Employee Handbook - Drinnon, Teresa - SCHOOLinSITES
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Employee Handbook
Drinnon, Teresa
HAWKINS COUNTY SCHOOL DISTRICT | 200 NORTH DEPOT STREET, ROGERSVILLE TN 37857
1
Table of Contents
DISTRICT STRATEGIC PLAN AND GOALS ..............................................................................................................................5
FUTURE CHANGES ..........................................................................................................................................................5
DEPARTMENTS ...................................................................................................................................................... 6
GENERAL TERMS OF EMPLOYMENT ....................................................................................................................... 7
EQUAL OPPORTUNITY EMPLOYMENT .................................................................................................................................7
HARASSMENT/DISCRIMINATION .......................................................................................................................................7
HIRING ........................................................................................................................................................................8
CRIMINAL BACKGROUND CHECK .......................................................................................................................................8
HEALTH CERTIFICATION/MEDICAL EXAM ............................................................................................................................8
EVALUATION MODEL ......................................................................................................................................................8
PERSONNEL RECORDS .....................................................................................................................................................8
SALARIES AND PAYROLL...................................................................................................................................................8
BENEFITS AND LEAVES ........................................................................................................................................... 9
INSURANCE ...................................................................................................................................................................9
SALARY DEDUCTIONS ....................................................................................................................................................10
RETIREMENT ...............................................................................................................................................................10
LEAVE POLICIES .................................................................................................................................................... 10
SICK LEAVE .................................................................................................................................................................10
SICK LEAVE BANK.........................................................................................................................................................11
FAMILY AND MEDICAL LEAVE (FMLA) .............................................................................................................................11
MATERNITY/PATERNITY LEAVE .......................................................................................................................................11
FAMILIES FIRST CORONAVIRUS RESPONSE ACT (FFCRA) .....................................................................................................12
EMERGENCY CLOSINGS/TELEWORK DURING EMERGENCIES..................................................................................................12
EXTENDED DISABILITY LEAVE ..........................................................................................................................................12
EMERGENCY LEAVE ......................................................................................................................................................12
BEREAVEMENT LEAVE ...................................................................................................................................................13
JURY LEAVE ................................................................................................................................................................13
PERSONAL LEAVE .........................................................................................................................................................13
PROFESSIONAL LEAVE ...................................................................................................................................................13
MILITARY SERVICE LEAVE ..............................................................................................................................................13
UNPAID LEAVE ............................................................................................................................................................14
VACATIONS.................................................................................................................................................................14
HOLIDAYS...................................................................................................................................................................14
EMPLOYEE CONDUCT........................................................................................................................................... 15
ABSENTEEISM/TARDINESS/SUBSTITUTES ..........................................................................................................................15
SCHEDULES .................................................................................................................................................................15
SIGNING IN/OUT .........................................................................................................................................................15
CONFIDENTIALITY .........................................................................................................................................................15
FUNDRAISING ACTIVITIES...............................................................................................................................................16
POLITICAL ACTIVITIES....................................................................................................................................................16
DRUG-FREE/ALCOHOL-FREE SCHOOLS .............................................................................................................................17
WEAPONS ..................................................................................................................................................................17
TOBACCO PRODUCTS ....................................................................................................................................................17
USE OF SCHOOL FACILITIES ............................................................................................................................................17
USE OF SCHOOL PROPERTY ............................................................................................................................................17
RESPONSIBLE USE OF TECHNOLOGY .................................................................................................................................18
SOCIAL MEDIA ............................................................................................................................................................18
2ASSAULTS AND THREATS OF VIOLENCE .............................................................................................................................18
CHILD ABUSE REPORTING ..............................................................................................................................................18
COMPLAINTS/GRIEVANCES ............................................................................................................................................19
GIFTS ........................................................................................................................................................................19
SOLICITATIONS ............................................................................................................................................................19
OUTSIDE EMPLOYMENT OR ACTIVITIES .............................................................................................................................19
DRESS AND APPEARANCE ..............................................................................................................................................20
PERSONAL PHONES ......................................................................................................................................................21
COMMUNICATION........................................................................................................................................................21
STAFF-STUDENT RELATIONS ...........................................................................................................................................21
NEWS RELEASES, NEWS CONFERENCES, AND INTERVIEWS ...................................................................................................21
WARNINGS AND CORRECTIONS.......................................................................................................................................22
DISMISSAL ..................................................................................................................................................................22
SAFETY ................................................................................................................................................................. 22
SAFETY ISSUES .............................................................................................................................................................22
SAFE RELOCATION OF STUDENTS.....................................................................................................................................22
CODE OF CONDUCT .............................................................................................................................................. 23
CODE OF ETHICS................................................................................................................................................... 24
RESOURCES PAGE ................................................................................................................................................ 26
ACKNOWLEDGEMENT FORM ............................................................................................................................... 27
3Welcome from the Director of Hawkins County Schools
Welcome to Hawkins County Schools,
As you know, this has been no ordinary year. We finished the 2020 school year with schools
closed, virtual education, and small group graduation proceedings. This is not how any of us
would have liked to wrap up what would have been a very successful year for Hawkins County
Schools and the students we serve.
