Non-Discrimination Policy
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2019-20
Greenup County Schools
Substitute Teacher Handbook[pic]
The Substitute Teacher Handbook
Contents Page
A Special Message from the Superintendent 3
Notice of Nondiscrimination & Statement Regarding Sexual Harassment 4
Greenup County Board of Education Bond of Professionalism 5-9
Staff Dress and Appearance 10
Greenup County District Calendar 2019-20 11
The Substitute Teacher 12-14
Reporting Times & School Telephone Numbers 15
Regular Teacher Responsibilities 16
Qualifications for Substitute Teachers 17
Mandatory Training 18
Applicant Instructions - On-Line Emergency Substitute Teacher 19
Teacher Call-out Procedure - Aseop 20-25
Dismissal of School 25
Pay Scale, Pay Periods Dates and Employee Self Services 26-28
From Your Substitute 29
Confidentiality 30-32
Use of Tobacco Policy 33
Drug/Alcohol Free Schools 33-37
Weapons Policy 38-39
Technology Acceptable Use Policy – Procedures & Guidelines 40-44
Code of Acceptable Behavior and Discipline 45-56
Dealing with Medical Conditions in your Classroom 56
References 57
August 5, 2019
Dear Substitute Teacher,
Welcome to the Greenup County School System. I appreciate your commitment to serve the students of Greenup County. Our goal is to work as a team to provide students with quality instruction so they can be prepared for a college or career upon graduation. Your role as substitute teacher is to ensure student instruction and learning takes place in order that course content skills and knowledge is appropriately covered and continued in absence of the regular classroom teacher.
The degree of professionalism and preparedness from which you meet this job will dictate your success. It is of paramount importance that student safety and security is maintained at all times. Make yourself aware of school procedures, safety routes, and effective classroom management techniques before each day of instruction begins. We encourage you to ask questions concerning any aspects of your duties to the principals and fellow staff members. They will be glad to assist in any way they can.
Again, welcome to the Greenup County Schools Instructional Team and thank you for committing your much-needed services to the children of our district.
Yours Sincerely,
Traysea Moresea
Superintendent Greenup County Schools
NOTICE OF NONDISCRIMINATION
As required by federal law, including Title IX, the Greenup County School District does not discriminate on the basis of race, color, national origin, sex, genetic information, disability, or age in its programs and activities and provides equal access to its facilities to the Boy Scouts and other designate youth groups.
The District’s Title IX Equity Coordinator is Scarlet Shoemaker. If you have any questions pertaining to sexual harassment or sexual discrimination, you may contact her at: 45 Musketeer Drive, Greenup, KY 41144. Phone: 606.473.9819. Email: scarlet.shoemaker@greenup.kyschools.us
The District’s 504 Coordinator is Kim Taylor. If you have questions pertaining to Section 504 of the Rehabilitation Act of 1973, you may contact her at: 45 Musketeer Drive, Greenup, KY 41144. Phone: 606.473.9819. Email: kim.taylor@greenup.kyschools.us
STATEMENT REGARDING SEXUAL HARASSMENT
The GCSD does not tolerate sexual harassment. Harassment/Discrimination is prohibited at all times on school property and off school grounds during school-sponsored activities.
Sexual Harassment is unwelcome conduct of a sex nature, which can include assault, violence, misconduct, unwelcome sexual advances, requests for sex favors, or other verbal, nonverbal, or physical conduct of a sexual nature.
Students who believe they or any other student, employee, or visitor is being or has been subjected to harassment/discrimination, including sexual harassment, shall, as soon as reasonably practicable, report it.
In each school building, the Principal is the person responsible for receiving reports of harassment/discrimination at the building level. Otherwise, reports of harassment/discrimination may be made directly to the Superintendent. Additionally, if sexual discrimination or harassment is being alleged, reports may be made directly to the District Title IX Equity Coordinator. District staff shall provide for a prompt and equitable resolution of complaints concerning harassment/discrimination.
Students who engage in harassment/discrimination of an employee or another student on the basis of any of the areas mentioned above, including sexual harassment, shall be subject to prompt disciplinary action, including but not limited to suspension and expulsion
Employees who engage in harassment/discrimination of another employee or a student on the basis of any of the areas mentioned above, including sexual harassment, shall be subject to disciplinary action including, but not limited to, termination of employment.
GCSD students, parents, employees are encouraged to work together to prevent sexual harassment.
