for evaluation. Under this policy, employees who have a confirmed positive on any test for controlled substances and/or alcohol shall be subject to further action which may include rehabilitation and/or disciplinary action, up to and including termination. Disciplinary action shall be at the discretion of the designated authority that may take into account factors such as the circumstances, which led to testing, the employee’s work history, length of employment, job performance, and past corrective or disciplinary action. Disciplinary action is



not automatically waived by an employee’s participation in the Employee Assistance Program. Disciplinary action, up to and including termination, may be imposed on the employee if the designated authority and the Director of Schools find such action warranted. Any costs associated with rehabilitation for alcohol and/or controlled substances shall be borne by the employee and/or the employee’s insurance provider. Return to Duty Testing Any employee who has been given the opportunity to undergo rehabilitation for alcohol and/or controlled substance abuse will, as a condition of returning to duty, be required to a reasonable follow-up testing established by the Director of Schools or designee. Before returning to duty, the employee must test negative. After returning to duty, the employee is subject to unannounced testing, with at least three (3) tests within the first twelve (12) months after the employee returns to work. The length of time the employee is subject to further follow-up testing, and the number of tests required beyond the minimum four (4) tests, will be determined by the substance abuse or employee assistance counselor and shall not exceed sixty (60) months. Testing Procedures A laboratory certified by the U.S. Department of Health and Human Services (DHHS) will conduct all tests. All tests are reviewed and interpreted by a licensed physician designated as the Medical Review Officer (MRO). If the laboratory tests confirm a positive result, the MRO contacts the employee or applicant to determine explanation for the substances found in the urine specimen. If the employee provides documentation and the MRO determines that it is a legitimate medical use of the prohibited substances, the result is reported as negative to the employer although the employee may not be medically qualified to perform normal functions. The designated substance abuse personnel will notify the employee of test results, and if positive, will inform the employee to contact the MRO if he/she has been unable to contact the employee. Alcohol Testing Alcohol is defined as any food, beverage, mixture or preparation, including any medication, containing ethyl alcohol. Testing for the use of alcohol will be done using evidential breath testing (EBT) devices approved by the federal government. EBT devices determine the concentration of alcohol in the blood using a breath sample. An initial test will be conducted to determine the blood alcohol concentration (BAC). If the initial test BAC is less than two hundredths of one percent by weight (0.02) of alcohol in the blood, the test is considered negative. This level shall be the standard for all employees except those who are CDL holders who are not allowed to drive with a BAC greater than two-hundredths of a percent. If the BAC is two-hundredths of one percent or greater, the test is considered positive. The Lebanon Special School District Board of Education reserves the right to order a blood test as an additional confirmation in extraordinary situations. Controlled Substance Testing Testing for controlled substances will be done by urinalysis and will check for the following drugs:

• Marijuana (THC metabolite) • Cocaine • Amphetamines and Methamphetamines • Opiates (including heroin and codeine)

In addition, tests may be requested for other substances if there is reason to believe that a test for the substance may be positive. If a test is positive for controlled substances, a confirmation test may be performed. The urine sample will be split in case of the possibility of a retest. Levels constituting a positive test are established by the Department of Health and Human Services (DHHS). A positive test is defined as being under the influence of drugs for the purposes of this policy.



All specimen collections, tests and laboratory procedures are those established by DHHS and the Department of Transportation (DOT) Procedures for Transportation Workplace Testing Programs. Retest Provisions Breath alcohol tests (BAT) are conducted and confirmed with the employee or applicant present. For controlled substances, an employee or applicant who has confirmed positive test results may request that the split sample be tested at a separate laboratory approved by the DHHS. Such a request must be made within seventy-two (72) hours of learning of the confirmed positive test. The employee shall not report to the work site until the results from the split sample are received. Confidentiality The Lebanon Special School District, the company contracting to administer the testing program, the testing laboratory, and the Medical Review Officer shall strictly maintain the confidentiality of controlled substance and alcohol testing results and records. The results cannot be released to others without the written consent of the individual, except that results may be released and relied upon by the Lebanon Special School District Board of Education in any administrative or court action by the employee involving the drug test or any discipline resulting from a violation of this Policy, including employment and court proceedings. Legal References: Subtitle D Drug Free Workplace Act of 1988 34 CFR 86-201

Tobacco-Free Workplace In accordance with TCA Public Chapter 410 (2007), the Lebanon Special School District prohibits the use of tobacco and tobacco products, including smokeless tobacco, electronic cigarettes and personal vaporizers, inside all educational facilities and all vehicles, owned, leased, or operated by the district. Employees may smoke in their own private vehicles when the vehicle is parked in appropriately marked spots on school grounds during a designated and appropriate time of the workday. Employees are not permitted to use tobacco or tobacco products while they are participants in any class or activity in which they represent the school district. Employees found to be in violation of this policy will be subject to the following disciplinary action: Violation #1: Written reprimand placed in personnel file Violation #2: One-day suspension without pay Subsequent Violations: Performance review conducted by immediate supervisor resulting in possible

further disciplinary action TCA Public Chapter 410 dictates that individuals found to be in violation of this law are subject to a civil penalty of fifty ($50).

Communicable Diseases (See board policy DLB Communicable Diseases) All employees of the Lebanon Special School District shall receive information regarding universal precautions and bloodborne pathogens on an annual basis and have a sanitary environment provided. This information shall include standard health and safety practices.

