Employee Handbook. 2017 â 2018. Approved by Board of Education on 7-10-2017. Umonhon Nation Public School. PO Box 280. 470 Main Street. Macy ...
Employee Handbook 2017 – 2018 Approved by Board of Education on 7-10-2017
Umonhon Nation Public School PO Box 280 470 Main Street Macy, Nebraska 68039 402-837-5622 402-837-5245 fax http://www.unpsk-12.org
Table of Contents
Table of Contents Intent of Handbook Welcome by Superintendent Accidents Students Accident Report Form Activity Admission Policy Attendance Child Abuse Classroom Environment Classroom and Building Supervision Conferences with Parents Cumulative Records Discipline Omaha Tribal Court Sworn Affidavit Driver’s License on File Drug/Smoke Free Workplace Employment Verification Equal Opportunity Employer Evaluations Classified Evaluation Form Family Medical Leave Act (FMLA) Fire Drills Grading Homework In-services Integrated Pest Management Internet and Computer Use Keys/Fobs Leaving the School Building During School Hours Leave Requests Leave Request Form Loaning of School Equipment Maintenance Requests Maintenance Request Form Parking Payroll Per Diem and Mileage for Trips Mileage and Expense Claims Voucher Probationary Period Professional Attitude and Dress Purchasing Purchase Requisition Form Reprimands Classified Employee Discipline Form Requests for Bus Transportation
Appendix D Appendix E
2 3 4 5 5 5 5 6 6 6 7 8 8 8 8 9 9 10 12 12 12 12 13 13 14 15 15 17 17 17 17 18 19 19 19 20
Appendix H 20
Requests for Transportation Form Request for Van Transportation Restraint and Seclusion Safety Training School Cancellation School Lunch Sponsors and Extra-Curricular Activities Technology Maintenance Request Technology Maintenance Request Form Telephones Travel and Transportation for Student Activities Student Travel List Vehicle Use Video and Audio Surveillance Visitors Signature Page
20 20 21 21 21 21 22 22 22 22 22 23 23 34
Intent of Handbook This handbook is intended to be used by employees to provide general information and to serve as a guide to policies, rules, regulations, benefits of employment, and performance expectations. Each employee is responsible for becoming familiar with the handbook and knowing the information contained in it. This handbook does not create a “contract” of employment. Classified employee positions and assignments may be ended or changed on an “at will” basis notwithstanding anything in this handbook or any other publication or statement, except for a contract approved by the Board of Education. Certified employee positions are governed by the negotiated contract agreement. The administration will be responsible for interpreting the rules contained in the handbook and shall have the right to make decisions and make rule revisions at any time. Should a situation or circumstance arise that is not specifically covered in this handbook, the administration will make a decision based upon applicable school district policies, state and federal statutes and regulations, and the best interests of the District. This handbook will be in effect for the 2017-2018 and subsequent school years unless replaced by a later edition approved by the Board of Education and noted as an “approved copy” with date at the bottom of each page.
Welcome to Umonhon Nation Public Schools It is our Philosophy, as the Umonhon Nation Public School Administration, that all employees need to work together. Education of the youth in this community is the reason we are here. Accomplishing this important task will require all of the attention and cooperation of each and every staff member. To make sure that our goals are met and that the school system is able to function at its fullest potential, helpful guidelines have been established. The practices and policies that are listed within this handbook are the standards of the Umonhon Nation School District. This handbook has been developed to assist you as you work in the Umonhon Nation School District. All employees have access to copies of the School Board Policies, as well. They can be found in the in the offices of the Administrators. Copies of the student handbook are also available to all employees and it is expected that all teachers have copies of the negotiated policies. This handbook does not take the place of any of the above mentioned materials. This handbook is simply an effective and convenient place that contains policies that refer to employees. This is a central handbook that acts as a source of information about the standards of the district for the work for employees—both certified teachers and classified staff. This handbook will certainly be very helpful to you and your work at the Umonhon Nation School. I look forward to working with each of you. I expect a good year both educationally and other wise.
___________________________ Stacie Hardy, Superintendent Umonhon Nation Public Schools PO Box 280to 470 Main Street Macy, Nebraska 68039 402-837-5622 402-837-5245 fax 402-837-5344 business office
ACCIDENTS: Teachers and staff should report all student accidents or illnesses (other than minor cuts and abrasions) to the office or the school nurse immediately. It is expected that a teacher will make a cursory judgment as to the nature of the accidents or illness. Never move a child, should there be any doubt about the extent of the injury or illness! Whenever possible, parents will be contacted immediately when a child is sick or injured. In each case where a student is injured a Student Accident Form (See Appendix A) will need to be completed as soon as possible. Employee accidents must also be reported on the same day the accident occurred. All details of the accident must be reported and included when the employee reports the incident. Workers Compensation Accident Report forms are available in the Business Office. The insurance carrier must receive them within 48 hours if at all possible. Whenever any accident occurs an employee has the right to medical attention immediately, providing your immediate supervisor is informed. ACTIVITY ADMISSION POLICY: The following persons will be issued free passes for all school activities, including athletic events: 1. 2. 3. 4. 5. 6. 7.
