Employee Handbook - Elbert School District #200 2020-2021
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Elbert School District #200
P.O. Box 38
Elbert, CO 80106
(303) 648-3030
2020-2021
Employee Handbook
Disclaimer –The contents of this handbook have been adopted to closely align with the most
recent statutory changes. Elbert Board of Education has worked diligently with Administration
to create a document that serves the District. However, as State and Federal Regulations
continue to change this book may be edited throughout the year. The Board along with the
District Accountability Committee and Administration will continue to stay abreast of those
changes and notify you when they occur. If you have questions regarding this document, please
contact the Office of Superintendent.
In an effort to conserve resources, the District will be printing a minimal number of handbooks.
The handbook may be viewed on the school’s website at www.elbertschool.org If you would
like to receive a printed copy, please notify the Office of Superintendent at P.O Box 38, 24489
Main Street, Elbert, CO 80106, call 303-648-3030, or stop by and pick one up.
TABLE OF CONTENTS
District Motto, Mission, Philosophy and Focus 3
Payday 4
Faculty Contract Day 4
Salary Schedule Placement 4
Duties and Responsibilities of Teachers 4-6
Evaluation of Licensed Personnel (GCO) 6-7
Personnel Records and Files (GBJ) 7-8
Professional Staff Fringe Benefits 8
Staff Leave and Absences (GBGG) 8-17
In-Service/Professional Development 17
Requests for Workshops or Conferences 18
Purchase Order for Supplies, Materials, Equipment 18
Requests for Reimbursement 18
Use of School Vehicles and Procedures 18
Non-Discrimination (AC, AC-R, AC-E-1) 19-27
Conduct, Staff (GBEB) 27-30
Staff Dress Code (GBEBA) 30-31
Drug-Free Workplace (GBEC) 31-32
Tobacco-Free Schools (ADC) 32-33
Staff Use of Internet and Electronic Communications (GBEE) 33-37
Staff Personal Security and Safety (GBGB) 37
Prevention of Disease/Infection Transmission (EBBA-R) 37-40
Keys and School Security 40
Equipment, Care of Building 40
School Closure Information 41
Substitute Teachers 41
Staff Involvement in Decision-Making (GBB) 41-42
Grades 42-43
Grade Book and Lesson Plans 43
Taking Students from other Classrooms 43
Reporting to Parents 43
Concerns/Complaints/Grievances (GBK) 44
Workers’ Compensation (GBGD) 44-46
2ELBERT SCHOOL DISTRICT #200
BOARD OF EDUCATION MISSION STATEMENT
Elbert School District #200 has the responsibility to the community, our state and the nation to
educate children, under the philosophy of education, to problem solve and to accept global
responsibility in a safe, nurturing environment for all. Our future strength lies in a traditionally
strong fundamental education and development of well-adjusted, socially responsible citizens
who are able to secure employment, go to college, pursue careers, and communicate, as well as,
compete in a technological and information-based world.
PHILOSOPHY OF EDUCATION
It is the operating philosophy of Elbert School District #200 to provide the opportunity of
academic excellence for every child in the District, to the best of the District’s ability and
available resources, so that their knowledge, wisdom, creativity, athleticism, and passion for
learning will empower and reward their future.
DISTRICT FOCUS
Increase academic performance
Increase communication with key constituents
Find, maintain and develop quality staff
Enhance facility excellence
Maintain financial excellence
Increase governance team effectiveness
3PAYDAY
Payday is the 25th of each month as per Board policy.
FACULTY CONTRACT DAY
The faculty contracted day extends from 7:30 A.M. until 4:30 P.M. Faculty seeking permission
to leave during the contracted day should see the superintendent or, in his/her absence, the
principal. Then the staff member must sign out in the main office.
SALARY SCHEDULE PLACEMENT
Prior to any change of placement on salary schedules for professional development the following
regulations shall apply:
Application for horizontal movement on the salary schedule should be made to the
Superintendent or designee on or before the first day of the month of the second month of
a new contract. Schedule advancement granted shall be recognized as a full increment
for the year.
Semester hours required for horizontal movement on the salary schedule must be graduate or
undergraduate hours earned from an accredited institution of higher learning that directly
relates to the staff members assignment and the State Standards and curriculum of their
specifically assigned area.
Continuing Education Credits may only apply for salary schedule advancement when the
following conditions are met:
Work must be pre-approved,
Course work will benefit the teacher’s assignment and duties,
Credits must be earned on the teacher’s own time, and
1 credit will be received for every 15 hrs of seat work.
Licensed employees shall provide certified copies of all transcripts for proper placement on
the salary schedule.
Only those college credits earned after the completion of an approved teacher training or
degree program shall be recognized for placement on the salary schedule.
DUTIES AND RESPONSIBILITIES OF TEACHERS
1. School Day Duties:
a. Bus Duty: Outside from 7:40 – 7:50 a.m. & 4:06 – 4:15 p.m.
b. Recess Duty: Supervise and enforce playground rules during recess times. See
recess schedule.
c. Lunch Duty: Supervise student conduct in the lunchroom.
2. Textbooks: All textbooks are the responsibility of the teacher. A complete textbook
record of the student's name, book number, and the condition of the book will be kept by
the teacher.
3. Class Routine: The first day of school should be utilized to explain briefly the course of
study and what will be expected of the students in regard to lessons, grading, homework,
and discipline.
4. Supplies: Supplies needed during the school year shall be ordered by credit card or by
purchase order procedures.