Contact information for reporting harassment/discrimination in each school, in addition to Title IX coordinator information listed above, includes:
|Administrator |Address |Phone |Email |
|Traysea Moresea, Superintendent |45 Musketeer Drive, Greenup, KY 41144 |606.473.9819 |sherry.horsley@greenup.kyschools.us |
|Greenup County Schools | | | |
|Tom Crump, Principal |4157 State Route 1 |606.473.7213 |tom.crump@greenup.kyschools.us |
|Argillite Elementary School |Argillite, KY 41121 | | |
|Misty Tackett, Principal |1487 Ohio River Road |606.473.9653 |misty.tackett@greenup.kyschools.us |
|Greysbranch Elementary |Greenup, KY 41144 | | |
|Aaron Collier, Principal |28978 US 23 HWY |606.932.3383 |aaron.collier@greenup.kyschools.us |
|McKell Elementary School |South Shore, KY 41175 | | |
|Steve Branim, Principal |611 East Street |606.836.6987 |steve.branim@greenup.kyschools.us |
|Wurtland Elementary School |Wurtland, KY 41144 | | |
|Nathan Sutton, Principal |129 Bulldog Lane |606.932.3221 |nathan.sutton@greenup.kyschools.us |
|McKell Middle School |South Shore, KY 41175 | | |
|Amanda Powell, Principal |700 Center Avenue |606.836.1023 |amanda.powell@greenup.kyschools.us |
|Wurtland Middle School |Wurtland, KY 41144 | | |
|Jason Smith, Principal |196 Musketeer Drive |606.473.9812 |jason.smith@greenup.kyschools.us |
|Greenup County High School |Greenup, KY 41144 | | |
GREENUP COUNTY BOARD OF EDUCATION BOND OF PROFESSIONALISM
The Greenup County Board of Education believes:
• The primary purpose of a public School District is to provide professional instructional services to children;
• The Board believes the School District’s ability to achieve its primary purpose depends to a large extent upon its image as a professional institution;
• The Board believes the School District’s image as a professional institution depends to a large extent upon employee conduct;
• The Board believes any instance of less than professional behavior on the part of any school employee has detrimental effect on the School District’s ability to achieve its fundamental purpose;
The Board believes any instance of professional behavior on the part of any school employee has a two-fold effect:
1. It contributes to the image of an institution seriously committed to a professional purpose, and thereby advances student achievement in general;
2. It is directed toward and focused upon individual students, and thereby contributes directly to the achievement of individual students;
The Greenup County Board of Education identifies the building and maintenance of an image of highest professionalism as a top priority in the school district;
The superintendent is directed to lead school employees in developing methods to enhance the district’s image as a professional institution;
The superintendent should also implement a means of orienting school employees to district expectations as reflected in the Bond of Professionalism.
The superintendent should also suggest means of recognizing and rewarding instances of exceptional professionalism, a means of discouraging unprofessional behavior, and measures to modify behavior that is deemed inappropriate under the Bond of Professionalism.
PURPOSE OF THIS DOCUMENT
The mission of the Greenup County School District is “To provide a high-quality, world-class education that ensures college/career readiness for every student through excellence in teaching and learning.” Therefore, employee behavior in the school district that contributes to the district’s mission and to the purpose of educating children is deemed professional.
The Board recognizes that the education of children requires a proper learning environment, and that a proper learning environment is dependent upon two perceptions being present in the minds of children. First, children must perceive themselves to be secure against threats to their personal safety while in school. Secondly, children must perceive a serious academic purpose in their schooling.
For students to perceive a serious academic purpose in their schooling, the behavior of school employees must be such that it relates a commitment to the education of children. The learning environment is affected by the extent to which school employees:
• are able to work together,
• model high expectations for both staff and students,
• exhibit the dignity of their chosen profession.
In order to provide a learning environment consistent with the purpose of educating children, all employees of the school district must assume the following responsibilities:
1. To maintain an attitude of respect toward all students and fellow employees, and to treat all students and fellow employees consistently and equally.
2. To follow and enforce rules and regulations of the school and school district.
3. To respect the right of all students and all parents to be treated as equal stakeholders in the educational process.
4. To deal with student records and other work-related information with proper confidentiality.
5. To keep students safe from physical harm, verbal abuse, and sexual harassment.
6. To make professional, work-related decisions based solely upon the purpose of educating all children to lead productive and fulfilled lives.
7. To refrain from using cell phones for any personal reasons while directly responsible for students. However, cell phones may be used for instructional purposes, or for ensuring the safety of students in an emergency situation.
THE EMPLOYEE’S RELATIONSHIP WITH STUDENTS:
1. The primary job of teachers is to instruct and supervise students. The primary job of other employees is to provide services that allow children to take full advantage of instructional opportunities. All employees, through proper attention to their job assignments, will inevitably become acquainted with students and knowledgeable of the personal lives of students. There will be occasions when employees suspect or know with certainty that personal problems are negatively affecting the capacity of certain students to make full use of services provided by the school district. These occasions must be dealt with, in a professional manner and with the great caution. When employees are approached by students for assistance with personal problems, or when an employee simply suspects that such problems exist, students should be referred to an employee designated to deal with such issues. Any teacher, school administrator, or other school personnel who knows or has reasonable cause to believe that a child under age eighteen (18) or is dependent, abused or neglected shall immediately make a report to a local law enforcement agency or the Kentucky State Police, the Cabinet for Families and Children or its designated representative, the Commonwealth Attorney or the County Attorney in accordance with KRS 620.030.
2. Employees should avoid relating to students in ways that serve the personal or professional needs of employees rather than the needs of students. Students should not be exposed to or involved in issues of disagreement between employees, whether the disagreement is between individuals or between levels of authority in the school district.
3. Employees must maintain a professional demeanor in their relationships with students. When employees shed their professional demeanor and place themselves on a common plane with students, they are likely to be drawn into unprofessional situations with students, resulting in outcomes that do not enhance education.