All full time district employees plus one guest (includes student teachers) Current board members and plus one guest Senior citizens (65 years of age or older and they must present pass) Volunteers (EMT, fire department, police department); Unpaid officials who perform frequently at athletic events (scorekeepers, public address personnel, photographers) Children under age six, accompanied by an adult Lifetime passes will be awarded in special circumstances
ATTENDANCE Attendance of both students and staff is very important in student success. Specific types of leave are a staff benefit and should be used when appropriate. While staff absence is part of work life, it does put a strain on the system. Staff absenteeism has both direct and indirect costs. It impacts the district by adding to the workload, disrupting the work of others, increasing stress and affecting morale. For these reasons, staff use of non-paid leave associated with extending a scheduled break, used for vacation and/or used in conjunction with personal leave will be significantly limited. Staff can still request non-paid leave, however if requested a detailed reason needs to be given. Staff is encouraged not to make any arrangements if non-paid leave is being requested until it has come back from the Superintendent’s office. Staff not attending work MUST call into the district phone to leave message and/or fill out leave slip. Classified will follow the “strike” system. CHILD ABUSE: Nebraska State Law and school policy mandates school officials to make a report to the proper law enforcement agency or the Department of Health and Human Services (Child Protective Services) when there is reasonable cause to believe that a child has been abused or neglected, or 9
a child is in a situation which would reasonably result in abuse or neglect. According to Nebraska State Law, abuse or neglect means knowingly, intentionally, or negligently causing or permitting a minor child to be: placed in a situation that endangers his or her life or physical or mental health; cruelly confined or cruelly punished; deprived of necessary food, clothing, shelter, or care; placed in a situation to be sexually exploited by allowing, encouraging, or forcing such minor child to solicit for or engage in prostitution, debauchery, public indecency, or obscene or pornographic photography, films, depictions, or placed in a situation to be sexually abused as defined in Neb. Statutes 28-319 or 28-320.01 Employees are to inform their principal or supervisor in the event they become aware of child abuse or neglect. Employees may want to work with the principal or supervisor to report the abuse to the proper authorities. Abuse Hotline: 1-800-652-1999. Be as specific as possible with what, when, and where you observed the abuse or neglect and anything which you may have heard said by the student or others. It is vital that your report to school officials be made as accurately and as soon as possible. To assure accuracy, you are encouraged to document the date of the incident and specific statements or explanations made by a child regarding an abuse/neglect concern. Timeliness in making a report will assist in minimizing further risk to the child by allowing the police or Child Protective Services workers to interview the child during the school day and prior to an evening or weekend. In cases of physical injury (e.g., bruising or other marks), it is essential the police observe and document the injury. A counselor, the school social worker or an administrator will help you. Do not talk about the matter directly with the parent or others, as that may violate confidentiality restrictions, affect the ability of authorities to investigate, create problems with relationships and create legal problems. The school administration will consider your information, conduct any further investigation needed to justify a report, and determine whether a report of child abuse or neglect is to be made. If the person who you have reported to does not make a report to the police or Child Protective Services, and you feel a report should be made, report the matter directly to the Superintendent. CLASSROOM ENVIRONMENT: In order to have a sound educational program a cheerful, neat and comfortable room is the best room, not only for the children but for the teacher as well. This includes safe, attractive, purposeful placement of the contents of the classroom. Teachers and aides should also strive to have attractive, educational bulletin boards, growing plants and learning centers. These types of things not only dress up the room, they also motivate students to maintain and respect their room’s attractiveness. CLASSROOM AND BUILDING SUPERVISION: All personnel are responsible for students throughout the school’s buildings. No students may be allowed in any classroom without adult supervision. As teachers take students to lunch it is strongly recommended that they lock their classrooms as they leave. Additionally, storerooms, teacher’s restrooms and other areas set aside for the staff of the school is also off limits to students. CONFERENCES WITH PARENTS: Don’t wait until it’s too late for a student to improve his/her grades to contact the student’s 9
parents. Start counseling and conferencing with parents early.
Remember to schedule positive progress reports. All too often school personnel only inform parents when something is amiss with students. “No news is good news,” is one cliché we do not want the community to believe about our school and students. Teachers and staff should communicate positive student progress as often as possible. CUMULATIVE RECORDS: Know your student! Familiarize yourself with each student’s permanent record. Teachers should check to see that these records are up to date and accurate regarding information you are responsible for at the end of the year. The principal, secretary and counselor will also be checking the records for accuracy and completeness, while removing anything that would be extraneous. The cumulative record includes the following: ● A registration form. ● Permanent record card. ● A health record card. ● Copies of each student’s report card until final grades are entered on the permanent record. ● Standardized test scores, e.g. MAP, NeSA. ● Parental address and phone numbers (updated as needed). Prior to providing copies of student records, parental permission for release of information must be obtained. Special Education/Psychological test results and related items will not be sent unless specifically asked for in writing. This release must be obtained unless: ● The student is requesting his/her own records and is 18 years old or older, or is enrolled in a post-secondary institution. ● Request by court order. ● Requested by another school when there is reasonable assurance the student is enrolled. Under the above stated circumstances copies of the student records may be forwarded without a parental release. Confidentiality rules apply to student records and they are not to be shared with persons who do not have a legitimate educational purpose in reviewing them without parental permission, or permission of the student, if over 18. Parents have the right to have free access to their children’s records. Teachers should be careful to make comments in positive, objective professional terms as parents, by law, may request to see the records and have the right to challenge comments entered on the records. Make sure you can verify whatever you enter on student records. DISCIPLINE: All certified and classified employees have the responsibility to maintain discipline for all students in and out of class and during all student activities. All employees are expected to support the tenets of our school-wide PBIS “Safe, Respectful, and Responsible”. Classroom rules are to be set with student input or review and must be posted in a visible location in each room. Students are expected to follow school and classroom rules. Teachers and other school staff should be firm, fair, consistent and friendly in dealing with students. The classroom teacher, behavior interventionist and the principal will handle student discipline. 9
Immediate discipline shall be handled by the teacher. Suspension and expulsion discipline decisions will and should be handled by the principal. All discipline needs to be documented by the person administering the discipline. When a disciplinary action warrants a possible police involvement, the administrator filing the complaint on behalf of the school will file criminal acts with the police department on an Omaha Tribal Court Sworn Affidavit (See Appendix B). The administrator to file charges is determined by the grade level of the student committing the criminal act. DRIVER’S LICENSE ON FILE: All employees who drive school vehicles shall provide a copy of their current driver’s license to be on file for insurance purposes. Each August, employees will give the District Transportation Coordinator their license for this purpose. No one shall drive school vehicles without meeting this requirement. Employees who drive school vehicles must inform the Superintendent if there is any change in the status of their license. Employees whose job responsibilities require driving will be terminated if they lose their license. DRUG/SMOKE FREE WORKPLACE: The District is committed to providing a place of employment that is free from the detrimental effects of alcohol and illicit drugs. It is unlawful to possess, use, or distribute illicit drugs and/or alcohol on school premises or as part of any of its activities. School employees who violate any of the above provisions or whose use of such substances at any time interfere with their abilities to perform the duties expected of them in a satisfactory manner will be subject to disciplinary sanctions. Sanctions are to be consistent with all applicable local, state and federal laws. The sanctions which may be imposed include the following: Counseling Oral reprimand Written reprimand Suspension without pay for a time not to exceed thirty working days Termination School district facilities, including school vehicles, shall be off limits for smoking or other uses of tobacco products. For purposes of this policy, it includes all products such as cigars, cigarettes, chewing tobacco, nicotine products, vapor products (including e-cigarettes) and any products intended by appearance or effect to replicate tobacco products. EMPLOYMENT VERIFICATION: In compliance with the Immigration Reform and Control Act of 1986, each new employee, as a condition of employment, must complete the Employment Eligibility Verification Form I-9 and present documentation establishing identity and employment eligibility.