45. Working Hours: Teachers will be expected to be in the building at 7:30 A.M. and should
remain until 4:30 P.M. unless involved in athletics, music, etc. Under no circumstances
should a teacher leave the building during the school day without contacting the principal
or superintendent first and sign out. Teachers should be in their classrooms at 7:50 A.M.
6. Signing Out: Teachers will be expected to follow the signing out procedures when
leaving the building during the day.
7. Classroom Management: High standards should be established in regard to order,
neatness, scholarship, and control of the classroom. All codes of conduct must be
followed within the classroom.
8. Discipline: A teacher is obligated to see that disciplinary measures are taken for any act
of misconduct committed by any student at any time at any place in the school or on
school property according to district policy. Teachers are expected to handle their own
disciplinary problems; however, serious or continued problems should be referred to the
office. When a student appears in the office he/she will be called into a conference with
the teacher. All students referred to the principal shall require a discipline report be filed
in go.edustar.
9. Scheduled Events: All calendar dates for regularly scheduled school events should be
submitted to the office for approval. Such events would include field trips, music
programs, special meetings, contests, school plays, etc.
10. Class Sponsors: Are appointed by the principal. The sponsor should be present at all
class meetings and all extra curricular activities sponsored by their class. No group is to
meet without a sponsor or be left unsupervised at any time.
11. Class Meetings: Will be scheduled by the sponsor with prior permission by the principal.
12. Class Functions: The class sponsor is responsible for all class functions. Before any
event can be scheduled, the sponsor must see to it that the class has submitted an activity
request to the principal at least two weeks in advance and that the plans have been
approved. Any questions about who is allowed to attend these functions should be
cleared by the principal.
13. Fairness: Each teacher is reminded that no special treatment is to be given any student
without arrangement with the administration.
14. Hall Passes: Any student who is not in the classroom during class period must have a
pass.
15. Eligibility: The state requires eligibility be kept on a semester basis; however, we will
keep weekly eligibility for participation in activities. If a student is failing in one class or
has (3) D’s, he/she will be ineligible for the next week. All grades should be entered into
Go.edustar no later than each Tuesday at 8:00 A.M.
16. Field Trips: Teachers are encouraged to take students on field trips that will contribute to
the overall subject matter. A limit of one (1) field trip per year will help all classes be
able to schedule trips and keep the scheduling of busses within a reasonable number of
trips. All plans for excursions, field trips, and parties must be approved by the
transportation director, principal, and the superintendent at least two weeks in advance.
Field trips for secondary students will not be approved during the months of December or
May due to preparation for finals. A permission slip signed by a parent or guardian must
be presented by each student participating in the activity at least one day in advance of
the activity or have general permission on their enrollment form. All field trips are taken
in school busses or vans, and a sponsor must be present as chaperone.
517. Confidential Information: Teachers are not to furnish to anyone other than school
officials any list of names, addresses, or grades of students or staff members.
18. Supervision of Students: Teachers shall be responsible for the safety, conduct, and
instructions of students in their charge. Teachers shall not leave unattended students
assigned to their supervision. Leaving students unattended may be subject to disciplinary
action and/or dismissal.
19. Hall Supervision: Between periods while students are passing from one class to another,
all teachers who do not exchange rooms are to stand outside their classroom doors where
they can supervise students in the halls.
20. Attendance Taken: HS/MS Teachers: At the beginning of each period, teachers should
check attendance and list the absentees on Go.edustar. Teachers are to turn in hourly
attendance at the beginning of each period. Students who are excused from class for
school activities should be listed on Go.edustar. Any student not in your classroom
should be listed as absent. Elementary Teachers: Attendance should be taken at the
beginning of each day and after lunch in the afternoon.
21. Accidents/Illness: Accidents of any kind are to be reported to the superintendent or
principal promptly, and a written report is to be made by the teacher in charge. All
teachers shall be alert for signs of communicable disease, including early stages of
common colds. Students exhibiting such symptoms should be referred to the school
office for possible exclusion from other students.
22. Students Leaving School: Teachers are not to excuse students from school or permit them
to leave the school grounds at any time during the school day. Students may leave
campus with administration permission only with a call or note from their parent or
guardian.
23. Classroom Time: Teachers are not to dismiss their classes earlier than the regularly
scheduled time without prior approval of the Superintendent or Principal. Classes should
start at the bell and should continue until time for dismissal.
BOARD POLICY GCO
Evaluation of Licensed Personnel
This policy and accompanying regulation shall be considered part of the district’s licensed
personnel performance evaluation system. The district’s licensed personnel evaluation system
shall be developed and implemented in accordance with state law. The Board shall consult with
district administrators, teachers, parents and the advisory school district licensed personnel
performance evaluation council in developing and evaluating the district’s evaluation system.
The purposes of the district’s licensed personnel evaluation system shall be to serve as a basis for
the improvement of instruction, enhance the implementation of curricular programs, and measure
the professional growth and development and the level of effectiveness of licensed personnel.
The district’s licensed personnel performance evaluation system also shall serve as the
measurement of satisfactory performance and documentation for dismissal for unsatisfactory
performance pursuant to state law, if applicable. For purposes of this policy and the district’s
licensed personnel performance evaluation system, “unsatisfactory performance” shall be
defined as a performance rating of “ineffective.”
The school district shall conduct all evaluations so as to observe the legal and constitutional
rights of licensed personnel. No informality in any evaluation or in the manner of making or
recording any evaluation shall invalidate the evaluation. No minor deviation in the evaluation
procedures shall invalidate the process or the evaluation report.
6Nothing in this policy shall be construed to imply in any manner the establishment of any
property rights or expectancy or entitlement to continued employment not explicitly established
by statute, Board policy or contract. Neither shall this policy and/or the evaluation system be
deemed or construed to establish any conditions prerequisite relative to renewal of contracts,
transfer, assignment, dismissal or other employment decisions relating to school personnel.