4. Employees must refrain from discussing a student in the presence of others when the discussion does not concern a particular educational or instructional need. Employees must neither condone nor engage in critical or negative discussions of their fellow employees in the presence of students, nor should such discussions of a fellow employee, a student, or a former student be engaged in with the general public.
5. Employees must refrain from careless, or needless remarks directed toward a student or group of students. Examples include remarks that fail to recognize gender equity and remarks that disparage a student’s non-traditional point of view on a particular subject. “Teasing” remarks for the purpose of establishing a relaxed relationship or atmosphere must also be avoided, for the destructive potential of such remarks far outweighs whatever benefit an employee might intend.
6. Supervision of students is a responsibility of all employees.
7. Staff members must not discuss sexual matters with students except in the course of personal guidance services provided by a trained counselor or through curricular content specifically intended to address such matters. Sexual conduct of any kind, including verbal or physical, is prohibited between employees and students.
8. Employees should exercise great care in the use of social media. The school district respects the rights of employees to use social media and networking sites, but it is important that employees’ personal use of these sites not damage the reputation of the Greenup County School District, its employees, its students or their families. Employee personal use of social media sites is limited to duty free breaks and lunch. In all situations employees should be very guarded with the use of social media especially as it may relate to their students. The posting of content by a district employee should never directly or indirectly identify district employees, students and their families, or specific situations regarding the workplace.
THE EMPLOYEE’S RELATIONSHIP WITH FELLOW EMPLOYEES, INCLUDING PEERS, SUBORDINATES, AND SUPERVISORS:
In terms of the professional demeanor expected of school employees, the relationship between employees with no supervisor-subordinate linkage should be the same in almost every respect as the relationship between an employee and his/her supervisor or his/her subordinate. Special allegiance and courtesy is owed in all cases from one employee to another and in both directions on the continuum of school district authority. Employees must realize that a criticism leveled toward any one of us is a criticism shared to some degree by all of us, for we all share in the professional image of our School District.
1. There must be agreement between all employees that no criticism will be leveled against a fellow employee unless the criticism is first expressed directly to the employee him/herself.
2. Any criticism that goes beyond the relationship between two employees must be made only to serve the School District’s purpose.
THE EMPLOYEE’S ROLE IN DETERMINING, ENFORCING, AND FOLLOWING THE POLICIES AND PROCEDURES THAT GOVERN SCHOOL AND SCHOOL DISTRICT OPERATIONS:
When an employee agrees to be employed by the School District, the employee is saying that he/she agrees to follow the policies and procedures of the school district.
THE EMPLOYEE’S RELATIONSHIP WITH FAMILY MEMBERS AND RELATIVES WHO ARE EMPLOYED OR OTHERWISE HAVE A PERSONAL INTEREST IN THE SCHOOL SYSTEM:
The general rule applying to an employee’s behavior toward his/her relatives in the school district is to be cautious of exerting undue influence. It is only through deliberate neglect that persons with no relatives employed in the School District will be assured fair and equal treatment in the school district.
Employees must also scrupulously avoid using their positions to gain preferential treatment for their student-children in the school system. It is not suggested that employees should fail to exert the right of all parents to be interested and involved in the education of their children, but that preferential treatment must neither be requested nor given as a result of a parent’s employment in the school district.
THE EMPLOYEE’S ROLE AS CUSTODIAN OF INFORMATION AND OTHER SCHOOL RESOURCES ACQUIRED THROUGH THE EMPLOYEE’S POSITION IN THE SCHOOL SYSTEM:
Employees of the Greenup County School District have many occasions to acquire information concerning students and fellow employees. Almost all such information must be held in strict confidence. Whether the employee feels such information is true or false, use of such information with intent to gossip or for malicious purposes is highly unprofessional behavior. In the case of employees, disclosure of any information regarding marital status, medical histories, health conditions, reputation, performance evaluations, and family problems constitutes an unwarranted invasion of personal privacy.
As with formal school records, informal information concerning specific students or employees should not be shared except for clearly professional purposes. Employees must be careful not to divulge any information that could be harmful to an individual in any way. Gossip about the personal lives of students or other employees has no place in the school system, is destructive to the school system’s purpose of educating children, and is therefore deemed unprofessional.
Information concerning illegal acts, suspected abuse or harassment, potential suicide or harm to others, must be reported to the proper authorities. If questions arise regarding whether such information should be reported, employees should speak with their immediate supervisor or with the Superintendent of Schools.
METHODS OF DISTRIBUTING AND DISCUSSING THE BOND OF PROFESSIONALISM:
School principals shall use at least one faculty meeting in the fall of each school year to distribute, discuss, and answer questions regarding the Bond of Professionalism. Particular sections of the Bond of Professionalism will be discussed at faculty meetings during the year as the need is perceived. Similar meetings will be held each year at the district-wide level for transportation employees, maintenance/custodial employees, food service employees, and central office employees.
ENFORCEMENT OF THE BOND OF PROFESSIONALISM:
It is likely that most violations of the Bond of Professionalism will be of a minor and unintentional nature and dealt with through private, oral reminders and precautionary comments by supervisors of employees.