EQUAL OPPORTUNITY EMPLOYER: Umonhon Nation Public School District is an Equal Opportunity Employer. We do not discriminate or allow discrimination on the basis of race, color, religion, national origin, sex, age, marital status, genetic background, veteran status, pregnancy, or childbirth or related medical condition, disability, or any other classification protected by applicable law. This provision applies in all matters including employment, promotion, transfer, layoff, termination, rates of pay, selection for training, or recruitment. Inquiries or grievances regarding compliance may be directed to the Office of the Superintendent. The Umonhon Nation Public School District does not discriminate on the basis of race, color, national origin, sex, disability, religion, age, marital status or genetic background, veteran status, pregnancy, or childbirth or related medical condition, or other protected status in admission or access to, or treatment or employment in, its programs and activities. EVALUATIONS: All evaluations will follow negotiated agreement guidelines for certified staff and district guidelines for classified staff. Evaluation of Classified Employees: Evaluations of employees will be conducted in accordance with the District’s evaluation policy. Classified employees will be evaluated on their anniversary date of hire. Merit raise is based off of their annual evaluations (See Appendix C). Supervisors reserve the right to observe, appraise or evaluate classified employees more frequently than required by policy on an asneeded basis. Employees are expected to make themselves available for evaluation on request, to participate constructively and positively in the evaluation process and to accept and implement constructive suggestions and improvement strategies developed by the administration. Evaluation of Probationary and Tenured Certified Employees: Teacher evaluations will be conducted according to state law and board policy. The Board of Education will submit any proposed change to the Association for consideration prior to implementing the changes. A certified administrator will observe and evaluate each probationary certified employee once each semester and tenured teachers at least once a year. The administrator will observe the teacher for a full instructional period and complete a summative evaluation. The administrator will provide each employee with a written list of deficiencies, suggestions for improvement, and sufficient time to improve. UNPS Framework for Teaching and Summative Evaluation. (Modified version of the 2011-2012 Principal/Teacher Model for evaluations) was approved by the Board of Education with the revisions to this policy on June 17, 2013. UNPS Framework of Performance for Principal/Administrator Evaluation Tool was approved by the Board of Education on May 8, 2017. UNPS Superintendent Performance Evaluation Tool was approved by the Board of Education on February 13, 2017. 9
Walkthrough evaluations will also be administered frequently during the school year. These results will be used in the summative evaluation FAMILY MEDICAL LEAVE ACT (FMLA): Family and medical leaves shall be allowed under the terms and conditions of the Family and Medical Leave Act of 1993, as amended (FMLA). Basic Leave Entitlement. FMLA provides for 12 weeks of job-protected unpaid leave in a 12-month period to eligible employees for the following reasons: For incapacity due to pregnancy, prenatal medical care or child birth; To care for your child after birth, or placement for adoption or foster care; To care for your spouse, son or daughter, or parent, who has a serious health condition; or For a serious health condition that makes you unable to perform your job. A publication provided by the federal government which provides more information about FMLA leaves is located in the Appendix to this handbook. Some specifics regarding FMLA leave in the District are as follows: The plan year for FMLA is calculated on a rolling year. The District utilizes the rolling backward method for availability determination. This method utilizes a 12-month period measured backward from the date an employee uses any FMLA leave. Employees will be required to substitute remaining applicable paid leave prior to using unpaid leave. In other words, the total of job-protected paid and unpaid leave is 12 weeks. Additional provisions of the Act outline Military Family leave entitlements, as well as a special leave entitlement for the care for a covered service member. Eligible employees with a spouse, son, daughter, or parent on active duty or call to active duty status in the National Guard or Reserves in support of a contingency operation may use their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include attending certain military events, arranging for alternative childcare, addressing certain financial and legal arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefings. FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of leave to care for a covered service member during a 12-month period. A covered service member is a current member of the Armed Forces, including a member of the National Guard or Reserves, who has a serious injury or illness incurred in the line of duty on active duty that may render the service member medically unfit to perform his or her duties for which the service member is undergoing medical treatment, recuperation, or therapy; or is in outpatient status; or is on the temporary disability retired list. Benefits and Protections. During FMLA leave, your health coverage under a ''group health plan” will be maintained on the same terms as if you had continued to work. Upon return from FMLA leave, most employees must be restored to their original or an equivalent position with equivalent pay, benefits, and other employment terms. Your use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start of your FMLA leave. Definition of Serious Health Condition. A serious health condition is an illness, injury, impairment, or physical or mental condition that involves either an overnight stay in a medical care facility, or continuing treatment by a health care provider for a condition that either prevents you from performing the functions of your job, or prevents the qualified family 10