Unless an evaluator acts in bad faith or maliciously with respect to the application of a procedure
associated with the evaluation process, any misapplication of a procedure, failure to apply a
procedure or adhere to a prescribed timeline shall not be an impediment to or prevent the Board
from modifying an employee's contract status, employment status or assignment under the terms
of the employment contract and state law. The content of the evaluation, the rating given and any
improvement plan shall not be grievable under the district’s formal grievance process.
All employment decisions remain within the sole and continuing discretion of the Board of
Education, subject only to the conditions and limitations prescribed by Colorado law. Any
dismissal or other employment action shall be in accordance with applicable state law and Board
policy.
BOARD POLICY GBJ
PERSONNEL RECORDS AND FILES
The superintendent is authorized and directed to develop and implement a comprehensive and
efficient system of personnel records under the following guidelines:
1. A personnel folder for each employee, licensed and classified, shall be accurately
maintained in the district administrative office. Personnel records shall include home
addresses and telephone numbers, financial information, and other information maintained
because of the employer-employee relationship.
2. All personnel records of individual employees shall be considered confidential except for
the information listed below. They shall not be open for public inspection. The
superintendent and designees shall take the necessary steps to safeguard against
unauthorized access or use of all confidential material.
3. Employees shall have the right, upon request, to review the contents of their own personnel
files, with the exception of references and recommendations provided to the district on a
confidential basis by universities, colleges or persons not connected with the district.
4. The following information in personnel records and files shall be available for public
inspection:
a. Applications of past or current employees
b. Employment agreements
c. Any amount paid or benefit provided incident to termination of employment
d. Performance ratings except for evaluations of licensed personnel as noted below
e. Any compensation including expense allowances and benefits
75. The evaluation report of licensed personnel and all public records used in preparing the
evaluation report shall be confidential and available only to those permitted access under
state law. Portions of the superintendent’s evaluation shall be open to public inspection, in
accordance with state law.
6. District employees’ home addresses and telephone numbers shall not be released for
general public or commercial use.
7. District employees’ medical records shall be kept in separate files and shall be kept
confidential in accordance with applicable law and Board policy.
PROFESSIONAL STAFF FRINGE BENEFITS
The district shall participate in a program health, life, vision, and dental, insurance benefits to
eligible employees under a group plan or plans.
Meet needs: Any plan in which the District participates shall benefit the majority of the eligible
employees, as certified and recommended by the employees and other representatives, and be
formally approved by the Board of Education.
Participation: To participate in the program, an employee must work at least half-time under a
regular specified schedule of work. Intermittent employees are not eligible to participate.
Cost: The District shall pay the cost of the employee's health, life, vision, and dental insurance
premium in an amount not to exceed $500 of the insurance premium for a "self only" plan for
full-time employees.
Participation by the employee may or may not be voluntary. All full-time employees must
take out the insurance plan if prescribed by our insurance plan.
School district employees must participate in PERA in which both the employee and the school
district make monthly contributions.
Workers’ compensation: All district employees are covered under the Workers’ compensation
Insurance Plan and will be entitled to all the prescribed benefits.
BOARD POLICY GBGG
STAFF LEAVES AND ABSENCES
The District provides for leaves and absences designed to help members of the staff maintain
their physical health, take care of family or personal emergencies, improve professionally, and
discharge necessary and important obligations. Such leaves and absences shall be granted in
accordance with law and board policies and approved by the Superintendent or designee.
The following plans shall be recognized for leaves and absences of District employees:
1. Staff Maternity/Paternity/Parental Leave - GBGE
2. Federally-Mandated Family and Medical Leave - GBGF
3. Military Leave - GBGI
84. Bereavement Leave - GBGJ
5. Legal Leave - GBGK
6. Victim Leave – GBBL
7. Other Leave
a. Personal Leave
All employees shall be granted personal leave days at the beginning of each fiscal year based on
the number of months worked each year under their regular contract for certified employees or as
set forth in salary schedules for classified employees, as follows:
9 month positions 9 days
10 month positions 10 days
11 month positions 11 days
12 month positions 12 days
The leave may be used for any purpose, subject to availability of substitutes.
Part-time employees and personnel employed after the beginning of the school year shall be
granted leave credit for a number of days equal to one day for each 160 contract hours, or portion
thereof, remaining in the school year at the time of employment, up to a maximum of 10, 11 or
12 leave days as appropriate.
Elbert School District #200 will purchase personal leave of the employee that has accumulated in
excess of twenty-five days. This transaction to be only in the month of December of each year
and be for previous years of accumulated leave. This December payment not to exceed pay in
excess of five days, at the rate of pay substitute teachers are getting for the current year of the
transaction.
Elbert Employees may accumulate a maximum of 25 days. For those employees who had
accumulated more than 25 days on the inception of this policy will retain those days for use.
However, pay out for those days shall be in accordance with this policy.
Upon re-adoption of this policy, the leave bank shall no longer be in existence. All fiscal
responsibility and obligation of the District shall be eliminated.
b. Professional
Two (2) days per year will be allowed for professional leave. This leave must be arranged in
advanced with the superintendent of schools. A professional day may not be taken the day
before or day following school holidays unless approved by the superintendent. This leave is
non-accumulative.
9The Board of Education believes that student achievement must drive all professional staff
development efforts and that professional development is an indispensable part of overall school
improvement. To support these beliefs, the Board is committed to allocating adequate resources,
including people, time and facilities, to professional development that is effective.