As we start this year together, our goals remain the same. We will be dedicated to making
decisions for the best interest of our students. We will operate in safe, productive and
professional manners, and we will communicate consistently.
I ask from each of you as you read through this handbook of expectations, that you reflect on
what you can do to support our goals. How will you make decisions in your classrooms and in
your positions that place student interests first? How will you act as an employee of HCS in all
situations, particularly those that will challenge and grow you? How will you communicate and
support us as we all navigate through this upcoming school year?
I have faith in each of you as we endeavor to meet the challenges ahead. Let’s do this together!
Matt Hixson
4District Strategic Plan and Goals
Mission
Igniting a lifelong passion for learning
Vision
To positively impact our community by instilling the values of responsibility, integrity and
service, ensuring students have the knowledge and skills necessary for meaningful
employment, post-secondary education, and productive community involvement.
Core Values
• We will ensure all students grow and succeed through a caring, supportive, challenging,
and safe environment
• We will ensure all students and staff are well supported and held to rigorous expectations
• We will model a collaborative culture of shared leadership, responsibility, integrity, and
respect resulting in positive relationships connecting all stakeholders
• We will establish visionary leadership that supports a guaranteed and relevant
curriculum, student academic growth, and achievement
• We will ensure graduates of HCS will have the tools necessary for success in college,
career, vocational training, or military service
• We will operate with open communication, transparency, and accountability with all
stakeholders
https://content.schoolinsites.com/api/documents/bf6e88d169a5451988d6fa8481d2fc31.pdf
Future Changes
Although every effort will be made to update the handbook on a regular basis, the Hawkins
County School District reserves the right to change this handbook and any procedures, benefits,
and terms of employment without notice, except as may be required by contractual agreements
and law. As a result, the online version of the handbook shall be the official version.
5Departments
Attendance Patrick Fraley, Supervisor (EXT. 2018)
Business and Finance Melissa Farmer, Supervisor (EXT. 2010)
Benefits Coordinator (Insurance) Dru Short (EXT. 2011)
Benefits Coordinator (Payroll/Retirement) Karen Davenport (EXT. 2009)
Director of Federal Programs Dr. Reba Bailey (EXT. 2005)
Assistant Director of Schools
Director of Schools Matt Hixson (EXT.2023)
Federal Programs Assistant Supervisor Dr. Michelle Harless (EXT 2019)
Human Resources Teresa Drinnon, Supervisor (EXT. 2422)
Special Education Angela Jackson, Supervisor (EXT. 2404)
Special Education Tammy Gibson, Assistant Supervisor (EXT. 2405)
Support Services:
Child Nutrition Mandy Kenner, Supervisor (EXT. 2303)
Coordinated School Health Erika Phillips, Director (EXT. 2017)
Family Resource Center April Couch, Director (921-9621)
Maintenance Shannon Glass, Director (272-8551)
Maintenance Seth Rhoton, Assistant Director (272-8551)
Health Services Becky Little, Director (EXT. 2002)
Transportation Roy Benavides, Supervisor (EXT. 2504)
Teaching and Learning:
CTE Brandon Williams, Supervisor (EXT. 2007)
Curriculum & Instruction Beth Holt, Supervisor (EXT. 2006)
Assistant Director of Schools
Early Childhood, Elementary Lori Allen, Supervisor (EXT. 2021)
High School /Middle School Thomas Floyd, Supervisor (EXT. 2025)
Technology Wayne Absher, Supervisor (EXT. 2027)
6General Terms of Employment
Equal Opportunity Employment
The Hawkins County School District is an Equal Opportunity Employer. The District does not
discriminate on the basis of age, color, disability, race, national origin, religion, sex, or genetic
information, as required by law.
Questions concerning District compliance with state and federal equal opportunity laws can be
directed to Teresa Drinnon at the Central Office at 423-272-7629 ext. 2422.
Harassment/Discrimination
In order to maintain a safe, civil, and supportive learning environment, all forms of sexual
harassment and discrimination on the basis of sex are prohibited. This policy shall cover
employees, employees' behaviors, students, and students' behaviors while on school property, at
any school-sponsored activity, on school-provided equipment or transportation, or at any official
school bus stop in accordance with federal law. This policy shall be disseminated annually to all
school staff, students, and parent(s)/guardian(s). The Title IX Coordinator as well as any
personnel chosen to facilitate the grievance process shall not have a conflict of interest against
any party of the complaint. These individuals shall receive training as to how to promptly and
equitably resolve student and employee complaints.
The Title IX Coordinator shall respond promptly to all general reports as well as formal
complaints of sexual harassment. He/she shall be kept informed by school-level personnel of all
investigations and shall provide input on an ongoing basis as appropriate.