No employee who has a contagious or communicable disease that might endanger the health of others shall continue working. Any employee of the school district must submit to a physical examination by a licensed physician whenever there is a reason to believe that he/she has a communicable disease. The



employee shall provide documentation stating that the disease is no longer in an infectious state before returning to work (TCA 49-2-203).

The Lebanon Special School District Board of Education will continue to employ persons who are infected with communicable diseases such a Tuberculosis, Hepatitis, or the Human Immunodeficiency Virus (HIV) so long as these individuals are physically capable of performing their jobs and where the employee’s medical condition does not pose a threat of contagion to others or a peril of infectious exposure to the employee. HIV infected employees will not be prevented from participating in the educational process solely based on the diagnosis, and the employee’s work program shall be restricted only to the extent necessary to minimize the risk of disease transmission.

Confidentiality Information including names, records, reports, and/or correspondence and any other identifying information on any communicable disease status, including Hepatitis, HIV or HIV related illness and AIDS infection, for any employee shall be maintained in confidence. Permissible disclosure will occur only to a signed authorization for release, appropriate court order or lawfully issued subpoena. All persons having knowledge of an employee’s Hepatitis or HIV infection must respect the employee’s right to privacy, including the maintenance of confidential record.

Legal References:

State Board of Education Plan for Addressing AIDS in Tennessee Public Schools, January 1988 TCA 10-7-504 20 USC 1232(g); 34 CFR 99.30

Coordinated School Health Employee Wellness The Lebanon Special School District is committed to promoting both district level and school-based opportunities for staff wellness activities. The Coordinated School Health Department, in collaboration with the Personnel Department and school administrators, will oversee such activities for the district. Examples of employee wellness activities include: annual employee health screenings (collaboration with University Medical Center), fitness classes (collaboration with the Jimmy Floyd Family Center and other comparable community agencies), Weight Watchers, etc. Any such offerings will be at the expense of the individual when there is a cost involved.

Employee Safety The Lebanon Special School District ensures compliance with all federal and state guidelines for employee safety, including but not limited to:

§ OSHA § U.S. Department of Labor § TSBA Loss Control Department § Tennessee Risk Management (Worker’s Compensation) § EPA

The district participates in state and local assessments related to safety.

Employee Transfer Procedures The Director of Schools shall transfer employees to another school or administrative unit, as well as from one type of work to another for which the employee is qualified and licensed (if needed), within the system as necessary. The Director of Schools is responsible for developing and disseminating procedures for transfers. All such transfer decisions shall be made in the best interests of students or as necessary for the efficient operation of the schools within the district including, but not limited to the following criteria:



• No single criterion, such as seniority, shall be used as the basis of any transfer decision; • The licensed employee’s most recent evaluations, as adopted by the State Board of Education,

shall be a primary factor in the Director’s decision to transfer the employee; • Student performance on relevant assessments shall be a factor in determining appropriate

transfer decisions; and • The Principal shall be consulted in the decision making process related to those teacher transfers

that impact his/her building.

General Provisions 1. When transfers are necessary, the principal, the appropriate central office personnel and the

Director of Schools will consider the program needs of the school and determine where changes can best be made.

2. In the event there are no immediate openings, the principal may or may not conduct interviews of any employees requesting a transfer. However, if a position should occur within the building, the procedures outlined in employee-initiated transfers will be followed.

3. If the employee desires a grade level change within the building that is not a change from one type of job to another, this request should be made to the principal only. However, if a different type of job is of interest, this Transfer Request procedure should be followed (example: a first grade teacher wants to transfer to a computer teacher position within the same school).

Employee-Initiated Transfers 1. Employees desiring a transfer shall make a request (via AppliTracks) by completing an online

“internal” application to ensure consideration for any available and appropriate vacant position(s) for the following school year.

2. Such a request shall include: o The specific school(s) or special area program(s) to which the employee desires to be

transferred o The grade(s) and/or subject(s) to which the employee desires to be assigned o The order of preference of the request(s)

3. An updated resume may be submitted with the online request for transfer. 4. All requests for transfers shall expire on June 1 of each year. 5. Employees from within the school system who have complied with #1-3 and are appropriately

licensed/endorsed will be given consideration after a review of the employee’s most recent evaluations and any relevant student performance data has been conducted. No single criterion, such as seniority, shall be used as the basis of any transfer decision. The principal shall also be part of the decision making process.

Job Postings 1. Known vacancies for the next school year will be posted on the system’s website (www.lssd.org).

As other vacancies become known throughout the spring and summer, they will also be posted on the system’s website. Employees should regularly check the website to view any changes or additions.

2. Vacancies (long-term or hard to fill) will be posted throughout the year on the system’s website under the button entitled “Careers.”

3. The Employee Transfer period will close June 1 for current employees in an effort to support the efficient and timely staffing of schools prior to the opening day of school.

4. Vacancies posted on the website after June 1 will be filled from the existing outside applicant pool.

5. All vacancies that occur during a school year will be filled on a temporary basis for the remainder of the school year. These positions will be listed as a vacancy for the following school year. The Director of Schools may make exceptions for special assignments upon the recommendation.