member from participating in school or other daily activities. Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of more than three consecutive calendar days combined with at least two visits to a health care provider or one visit and a regiment of continuing treatment, or incapacity due to pregnancy, or incapacity due to a chronic condition. Other conditions may meet the definition of continuing treatment. Use of Leave. You do not need to use FMLA leave entitlement in one block. Leave can be taken intermittently or on a reduced leave schedule when medically necessary. You must make reasonable efforts to schedule leave for planned medical treatment so as not to unduly disrupt the District’s operations. Leave due to qualifying exigencies may also be taken on an intermittent basis. Substitution of Paid Leave for Unpaid Leave. You may choose or the District may require use of accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA leave, you must comply with the District’s normal paid leave policies. Employee Responsibilities. You must provide sufficient information for the District to determine if the leave may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information may include that you are unable to perform job functions, the family member is unable to perform daily activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances supporting the need for military family leave. You also must inform the District if the requested leave is for a reason for which FMLA leave was previously taken or classified. You also may be required to provide a certification and periodic recertification supporting the need for leave. Employer Responsibilities. The District must inform employees requesting leave whether they are eligible under FMLA. If they are, the notice must specify any additional information required as well as the employees’ rights and responsibilities. If they are not eligible, the District must provide a reason for the ineligibility. The District must inform employees if leave will be designated as FMLA-protected and the amount of leave counted against the employee’s leave entitlement. If the District determines that the leave is not FMLA- protected, the District must notify the employee. Unlawful Acts by Employers. FMLA makes it unlawful for any employer to: Interfere with, restrain, or deny the exercise of any right provided under FMLA; Discharge or discriminate against any person for opposing any practice made unlawful by FMLA or for involvement in any proceeding under or relating to FMLA. Enforcement. An employee may file a complaint with the U.S. Department of Labor or may bring a private lawsuit against an employer. FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local law or collective bargaining agreement which provides greater family or medical leave rights. For additional information you may refer to FMLA posters on employee bulletin boards or contact the U.S. Wage and Hour Division at: 1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627 or www.wagehour.dol.gov If you need to take an FMLA leave, or have any questions regarding an FMLA leave, you 17
should contact the Superintendent. FIRE DRILLS: A map showing the primary and secondary exit routes is posted in each classroom. Fire drills will be held each month, weather permitting. Upon hearing the fire alarm signal, children are to clear the room single file, in an orderly and quiet manner along designated routed. Students are to line up in a safe area at least 50 feet from the building and remain there until it is known otherwise. This means everyone must evacuate the building even if there is a false alarm. The “all clear” signal will be given when it is clear to enter the building again. REMINDERS: ● The person opening the door should check for clearance. ● The last person out should close the door and turn off the lights. ● Teachers should only leave after all students have left the classroom. ● Teachers should take roll and see that all students are accounted for. ● Demand silence from students. ● Know where fire extinguishers are located. ● Routinely practice your exit route and procedure. GRADING: Evaluation of student work should happen on a regular basis. Grading practices by staff will follow School Board policy and be made in accordance with the established grading scale. Teachers will update student grades no less than once per week. Because weekly eligibility for students is based on grades entered into the computerized school management software, grades shall be entered before teachers leave at the end of each week. Eligibility is determined the first day of each school week. HOMEWORK: Homework assignments should follow the following guidelines: ● It should supplement and not supplant the regular schoolwork. ● It should be appropriate to the level of the student. ● It should consider time needed to complete the assignment. ● Instructions should be clear and easy to understand. ● Whenever possible parents should have knowledge of homework requests and be encouraged to support the process. ● Homework should never be given as punishment. IN-SERVICES: In-services are scheduled through the school calendar and approved by the School Board. Staff will be involved in the pre-planning for in-services, to meet the needs of the students and staff. All staff members are required to attend all in-services. The inclusion of paraprofessionals, cooks, maintenance, custodial and other school personnel will be at the direction of the Superintendent. In-service days are a part of the days that all permanent full and part-time employees are paid for. All leave request on in-service days must be pre-approved by the Superintendent. 17
INTEGRATED PEST MANAGEMENT: Actual bug or rodent infestations in schools are uncommon, more often a few bugs will hitchhike from an infested home on students and/or staff. Treating a bug or rodent infestation can be very difficult and costly. Consequently, the sooner bug and rodent sightings are reported the easier it will be to control and avoid infestation. A successful monitoring program depends on clear and thorough communication between the school employees and pest control personnel. So pest control personnel are aware of any pest sightings, sanitation problems and other contributing factors. They already have the history of control measures in the building. With a small investment in time, school personnel can be valuable to the monitoring program. Please report any bug or rodent sightings in the “IPM Bug Book” located in high school/middle school mailroom. If you kill a bug please place it in a plastic baggy and tape it to the page you write on in the book. INTERNET AND COMPUTER USE: Internet access is an important tool for communicating, keeping up-to-date with current developments in education, and for conducting research to enhance management, teaching and learning skills. Employees have access to the District’s computer network and the Internet for the enhancement and support of student instruction and performance of their duties. It is important to remember that the equipment and the software are the property of the school district. Employees shall not access material that is obscene, pornographic or otherwise inappropriate for educational or work-related uses or contrary to the District’s mission. Employees are not permitted to knowingly access information that is profane, obscene or offensive toward a group or individual based upon race, gender, national origin or religion. Further, employees are prohibited from placing such information on the Internet. The District further reserves the right to inspect an employee’s assigned computer and/or computer usage at any time. Employees have no privacy rights or expectations of privacy with regard to use of the District’s computers or Internet system. Acceptable Use: ● ● ● ●
Staff shall be restricted to use the Internet to conduct research for instructional purposes. Staff may use the Internet for school-related e-mail communication with fellow educators, students, parents and patrons. Staff may use the Internet in any other way which serves a legitimate educational purpose. Teachers should integrate the use of electronic resources into the classroom. As the quality and integrity of content on the Internet is not guaranteed, teachers must examine the source of the information and provide guidance to students on evaluating the quality of information they may encounter on the Internet.