The Superintendent shall develop a professional development program that:
• Is rigorous, results-based, data-driven and tied to student achievement
• Is ongoing and an integral part of each professional staff member’s workday
• Uses a variety of approaches and professional development models
• Is collaborative, school-centered and involves teachers in its design
• Focuses on teachers as central to student learning, yet includes all other members of the
school community
• Focuses on student learning
• Is rich in academic content, learning processes, current research, materials, and
technologies
• Uses the systematic study of work to improve teaching and learning
• Occurs in environments of safety, trust and shared problem solving
• Promotes equity
The professional development program shall be designed to support achievement of the district’s
educational objectives, including that all students meet or exceed state and district content
standards.
The Superintendent shall evaluate the effectiveness of the professional development program on
an on-going basis and modify the program accordingly.
Participation in the professional development program is required of teachers and administrators.
c. Unauthorized Absences
Unauthorized absences will be penalized at the individual employee’s daily rate.
Federally-Mandated Family and Medical Leave
This policy shall apply to all family and medical leaves of absence covered under the Family and
Medical Leave Act of 1993 (“FMLA”). Terms used in this policy and its accompanying
regulation, such as “serious health condition,” “qualifying exigency,” “covered active duty,”
“covered servicemember,” and “serious injury or illness” shall be as defined by the FMLA and
its implementing regulations.
Eligibility
To be eligible for a family and medical leave of absence (FMLA leave) under this policy, an
employee shall have been employed for at least 12 months and shall have worked at least 1,250
hours during the 12-month period preceding the commencement of the leave. A full-time
10classroom teacher shall be deemed to meet the hourly requirement but must also meet the 12-
month requirement to be eligible for FMLA leave.
Permitted reasons for FMLA leave
An eligible employee shall be entitled to a combined total of 12 weeks’ leave per year for the
following reasons:
1. The birth and care of the employee’s newborn child;
2. The placement of a child with the employee for adoption or foster care;
3. To care for the employee’s spouse, parent or child with a serious health condition;
4. When the employee is unable to perform the essential functions of his or her position
because of the employee’s own serious health condition; or
5. Any qualifying exigency arising out of the fact that the employee’s spouse, son, daughter
or parent is on covered active duty in the Armed Forces or has been notified of an
impending call or order to covered active duty in the Armed Forces.
Spouses who are both employed by the district shall be entitled to a total of 12 weeks of leave
(rather than 12 weeks each) per year for reasons (1), (2), (3) and/or (5) specified in the
immediately preceding paragraph.
Entitlement for child care leave shall end after the child reaches age one or 12 months after
adoption or foster placement. Leave to care for a child shall include leave for a step-parent or
person in loco parentis.
An eligible employee who is a spouse, son, daughter, parent or next of kin of a covered
servicemember with a serious injury or illness incurred or aggravated in the line of duty on active
duty shall be entitled to a total of 26 weeks of leave during a single 12-month period to care for
the covered servicemember.
The single 12-month period shall begin on the first day the employee takes leave for this reason
and shall end 12 months later. During that 12-month period, the eligible employee is entitled to a
combined total of 26 weeks of leave under this policy. Only 12 weeks of the 26 week total may
be for a FMLA-qualifying reason other than to care for a covered servicemember.
Spouses who are both employed by the district shall be entitled to a total of 26 weeks (rather than
26 weeks each) in a single 12-month period if the leave is to care for a covered servicemember
with a serious injury or illness, or a combination of caring for a covered servicemember and
reasons (1), (2), (3) and/or (5) above.
Intermittent or reduced FMLA leave
Leave may be taken on an intermittent or reduced leave schedule. The district may require the
employee to transfer temporarily to an alternative position which better accommodates recurring
periods of absence or a part-time schedule provided that the position has equivalent pay and
benefits. Teachers requesting intermittent or reduced leave involving greater than 20 percent of
their working time during such period may, in the alternative, be required to take leave
continuously for all or a specified part of the total period involved.
11Intermittent leave or leave on a reduced schedule shall not be allowed because of the birth of an
employee’s child and to care for a newborn child, or because of the placement of a child with an
employee for adoption or foster care.
Health insurance and benefits
The district shall maintain coverage under any group health insurance plan for any employee
who is granted an approved leave of absence under this policy for the duration of the leave. Such
coverage shall be maintained at the same level and under the same conditions as coverage would
have been provided if the employee were not on leave. The district reserves the right to seek
reimbursement for this benefit in the event that an employee elects not to return to work, as
allowed by law.
The use of FMLA leave shall not result in the loss of any employment benefit that accrued prior
to the start of the FMLA leave.
Reinstatement after FMLA leave
Reinstatement shall be determined in accordance with applicable law and Board policies
[optional language–and/or negotiated agreements]. If the employee on leave is a salaried
employee and is among the highest paid 10 percent of district employees and keeping the job
open for the employee would result in substantial economic injury to the district, the employee
may be denied reinstatement provided the district notifies the employee of its intent to deny
reinstatement at the time economic hardship occurs and the employee elects not to return to work
after receiving the notice.
Development of procedures
The superintendent shall develop procedures to require appropriate medical certifications,
notification and reporting which are consistent with law. The procedures shall describe how the
district will post notices concerning the FMLA and other steps the district shall take to inform
employees of the FMLA’s requirements.
Compliance with governing law
The district shall fully comply with the FMLA and shall be entitled to take all actions and
exercise all options authorized under the FMLA and consistent with this policy and its
accompanying regulation. In the event that this policy or its accompanying regulation conflict or
are otherwise inconsistent with mandatory provisions of the FMLA, the mandatory provisions of
the FMLA shall control.