Employment Complaints & Grievances The Board believes that differences of opinions arising in the course of employment should be resolved as quickly as possible and at the lowest supervisory level. In instances of questions by an individual staff member concerning the interpretation of policies and procedures to that staff member, administrative practices within his/her particular school, and relationships with other employees, the staff member concerned must consult the administrative or supervisory personnel to whom he/she is responsible. If a satisfactory resolution of the problem cannot be reached after ample opportunity for consideration of the matter, the staff member concerned may discuss the matter with the next level of supervision (LSSD Complaint/Grievance Officer) up to and including the Director of Schools. In instances where an individual staff member feels for personal reasons that he/she cannot discuss a problem with his/her immediate supervisor, he/she may discuss the matter with the next level of supervision (LSSD Complaint/Grievance Officer) up to and including the Director of Schools. After review of the case, the Director of Schools shall take action as he/she deems appropriate and within a prompt, reasonable time shall notify all parties concerned of his/her decision. (see board policy DP Employment Complaints & Grievances).

Fair Labor Standards Act (FLSA) The Lebanon Special School District strictly adheres to the Fair Labor Standards Act (FLSA) and provides training to administrators regarding this federal law.

Grading Principles 1. Our main purpose is to provide the necessary instructional opportunities to ensure students

learn the standards. 2. Grading Principles will be consistently applied to all students system-wide. 3. Learning will be the focus for all assignments. Assignments are “practices for the learning”. 4. Students will complete all assignments (ie. Learning Lab, ICU, extra opportunities to complete

work). Irresponsible work ethic will be addressed as a behavior issue, not a grade issue. 5. Students will have the opportunity to demonstrate mastery of the learning without penalty on the

grade (ie. Redo grade will replace old grade). 6. As assignments are entered in Skyward, the standard measured will be attached to the

assignment when applicable. 7. Each student’s performance level (Advanced, Proficient, Basic, Below Basic) will be tracked on

each standard throughout the year in each of the four core subjects in grades 3-8 and in Math / RLA in grades K-2. (A standards tracking sheet will be attached to the report card.)

8. Students who demonstrate a Basic or Below Basic performance level on any standard will attend intervention for additional support in learning said standard.

9. Classroom teachers are encouraged to use the TCAP performance levels on each assignment to help students identify with what is Advanced, Proficient, Basic or Below Basic learning.

10. A comment box will be included on the report card for teachers to report behavior concerns (Valued behaviors such as: responsibility, work on-time, cooperative, work ethic, or other write-in behaviors…)

11. There will be a minimum of one grade (feedback) per week, per class.

Guidelines Regarding Discrimination or Harassment (Board Policy DPA Discrimination/Harassment of Employees – Sexual, Racial, Ethnic, Religious) Employees of the Lebanon Special School District shall be provided a work environment free from sexual, racial, ethnic and religious discrimination or harassment. It shall be a violation of this policy for any employee or any student to discriminate against or harass an employee through disparaging conduct or communication that is sexual, racial, ethnic or religious in nature. The following guidelines are set forth to protect employees from discrimination or harassment. Employee discrimination/harassment will not be tolerated. Discrimination and/or harassment is defined as



conduct, advances, gestures or words either written or spoken of a sexual, racial, ethnic or religious nature which: 1. Unreasonably interfere with the employee’s work or performance; or 2. Create an intimidating, hostile or offensive work environment; or 3. Imply that submission to such conduct is made an explicit or implicit term of employment; or 4. Imply that submission to or rejection of such conduct will be used as a basis for an employment decision affecting the harassed employee. Alleged victims of sexual, racial, ethnic and religious discrimination or harassment shall report these incidents immediately. The report should be made to the immediate supervisor except in an instance where the immediate supervisor is the offending party. If the immediate supervisor is the offending party, the report shall be made to the District Complaint/Grievance Officer or the Director of Schools. All allegations of discrimination and/or harassment shall be fully investigated. An oral complaint may be submitted; however, such complaint must be submitted in writing to ensure a more complete investigation. The complaint should contain the following information: 1. Identity of the alleged victim and person accused; 2. Location, date, time and circumstances surrounding the alleged incident; 3. Description of what happened; 4. Identity of witnesses, if any; and 5. Any other evidence available. The privacy and anonymity of all parties and witnesses to complaints will be respected. However, because an individual’s need for confidentiality must be balanced with obligations to cooperate with police investigations or legal proceedings, to provide due process to the accused to conduct a thorough investigation or to take necessary action to resolve a complaint, the identity of parties and witnesses may be disclosed in appropriate circumstances to individuals with a need to know. A substantiated charge against an employee shall result in disciplinary action up to and including termination. A substantiated charge against a student may result in corrective or disciplinary action up to and including suspension. There will be no retaliation against any person who reports discrimination/harassment or participates in an investigation. However, any employee who refuses to cooperate or gives false information during the course of any investigation may be subject to disciplinary action. The willful filing of a false report will itself be considered harassment and will be treated as such. An employee disciplined for violation of this policy may appeal the decision by contacting the District’s Complaint Officer. Legal References: Title VII; 29 CFR § 1604.11 Title IX (20 U.S.C. §§ 168-1686) Title II of the Americans with Disabilities Act Section 504 of the Rehabilitation Act of 1973 Title VI of the 1964 Civil Rights

Hours of Work Building administrators will determine hours of work for employees, which may differ from school to school and jobs performed. Central Office hours are 8:00 am until 4:00 pm Monday through Friday. All employees are expected to work their normal work hours according to their job classification and assigned location, unless otherwise communicated to their supervisor. Absences should be communicated to supervisors as soon as possible to ensure job responsibilities are covered for the duration of the absence.



Instructional Time The Lebanon Special School District strives to protect instructional time in all of its schools. If at all possible, administrators should plan all activities, which are not instructional, during a transitional and/or non-academic time.