Unacceptable Use: ● ●
Staff shall not access obscene or pornographic material. Staff shall not engage in any illegal activities on school computers, including the 17
● ● ●
downloading and reproduction of copyrighted materials. Staff shall not use chat rooms or instant messaging. Staff shall not use school computers to participate in on-line auctions, on-line gaming or mp3 sharing systems, such as, but not limited to, Aimster and Freenet. Staff shall not access social networking sites such as Facebook, MySpace and Twitter on school computers or during school time unless such access is for an educational activity which has been preapproved by the staff member’s immediate supervisor. This prohibition extends to posting on social networking sites using personal electronic devices during a staff member’s lunch or planning period. The only political advocacy allowed by staff shall be lobbying via e-mail on educationalrelated issues. Before engaging in this sort of activity, staff must obtain the consent of the Superintendent or designee. Staff shall not publish web pages without the written approval of the administration. Any web page published by staff members must be linked to the district’s web site. Staff are cautioned that publication of student work or personality-identifiable student information on the Internet may violate the Federal Education Records Privacy Act. They must obtain the written consent of the Superintendent or designee prior to posting any student- related information on the Internet. Staff shall not share their passwords with anyone, including students, volunteers or fellow employees.
Methods of Enforcement: The district owns the computer system and monitors e-mail and Internet communications, Internet usage, and patterns of Internet usage. Staff members have no right of privacy in any electronic communications or files, and these are subject to search and inspection at any time. ● ●
The district uses a technology protection measure that blocks access to some sites that are not in accordance with the district’s policy. Standard use of the Internet utilizes a proxy server-based filter that screens for non-curriculum related pages. Due to the nature of technology, the filter may sometimes block pages that are appropriate for staff research. The system administrator may override the technology protection measures that blocks or filters Internet access for staff access to a site with legitimate educational value that is wrongly blocked. The district will monitor staff use of the Internet by monitoring Internet use history to ensure enforcement of this policy.
Any violation of school policy and rules may result in that staff member facing: ● ● ●
Discharge from employment or such other discipline as the administration and/or the board deem appropriate; The filing of a complaint with the Commissioner of Education alleging unprofessional conduct by a certified staff member; When appropriate, the involvement of law enforcement agencies in investigating and prosecuting wrongdoing.
KEYS/FOBS: Keys/fobs for the building and to equipment used by employees will be provided based on the areas and duties assigned. Employees must guard their keys/fobs with the utmost care. Nothing jeopardizes the safety and security of the school more than unauthorized use of keys/fobs. 1. Never let students use your keys/fobs. 2. Keep your keys/fobs with you at all times. Do not lay them down. Do not keep 17
them in your desk. 3. Do not let other people use your keys/fobs. Staff members shall not let their family or spouses use their keys/fobs or give access to the building to others unless they accompany them. 4. Do not make copies of any school keys/fobs. Only the Superintendent or representative can approve copies. 5. Report lost or missing keys/fobs immediately. 6. Staff will be held financially responsible for lost keys/fobs and any action needed to ensure building security (including lock replacement charges). LEAVING THE BUILDING DURING SCHOOL HOURS: Staff members who leave the building during school hours for field trips, school business or personal business, including leaving before 4:00 P.M. must have pre-approval from your immediate supervisor and sign out with the front office staff. Classified staff must clock out if leaving school on non-school business. This process permits office staff to remain informed of all employees’ whereabouts in the event of an emergency. LEAVE REQUEST FORM: Any time a school employee is absent from work a Leave Request (see Appendix D) must be completed. School employees are responsible for submitting advanced personal leave requests two days in advance. It is the responsibility of the staff member to submit absence documentation to the administration. (All staff). Classified employees who work twelve (12) months per year are entitled to two (2) hours sick leave, and two (2) hours annual leave per 40 hours of work. This increases with additional years of employment. (Classified only). Absences: All employees must call the Superintendent or the Principal before 7:00 A.M. each morning on days they will not be to work. In the event an employee sends a note saying he/she will not be in due to illness, the employee must sign the note. All employees MUST report their absence to an Administrator. If you cannot contact an administrator, leave a message on the school answering machine. Messages given to other staff members to be ‘passed on’ to administrators are not acceptable (All staff). Leave: Administrative Leave: is granted by the Superintendent for individuals requested to attend out of school activities (workshops, conferences, coaching events) (All staff). Annual Leave: must be submitted two-(2) working days prior to leave taken, to be approved. (Classified only). Bereavement Leave: Four days of paid bereavement leave will be granted a classified staff employee in the event of the death of any relative residing in the employee's household and/or the following members (relationship to affected employee): spouse, parent (natural, foster or in-law), daughter, son, brother, sister, grandchild or grandparent. Tribal relationships will be recognized. Bereavement leave is not limited to four days in one year, but covers each death in the immediate family which occurs during the year. (All staff). Ceremonial Leave: (as defined in the Negotiated Agreement) Teachers are allowed ceremonial leave 17
for religious cultural activities. Such leave shall be granted regardless of tribal or religious persuasion. Approval will be automatic for bona fide religious purposes (All staff). Compensatory Time or Comp.Time: is to be used by employees who have worked beyond the normal school day for approved reasons. Comp time accrues at the rate of one and one-half hours for each hour worked. This leave requires two (2) working days advanced notice (Classified only). Jury Duty: When jury duty pay has been received, the District requires a copy of the check, check stub or other court issued documentation that details the jury duty pay plus other pay such as mileage. The District will subtract the jury duty pay from regular pay (you are entitled to keep the amount equal to the reimbursement for mileage). There will be no loss of regular pay. If jury duty does not require the employee to be at court for the entire day, the employee must return to his/her building to complete the workday. If the jury duty responsibility is less than a full day, the employee should report to work when released from jury duty. Release from jury duty after 2:15 P.M. will be considered a full day (All staff). Leave Without pay or LWOP: is to be used when all other forms of leave are exhausted. This leave requires two (2) working day advanced notice. Only ten (10) LWOP days are available before a school employee may lose his/her position (All staff). Military Leave: Military leave and family military leave will be granted to the extent required by state and federal law. Employees requesting military leave must notify the Superintendent as soon as they receive notification of activation. Employees are to attach a copy of their orders to a District