Staff Maternity/Paternity/Parental Leave
Maternity leave
Medically necessary sick leave for maternity purposes shall be available to any female employee
who becomes pregnant. The leave will be allowed during such period of the pregnancy and a
reasonable time immediately following termination of the pregnancy as is medically necessary to
safeguard the health of the mother and/or child.
1. Determination of Necessity
12The determination and designation of the period of time during which maternity leave is
necessary may be initiated by either the employee or the district. Final determination of
such period including the beginning, duration and end of the period shall be made by the
district based on information provided by the employee, the employee's physician, the
administration and if deemed necessary, by a physician designated by the district.
2. Reinstatement
An employee who has taken leave in accordance with this policy shall be assured
reinstatement following the end of the period of time during which leave is necessary.
3. Notice
An employee who becomes pregnant shall be encouraged to notify the district regarding the
pregnancy well in advance of the expected leave so that the district may make appropriate
staffing decisions. When an employee is no longer pregnant, she shall notify the district of
this fact.
4. Benefits
An employee on maternity leave for medical necessity as determined by the employee's or
the district’s designated physician shall receive pay, insurance and other benefits to the
same extent and on the same basis as sick leave used for other purposes. Any additional
leave granted by the district for maternity purposes beyond that which is medically
necessary shall be without pay or other benefits unless the provisions of the federally-
mandated family leave policy apply.
Parental leave
The provisions of this section shall apply only after an eligible employee has used any applicable
federally-mandated family leave. Any days taken for family leave will be deducted from the total
leave period allowed under this policy.
Parental leave of absence without salary and fringe benefits may be granted to staff members for
the purpose of child rearing, child care or adoption. Parental leave may be granted for a period of
time not to exceed four weeks for each employee. The leave need not be taken all at once, but
must be taken in increments which coincide with the planning needs of the district.
In determining whether to grant the leave request, the district will consider any special needs of
the child, the staffing needs of the district and any other relevant factors. The district will grant
parental leave without regard to the sex of the employee.
The request for leave will be made to the district’s personnel office. If the parental leave request
is refused by the personnel office, the staff member may appeal to the Board of Education.
If the leave period is for an entire school year, notice of intent to return from leave must be given
to the personnel office before April 1 preceding the school year the employee wishes to return to
work. If the leave is for a period less than an entire school year, notice of intent to return shall be
given at least three months prior to the date the employee wishes to return to work. Upon return
from parental leave, the employee shall be reinstated on the salary schedule at the column and
step he or she was on when granted leave.
As long as proper notice has been given of the employee's intent to return to work, the district
shall reinstate the employee and place him or her on the salary schedule at the appropriate level.
13A teacher being reinstated shall be placed in a teaching position as nearly identical as possible to
the position left at the commencement of the leave. In no event shall a teacher be placed in a
position for which he or she is not qualified or licensed.
The employee on parental leave may be permitted to substitute in the school district at the
district-approved substitute rate of pay.
Nothing in this policy shall be construed to limit the powers or duties of the Board or
administration to make employment decisions for the district including but not limited to
nonrenewing a contract of a probationary teacher.
Staff Military Leave
Annual military leave
An employee who is a member of a reserve or national guard unit or any other branch of the
military organized under state or federal law shall be granted military leave with a right of
reinstatement in accordance with state and federal law.
The employee shall receive full salary and benefits during such leave up to a maximum of 15
days annually. The leave year shall be as established by the district. All remaining leave to fulfill
the annual military obligation shall be unpaid leave.
An employee who is required by the state or federal government to continue military service
beyond the time for which leave with pay is required, shall be granted a leave of absence without
pay for all such additional service.
Emergency military leave
Military leave of absence without pay shall be granted to any employee who enlists for military
duty with any branch of the United States armed forces or who is called into active military
service in time of war or other emergency declared by the proper authority of the state or United
States. The employee shall be considered on a leave of absence during military service.
Notice of military service
An employee taking leave under this policy shall provide written or oral notice, as far in advance
as possible, of pending military service. Employees on military leave resulting in absence of
more than 30 days shall forward a copy of their military orders to the superintendent or designee.
Using paid leave in lieu of unpaid military leave
An employee taking leave under this policy may at his or her discretion, but is not required to,
use accrued vacation or other paid leave during time of military service.
Hiring substitute
Where necessary to protect the public interest, a substitute employee may be hired by the district
to perform the duties of the employee on military leave until such time as the employee returns
to work.
14Reinstatement after service
Upon completion of military service and in accordance with state and federal law, the employee
shall be reinstated in the same or a similar position of like seniority, status and pay if such is
available at the same salary and benefits which he or she would have received had leave not been
taken and if the employee meets the applicable statutory requirements, including notification to
the district of the employee’s intent to return to work within the time period set out in law.
Upon reinstatement, the employee shall have the same rights with respect to accrued and future
vacation, sick leave, public retirement benefits and other benefits as if he or she had actually
been employed during the time of such leave. Because nonprobationary status for teachers is not
attained merely through continuous employment, a probationary teacher shall be reinstated at the
actual year of service as when he or she began military leave.
Staff Bereavement Leave
Three days of paid bereavement leave shall be granted to all eligible employees in case of the
death of an employee’s immediate family member (father, mother, sister, brother, spouse, partner
in a civil union or child). Absence necessitated by a death in the employee’s family of someone
other than a member of the immediate family may be given the same consideration as a death in
the immediate family upon recommendation of the employee’s immediate supervisor and
approval of the superintendent.
Employee absences which extend beyond three days due to a death in the family shall be charged
to the employee’s sick or vacation leave, at the employee’s option.