Job Descriptions Job descriptions are posted for all positions within the Lebanon Special School District on the district’s website.

Jury Duty When an employee is summoned for jury duty, he/she should present the summons to the immediate supervisor and the employee shall be excused from employment for the day or days required of the employee while serving as a juror in any court of the United States, the state of Tennessee, or local community. The employee should present written and official evidence that he/she has been summoned to serve on a jury. Employees required to serve jury duty shall be entitled to their usual compensation and shall submit to the personnel department any compensation received from the court system.

Leaves of Absence The Lebanon Special School District provides various leave opportunities for its employees, which include:

sick leave, maternity leave, paternal leave, personal and professional/bereavement leave, long-term leave, special leave (for educational purposes), family and medical leave. An unpaid leave of absence may be requested. The Director of Schools will consider each leave on an individual basis.

A classified or certified employee on an approved leave without pay shall have the option of continuing

any insurance coverage provided by the Lebanon Special School District Board of Education. The employee shall pay the total cost of this coverage monthly with the exception of approved family medical leave.

During the leave without pay, a classified employee shall not receive pay for holidays or accrue leave or

credit for experience for the purpose of salary advancement. For a complete explanation of each leave, please refer to board policy DF Leaves. Questions regarding leave eligibility, requests or procedures should be directed to the Personnel department at the Central Office.

Letters of Intent and Rehire Letters Due to funding issues and legal restrictions, letters of intent for the purpose of notifying employees regarding rehiring shall be provided to employees via the Personnel Department only. School administrators are prohibited from providing such letters or requests to school employees. Department administrators shall submit such letters to the Personnel Director for review and then obtain approval from the Director of Schools.

Licensure and Highly Qualified Issues Educators employed in Tennessee’s public schools must hold a valid teaching license with an endorsement for their specific assignment. The State Board of Education sets rules and regulations regarding licensure. It is the teacher’s responsibility for securing and maintaining a valid license and registering it with the Lebanon Special School District. School administrators work closely with the Personnel Director, Federal Programs Coordinator, the Director of Schools and other instructional administrators as needed to ensure that teachers who are recommended for hire are appropriately licensed and/or endorsed. Waivers from the Tennessee Department of Education will only be considered when there are no viable candidates for a hard to fill position.



License Types • Teachers: Apprentice, Professional, Transitional (formerly Alternative License I or II), Interim,

Out of State • Administrative: Beginning (BAL), Professional (PAL), Instructional Leader License-Beginning (ILL-

B), Instructional Leader License-Professional (ILL-P), or Instructional Leader License-Exemplary (ILL-E)

• Nurse: Registered (RN)

License Renewal Teacher licenses are accessible online. It is the responsibility of the individual teacher (or comparable professional) to maintain his/her license through the renewal process monitored by the Tennessee Department of Education’s Office of Teacher Licensing. The renewal application can be downloaded from the following state web site: http://www.tennessee.gov/education/lic/forms.shtml and may be renewed online. Teachers who have a bachelor’s degree must submit either an official transcript reflecting coursework for renewal, completed the computation sheet reflecting 90 renewal points, or provide supporting documentation for each activity (if not completed while employed in a Tennessee public school system at the time). School administrators or the district’s Associate Director of Schools/Director of Teaching and Learning shall assist teachers as needed. Teachers with master’s degrees need complete only the information sections and the “Personal Affirmation” section. Highly Qualified The district employs highly qualified teachers as mandated by No Child Left Behind. The Lebanon Special School District Board of Education also elected to require new paraprofessionals, as well as, all paraprofessionals in school-wide Title I designated schools to be “highly qualified” according to the federal guidelines.

Nepotism To guarantee equal employment opportunities for current and future employees, the Lebanon Special School District has developed a policy regarding the standards for relatives working for the Lebanon Special School District in the same or different schools and/or departments. Relative shall be defined as a spouse, child, parent, sibling, grandparent, grandchild, corresponding in-law, “step” relation or any other individual who resides in the same household. The Lebanon Special School District permits the employment of qualified relatives of employees as long as such employment does not create conflicts of interest, as determined by the Director of Schools. Individuals who are related by blood, marriage or reside in the same household are permitted to work in the same school and/or department, provided no direct reporting or supervisory relationship exists. Related employees may have no influence over the wages, hours, benefits, career progress and other terms and conditions of the other related staff members. For more information, please refer to board policy DH Nepotism.

Personnel Records The Personnel Department shall maintain a personnel record for each employee and permit inspections as defined by relevant open records laws and district policy (board policy DK Personnel Records). The information contained in personnel records shall be limited to job-related matters. Employees shall be granted an opportunity to respond in writing to material placed in records. A record shall be kept of any person inspecting an employee’s record and the employee shall be notified. Copies requested of such records may be made under rules determined by the Director of Schools that are in compliance with state law. Name and Other Changes in Information All employees shall inform the Personnel Department and their supervisor, in writing, of changes in any of the following: name, home address, telephone number(s) and marital status (for the purpose of changing insurance beneficiaries, etc.). There is also an “Application for Duplicate License or Amendment to File” form that may be mailed to the Tennessee Department of Education Teacher Licensing Office.



This form may be found on-line at www.state.tn.us/education/lic/ and it may be used for a name change or to request a duplicate copy of one’s license. Please note that when changing a name with the Tennessee Department of Education, legal documents (copy of marriage license, divorce decree or court order) are required and the form must be notarized.