leave request form when they prepare the request for military leave. Employees requesting to take family military leave under the Nebraska statutes must notify the Superintendent at least 14 days in advance of taking such a leave if the leave will be for 5 or more consecutive days, consult with their supervisor to schedule the leave so as to not unduly disrupt operations of the school, and for leaves of less than 5 days, notify the Superintendent of the leave request as soon as practicable. Family military leave under the Family and Medical Leave Act (FMLA) will be provided in accordance with the Act and subject to the provisions of the Board policy pertaining to FMLA leave. (All staff). Paid Holidays: Employees will be conditionally paid for the following holidays: Labor Day, Native American Day, Thanksgiving Day (2), Christmas (2), New Year’s (2), Martin Luther King Day, Easter (2), Memorial Day and Fourth of July. This amounts to thirteen days during the school year. Employees must work the day before and the day after the holidays to receive paid leave (Classified only). Sick Leave: Employees should check their specific negotiated agreement, for the availability and usage of sick leave, if any. The Board of Education reserves the right to require a Physician's written evidence regarding the use of sick leave benefits if deemed necessary. The Board of Education reserves the right to require an explanation from a doctor if an employee is scheduling surgical procedures that will result in being absent from work. Furthermore, the Board of Education reserves the right to require a release from the doctor 17
allowing the employee to return to work. An employee shall notify his/her supervisor at the earliest opportune time of his/her inability to report for duty. LOANING OF SCHOOL EQUIPMENT: School equipment may not be loaned out to employees or community members at any time unless the purpose is to serve the school in some way. Approval from the Superintendent or the Superintendent’s designee is required before equipment is taken from school property. MAINTENANCE REQUESTS: Teachers or individuals needing routine maintenance should contact their immediate supervisor to report need that should be addressed. Please use the Maintenance Request Form (see Appendix E) to indicate what should be done and when you would like to have it completed. The maintenance department will make every effort to respond to requests in a timely manner. If repairs are not forthcoming please check with your supervisor to find out why. PARKING: Staff and student parking is not permitted in front of the main entrance (south side) or on the west side of the building. By Board directive, the areas in front of the main entrance (south side) and west side of the building are for visitor parking, handicapped parking, and student loading and unloading only. Parking is also not allowed next to the school or directly in front of the doors of the Industrial Technology Shop. Do not park on sidewalks or block driveways. All staff are required to park in the parking lot on the east side of the building. PAYROLL: Pay periods are biweekly on Fridays. Checks will be distributed after 3:30 P.M on Thursday. There will be no early checks or salary advances without the expressed approval of the Superintendent. On occasions where a holiday falls on a Friday, payroll will be handed out on the earliest day preceding the holiday. Additionally, if snow days occur on payday individuals will have to get their checks from 11:00 to 12:00 in the morning. If you are unable to pick up your check yourself you must send a written note authorizing the release of your check to someone else. A phone call will also be accepted provided you make the call. No exceptions to this will be allowed. Individuals anticipating situations like this should make prior arrangements. Wages and benefits are paid in accordance with the individual employment agreements and negotiated agreement, if any. As of October 1st, 2016, only two payroll deductions per employee other than those in accordance with law and elections can be made. The district will only allow payroll deductions from venders who are being utilized by 5 or more employees. Should an employee be absent from work in excess of the employee’s accumulated sick leave or other paid leaves, the employee’s salary and fringe benefits (including the cost of premiums for group health insurance) shall be reduced by the day or days of work missed. In the case of hourly employees the reduction will be made on an hourly basis. In the case of salaried employees the reduction will be made on a per diem basis calculated using the number of days missed as the numerator, and the number of total contract days for the school year as the denominator. 17
Overtime is paid to classified employees in accordance with the Fair Labor Standards Act (FLSA). A publication provided by the federal government which provides more information about the FLSA is attached as part of the Appendix to this handbook. Additional information on overtime, if applicable, can be found in the negotiated agreement. Employees must receive prior approval from their supervisor to work additional hours beyond their regular work schedule. The regular workweek for overtime purposes is from 12:00 a.m. on Monday through 11:59 p.m. on Sunday. The administration may establish a different 7-day period workweek from time to time for specified employees or employee groups. Employees will be expected to accurately report hours worked. Falsification of timecards is a serious offense. Classified staff members (who work at least 20 hours per week), as required by law, must participate in the Nebraska School Employees Retirement System. Additional retirement contributions are provided by legislative appropriation and mandatory contribution from the school district. The methods for determining retirement benefits have been revised periodically by the Nebraska Retirement System to verify years of experience and to determine their particular benefit. For information, write to Director of Retirement Systems, P.O. Box 94816, Lincoln, Nebraska 68509 or call 1-800-245-5712. Periodically, the Nebraska Retirement Office conducts pre-retirement seminars. To be eligible to attend a pre- retirement seminar, you must be age 50 or over and participating in the Nebraska Retirement System. The law instituting the program says, "The employer shall provide each eligible employee leave with pay to attend up to two pre-retirement planning programs." According to this law, "… leave with pay shall mean a day off paid by the employer and shall not mean vacation, sick, personal, or compensatory time." You may choose to attend a seminar more than twice, but such leave shall be at your expense and shall be at the discretion of your employer. The law allowing a member to attend twice is not retroactive and therefore will not include attendances prior to September 9, 1995. See Chapter 84-1511 of the Revised Nebraska Statutes for further details. PER DIEM & MILEAGE: This is paid only when approved by the Superintendent. Be sure to state the purpose of your trip and your departure time and return time so that we can calculate your per diem accordingly. The Business Office does not make arrangements for you for school trips; this must be done yourself after the trip is approved by the Administration. If you are gone on a one-day trip, you will be reimbursed for your meals and mileage (preapproved) if you submit your receipts. These are backup documentation with your requisition for auditing purposes. If you are planning to attend a workshop or training session, we can have your motel and registration ready for you if you have your request turned in at least two weeks before the regularly scheduled school board meeting. Board meetings are the second (2nd) Monday of the month. Registration and motel expenses cannot be reimbursed upon return, if you do not have your requests in on time. Mileage is paid at the Board-approved rate and is calculated according to a set rate between cities on a Mileage and Expense Claims Voucher (See Appendix F).