Major violations of the Bond of Professionalism are those which have a direct and significant effect upon the learning environment, upon individual students, or upon the professional image of the school district. Examples of major violations would include, but not be limited to, sexual conduct of any kind between an employee and student, an angry exchange between employees in the presence of students, malicious gossip (whether true or false) carried by an employee in regard to a student or fellow employee, deliberate and/or persistent and/or extreme remarks of a demeaning nature from an employee toward a student or students, repeated minor violations by an employee in spite of repeated reminders from the employee’s supervisor, and significant and/or deliberate and/or malicious breaches of confidentiality.
The immediate supervisor of an employee shall investigate most alleged violations of the Bond of Professionalism. When supervisors are the source of possible breaches of the Bond of Professionalism, the report will be made to the Superintendent of Schools (or the Title IX Coordinator if the complaint is sexual in nature).
Disciplinary measures available, to enforce the Bond of Professionalism would include but not be limited to:
1. A requirement that the employee apologize, orally or in writing, privately or in the presence of the Superintendent of Schools, to a student, a parent, or a fellow employee.
2. A private reprimand from the Superintendent of Schools to the employee. Private reprimands from the Superintendent of Schools are in writing and placed in the employee’s permanent School District employment file.
3. A public reprimand from the Superintendent of Schools to the employee. Public reprimands from the Superintendent of Schools are in writing and presented to the Board of Education in open session.
4. A suspension of the employee with pay.
5. A suspension of the employee without pay.
6. Non-renewal of the employee’s contract.
7. Termination of the employee’s contract.
Staff Dress and Appearance
Substitute teachers should dress professionally at all times.
“One of the reasons we have schools is for students to learn what is appropriate. Young people learn what is appropriate in society by looking at their adult role models. Your dress and your behavior are what young people will take to be appropriate.”—Harry Wong
Professional Attire Includes:
|Professional Examples |Unprofessional Examples |
|Slacks (dress pants or khakis) |Athletic Wear |
|Blouses |Sweatpants |
|Collared shirts |Warm up suits |
|Modest-length dresses or skirts (no more than two inches above the |Wind suits |
|knee) |Yoga pants |
|Capri dress pants |Denim pants of any color |
|Suits |Low fitting, “hip-hugger” pants |
| |Leggings/spandex |
| |Tank tops, strap shirts |
| |Extremely low cut dresses or blouses |
| |Clothing that exposes midriff |
| |Shorts (other than physical education teachers during PE class) |
| |Hats |
| |T-shirts/sweatshirts (school spirit and school initiative t-shirts |
| |are acceptable) |
| |Clothing with holes |
*This is not an inclusive professional attire list.
*If any aspect of a faculty members dress causes a disruption to instruction or implementation of their duties, an administrator will address this on an individual basis.
*Deviation from professional dress attire may be permissible for special activities, job assignments or non-school days. School-wide exception days approved by the principal may result in the following changes: Friday jean day, School pride day shirts, dress down for project specific days like Field Day, holiday sweat shirts or t-shirts, etc.
*Specific job assignments may require deviation from this list and will be shared by the supervisor.
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The Substitute Teacher
Congratulations! You have decided to substitute teach in the Greenup County Schools. We are glad to have you work in our schools. Below are some things to keep in mind.
✓ Foremost, remember that you are working with children and young adults, not equals.
✓ Always remember that you are the adult in the classroom.
✓ Be professional in behavior and dress.
✓ Always maintain order and discipline in the classroom.
✓ Know all procedures for the building and the classroom.
✓ If you don’t know, ask!
✓ Be proactive during your first visits to the school. Get to know everyone, including the janitors, cooks, secretaries and instructional aides.
✓ Be available for work.
✓ Avoid criticism about the school, principal or teacher.
✓ Get to know the district.
First Impressions:
✓ Good first impressions will make your day proceed smoothly.
✓ Dress professionally.
✓ Don’t look uncomfortable or unprepared.
✓ Establish your credibility.
✓ Let the students know that you are glad to be with them.
✓ Report on time and leave at the designated time for teachers.
✓
Things you can do to prepare for the day ahead:
✓ Keep this handbook ready.
✓ Have a suit of clothes ready. You may be called at the last minute.
✓ Dress professionally. You will command respect from your students and peers.
✓ Answer the phone yourself. This saves time due to the fact that the person calling you may have several other phone calls to make.
✓ Phone calls may be during evening hours, during the day or early in the morning.
✓ Keep paper and pencil near the phone.
✓ Ask about early duties that the teacher may have (i.e. bus duty, lunchroom duty). These duties can determine your arrival times.
✓ Have an answering machine for calls that you may miss.
Upon entering the school:
✓ Check in at the office.
✓ Ask the principal or secretary about lesson plans, extra duties, playground rules, lunch procedures or special events that may be pertinent.
✓ Ask about the procedure to refer a student to the office for behavior, tardy or absences.
✓ Ask about special medical problems that you may need to be aware of.
✓ Learn how to use the intercom or phone system in the room. This will enable you to obtain necessary information from the office without leaving students unattended.
✓ Place your name on the board.
✓ Read the teacher’s lesson plans thoroughly.
✓ If you cannot locate the lesson plans, ask the office personnel for copies.
✓ Locate the seating charts, handouts, books or other needed materials. If seating charts are not found, make one when students arrive for your use.