Political Activities Employees may, on their own time, campaign for or against any candidate or referendum, but they shall not use the schools or school grounds as a political forum nor engage in any political promotion or solicitation during the school hours. Any employee who intends to campaign for an elective public office, which infringes upon an employment agreement or work schedule, shall present a proposed solution to the Board of Education for consideration. The Board’s review should include consideration of whether the activities proposed by the employee are consistent with services to the system and are in the best interest of education.

Postings/Posters For employee’s information, the following posters are displayed at every site:

§ Equal Employment Opportunity § State of Tennessee Prohibition of Discrimination in Employment § Employee Polygraph Protection § Tennessee Unemployment Insurance § Wage Regulation Act/Child Labor § Uniformed Services Employment (USERRA) § Fair Labor Standards Act § Federal Minimum Wage § TOSHA Health & Safety § Family and Medical Leave Act § Workers Compensation

Professional Development & Training The district values on-going, job-embedded professional growth for all its employees and provides multiple opportunities for participation:

§ The Translating Research Into Practice (TRIP) plan is in place for professional staff. Teachers and other professional staff members are provided professional development offerings throughout the year through Teacher Academy.

§ In addition to the required five (5) days of in-service education by the State of Tennessee, the school district builds additional staff development days in its school calendar.

§ The district values all forms of professional development including grade level/team meetings, professional learning communities, study councils, individualized professional development plans, etc.

§ All supervisors and department administrators ensure that appropriate professional development activities are available for all employees. Examples include, but are not limited to, the following:

o Educational assistants are required to attend twelve (12) hours of professional development each school year. Many opportunities for professional development are provided by the school district with detailed information being provided at the beginning of each school year.

o Bus drivers, custodians, maintenance workers, cafeteria workers and others with safety related responsibilities will comply with local and/or state requirements related to ongoing training; information will be provided by the supervisors in a timely manner.

§ The district provides on-going professional development for instructional leaders and other administrators (examples: Administrative Academy, Principals Meetings, Instructional Team Meetings, Collaborative Team Meetings, etc.).



Reassignment/Transfer of Employees Based upon the needs of the Lebanon Special School District and the welfare of students, the Director of Schools may elect to reassign or transfer employees for the efficient operation of schools and departments. See board policy DBA Reassignment and Transfers.

Resignations Classified employees shall give at least fourteen (14) calendar days’ notice of intent to resign. Department administrators and teachers shall give at least thirty (30) calendar days’ notice. Such notice may be waived if mutually agreed upon by the immediate supervisor and the staff member. The supervisor shall forward copies of all resignations to the Director of Schools on the day they are received. The Director of Schools shall share information with the Personnel Department Director, and the Board of Education accordingly. The Personnel Director will oversee final payment for the next scheduled payday (if appropriate).

Safe Relocation of Students Employees who are directly responsible for a student’s education or who otherwise interact within the scope of their assigned duties may relocate a student from the student’s present location to another location when such relocation is necessary for the student’s safety or the safety of others. Such employees may also intervene in a physical altercation between two or more students or between a student and a district employee. Reasonable force may be used to physically relocate or intervene in a conflict if a student is unwilling to cooperate. If an employee is unable to resolve the matter and the use of reasonable or justifiable force is required, the student shall be allowed to remain in place until such time as local law enforcement officers or school resource officers can be summoned to relocate the student or take the student into custody until such time as a parent or guardian can retrieve the student. In the event that physical relocation becomes necessary, the teacher shall immediately file a brief report of the incident with the building principal. See board policy EDAD Safe Relocation of Students.

Salary Scales and Related Work Schedules Salary scales are available for the following positions, and updated on a yearly basis or as adjusted:

§ Teachers § Educational Assistants § School Secretaries/Bookkeepers § Custodians § Bus Drivers/Aides § Food Service Workers § School-Age Childcare § Wee Care

SchoolMessenger The Lebanon Special School District uses an automated phone calling system to communicate with employees and LSSD families. In order to receive messages regarding district events, all employees must ensure their contact numbers are current.

Snow Days/Emergency Closings In cases of heavy snow or icy road conditions, school closings will be announced as early as possible via SchoolMessenger, local radio, and TV stations. Closing information will also be posted on our Twitter feed at LebanonSSD@LebanonSSD. Snow days will be made up as necessary and at the discretion of the Board of Education (board policy AD Emergency Closings).



Individuals considered “essential personnel” should be prepared to work on snow days. Bus Shop/Maintenance personnel should report to work on time unless job responsibilities would require an earlier arrival. Other essential personnel (Maintenance Supervisor, Director of Transportation, Director of SACC, Director of Schools) are considered on-call and should be prepared to come in at anytime in order to fulfill duties.

Staff-Student Relations Staff members shall use good judgment in their relationships with students beyond their work responsibilities and/or outside the school setting and shall avoid excessive informal and social involvement with individual students. Any appearance of impropriety shall be avoided. Sexual relationships between employees and students shall be prohibited. See board policy DQ Staff-Student Relations.

Substitute Teachers The Lebanon Special School District shall employ substitute teachers to replace teachers on sick leave or to fill temporary vacancies through a contracted service. The contracted service provider shall ensure that substitute teachers have a minimum high school diploma (or equivalent GED), passes an investigative background check pursuant to TCA 49-5-513 and has not had a license or certificate revoked or flagged in any manner. The provider will also be responsible for such things as: recruitment of substitutes, selection, screening, orientation and training, scheduling, time keeping (including payroll and benefits) and providing pertinent records to the Personnel Department (including monthly invoicing). Procedures outlining the process to request a substitute teacher and to prepare for their service are found in board policy DAC Substitute Teachers.