PROBATIONARY PERIOD: Classified employees are hired on a 90-day probationary period or on a temporary basis. During this time benefits can accrue but cannot be used. Also, during this period a person can be dismissed without going through the reprimand process. For probationary personnel after the 90- day probationary period their performance will be reviewed at which time the staff member will be made permanent, released from employment or the probationary period extended at the discretion of the school board. Staff hired as paraprofessionals must complete the “testing” within 90 days or provide proof of 42 hours of college credit (Classified only). PROFESSIONAL ATTITUDE AND DRESS: All school personnel will maintain a positive, professional attitude. Problems with individual students, parents, fellow educators, other districts and community members are inappropriate topics of conversation during lunches, teacher meetings and other public gatherings. If staff members have problems they should go to their principal and try to constructively address the problem rather than let it go unresolved. Certified mediators are available within the districts to facilitate confidential conflict resolution. Mediations are available upon employee request via the Superintendent. It is important for employees to project a responsible, adult image to students, parents and coworkers. Appropriate attire and grooming is one of the means of projecting such an image. Clothing should be neat, clean, and in good taste. Employees are expected to maintain conservative attire and grooming when on duty. As a minimal guide, employees should not wear clothing which students would not be permitted to wear at school. Employees should wear clothing which is safe and suitable for their work assignments; and avoid clothing which may be caught in machinery. Hats, caps and headbands are not to be worn in the building by any staff member (All staff). The staff members of the Umonhon Nation Public School District are expected to dress in business or business casual attire when attending workshops, conferences, or seminars outside of the school district. PURCHASING: All purchases must be made on a Purchase Requisition Form (See Appendix G) and must be approved by the Superintendent. In all situations we will try to get the most for the school's money. The person originating the requisition must sign all requisition requests. In most circumstances a 15% freight charge will be added to the subtotal to get the grand total. Please use the vendor number needed. An updated vendor list may be obtained in the principal's office. All items must be checked against the Receiving Report to insure completion of the Purchase Order. Damaged or inadequate items will be repacked and returned to the vendor. A copy of all shipping or packing lists shall be given to the Business Manager indicated items received and notation of any missing items. Teachers starting magazine subscriptions and other things without purchase order approval will have to pay for those items themselves. Do not order first and get approval after the fact. Any unauthorized purchases not going through approved channels will be the responsibility of the individual that ordered the items to pay for them. All receipts for reimbursements must be submitted on a Mileage and Expense Claim Voucher (See Appendix F). All purchases must be pre-approved. 29
REPRIMANDS: These are notices of major or chronic deficiencies in an employee's work performance. They will detail the deficiency and show what is to be done to correct it. (See Appendix H). Reprimands may be issued for various reasons such as time and attendance, insubordination, etc. The reprimands are only to be issued by the administrative staff. Reasons for reprimand include but are not limited to: ● Excessive tardy/absenteeism ● Neglect of duties ● No call No show ● Willful insubordination ● Verbal/Physical/Sexual Harassment ● Use of profanity/obscenities ● Being at school or on school property while intoxicated or under the influence of drugs ● Chronic unauthorized absences from assigned work area The above reasons can also be construed as cause for dismissal (Classified staff will follow the 3 strike system. REQUESTS FOR BUS TRANSPORTATION: Adequate time must be allowed for arranging bus transportation. The Request for Bus Transportation (See Appendix I) must be made through the administrator responsible for the teacher and students using the bus. It requires a minimum of two (2) weeks advance notice to be processed. A Student Travel List needs to be included (a list of those individuals planning to attend). On the day of the trip, an actual list of the participants—students and adults--must be submitted to the Office before the trip. REQUESTS FOR VAN TRANSPORTATION: Van transportation using school-owned vans is provided on a first-requested basis. Because of this, adequate time must be allowed for arranging bus transportation. The Request for Van Transportation (See Appendix I) must be made through the District Transportation Coordinator a minimum of one (1) week advance notice to be processed. If the trip is part of a class activity, the trip should be noted in lesson plans. A Student Travel List needs to be included (a list of those individuals planning to attend). On the day of the trip, an actual list of the participants—students and adults--must be submitted to the Office before the trip. All individuals using school vehicles will complete travel logs provided in the vehicle noting trip details. Any problems or concerns about the condition or maintenance of vehicles shall be immediately reported to the District Transportation Coordinator. RESTRAINT AND SECLUSION: The following administrative regulation is in accordance with board policy which prohibits the use of seclusion and restraint by school personnel except as implemented consistent with this policy. Restraint or seclusion of students will not be used solely as a disciplinary consequence or when a known medical or psychological condition makes its use inadvisable. Except in the case of an emergency, only school personnel who have received systematic training in the use of restraint and seclusion in accordance with the district’s policy will implement 29