Any individual may contact the Title IX Coordinator at any time using the information below:
Title: Title IX Coordinator (Specific Coordinator Names Found Online at
https://www.hck12.net/)
Mailing address: 200 North Depot St. Rogersville, TN 37857
Phone number:423-272-7629
Email: TitleIX@hck12.net
All employees shall receive training on complying with this policy and federal law.
Employees shall not be subject to any form of retaliation for reporting in good faith. For
additional information concerning reporting and responding to alleged incidents, see board
policy 6.3041.
7Hiring
All personnel are required to sign an employment agreement with the district.
A list of all District job openings is available on the District website. For more information on
hiring, refer to board policy 5.105.
Criminal Background Check
All employees are required to undergo a background check, which includes being fingerprinted.
The cost of the initial investigation will be paid by the applicant. Employees are required to
undergo additional background checks every five years. Employees will be reimbursed for the
five year background check. For more information on background checks, refer to board policy
5.118.
Health Certification/Medical Exam
Prior to beginning employment upon request, all employees shall present a certificate showing a
satisfactory health record. Employees may be required to submit to a physical examination by a
physician. For more information, refer to policies 5.106 and 5.400.
Evaluation Model
The District uses the TEAM evaluation model for all certified employees. For questions
regarding this, please contact the administrator at the school, or the Instructional Supervisors at
Central Office. Lori Allen ext. 2021, Thomas Floyd ext. 2025, Brandon Williams ext. 2007,
Beth Holt, ext. 2006. All newly hired non-licensed staff will be evaluated once during the 90
day probationary period and at least one additional time during the first year of employment. All
other non-licensed personnel will be evaluated at least once per year. Policy 5.109.
Personnel Records
A comprehensive personnel file for each employee is maintained in the Central Office. These
files contain basic personal information (e.g. name, address) and employment-related
information.
Employees may inspect their personnel files by contacting Karen Davenport at ext. 2009.
Salaries and Payroll
Compensation for all services rendered as an employee of the District shall be processed through
standard payroll procedures. Please contact Karen Davenport at ext. 2009 for payroll inquiries.
The salary schedule and differentiated pay plan are available on the District’s website, and
employees can obtain a copy through their immediate supervisor.
8Paystubs shall be issued according to a schedule approved annually by the Board. Paystubs are
issued electronically through My Benefits Channel. To access your online pay information, go to
My Benefits Channel at the link below:
https://www.mybenefitschannel.com/Public/Login/login.aspx?ReturnUrl=%2f%3fc%3d52TOB2JE&c=52TOB2JE .
All employees will need to access this link and create an account. You will use this site to
access information regarding your pay, W2 & 1095-C forms. Additionally, this site is used for
employee training modules such as Bloodborne Pathogens, Suicide Prevention, Sexual
Harassment, Bullying Prevention, Human Trafficking, and Food Allergy annual training.
Overtime work shall be approved in advance by the Director of Schools/designee. Hourly
employees required to work in excess of forty (40) hours per week will be paid or given
compensatory time at the rate of one-and-a half (1 ½) times the regular rate for all overtime
hours in accordance with the Fair Labor Standards Act. See board policy 5.602 for additional
information.
Payroll Procedures (Policy 2.802)
Payroll procedures shall be as follows:
1. All certified personnel and support personnel (excluding central office, maintenance, bus shop,
and custodians) will be paid in 12 equal installments.
2. Support personnel (listed above) will be paid in 24 equal installments.
3. Food Service personnel will be paid in 20 equal installments.
4. During the first year of employment with Hawkins County Board of Education, new
certificated employees will receive 13 equal installments starting August 25, and resuming on
the 15th of the month thereafter.
5. Career Ladder Performance payments shall be paid in 2 equal installments annually. Payment
will be made on the pay date following the collection of career ladder funds from the state.
6. Extended Contract payment for work done throughout the school year will be paid out in June.
Extended Contract payment for work done during the summer will be paid out in July.
Benefits and Leaves
For information on benefits and leaves, please contact: Dru Short at ext. 2011 (Health
Insurance/Life Insurance Benefits), Teresa Drinnon at ext. 2422 (Leaves of Absence).
Insurance
The Board provides insurance benefits for all employees. All full-time employees are eligible
for insurance benefits upon hire. Open enrollment occurs in October of each year; any changes
to insurance benefits would become effective January 1.
9Salary Deductions
The District provides the following payroll deduction options:
1. Group Health Insurance
2. Dental Insurance
3. Vision Insurance
4. Optional addition to Group Life Insurance
5. 401K by a third party administrator
Other deductions may be made upon request per board policy 2.803.
Retirement
Each teacher at retirement with a minimum of ten (10) years of service in the Hawkins County
School System shall receive an honorarium equal to one hundred dollars ($100.00) for each year
of service up to twenty (20) years. The honorarium will be paid to the retiring teacher upon
implementation of the budget for the year following the date of retirement (Policy 5.2052). For
information about HCS early retirement incentive program, please refer to Policy 5.205. For
more information about retirement benefits, please contact Karen Davenport, ext. 2009. Also,
please visit the Tennessee Consolidated Retirement System (TCRS) at:
https://treasury.tn.gov/Retirement/Retire-Ready-Tennessee/Discover-RetireReadyTN
Leave Policies
Employees shall inform their immediate supervisor of any planned or emergency absence as
soon as possible. General information regarding the types of leave available is listed below.