Time Records Certain employee classifications must maintain a time record of actual hours worked. At the end of each reporting period, employees shall turn in time records to their immediate supervisor for approval. All time records will be forwarded to the payroll/personnel department for calculations.

Travel/Business Expenses Travel is approved by the Board of Education and Director of Schools for professional and business purposes. Such requests must be made to the individual’s direct supervisor and receive the appropriate approval before taking place. Expenses will not be reimbursed unless the travel is made and the reimbursement claimed is in accordance with the district financial procedures for travel. Reimbursement for food purchases will only be provided in special circumstances and with prior approval from the individual’s direct supervisor. The system’s Travel Voucher must be utilized in all expenditure claims with accompanying receipts. System owned vehicles should be used whenever possible for travel. If district vehicles are not used for business travel, reimbursement for mileage must be approved by the Director of Schools or Associate Director. See board policy CM Travel.

Worker’s Compensation Worker’s compensation coverage is provided for all employees. Any and all injuries incurred on the job must be reported immediately to the employee’s supervisor. The supervisor shall follow district guidelines (Tennessee Risk Management Trust [TNRMT] Insurance Filing Procedures) for submitting the information to Central Office. Anyone injured while on the job must complete a First Report of Injury that must be forwarded to the Central Office. All injury reports must be submitted to TNRMT within 24 hours of the injury. In the event medical attention is required, the injured employee shall report to the physicians approved by the Board of Education. For a listing of approved physicians, contact the Central Office. Failure to comply with this procedure may result in the employee paying for unauthorized service.



Section 4: Professional Development Protocol

What is Professional Development? Professional development is the process of improving staff skills and competencies needed to produce outstanding educational results for students and to improve teachers’ and principals’ effectiveness in raising student achievement in the classroom. Professional development should be data driven based on students’ academic needs and further defined by what educators need to know and be able to do for improved student performance and student success. It is the means by which educators acquire or enhance the knowledge, skills, attitudes and beliefs necessary to create high levels of learning for all students.

Guidelines for Development of In-service Plans • In-service education shall be consistent with the Professional Development Policy for Tennessee

Schools. • Per state law, a minimum of five (5) days of in-service education will be required for each

certified teacher and built into the total annual salary. Therefore, lacking the total number of required in-service days at the end of the year will result in docked pay.

• All professional development activities are to be done outside the school/work day. • In-service days will consist of professional development activities that relate to your current

teaching assignment. Therefore the activity’s “targeted group” must be appropriate for your current teaching assignment.

• One day is equal to 6 hours. (Sessions over 6 hours still count as 6 hours, or one day.) • Prior approval must be obtained from the appropriate Central Office personnel if a PD session

or offering is not listed on School Station. • It is required to sign-in at all sessions in order to receive credit. Failure to sign in may result in

not receiving credit for attending. • For sessions attended off-site, participants must register as indicated by the host of the session

and supply evidence of attendance in the form of a “certificate of completion” to the Administrative Assistant to the Director of Teaching and Learning.

• All attendees must complete the on-line evaluation for each PD activity before receiving final credit hours. The evaluation / survey will be posted on School Station.

• Teachers who receive prior approval and instruct formal system-wide professional development sessions may be awarded additional Professional Development hours or compensated with a stipend. All sessions require (1) prior approval, (2) an agenda and (3) a completed evaluation form for final credit.

• Presenters send sign-in sheets to the Administrative Assistant to the Director of Teaching and Learning at the Central Office within 2 days.

• Please check your Individual Professional Development record on School Station regularly to ensure accuracy.

• It is the teacher’s responsibility to comply with all professional development guidelines in order to obtain credit.

Approvable Activities for In-service credit All professional development must either be on School Station or pre-approved by the appropriate Central Office personnel.

o In-service activities designed to develop the competencies of educators. o Instructional assessment and improvement studies. o Workshops and/or other activities based on the assessed needs of a school or school system. o Development and coordination of system and school-wide curriculum. o Curriculum revision, evaluation, mapping, and/or pacing. o Conducting staff development programs/activities that are consistent with needs identified at the

building and/or system level.



o Pre-approved studies of: teaching methods and strategies, classroom management, child development, curriculum and instruction, motivation, community involvement, planning and evaluation.

o Workshops, seminars, institutes, state sponsored activities, teacher-center activities, professional organization sponsored activities and college or university sponsored activities which are related to a teacher's assignment or to a school's or system's objectives. (To validate these activities, a written record of attendance/participation must be submitted to the central office.)

o Specific training for instructional assignments. o Service as a free consultant to other schools and LEAs, excluding travel time.

Non-Approvable Activities for In-service credit o Parent-teacher conferences. o Teachers working in their rooms. o Putting grades on permanent record forms. o Business meetings for a professional association. o Coaching clinics/cheerleading clinics. o College courses for credit. o PD sessions not related to your current teaching assignment or meeting a specific need as

identified by a school administrator. o Work that is part of our contracted job (lesson planning, grading papers, rearranging or cleaning

one’s classroom or office, inputting grades, scheduling, writing rules or procedures). These lists are not meant to be comprehensive. Only those activities which are most frequently asked about are addressed. For additional information, go to www.tn.gov/education/districts/inservice.shtml. Central Office Staff to contact for approval of PD not posted on School Station: Director of Teaching and Learning – final approval of each special request Federal Programs Director – pre-approval for ELL and Title personnel Director of Administrative Services – pre-approval technology and school counselors Special Education Director – pre-approval for special education personnel Instructional Coordinator – Pre-K Director – pre-approval for Pre-K personnel



Section 5: Evaluation Protocol

Classified Employees Evaluation Classified employees are evaluated annually. The principal/supervisor and/or Director of Schools may request an evaluation in any given year.