✓ Familiarize yourself with the room. Be aware of fire, tornado and disaster procedures should an evacuation become necessary. These should be posted in the rooms.
✓ Locate rest rooms, cafeterias, libraries, teacher lounge, etc., before students enter your room.
✓ Review classroom rules that may be posted.
✓ Greet students as they enter the room.
✓ Be positive and respectful.
As the day progresses:
✓ Do your best to follow the teacher’s lesson plans.
✓ Ask questions of teacher aides, other teachers or office personnel. One of the biggest pitfalls substitutes face is not finding information that they need.
✓ Keep students busy. Behavior problems erupt when students become idle.
✓ Carry out all duties assigned by the regular teacher.
✓ Do not sit at the desk or computer. You are to monitor students and maintain the regular schedule of the class.
✓ Do not allow students to tell you the “normal” procedure for the classroom. Students will take advantage of substitutes.
✓ Maintain good notes about lesson plan deviations, student behavior or other procedural changes that you implemented.
✓ Don’t talk down to students. Don’t make promises or threats.
✓ Remind students of homework at the end of the day.
✓ Never leave students unattended. You are liable for any accidents that may occur.
At the end of the day:
✓ Leave the room orderly.
✓ Make sure all equipment is replaced at the end of each class/lesson.
✓ Fill out the Substitute Teacher Report form.
✓ Write a detailed summary of what was accomplished throughout the day.
✓ Leave a note concerning problems, things that went well or helpful students.
✓ If you were not able to follow the lesson plans, document the changes and explain why the changes were made.
✓ Leave all student work collected on the teacher’s desk, graded if possible.
✓ Leave your phone number for the teacher if questions should arise.
✓ Make sure that the teacher’s desk is organized and neat.
✓ Check the room for open windows, lights, etc.
✓ Stop by the office at the end of the day to sign out leaving the Substitute Teacher Report.
Maintaining order in the classroom:
✓ Begin instruction immediately.
✓ Keep students on task.
✓ Manage student behavior by walking around.
✓ Be positive.
✓ Anticipate problems.
✓ Follow classroom rules.
✓ Avoid traps.
✓ Keep students in their seats and in the room.
✓ Use your common sense.
✓ When using audiovisual materials, keep the lights on, stand in the back of the room or walk around.
First Aid:
✓ Use common sense.
✓ Accidents occur in the hallway, playgrounds, restrooms etc.
✓ Do not move the student in a serious accident or injury.
✓ Remain with the student and send another student for help.
✓ Never give medication of any kind to students. The office personnel or school nurse administers these.
✓ Be aware of handling exposure to blood or bodily fluids.
Legal Issues:
✓ Supervision of students. If you leave students unattended at any time, you are creating a liability for yourself.
✓ Exercise due care and caution. Anticipate the unexpected.
✓ Do not release of children to any unknown adult. If you have question about custodial issues, contact the office immediately. Most parents/guardians would rather be detained while you check the procedure as risk losing a child.
✓ Administration of medication is not permitted by teachers, even if you know the child. Contact the office if there is a problem with a sick child.
✓ Confidentiality. Don’t discuss students, grades, medical conditions, discipline problems, etc.
✓ Anecdotal records. Document detailed notes on any incident that arises. Indicate dates, times, witnesses and actions taken.
✓ Be knowledgeable about district and school policies on discipline, corporal punishment, safety, etc.
✓ Child abuse reporting is mandatory. Contact the principal if you are suspicious.
Field Trips:
✓ Parental permission is required for all students participating.
✓ School policies must be followed. Ask another teacher if you are unclear.
✓ Student behaviors must be monitored even more closely.
✓ Keep students in groups.
✓ Use travel partners or the buddy system. Have students site in assigned seats on the bus. Have them check on the students sitting in front, in back and beside them.
✓ Safety precautions are observed at all times with intense focus.
✓ Count students and use rosters at all possible times (i.e. loading/unloading buses, entering/leaving a venue)
✓ Be aware of special circumstances (i.e. medical problems, behavior issues)
Reporting Times
Arrival Departure
Argillite Elementary School 7:30 a.m. 3:25 p.m.
Greysbranch Elementary School 7:35 a.m. 3:15 p.m.
McKell Elementary School 7:45 a.m. 3:10 p.m.
Wurtland Elementary School 7:35 a.m. 3:05 p.m.
McKell Middle School 7:45 a.m. 3:05 p.m.
Wurtland Middle School 7:40 a.m. 3:10 p.m.
Greenup County High School 7:50 a.m. 3:20 p.m.
School Telephone Numbers
Argillite Elementary 606-473-7213
Greysbranch Elementary 606-473-9653
McKell Elementary 606-932-3383
Wurtland Elementary 606-836-6987
McKell Middle 606-932-3221
Wurtland Middle 606-836-1023
Greenup County High School 606-473-9812
Regular Teacher Responsibilities
The following should be made available for the substitute teacher:
1. Current lesson plans
2. Seating chart and class roster(s)
3. School schedule
4. School floor plan and evacuation routes
5. Copy of Student Handbook
6. Daily schedule denoting attendance procedures, extra duties, lunch procedures, rest room policies, special events, etc.