Please note that, for many types of leave, an advanced, written request is required. For additional
information, refer to board policies: 5.300, 5.3001, 5.301, 5.302, 5.303, 5.304, 5.305, 5.306,
5.307, 5.309.
Absence from work that is not covered by an appropriate request for one of the leave options
may lead to disciplinary consequences, up to and including termination of employment.
Employees on extended leave who plan to return the next school year shall notify the Director of
Schools/designee in writing of their intention to return by the last day of school in the current
school year.
Sick Leave
All employees must notify their immediate supervisor if they will be absent from work.
Additionally, they must enter the absence in Smartfind Express (eSchool). Employees earn one
(1) day of sick leave for each month employed during the school year. These days accumulate
for an unlimited number of days.
10Sick leave shall be defined as: illness from natural causes or accident, quarantine, or illness or
death of a member of the immediate family, including spouse, parents, grandparents, children,
grandchildren, brothers, sisters, mother-in-law, father-in-law, daughter-in-law, son-in-law,
brother-in-law, sister-in-law, niece and nephew. For additional information, refer 5.302.
Sick Leave Bank
The purpose of the sick leave bank is to provide sick leave to employees who have suffered an
unplanned personal illness, injury, disability, or quarantine and whose personal sick leave is
exhausted.
Any certificated professional employee who is a member of the sick leave bank may request an
allotment of days (for the employee's personal illness only). The need for these days shall be
verified by a statement from a doctor. 5.302.
Requesting Time Off (Policy: 5.300, 5.3001, 5.301, 5.302, 5.304, 5.305, 5.306, 5.309)
Family and Medical Leave (FMLA)
Employees are eligible for up to twelve (12) workweeks of family and medical leave each school
year, if they: (1) have been employed by the District for twelve (12) months; (2) have worked at
least 1,250 hours during the twelve (12) months; and (3) qualify for this leave based one of the
reasons below:
1. The birth of a child;
2. The placement of a child with the employee for adoption or foster care;
3. A serious health condition of the employee that makes the employee unable to perform
the essential functions of his/her job position;
4. The care of a spouse, child, or parent of the employee who has a serious health condition;
and
5. Any qualifying circumstances arising out of the fact that a spouse, child, or parent of the
employee is on covered active duty or has been notified of an impending call or order to
covered active duty in the Armed Forces.
Maternity/Paternity Leave
FMLA leave runs concurrently with leave provided under the Tennessee Maternity Act, which
affords eligible employees leave for a period not to exceed four (4) months for the adoption,
pregnancy, childbirth, and nursing of a newborn child.
11Spouses who are both eligible employees of the District are limited to a combined total of twelve
(12) workweeks of FMLA leave in a single twelve (12) month period if the leave is taken for the
birth and care of a newborn child, for the placement of a child for adoption or foster care, or to
care for a parent who has a serious health condition. Under certain circumstances, spouses who
share leave for the birth or adoption of a child may be eligible for limited amounts of additional
leave for other qualifying FMLA reasons.
For additional information, refer to 5.305.
Families First Coronavirus Response Act (FFCRA)
The Families First Coronavirus Response Act board policy 5.3051 (FFCRA), this policy will be
in effect from April 1, 2020 until December 31, 2020. Please refer to this policy regarding leave
associated with COVID19. The FFCRA Poster shall be posted in a conspicuous place in each
school building and all district buildings. Please contact Human Resources for more information
about FFCRA.
Due to the COVID-19 pandemic, Hawkins County School District has worked with state and
local agencies, including our local health department to draft and implement guidelines moving
forward regarding cleaning, screening, etc. Though the District and its agents will work hard to
implement and abide by those guidelines, neither the guidelines themselves nor even
recommendations from the Centers for Disease Control and Prevention (“CDC”) would ever
allow the District to guarantee an environment that is entirely free of COVID-19 related risks.
Emergency Closings/Telework During Emergencies
The Board authorizes the Director of Schools to close schools in the event of
hazardous weather, or any other emergency which presents a threat to the safety of
students, staff members, or school property. The Director of Schools may require an
employee to telework if the duties and responsibilities of the position are required
during times of emergency. Please refer to policies 1.8011 and 5.1151.
Extended Disability Leave
The Director of Schools/designee may require an employee to provide verification of a medical
condition that will justify the need for disability leave.
Emergency Leave
An immediate supervisor may grant a certified employee emergency leave during the workday
for a sudden, unexpected occurrence demanding immediate attention. Leave shall be taken as
personal leave, sick leave or leave without pay. The employee who uses emergency leave shall
12confirm said leave on appropriate forms the day after returning to work. Short term leaves of
absence shall be requested in writing.