TIGER (Teacher Instructional Growth for Effectiveness and Results) Evaluation Process The Teacher Instructional Growth for Effectiveness and Results (TIGER) Model is an alternative teacher evaluation process developed by The Association of Independent and Municipal Schools (AIMS). It was truly developed by practitioners for practitioners after a deep consideration of current trends and issues within teacher evaluation.

The model is designed to promote teacher growth and to ensure all teachers provide quality instruction that aligns with school, district and state goals. TIGER is a differentiated model of teacher support that provides for “stages” of teacher development, as well as, both a formative and summative process of evaluation. The model includes a ‘coaching’ component for Stage One and a leadership component for Stage Three, with an emphasis on professional learning communities throughout.

Forms and e-learning modules can be accessed at www.tigermodel.net.

Teachers/Certified Employees Licensed employees (teachers) are evaluated annually using the TIGER Model. A teacher’s evaluation score is comprised of fifty percent (50%) qualitative data from the TIGER process and fifty percent (50%) quantitative data from TVAAS and other academic achievement measures as selected by the teacher from an approved Tennessee list.

Administrators/Principals/Assistant Principals Administrators/Principals/Assistant Principals are evaluated annually based on the Tennessee Educator Accelerator Model (TEAM). This model combines self-reflection, observation, input of school staff and student data to create a complete picture of the administrator’s performance. The effectiveness rating is calculated using a formula that is 50% qualitative and 50% quantitative. The 50% qualitative portion includes an assessment of the administrator’s implementation of the teacher evaluation process (15%); the remaining 35% is based on the other sections of the TILS-based rubric. The quantitative portion combines student growth (35%) and student achievement (15%). For more information on this model, please visit www.team-tn.org/evaluation/administrator-evaluation.

Certified Evaluation Grievance Process TCA 49-1-302 allows evaluated teachers and principals to challenge only the accuracy of the data used in the evaluation and the adherence to the evaluation policies adopted by the State Board of Education. Minor procedural errors in implementing the evaluation model shall not constitute grounds for challenging the final results of the evaluation. The final results of an evaluation may only be challenged when a procedural error was made AND that error affected or compromised the integrity of the evaluation results. The grievance procedure is not a means for teachers to grieve the evaluation instrument, disagreements with the results of an evaluation, or actions taken based on a final evaluation score. The written grievance must be submitted to the evaluator no later than fifteen (15) days from the end of the summative evaluation. If not submitted within the applicable time, the grievance will be considered untimely and invalid. Grievance forms (Certified Summative Evaluation Grievance) will be provided on the system’s website and in the Personnel office. For more information, see board policy DCA.



Section 6: LSSD Employee Standards of Conduct

In order to sustain the Lebanon Special School District’s high educational standards and community relations, we try to address disciplinary problems in an efficient, fair and timely manner. Corrective action for performance and behavioral problems may range from verbal warnings to termination, as determined by the principal, supervisor or director of schools within School Board policy and Tennessee regulations. The objective is, where possible, to correct performance and discipline problems proactively to achieve positive results while protecting students, LSSD schools and employees. Listed below are some of the Lebanon Special School District’s expectations. This list should not be viewed as all-inclusive. In addition, the Lebanon Special School District reserves the right to discipline or discharge for conduct not listed below within Tennessee regulations. Examples of behavior and conduct that the Lebanon Special School District (hereinafter referred to as LSSD) considers inappropriate and which could lead to corrective action, up to and including, termination of employment without prior warning at the sole discretion of the Director of Schools, include, but are not limited to, the following:

1. Falsifying or altering employment or other LSSD records, including supplying false or misleading information when applying for employment or at any time during employment;

2. Violating the LSSD’s Anti-Discrimination/Harassment policy; 3. Violating any of the LSSD’s policies/procedures or local, state or federal laws; 4. Establishing a pattern of excessive absenteeism or tardiness; 5. Discussing or disclosing, without authorization, confidential student, employee or LSSD system

information with unauthorized employees or individuals, or in any areas where unauthorized employees or individuals could hear the conversation;

6. Repeating comments overheard (from students or other employees) or sharing information through social media about students or school situations;

7. Reporting to work intoxicated, under the influence of non-prescribed drugs or otherwise unfit for duty;

8. Illegally manufacturing, possessing, using, selling, distributing or transporting drugs; 9. Bringing or using alcoholic beverages on LSSD property or at any school events; 10. Refusing to undergo a drug or alcohol screen upon request; 11. Displaying poor judgment in their relationships with students beyond work responsibilities and/or

outside the school setting and failing to avoid excessive informal and social involvement with individual students;

12. Using obscene, abusive or threatening language or gestures; 13. Engaging in criminal conduct or acts of violence or making threats of violence toward anyone on