7. Information about special needs of students (i.e. medications, health issues)
8. Necessary materials (i.e. handouts, manipulatives, calculators)
9. List of special helpers, instructional aides, etc.
10. Emergency procedures (i.e. tornado, fire, disaster drills)
11. Discipline Referral forms
12. Substitute Information sheet for regular teacher.
PERSONNEL 03.4
Substitute Teachers
Qualifications
All substitute teachers shall meet background records check requirements (including a letter from the Cabinet for Health and Family services stating that there are no findings of substantiated child abuse or neglect on record) and medical examination requirements as specified in policies 03.11 and 03.111. In addition, substitutes serving in a position on a long-term/extended basis must meet all certification requirements established by the Education Professional Standards Board.
Link to DPP-156 Central Registry Check and more information on the required Cabinet Letter:
Substitute List
The Superintendent or designee shall maintain a list of qualified substitute teachers. The Superintendent or designee shall engage substitutes from this list. Refusal of assignment as a substitute shall be documented, along with any reason provided.
Retired Teachers
Retired teachers may be reemployed as a part-time, temporary, or substitute teacher in keeping with requirements of the Teachers’ Retirement System.
Length of Duty
Substitute teachers shall observe the same hours of duty as the regular teacher. The substitute will continue to report for duty until relieved by the Superintendent or designee.
Substitute teachers shall follow daily lesson plans as outlined by the regular teacher and leave a written record of the work completed during their length of duty.
Substitute teachers shall not work more than one-hundred-twenty-nine (129) service hours per month unless pre-approved by the Superintendent based on certification needed for longer term assignments.
Substitute Salary and Payment Schedule
Substitutes shall be paid on a per diem basis according to the salary schedule approved by the Board. The salary schedule may reflect adjustments for long-term/continuous assignment substitutes.
Payment shall be made on the next scheduled paydate for substitutes.
Employment Notification
Each year, substitute teachers on the District's substitute list shall be notified in writing by the last day of school if they have reasonable assurance of continued employment for the following school year.
Nonrenewal of substitute teachers on limited contracts shall be made in compliance with the requirements of KRS 161.750.
References:
KRS 17.160; KRS 17.165; KRS 156.106; KRS 160.380; KRS 161.605; KRS 161.611
016 KAR 002:030; 016 KAR 002:120; 102 KAR 001:030
702 KAR 001:035; 702 KAR 003:075; OAG 69-296
P. L. 111-148 (Affordable Care Act)Related Policies:
03.11; 03.111; 03.121 Adopted/Amended: 7/21/2018 Order #: 2018-199
Mandatory training that must be completed prior to the first day you work will include:
1. Legislation requires all staff to have an Epilepsy Seizure Training Certificate on file. Create and account at: then select “Seizure Training For School Personnel”. The certificate can be printed after you have completed the entire training online.
2. Suicide Prevention Training will take at least one hour to complete on at the end of the 10 question quiz at the end a certificate must be printed and turned into central office. *updated yearly
3. FERPA (Confidentiality) please take the FERPA 101 for Local Education Agencies at . This takes approximately 30-40 minutes to complete. After the quiz you will receive a certificate which must be turned into central office. *updated yearly
4. Please watch the first seven modules of Preventing Restraint and Seclusion. This will take approximately 40 minutes to complete.
5. Active Shooter training
6. Trauma training :
Complete the following and return to central office:
Your signature below signifies that you have completed each component of training and understand your responsibility to adhere to all requirements they include.
I am a _________________________ for Greenup County Schools
Print Name __________________________
Signature ____________________________
Date _______________
.
APPLICANT INSTRUCTIONS
On-line Emergency Substitute Teaching Application
Kentucky Education Professional Standards Board (EPSB)
• You MUST have an active e-mail address to apply for this position.
•
• You WILL be required to present an official transcript (or have one on file with the district) showing at least 64 acceptable university semester credit hours with a minimum 2.5 GPA to apply for this position.
• This is a two-phase process—you must apply with your district AND you must apply with EPSB for your one-year Emergency Substitute Certificate
STEPS 1, 2, & 3 ARE A ONE-TIME PROCESS
1. Go to epsb. and create an account by clicking on the
“Log in to EPSB” button on the lower left of the screen
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2. If necessary, create your new account on the right side of the log-in page by clicking on the “New User? Create Account Here” button
New User? Create Account Here: [pic]
3. Make note of your User ID and Password information for future reference in working on your Emergency Substitute Application.
4. Visit the district Human Resources office to receive instructions on the local district’s on-line application procedures.
5. Complete all steps as required by the district, including the presentation of the transcript.
6. When notified BY E-MAIL FROM EPSB that you are eligible for hire in this position, return to epsb. and log in with your User ID and Password.
7. Once logged in, click on “My Application Status-View Details” on the lower left of the screen.
8. You will then see information on your application (TC-4) and you should click on the live link to complete the process on your pending application.
a. If your completion process is successful, you will receive a live link to PRINT your Emergency Substitute Certificate.
b. Providing untruthful information on the TC-4 will result in legal action by EPSB
c. If there is a legal issue with your application, you cannot work as a teacher until you receive E-MAIL clearance from the EPSB Legal Division.
9. A FULL TUTORIAL on the TC-4 On-line Process may be viewed at .
10. Print two copies of the certificate, and provide one to the district so you can be added to its substitute teacher list.