Bereavement Leave
A maximum of three (3) days of leave shall be granted in the event of death of employee’s
family member. Bereavement days will be granted for scheduled work days; a maximum of
three (3) days will be granted to employees within a seven (7) day period from the date of death
or date of memorial service. Please refer to policy 5.3001.
Jury Leave
If an employee is summoned for jury duty, he/she shall present written evidence that he/she has
been summoned to serve on a jury. The employee shall be entitled to the usual compensation,
less the amount paid by the court. Please refer to policy 5.301.
Personal Leave
At the beginning of the first semester, each teacher shall be credited with two (2) days to be used
for the teacher’s personal business. A third personal day will be granted at the beginning of the
second semester. A personal leave day may be used for any purpose at the discretion of the
teacher; however, a teacher planning to use a personal leave day or days shall notify his/her
immediate supervisor at least one (1) day in advance, except in the case of an emergency. Up to
two (2) state-approved personal leave days remaining as unused days at the end of each school
year shall be credited to the teacher’s sick leave. Please refer to policy 5.303.
Professional Leave
A teacher shall be credited with two (2) days of professional leave at the beginning of the first
semester and one day at the beginning of the second semester for the purpose (not cumulative
from year to year) of attending educational meetings and/or professional growth activities. The
principal of each school, or the appropriate supervisor, and the director of schools shall be
responsible for approving requests for professional leave. The number of teachers on leave at
one time shall be limited so as not to interfere with the regular school program. Up to two (2)
state-approved professional leave days remaining as unused days at the end of each school year
shall be credited to the teachers’ sick leave. Please refer to policy 5.303.
Military Service Leave
Military leave shall be granted in accordance with state law. Employees are responsible for
notifying their immediate supervisor. A copy of the orders for duty, including the dates of
departure and return, shall be submitted when requesting leave.
13Unpaid Leave
Leave without pay may be granted upon written request to the Director of Schools. All unpaid
leave must be requested on the official Request for Leave of Absence form and approved 30
days prior to the effective leave date.
Vacations
Staff members who are employed on a twelve (12) month basis shall receive vacation in
accordance with their years of experience with the Hawkins County School system. For more
information, refer to board policy 5.310
Years of Experience Days Earned Per Month Total Days Per Year
0-4 Years 1 12
5-9 Years 1.5 18
10-19 Years 1.75 21
20+ plus 2 24
The first five days of any unused vacation days will be rolled over to the next fiscal year's
vacation day total. However, the same five days cannot be rolled over for more than one year.
In the event that an employee has additional unused vacation days after the aforementioned five
days have been accredited to next year's vacation day total, up to ten unused vacation days will
be converted to sick leave days. No more than 5 vacation consecutive vacation days may be
taken without prior approval of their immediate supervisor.
All employees shall submit time off through SmartFind Express.
Holidays
If on active payroll at the time, specified personnel shall be entitled to holidays as approved with
the board's approval of annual pay scales. Equivalent days, as approved by the director of
schools, may be taken when these days fall on weekends or when school is in session.
Resignations
A teacher shall give the director of schools notice of resignation at least thirty (30) days before
the effective date of the resignation. All resignations must be submitted on ab official Hawkins
County School District Resignation Form. A teacher who fails to give such notice in the absence
of justifiable extenuating circumstances, shall forfeit all tenure status. The board may waive the
14thirty (30) days’ notice requirement and permit a teacher to resign in good standing. Please refer
to policy 5.200.
Employee Conduct
Absenteeism/Tardiness/Substitutes
Employees shall notify their immediate supervisor when they must be tardy or absent. If a
substitute is required, teachers shall adhere to HCS BOE Policy 5.302. All absences are
submitted through SmartFind Express (eSchool).
Schedules
All Hawkins County School District employees will have an assigned schedule of time for their
workday. Any alteration of this schedule must be cleared with your immediate supervisor.
Signing In/Out
Employees whom enter/leave the building they are assigned and/or travel between buildings are
required to sign in and out through the office. Additionally, employees should notify the
principal or secretary in the principal’s absence when they leave campus if it is not part of their
normal job requirements.
Confidentiality
Employees should only have access to confidential student information for legitimate
educational purposes. This includes when information is needed in order to:
1. Perform required administrative tasks;
2. Perform a supervisory or instructional task directly related to the student’s education; and
3. Perform a service or benefit for the student or the student’s family such as health care,
counseling, student job placement, or student financial aid.
At times, employees may receive confidential information regarding students’ or employees’
medical, educational, or court records. Employees are required to keep student and personnel
information confidential per federal and state law.
Employees are required to confirm with the principal/designee concerning any requests for
releasing student records. Except as otherwise permitted by law, employees may only share
confidential, personally identifiable student record information with the following:
151. The student;
2. The student’s parent(s)/guardian(s); and
3. Other District employees with a legitimate educational interest.
Fundraising Activities
The principal must obtain written approval from the director of schools or designee for all
fundraising activities that involve the participation of the general student population in the
marketing process of the fundraising effort. All other fundraising activities must have written
approval from the principal and comply with all administrative procedures issued by the director
of schools. The authorization request shall contain the following information:
a. A list of the proposed fundraising activities;
b. Purpose of the fundraising activity;
c. Proposed uses of funds raised;
d. Expected student involvement in fundraising activity (school-wide or individual class or club);
and
e. Margin of profit and how it is to be paid to the school.