physical restraint or seclusion with a student. In an emergency, a district employee may use physical restraint or seclusion as necessary to maintain order or to prevent a student from causing physical harm to self, other students, and school staff or property. School personnel will continuously monitor a student's status during any physical restraint or seclusion. Employees will be required to become certified in, Safe Care, a researched based curriculum regarding de-escalation, seclusion and restraint. In addition, a district level Crisis Response Team will be identified. SAFETY TRAINING: The safety of our staff and students is of utmost importance. That's why we're pleased to offer the SafeSchools online training system to our employees. We're confident you'll find these courses to be informative and helpful towards maintaining a safe learning environment. All employees are required to complete monthly online SafeSchools training sessions. SCHOOL CANCELLATION: In the event that school may be closed or the starting time delayed, starting time or early dismissals will be communicated through our emergency notification system and broadcast over the Sioux City television stations. SCHOOL LUNCH: Staff and visitors are invited to eat school lunch served each school day. Visitors: $4.00 Staff: $3.50 single day purchase Staff is encouraged to purchase their lunch ticket from the business office before or after school at the office. Staff should notify the kitchen whenever a group of guests is expected. At least one day’s notice is preferred. In accordance with Federal law and U.S. Department of Agriculture policy, this institution is prohibited from discriminating on the basis of race, color, national origin, sex, age or disability. To file a complaint of discrimination, write USDA, Director, Office of Civil Rights, 1400 Independence Avenue, S.W. Washington, D.C. 20250-9410, or call (800) 795-3272 (voice) or (202) 720-6382 (TTY). USDA is an equal opportunity provider and employer. SPONSORS AND EXTRA-CURRICULAR ACTIVITIES: Each teacher must work up to four (4) home activities (1 of 4 being high school graduation) without remuneration. Activities include all interscholastic activities and all school sponsored programs. The athletic director may be responsible for assigning dates and duties to be worked. The number of games to be worked will be prorated among all the certificated teachers in an equitable manner. School staff is also encouraged to give more of their time than contractual obligations specify. Teachers and classified personnel are needed in many situations after hours and their participation is greatly appreciated.
TECHNOLOGY MAINTENANCE REQUESTS: School personnel will use this for all technology and computer related work requests. (See Appendix J) TELEPHONES: District phones are to be used only for school business during and after school hours. Anyone abusing this will be subject to disciplinary action. Personal calls will not be accepted unless it is an emergency. No calls from businesses seeking collections or discussions of the same will be allowed. TRAVEL AND TRANSPORTATION FOR STUDENT ACTIVITIES: The building principal must approve any trip involving student travel outside the school or the school district. Two weeks notice must be given when planning an activity or athletic trip involving bus travel. One week’s notice must be given when planning an activity or athletic trip involving van travel. Students will submit required parental permission forms as needed. Any student travel activities involving travel outside the state must be reviewed and approved by the School Board, the School Principal and the Superintendent prior to the trip. No fund raising, publicity or fiscal commitment may be undertaken for any trip prior to the receiving of the appropriate approvals. All students and chaperones are required to wear clothing appropriate for the existing anticipated weather conditions. Students are expected to travel with appropriate clothing. STUDENT TRAVEL LIST: The Student Travel List must be submitted, listing all students who will or might be traveling on a school vehicle for school related activities. This form must be turned into the Office before leaving the building. VEHICLE USE: Staff may use school vehicles by requesting their use in advance. Events and field trips should be scheduled at least one week in advance. Staff members who drive school vehicles must have a current driver’s license, and a copy of the license and a driver’s information form must be on file in the office. Any change in the status of a staff member’s driver’s license must be reported immediately to the Superintendent. Those staff members using vehicles must: ● Return keys immediately to the administrator in charge when the activity is completed. If the activity ends after the office is closed, the keys must be returned to transportation or an administrator mailbox. ● Complete the vehicle usage form provided in each vehicle. ● Report any mechanical concerns or problems upon return. ● See that trash is removed from the vehicle, and trash can is emptied. ● Close all windows and lock all doors. ● Discuss with the administrator in charge where the vehicle should be parked when returned. ● Notify maintenance supervisor if the gauge is below half upon return. ● If you purchase fuel, submit a copy of the fuel charge ticket to the Business Office on a Mileage and Expense Claims Voucher form (See Appendix F). 29
Non-employees are NOT to drive school vehicles. School vehicles should not be used for any non-school related activities. VIDEO AND AUDIO SURVEILLANCE: The Board of Education has authorized the use of video cameras on School District property to ensure the health, welfare and safety of all staff, students and visitors to District property, and to safeguard District facilities and equipment. Video cameras may be used in locations as deemed appropriate by the Superintendent. Notice is hereby given that video and audio surveillance may occur on District property. In the event a video surveillance recording captures an employee, student or other building user violating school policies or rules or local, state or federal laws, the video surveillance recording may be used in appropriate disciplinary proceedings against the student or other building user and may also be provided to law enforcement agencies. VISITORS: Adult visitors are always welcome at school. Visitors should report to the office. In most cases, the office should call the classroom announcing a parent is in the office. Parents should not be sent to a room for a teacher conference without permission from the teacher. If teachers expect visitors in the classroom, inform the front office so we can expect them and help them to get to the appropriate location. All visitors to the school should have passes from the office. As classroom teachers, encourage parents to visit your classroom. We would ask all visitors to check in with the front office so administrators are aware of who is in the building and where they are located in case of an emergency. Student/youth visitors are not permitted during the school day. Students shall not be released to individuals other than their parents or legal guardians without the express written consent of the parent or legal guardian as reflected in the student's file. School officials shall not release students to individuals unless proper identification is provided.
Appendix A 29
Appendix B 29
Appendix C 29
Appendix D 29
Appendix E 29
Appendix F 29
Appendix G 30
Appendix H 34
Appendix I 34
Appendix J 34
RECEIPT OF THE 2017-2018 STAFF HANDBOOK OF UMOⁿHOⁿ NATION PUBLIC SCHOOLS This signed receipt acknowledges I have received the 2017-2018 Staff Handbook of Umoⁿhoⁿ Nation Public Schools. I acknowledge that I have read and am familiar with the handbook, understand the handbook contents.
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