TC-4 applicant instruction--0312
TO: Substitute Teachers
Date: August 06, 2019
SUBJECT: Centralized Substitute Teacher Call Out Procedure
The Greenup Co. School District will continue to utilize The Aesop Substitute Calling Software for the 2019-20 school year.
Please review the substitute quick start guide and substitute basic training video found on district website under District- Personnel/Payroll.
Please note the starting times for the 2019-20 school year:
ARGILLITE 7:45-3:10
GREYSBRANCH 7:55-3:00
MCKELL ELEM. 8:00-2:55
WURTLAND ELEM. 7:50-2:50
MCKELL MIDDLE 8:00-2:50
WURTLAND MIDDLE 7:55-2:55
GREENUP CO.HIGH SCH. 8:05-3:05
Substitutes should report 15 minutes prior to the individual school starting time. If for some reason you are unable to fulfill your assignment, please call me as soon as possible.
As the district will continue to maintain a Master List of Substitutes, please update telephone number, address change and/or certification rank information as needed. We appreciate your assistance as a substitute for our district and will do our best to ensure a successful school year. If you have any questions, please contact Treva Bates at GCHS or Teresa Daniels at Central Office during business hours.
Note: Any substitute who teachers 10 or more consecutive days in 1 position shall be paid on the regular teacher’s salary schedule, based on the substitute rank and experience.
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Quick Start Guide for Computer
• Log on to Aesop - and click the login (right side of page –top) button.
• Enter your ID (your area code & phone number) and PIN from the welcome letter you received from the district
• the first time you log into Aesop you will have to agree to the terms of use. Click the “I Agree” button at the bottom of the page and it will take you to the home page.
• Click the Search for Jobs tab in action menu on your home page or just below your name to see a list of all available jobs.
• Click the DETAILS link to view more information on the assignments. For multiple day assignments, Aesop will list the employee’s name one and then all dates
• Click ACCEPT JOBS if you would like to accept the job or REJECT the job. If you reject the assignment, you will not be able to view it again later. Click CANCEL if you are not making a decision at this time to accepts or reject the job.
• you will receive a Confirmation Number when you have successfully accepted an assignment. (You should bring this conformation number with you to the school when you start the job)
• You can view any notes left by the teacher or district in the NOTES section
• At this point, you can also access any attachments left for you by the district or employee. Click on the attachment, in the File Download dialog box OPEN or SAVE.
Other Home Page Features
Messages – Any messages from the district office will appear in the Messages section.
Upcoming Assignments for the next 30 days
Manage my Schedule
To view your assignment schedule, you can click on the View my Schedule tab on the action menu or you can chose a specific date on the Interactive Calendar. Aesop displays two types of days on the calendar (Non-Work Day – days /hours you have indicated you are unable to work. Working – jobs for which you are scheduled to work)
View MY Schedule - you can view your assignments in three ways (Weekly, 3-month calendar view, all absences scheduled for the current month)
Remove Myself from an Assignment
First, view your schedule by clicking on the Interactive Calendar or the View MY Schedule tab on the home page. On the calendar, clicking on a numbered day will take you to that week’s schedule, The current date will be shown in parentheses. You can remover yourself from a accepted job or a Non-Work day by clicking the trash can in the assignment you wish to cancel. (A warning message will appear “Are you sure you want to cancel this job?” Click OK to cancel
Add Non-Work Day
• Click the ADD NON-WORK DAY link on your action menu to indicate days or portions of days that you are unavailable to work
• For a single non work day, select the date you will be unable to work. Enter a description if desired.
• Adjust the Start Time and End Time if you will be unavailable for only a portion of the say.
• You can use Repeat Even feature if you have a recurring unavailability status.
1. Select the date for your first non-work day
2. Fill in the Start and End times
3. Select the date for you last non-work day
4. Check the box for the day(s) of the week that you will not be available to work. Select “All Week to mark every day in this date range as a Non-Working Day”
5. Click SAVE to save you information.
Deleting a Non-Work Day
You are able to delete any Non-Work day that has not already started. To delete a single Non-Work day, find the Non-Work day on your interactive calendar and click on it. You will be brought to the weekly view for that week. Click on the single trash can icon for that day to delete that single day.
To delete an entire repeating Non-Work day, click on the trash can icon with arrow pointing away from it. This will delete the selected Non-Work day as well as all the other Non-Work days that were created at the same time.
Tell Aesop When to Call
Select Tell Aesop when to call on the home page to ask Aesop not to call during certain hours of the day or an entire day. These restrictions will repeat every week until you change or remove the restriction.
• Select Specify call times and enter the start and end times for when you would like to receive calls. Then select the day(s) of the week for this time range.
• Apply changes to save or click Cancel to return to the home page. The setting you created will repeat until changed. Your new call time will appear on the schedule. If you wish to delete this time click on the trash can next to the time.
• To create another time, select Specify call times again and repeat the process
• Select Specify No Call Days to choose days when you do not want Aesop to call you.
• Select I Prefer not to be called by Aesop. If you wish never to be called
Change PIN
You can change your PIN at any time. The PIN is used both on the Web site and the phone system.