These funds shall be derived from vending machine revenue, donations, or other approved
fundraising measures.
No student shall be compelled to participate in or meet any kind of quota in a fundraising
activity.
For additional information, refer to 2.601.
Political Activities
Employees have a right to express their views on any issue but shall, in each case, make clear
that the view expressed is not the official view of the Board or District. Employees may, on their
own time, campaign for or against any candidate or referendum but are prohibited from using
District owned property to engage in political activity.
Controversial Issues
The discussion of issues in the classroom which are politically, philosophically or social
controversial shall be relevant to the subject matter being taught, related to educational
objectives, appropriate for the age and maturity of students, and shall not materially or
substantially disrupt or threaten to disrupt the discipline of the school.
16Drug-Free/Alcohol-Free Schools
Any employee who violates the Board’s policies 1.804 and 5.403 on alcohol and drugs in the
workplace shall be subject to disciplinary action, including but not limited to, suspension,
termination, and/or referral for prosecution
All employees shall report being charged with any criminal offense to their immediate supervisor
within (72) hours of the offense. The supervisor shall report the offense to the Director of
Schools immediately. Please review policies 5.403 and 1.804 for Hawkins County School
District’s Drug Free Workplace.
Weapons
Except where expressly permitted by state law, possessing any weapon or dangerous instrument
on school property is prohibited. Except for authorized law enforcement officials, carrying
concealed weapons on school property is prohibited. Employees who violate this are subject to
disciplinary action including termination.
Employees who know or believe that an employee is in unlawful possession of a weapon on
school property shall immediately report this to the local police department and building
administration.
Tobacco Products
All uses of tobacco, electronic/battery operated devices, vapor products, and all other associated
paraphernalia are prohibited in all of the District's buildings and in all vehicles that are owned,
leased, or operated by the District. For additional information, refer to policy 1.803.
Use of School Facilities
Activities sponsored by approved student organizations may utilize school facilities without
charge subject to approval by the principal. Use of facilities by community groups is permitted in
accordance with policy 3.206.
Use of School Property
Employees are responsible for the materials, equipment, and supplies assigned to them. In
addition, employees are responsible for the reasonable preservation and protection of materials,
equipment, and supplies not under their direct control. Employees shall not use any District
property for personal gain.
17Responsible Use of Technology
The Board supports the right of employees to have reasonable access to various information
formats and believes that it is incumbent upon employees to use this privilege in an appropriate
and responsible manner. Before any employee is allowed use of the District's internet or intranet
access, the employee shall sign a written agreement that sets out the terms and conditions of such
use. Any employee who accesses the District's computer system for any purpose agrees to be
bound by the terms of that agreement, even if no signed written agreement is on file. For
additional information, refer to policies 1.805, 4.406 and 4.4061.
Social Media
The Hawkins county School System encourages and respects its employees’ rights under the
First Amendment to the United States Constitution. However, as representatives of the Hawkins
County Schools system, employees shall maintain professional and appropriate relationships
with their students and the community. Since most social media postings are available to the
general public, employees’ public postings should remain professional and appropriate for minor
students viewing. Please refer to board policy 4.4061.
Assaults and Threats of Violence
Employees shall report all threats (oral, written, or electronic) to their immediate supervisor.
Threats will be handled in accordance with policy 5.500.
Child Abuse Reporting
1. When a student discloses abuse, write down the student’s statement based on the
requirements listed in the law, using the form below. Remember this is not an
investigation. Avoid asking detailed questions. Do not take photos or record the
disclosure on your phone.
2. Immediately submit this form to your school’s Child Abuse Coordinator.
3. The staff member who received and transcribed the report from the student, along with
the Child Abuse Coordinator, will then make one, single referral to DCS, and report the
alleged incident, along with the DCS Referral Intake number, to the School Resource
Officer.
4. The Child Abuse Coordinator will input the information from this form into an electronic
school level Google form provided by Central Office.
5. In the event a report takes place after school hours, the staff member receiving the report
should contact 911 for a welfare check at the student’s home. The responding law
enforcement personnel will then make the referral to DCS, based on their findings. The
individual who received the initial report of abuse will follow up with the Child Abuse
Coordinator the next school day to complete the reporting form and submit the DCS
referral. The Transportation Supervisor will serve as the Child Abuse Coordinator for bus
drivers.
6. The Child Abuse Coordinator will make the school principal aware of the referral.
18https://docs.google.com/document/d/1-5cKwC2M8a7-wK8sRjc-
3iApu3_O8qKuZtoUWRhs2y0/edit
Complaints/Grievances
Employment complaints and grievances shall be submitted in accordance with 5.501. 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. Procedures for filing a complaint, the
investigation process, and the decision and appeal process are found within policy 5.501.