LSSD property at any time for any purpose; 14. Threatening, intimidating or coercing fellow employees, students or parents on or off LSSD

property at any time for any purpose; 15. Stealing property from, or unauthorized possession of the property of fellow employees, students

or LSSD schools; 16. Failing to report child abuse or neglect; 17. Failing to report any known violations of local, state or federal laws; 18. Fighting or horseplay or provoking a fight on LSSD property; 19. Having unauthorized firearms or other weapons on LSSD property or while on LSSD business; 20. Using tobacco and tobacco products, including smokeless tobacco, electronic cigarettes and

personal vaporizers, while inside educational facilities or district owned vehicles, or while participating in any class or district activity;

21. Disregarding health, safety or security regulations; 22. Failing to report any personal injury sustained while on the job; 23. Engaging in an act of sabotage or willfully or with gross negligence causing the destruction or

damage of LSSD school property or the property of students or fellow employees;



24. Unauthorized removal, duplication or transferring possession of LSSD property master keys; 25. Altering a check, making unauthorized charges to an LSSD account or knowingly overcharging a

student; 26. Failure to follow LSSD policies regarding handling of cash, deposits or other established

accounting procedures; 27. Unauthorized use of LSSD telephones, equipment or facilities; 28. Unauthorized or inappropriate social conduct or fraternization with students, including dating,

emailing or text messaging; 29. Unprofessional appearance or conduct; 30. Making or publishing false, vicious or malicious statements while on school property, school

business, or using school equipment, concerning any employee, student, principal, director of schools or the LSSD system;

31. Engaging in insubordination; 32. Loitering or sleeping on the job; 33. Leaving school premises without permission or failing to remain in your work area until the end

of your work day unless released earlier by your supervisor, principal, department head or director of schools;

34. Refusing to allow packages, desks, classrooms, vehicles and offices to be examined; 35. Improper recording of hours worked or punching another employee’s time card; 36. Entering a school or office after normal work hours without proper authorization; 37. Any and all other actions in violation of TCA and/or Board Policy; or at the discretion of the

Director of Schools that is deemed not to be in the best interest of the Lebanon Special School District.

If an employee’s performance, work habits, overall attitude, conduct or demeanor becomes unsatisfactory in the judgment of the Lebanon Special School District, based on violations of either the above or any other of LSSD’s policies, administrative rules or Tennessee regulations, the employee will be subject to disciplinary action, up to and including, termination of employment.



Section 7: Corrective Protocol

Preparation & Professionalism It is the expectation of the Lebanon Special School District that its employees follow all Board of Education policies and procedures, state laws and school policies. It is further expected that all contribute to the district’s mission, “Committed to a Community of Excellence.” As noted in the “Confidentiality” subheading under Section 3, confidentiality is imperative in the professional environment of our school district. In instances of suspected or overt lack of compliance, administrators are expected to address the matter at hand. To ensure preparation and professionalism in such cases, the administrator(s) shall be familiar with:

§ State statute in educational areas § Tenure Act § Board Policies and Procedures § School Policies § State Board of Education Rules and Regulations § Evaluation Protocol

Corrective Action The Lebanon Special School District administrator(s) shall consider the above listed policies, procedures and requirements in reviewing any personnel matter. Each matter will be analyzed given the guidelines at hand and the individual circumstances. All types of employee corrective action must be documented. Informal corrective actions include verbal and written directives/warnings or conferences of concern from the administrator to the employee and should be noted in log books or incident files at the school level. Formal corrective actions include written reprimands, suspensions and terminations from the Director of Schools or designee to the employee and should be kept in the employee’s personnel file located at the Central Office. Administrators are required to consult with the Director of Schools in such personnel matters. Additional support and assistance shall be considered to ensure future compliance and improvement occurs.



Section 8: Non-traditional Human Resource Related Issues

Contractor/Vendor/Corporation Agreement In compliance with Public Chapter 587 of 2007, as codified in Tennessee Code Annotated Section 49-5-413, the Lebanon Special School District will enter into a Memorandum of Agreement with all vendors who have “access to the grounds of a school” when children are present and/or have “direct contact with school children.”

University Partnerships The Lebanon Special School District cooperates with local universities to enhance the teacher education preparation programs and to positively impact our students’ learning. Examples include: work study students, student teacher placements, observations, field experiences, grant partnerships and research studies. LSSD recognizes and welcomes local collaborative partnerships. University partners advise and contribute to our instructional program through direct consultation, service on district Advisory Boards, etc. When university students are utilized in the school environment, the university ensures that proper background checks as required by state statute are conducted. These pertinent documents are available for system review.

Volunteer Agreement Volunteers play a very important role in the Lebanon Special School District. In an effort to establish procedures for working successfully with volunteers, a Volunteer Agreement is utilized in our schools. Volunteers may be used for the following activities with principal approval: tutoring, chaperoning or assisting with school/classroom activities and field trips, and/or setting up equipment or supplies for school functions. Volunteers who work in our schools are asked to agree to behaviors that ensure the safety and well being of all our children, as well as maintain strict confidentiality of student or district information.

Non-Faculty Coaches Any person who serves as a non-faculty coach must submit to a drug screen and background check and be approved by the Director of Schools or designee.

LEBANON SPECIAL SCHOOL DISTRICT EMPLOYEE MANUAL/ …lssd.org/pdf/HRProtocolRev2015.pdf · LEBANON...

Documents

Transcript of LEBANON SPECIAL SCHOOL DISTRICT EMPLOYEE MANUAL/ …lssd.org/pdf/HRProtocolRev2015.pdf · LEBANON...