Staff Legal Leave
The Board of Education recognizes the important role citizens play in our legal system, including
the obligation to serve as jurors under appropriate circumstances and to appear in proceedings
pursuant to subpoena or other court order.
All employees of the school district shall be excused for jury duty or when ordered to appear in a
proceeding pursuant to subpoena or other court order with no jeopardy to their employment,
compensation, annual leave or other leave.
Substitutes, when necessary, for employees shall be obtained in the usual manner and paid by the
district.
While state law provides that the district is only responsible for paying employees their regular
wages up to $50 per day for the first three days of jury service, the district believes it should
support employees to the full extent of their regular wages while on jury service. Therefore, the
district shall pay employees their regular wages for all days of jury service.
Pursuant to state law, after the first three days of jury service, the state pays each juror $50 per
day. Because employees will be receiving their regular wages from the district, which in most
instances is more than $50 per day, all employees shall forward such payment from the state to
the district as an offset. If an employee’s regular wages are less than $50 per day, the district
will supplement the employee’s regular wages to bring the daily wage up to $50.
15The district shall not reimburse employees for expenses or mileage related to jury service. The
employee may keep any reimbursement for expenses or mileage received from the state and
continue to receive the full extent of his or her regular wages while on jury service.
The superintendent shall request that an employee be excused from jury duty service or the
service delayed provided the special nature of the employee’s qualifications would make it
difficult to secure an adequate substitute or if the timing of the proposed jury service affords a
threat to the welfare of the school or the students concerned.
Staff Victim Leave
Any staff member who has been employed with the district for at least 12 months and is the
victim of certain crimes/actions (listed below) may request and shall be granted up to three
working days of leave during any 12-month period, without pay for any of the following
purposes:
1. to seek a civil restraining order to prevent domestic abuse as it is defined in state law
2. to obtain medical care or mental health counseling or both for the employee or his or her
children to address related physical or psychological injuries
3. to make his or her home secure from the perpetrator or to seek new housing to escape
from the perpetrator
4. to seek legal assistance to address related issues and attend and prepare for court-related
proceedings
Except in cases of imminent danger to the health or safety of the employee, an employee seeking
victim leave shall provide as much advance notice to the district as possible, as well as
appropriate documentation requested by the employee’s supervisor.
The employee must exhaust all other applicable leave prior to being granted this type of leave.
All information related to the employee’s leave shall be kept confidential and copies of any
related documents retained by the district shall be marked confidential and stored in a secure
location separate from routine personnel documents.
This leave applies to the following crimes/actions as defined in state law:
1. domestic abuse
2. stalking
3. sexual assault
4. any other crime where a court finds that the underlying factual basis includes an act of
domestic violence
NOTE: This policy applies only to districts that employ 50 or more employees.
16Professional Staff Vacations and Holidays
Vacation leave is available to all twelve-month employees on a monthly basis based on the
following years of service:
4-day employees 5-day employees
Year 1-5 8 days 10 days
Year 6-10 12 days 15 days
Year 11-more 20 days
For the purpose of this regulation (vacation leave), a year is defined as a fiscal year (July 1
through June 30). Vacation granted through the current contract year must be used before
December 31st of the following year unless specific approval of the employee’s supervisor grants
otherwise. It is the philosophy of the district that time provided for vacations should be taken in
the designated period allowed.
Vacation leave shall be scheduled at the convenience of the District and as nearly as possible at
the convenience of the employee. All vacation schedules shall be reviewed and approved by the
Superintendent or designee.
Prior to the employee’s scheduled absence, the employee shall complete and forward to the
Superintendent the appropriate absentee form.
Upon resignation or termination employees will not be paid for any vacation days.
IN-SERVICE/PROFESSIONAL DEVELOPMENT
In-service will be held as scheduled on the yearly calendar.
Because of the different needs and specialization of teachers, it is difficult to have organized in-
service meetings. However, from time to time we will have a scheduled in-service that will be
meaningful for all.
The superintendent shall have authority to approve released time for conferences and visitations
including reimbursements for expenses, provided such activities are within budget allocations for
the purpose.
The Board shall provide professional growth through such means as the following:
• Planned in-service programs and workshops offered within the school system from
time to time. The dates of all in-service programs shall be included in the district
school calendar.
• Released time for visits to other classrooms and schools and for attendance at
conferences, workshops and other professional meetings.
• The district will encourage access to on-line resources.
17STEPS TO ATTEND WORKSHOPS OR CONFERENCES
• Get prior approval from the superintendent or principal.
• Complete the online "Leave Form”
• Prepare sub plans.
PURCHASE ORDER FOR SUPPLIES, MATERIALS, EQUIPMENT
• Check to make sure adequate funds are in the account.
• Get permission from the superintendent to place an order.
• Get a Purchase Order form from front office for elementary or secondary or credit
card and slip
• Fill out Purchase Order completely (PO MUST have cost or estimated cost and
account number before they can be presented to superintendent).
• The superintendent must sign completed purchase order or credit card slip.
• Turn in completed purchase order or credit card slip to the main office with your
receipt.
REQUEST FOR REIMBURSEMENT
Follow this procedure when you have spent your own money to purchase items for the school
and wish to be reimbursed:
1. DO NOT purchase anything and expect reimbursement unless you have FIRST
received purchase approval from the superintendent.
2. Always use tax-exempt number when purchasing for the school, as you will not be
reimbursed for tax you pay.