Grievances related to evaluations shall be submitted in accordance with 5.1091.
Gifts
Employees shall not accept gifts from students unless the gifts are of token value only.
Individual employees shall not give gifts to staff members who exercise administrative or
supervisory jurisdiction over them.
Employees may collect money for group gifts, subject to the approval of the principal and in
accordance with board policy.
Employees are prohibited from accepting things of material value from individuals, companies,
or organizations doing business with the District. Exceptions to this include the acceptance of
minor items which are generally distributed to all by the companies through public relations
programs.
Any donations to the District shall comply with 2.401.
Solicitations
Employees shall not use their position for personal gain by soliciting students or fellow
employees.
Employees shall not be responsible for the collection of any money or the distribution of any
fundraising materials within the schools unless such activity has the Director of Schools' written
approval.
Employees shall not provide a list of parent(s)/guardian(s), students, or employees for
solicitation or other purposes without the prior approval of the Director of Schools.
Outside Employment or Activities
Employees shall not perform any duties related to outside employment during regular working
hours. For additional information, refer to policy 5.607.
19Dress and Appearance
In keeping with the philosophy that school employees are role models for students, employees
are expected to dress professionally during instructional hours (except for those employees who
wear uniforms). Professionally dressed may be defined as "business casual" which is intended to
give a professional and businesslike impression.
The following minimum standards for acceptable clothing are as follows:
• Clothing that exposes underwear or body parts in an indecent manner are not permitted.
• Visible lack of undergarments is not permitted.
• Skin is to be completely covered from midriff to mid-thigh.
• Pants, shorts, etc. must be worn at the waist.
• Leggings, jeggings, and other compression-style garments may be worn so long as they are
covered by a non-transparent top garment that reaches midpoint of the thigh or below.
• Tank tops and spaghetti straps are not permitted unless otherwise covered by a non-transparent
top garment. Off the shoulder shirts are not allowed. Shirts must have a neckline that does not
expose any portion of the breast. Button-up shirts may be open only at the neck unless worn over
a shirt that meets the dress code. Graphic shirts not affiliated with the school system, school
name, school logo, or the teaching/education profession (excluding brand names e.g. Nike,
Under Armour, Reebok) are not permitted, except through administrative approval for special
events.
• Employees shall not wear jeans, overalls, shorts, sweat suits, or except for special
circumstances approved by the principal such as field days, field trips, program requirements,
special events, instructional activities, or other Board approved activities.
• It is the discretion of the administration as to what is appropriate for the teaching and learning
environment. Any employee wearing attire deemed to be unsuitable for the teaching and learning
environment may be sent home to change. Repeated offenses will result in disciplinary action.
• Tattoos/Piercings that may be offensive, distracting, or inappropriate must be covered at any
time an employee is working where students are present.
• ID Badges issued by the district must be worn at all times and relinquished to the
building administrator if employment is ended.
20Personal Phones
Personal phones are not to be used at any time that an employee is responsible for the direct
supervision of students and/or operation of transporting students.
Communication
It is the expectation of the Hawkins County Board of Education that each employee will conduct
themselves in a professional manner when speaking with members of the community. When
communicating as a representative of the school system, employees are required to use
professional etiquette and language.
Staff-Student Relations
Staff members shall maintain professional relationships with students at all times and develop
wholesome and constructive relationships with them. Staff members shall be expected to regard
each student as an individual and to accord each student the rights and respect what is due. Staff
members shall promote a learning environment that encourages fulfillment of each student’s
potential in regard to his/her program, consistent with district goals and with optimal
opportunities for students. This goal may be reached by adapting instruction to individual needs
by:
1. Insisting on reasonable standards of scholastic accomplishment for all students;
2. Creating a positive atmosphere in and out of the classroom;
3. Extending courtesy and respect to students; and
4. Treating all students with consistent fairness.
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. Communication (texts, email, phone, social media,
written, etc.) between students and staff members outside the school setting shall be restricted to
instructional or school related activities only. Any appearance of impropriety shall be avoided.
Sexual relationships between employees and students shall be prohibited. Policy 5.610
News Releases, News Conferences, and Interviews
The release of official news from the system and schools shall be coordinated as follows:
1. The board chairman will be the official spokesman for the Board, except as this duty is
delegated to others;
2. News releases which are of a system wide nature or pertain to established system policy are
the responsibility of the director of schools or a designated member of the administrative staff;
and
213. News releases which are of concern to only one school or to an organization of one school are
the responsibility of the principal of that particular school.
When individual board members or the director of schools express their views on any issue
which is in opposition to a view expressed in board policy, they have the duty to make clear that
the view expressed is not the official view of the Board or school system. Policy 1.502
Warnings and Corrections
Hawkins County Schools utilizes a progressive discipline policy with intent of an immediate
correction of any conduct misaligned to the Hawkins county Schools Code of Conduct.