3. Get and complete a "Request for Payment" form from staff lounge or office.
4. ATTACH A RECEIPT TO THE FORM (NO receipt = NO reimbursement).
5. Give the completed form with receipt to administration.
*IMPORTANT TO NOTE: Reimbursements from general fund moneys will only be paid once
a month (at the same time you receive your paycheck). Therefore, DO NOT expect to be
reimbursed immediately.
USE OF SCHOOL VEHICLES AND PROCEDURES
1. Any trip involving school transportation must have prior approval from Principal,
Superintendent and Transportation Director two weeks prior to the event. Field trip forms
must be submitted and signed. A signed copy will be returned to you to confirm you may
proceed with your trip plans. If using a school van, please sign-up for use in the main office.
2. The use of school vehicles will be encouraged and given preference over private
transportation. Student transportation in private vehicles must be done according to policy.
3. When private transportation is used, an expense sheet should be submitted to administration
for approval; transportation will be reimbursed at the approved rate.
18NON-DISCRIMINATION
BOARD POLICY AC
NONDISCRIMINATION/EQUAL OPPORTUNITY
The Board is committed to providing a safe learning and work environment where all members
of the school community are treated with dignity and respect. The schools in the district are
subject to all federal and state laws and constitutional provisions prohibiting discrimination on
the basis of disability, race, creed, color, sex, sexual orientation, marital status, national origin,
religion, ancestry or need for special education services. Accordingly, no otherwise qualified
student, employee, applicant for employment, or member of the public may be excluded from
participation in, be denied the benefits of, or be subjected to unlawful discrimination under any
district program or activity on the basis of disability, race, creed, color, sex, sexual orientation,
marital status, national origin, religion, ancestry, or need for special education services.
Discrimination against employees and applicants for employment based on age, genetic
information, and conditions related to pregnancy or childbirth is also prohibited in accordance
with state and/or federal law.
For purposes of this policy, these terms have the following meanings:
● “Race” includes hair texture, hair type, or a protective hairstyle that is commonly or
historically associated with race.
● “Protective Hairstyle” includes such hairstyles as braids, locs, twists, tight coils or curls,
cornrows, bantu knots, afros, and head wraps.
● “Sexual Orientation” means a person’s orientation toward heterosexuality,
homosexuality, bisexuality, or transgender status or another person’s perception thereof.
This policy and supporting regulation(s) will be used to address all concerns regarding unlawful
discrimination and harassment. Alleged conduct regarding sex-based discrimination and sexual
harassment will follow the complaint and investigation procedures specific to this conduct.
In keeping with these statements, the following are objectives of this school district:
1. To promote the rights and responsibilities of all individuals as set forth in the state and
federal constitutions, pertinent legislation, and applicable judicial interpretations.
2. To encourage positive experiences in terms of human values for children and adults who
have differing personal and family characteristics or who come from various socio-economic,
racial, and ethnic groups.
3. To consider carefully, in all decisions made which affect the schools, the potential
benefits or adverse consequences that those decisions might have on the human relations
aspects of all segments of society.
4. To utilize educational experiences to build each individual's pride in the community in
which they live.
195. To initiate a process of reviewing all policies and practices of this school district in order
to achieve the objectives of this policy to the greatest extent possible.
6. To investigate and resolve promptly any complaints of unlawful discrimination and
harassment.
7. To investigate and appropriately discipline staff and students found to be responsible for
incidents of harassment or unlawful discrimination in violation of Board policy.
Annual notice
The district will issue a written notice prior to the beginning of each school year that advises
students, parents, employees, and the general public that the educational programs, activities, and
employment opportunities offered by the district are offered without regard to disability, race,
creed, color, sex, sexual orientation, marital status, national origin, religion, ancestry, or need for
special education services. With respect to employment practices, the district will also issue
written notice that it does not discriminate on the basis of age, genetic information, or conditions
related to pregnancy or childbirth. The announcement will also include the name, address, email
address, and telephone number of the person(s) designated to coordinate Title IX, Section 504,
and ADA compliance activities.
The notice will be disseminated to persons with limited English language skills in the person’s
own language. It will also be made available to persons who are visually or hearing impaired.
The notice will appear on a continuing basis in all district media containing general information,
including: teachers’ guides, school publications, the district’s website, recruitment materials,
application forms, vacancy announcements, student handbooks, school program notices, summer
program newsletters, and annual letters to parents.
Harassment is prohibited
Harassment based on a person’s disability, race, creed, color, sex, sexual orientation, marital
status, national origin, religion, ancestry or need for special education services is a form of
discrimination prohibited by state and federal law. Preventing and remedying such harassment in
schools is essential to ensure a nondiscriminatory, safe environment in which students can learn,
employees can work, and members of the public can access and receive the benefit of district
facilities and programs. All such harassment, by district employees, students, and third parties, is
strictly prohibited.
All district employees and students share the responsibility to ensure that harassment does not
occur at any district school, on any district property, at any district or school-sanctioned activity
or event, or off school property when such conduct has a nexus to the school, or any district
curricular or non-curricular activity or event.
20Reporting unlawful discrimination and harassment
Any student who believes they have been a target of unlawful discrimination or harassment, as
defined in Board policy and supporting regulations, or who has witnessed such unlawful
discrimination or harassment, must immediately report it to an administrator, counselor, teacher,
or the district’s compliance officer and file a complaint as set forth in the regulation which
accompanies this policy.
Any employee, applicant for employment, or member of the public who believes they have been
a target of unlawful discrimination or harassment, or who has witnessed such unlawful
discrimination or harassment, must file a complaint with either an immediate supervisor or the
district’s compliance officer.
If the individual alleged to have engaged in prohibited conduct is the person designated as the
compliance officer, an alternate compliance officer will be designated to investigate the matter in
accordance with this policy’s accompanying regulation.
District action
All district employees who witness unlawful discrimination or harassment must take prompt and
effective action to stop it, as prescribed by the district.
The district will take appropriate action to promptly and impartially investigate allegations of
unlawful discrimination and harassment, to end unlawful behavior, to prevent the recurrence of
such behavior, and to prevent retaliation against the individual(s) who files the complaint and/or
any person who participates in the investigation. When appropriate, the district will take interim
measures during the investigation to protect against further unlawful discrimination, harassment,
or retaliation.
To the extent possible, all reports of unlawful discrimination or harassment will be kept
confidential. Students or employees who knowingly file false complaints or give false statements
in an investigation may be subject to discipline, up to and including suspension/expulsion for
students and termination of employment. No student, employee, or member of the public may be
subject to adverse treatment in retaliation for any good faith report of harassment under this
policy.
Upon determining that incidents of unlawful discrimination or harassment are occurring in
particular district settings or activities, the district will implement measures designed to remedy
the problem in those areas or activities.
Any student or employee who engages in unlawful discrimination or harassment will be
disciplined according to applicable Board policies and the district will take reasonable action to
restore lost educational or employment opportunities to the target(s).
In cases involving potential criminal conduct, the district will determine whether appropriate law
enforcement officials should be notified.
21Notice and training
To reduce unlawful discrimination and harassment and ensure a respectful school environment,
the administration is responsible for providing notice of this policy to all district schools and
departments. The policy and complaint process must be prominently posted on the district’s
website, referenced in student and employee handbooks and made otherwise available to all
students, staff, and members of the public through electronic or hard-copy distribution. Training
materials regarding sex-based discrimination and sexual harassment are available to the public
on the district’s website.
Students and district employees will receive periodic training related to recognizing and
preventing unlawful discrimination and harassment. District employees must receive additional
training related to handling reports of unlawful discrimination and harassment. The training will
include, but not be limited to:
• awareness of groups protected under state and federal law and/or targeted groups;
• how to recognize and react to unlawful discrimination and harassment; and
• proven harassment prevention strategies.
BOARD POLICY AC-R
NONDISCRIMINATION/EQUAL OPPORTUNITY
(COMPLAINT AND COMPLIANCE PROCESS)
The district is committed to providing a working and learning environment that is free from
unlawful discrimination and harassment. The district must promptly respond to concerns and
complaints of unlawful discrimination and/or harassment; take action in response when unlawful
discrimination and/or harassment is discovered; impose appropriate sanctions on offenders in a
case-by-case manner; and protect the privacy of all those involved in unlawful discrimination
and/or harassment complaints as required by state and federal law. When appropriate, the
complaint will be referred to law enforcement for investigation.
The district has adopted the following procedures to promptly and fairly address concerns and
complaints about unlawful discrimination and/or harassment. Complaints may be submitted
orally or in writing.
Definitions
1. "Compliance officer" means the superintendent, who is responsible for receiving and
investigating complaints of alleged unlawful discrimination and harassment in accordance with
this regulation.
2. "Aggrieved individual" means a student, the parents or guardians of a student under the age
of 18 acting on behalf of a student, a district employee, or member of the public who is directly
affected by and/or is witness to an alleged violation of Board policies prohibiting unlawful
discrimination or harassment.
22Compliance officer's duties
The compliance officer is responsible for conducting an investigation and coordinating all
complaint procedures and processes for any alleged violation of federal or state statute or Board
policy prohibiting unlawful discrimination or harassment. The compliance officer's duties
include: providing notice to students, parents/guardians of students, employees, and the general
public concerning the compliance process; providing training for district staff regarding the
prohibition of discrimination/harassment in all district programs, activities, and employment
practices; disseminating information concerning the forms and procedures for the filing of
complaints; ensuring the prompt investigation of all complaints; coordinating hearing
procedures; and identifying and addressing any patterns or systemic problems that arise during
the review of complaints. The compliance officer may delegate any or all of the foregoing
responsibilities as necessary and/or appropriate under the circumstances.
Complaint procedure
An aggrieved individual is encouraged to promptly report the incident as provided in Board
policy and this regulation. All reports received by teachers, counselors, principals, or other
district employees must be promptly forwarded to the compliance officer. If the compliance
officer is the individual alleged to have engaged in the prohibited conduct, the complaint must be
forwarded to the Board president. The Board will then appoint another person to serve as the
compliance officer.
Any aggrieved individual may file a complaint with the compliance officer, charging the district,
another student, or any district employee with unlawful discrimination or harassment.
Complaints may be made orally or in writing. Persons who wish to file a written complaint are
encouraged to use the district’s complaint form.
All complaints must include a detailed description of the alleged events, the dates the alleged
events occurred, and names of the parties involved, including any witnesses. The complaint must
be made as soon as possible after the incident.
The compliance officer must confer with the aggrieved individual and/or the alleged target of the
unlawful discrimination or harassment as soon as is reasonably possible, but no later than 15
calendar days following the compliance officer’s receipt of the complaint in order to obtain a
clear understanding of the basis of the complaint.
Within 15 calendar days following the initial meeting with the aggrieved individual and/or
alleged target, the compliance officer must attempt to meet with the individual alleged to have
engaged in the prohibited conduct and, if this individual is a student, their parents/guardians in
order to obtain a response to the complaint. Such person(s) must be informed of all allegations
that, in the compliance officer's judgment, are necessary to achieve a full and accurate disclosure
of material information or to otherwise resolve the complaint.
At the initial meetings, the compliance officer must explain the avenues for informal and formal
action, provide a description of the complaint process, and explain that both the target and the
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