Dismissal
Hawkins County Schools’ employees are valued, respected, and an integral part of our students’
education. However, employment may be terminated due to contributing factors as defined by
our progressive discipline program. All building keys and ID badges shall be submitted to the
building administrator upon dismissal. (Tenured Teachers policy 5.200, Non-Tenured Teachers
5.201, Non-Certified 5.202)
Safety
MSDS Guide & Safety Location
Any employee who works with and/or stores chemicals with MSDS labels must maintain these
supplies according to label specifications.
Safety Issues
Any employee with a safety concern that would involve a student, faculty member, parent, or
visitor should report this immediately to the building supervisor/administrator. All school sites
have Universal Procedures in the event of an emergency. Principals and supervisors will
annually train and review all procedures with employees. Policy 3.201
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 an LEA employee. Reasonable force may be used to
physically relocate or intervene in a conflict if a student is unwilling to cooperate. Policy 6.4081
22Code of Conduct
23Code of Ethics
Employees shall adhere to the Teacher Code of Ethics to the extent applicable (i.e. certain
provisions on teaching would not apply to custodial or maintenance staff).
The Teacher Code of Ethics requires educators to:
1. Abide by all applicable federal and state laws;
2. Not unreasonably restrain students from independent action in the pursuit of learning;
3. Provide students with professional education services in a nondiscriminatory manner
aligned with accepted best practices known to the educator;
4. Respect the constitutional rights of students;
1. Not unreasonably deny students access to varying points of view;
2. Not deliberately suppress or distort subject matter relevant to student progress;
3. Make reasonable effort to protect students from conditions harmful to learning or to
health and safety;
4. Make reasonable effort to protect the emotional well-being of students;
5. Not intentionally expose students to embarrassment or disparagement;
6. Not on the basis of race; color; creed; disability; sex; national origin; marital status;
political or religious beliefs; family, social, or cultural background; or sexual orientation
unfairly:
a. Exclude students from participation in any program;
b. Deny benefits to the student; or
c. Grant any advantage to the student;
7. Not use the educator's professional relationship with students for private advantage;
8. Not disclose information about students obtained in the course of the educator's
professional service unless disclosure of the information is permitted, serves a compelling
professional purpose, or is required by law;
9. Not knowingly make false or malicious statements about students or colleagues;
2410. Ensure interactions with students take place in transparent and appropriate settings;
11. Not engage in any sexually related behavior with students, whether verbal, written,
physical, or electronic, with or without consent. Sexually related behavior includes, but is
not limited to, behaviors such as making sexual jokes or sexual remarks; engaging in
sexual kidding, sexual teasing, or sexual innuendo; pressuring the student for dates or
sexual favors; engaging in inappropriate physical touching, groping, or grabbing; kissing;
rape; threatening physical harm; and committing sexual assault;
12. Not furnish alcohol or illegal or unauthorized drugs to students;
13. Strive to prevent the use of alcohol or illegal or unauthorized drugs by students when
students are under the educator's supervision on school or District premises, during
school activities, or in any private setting;
14. Refrain from the use of alcohol while on school or District premises or during a school
activity at which students are present; and
15. Maintain a professional approach with students at all times.
An educator who has personal knowledge of a breach by another educator of the Teacher Code
of Ethics shall report the breach to the educator's immediate supervisor or the Director of
Schools within thirty (30) days of discovering the breach.
Professional employees shall also familiarize themselves with the consequences of misconduct
and potential impacts on licensure per State Board of Education Regulation 0520-02-03-.09.
All employees shall also adhere to 5.600 regarding ethics.
25Resources Page
For documents and forms, please use this link:
https://drive.google.com/drive/folders/0B6ObDdYhg0TlR2pMOGlIc2lTNFE
Please update any changes regarding address, phone, name or any payroll changes by completing
the payroll change form and send the original to the Central Office. Once received, the
information will be distributed to the specific departments.
SmartFindExpress: https://hawkins.eschoolsolutions.com/logOnInitAction.do
My Benefits Channel:
https://www.mybenefitschannel.com/Public/Login/login.aspx?ReturnUrl=%2f%3fc%3d52TOB2
JE&c=52TOB2JE
Skyward: https://sis-hawkins.tnk12.gov/scripts/wsisa.dll/WService=wsHAWStu/seplog01.w
Tennessee Department of Education Office of Licensure:
https://www.tn.gov/education/licensing/educator-licensure/licensed-educators.html
Tennessee Department of Education Academic Standards:
https://www.tn.gov/education/instruction/academic-standards.html
Tennessee Consolidated Retirement System (TCRS):
https://treasury.tn.gov/Retirement/Retire-Ready-Tennessee/Discover-RetireReadyTN
26Acknowledgement Form
Please sign the form below and submit to the principal/supervisor.
As an employee of Hawkins County School District, it is my responsibility to read and review
board policies, administrative procedures, as well as the Employee Handbook. The policies and
procedures are posted on the website at https://www.hck12.net/.
My electronic signature acknowledges that I am responsible for complying with all board
policies and administrative procedures and that I have read and understand the expectations set
forth in the Employee Handbook.
_________________________________________ ________________
Signature of Employee Date
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