Receiving Notifications
You may receive notifications by phone, web and/or e-mail for the following:
*A single-day absence is canceled or modified
* You are completely removed form a job
*Any or All days of a multiple day absence are canceled
* You are assigned to a job
*The times of any day in an absence is modified.
Perferred Schools*
You can choose the schools (s) where you are willing or unwilling to work. Click Preferred Schools on the action menu of your home page in Aesop.
• First, determine how you want Aesop to use this list, In the header, you can choose to tell Aesop that you’re creating a list of schools were you DO want to go or a list of schools where you DO NOT want to go. Choose your Header wisely.
• BY DEFAULT, YOUR LIST WILL BE MARKED “DO NOT SHOW ME…. THIS ENABLES YOU TO BE AVAIALBE TO WORK AT EVERY SCHOOL IN THE DISTRICT.
• If you would like to create a list of schools you do or do not want to work at, click ADD SCHOOLS link.
• Check the box under the Selected column next to the schools tour wish to select.
• Uncheck the days you do not wish this to apply to
• Click Apply Changes to save.
• Click View Current Schools to view your list of preferred schools.
Users Guides and Training Videos
Help tab has training and reference materials and basic videos.
Phone System Instructions for Substitutes
1.800.942.3767
Learn how to:
Search for jobs by phone
Respond when the system offers you a job
Personalize the phone system
When Aesop calls you
When you answer the phone say “Hello” and Aesop will present the following options.
o If you are interested in the job, Press 1
o Aesop will pay you the School District Name and School Name
o Enter the Pin number followed by the pound key (#)
o Aesop will not read off all the details of the assignment
o To accept the assignment, Press 1
o To hear the assignment again Press 2
o To reject but allow additional Calls today Press 3
o To reject this assignment and prevent additional calls today, Press 4
o When you have successfully accepted an assignment Aesop will play back the confirmation number.
o To prevent further calls today, Press 2
o If you are unavailable , Press 3
o To prevent Aesop from ever calling, Press 9
When you call Aesop
o Dial 1-800-942-3767
o Enter your ID number followed by the pound key(#)
o Enter your PIN number followed by the pound key (#)
o Pressing the star key(*) will always take you back one menu level anywhere in the phone system
To Hear a List of Available Assignments Press 1
Aesop will play you a list of up to five available jobs.
o To accept the assignment, Press 1
o To hear assignment again, Press 2
o To reject this assignment and not hear it again, Press 3
o To listen to the next assignment, Press 4
o To replay a bypassed assignment, Press 5
o To return to the Main Menu, Press 6
o When you have successfully accepted an assignment Aesop will play back the confirmation number.
To Review or Cancel your Upcoming Assignments, Press 2
o To review your assignments for the next 7 days, Press 3
o To return to the previous menu, Press *
o Aesop will now read off all the details of the assignment.
o To hear this again, Press 2
o To cancel this assignment, Press 3
o To listen to the next assignment, Press 4
o To return to the Main Menu, Press 6
To Review or Cancel a Specific Assignment, Press 3
Aesop will ask you to enter the confirmation number
o To cancel this assignment, Press 3
o To listen to the next assignment, Press 4
o To return to the Main Menu, Press 6
o Please not that some options may not be available to you.
To Review or Change your Personal Information, Press 4
o To review or Change your name recording, Press 1
o To change your Pin Number, Press 2
o To change your phone number, Press 3
Special Things to Note:
When Aesop calls you:
o The phone number that appears on Called ID is : 1-800-942-3767
o Typically, Aesop will not leave a message on your home answering machine.
o Please say “HELLO” in order for Aesop to begin the phone call.
o If you are sick and wish not to work, Press 2 – To Prevent Further Calls Today.
o If two or more substitutes have the same phone number it is to you advantage that both voice record you names. Aesop will then play the voice recording at the beginning of the phone call and you can enter the correct Pin number.
Aesop Phone Menu at a Glance
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Dismissal of School
In the event school has to be dismissed or delayed due to inclement weather or some other reason, an announcement will be made via the SchoolCast automated call system, television and radio news media as early as possible. News media services that will be contacted are:
Radio: WKEE (100.5 FM); WLGC (105.7 FM); WTCR (103.3 FM)
Television: WOWK; WSAZ
Internet: greenup.kyschools.us
Greenup County Schools
45 Musketeer Drive
Greenup, KY 41144
Substitute Teacher Pay Scale
Level Rate per Day
Rank I $92.92
Rank II $90.90
Rank III $88.88
Rank IV $70.70
Rank V $64.64
****Must have a Bachelor’s degree with a teacher certificate to receive (Rank III) teacher pay.
|Greenup County Schools |
|2019-2020 |
|26 Pay Dates |
|As Approved by the BOE on 5/29/19 |
|Pay Dates |Pay # for Year Round Staff |Pay # for School Year Staff |
|7/5/2019 |1 |- |
|7/19/2019 |2 |- |
|8/2/2019 |3 |1 |
|8/16/2019 |4 |2 |
|8/30/2019 |5 |3 |
|9/13/2019 |6 |4 |
|9/27/2019 |7 |5 |
|10/11/2019 |8 |6 |
|10/25/2019 |9 |7 |
|11/8/2019 |10 |8 |
|11/22/2019 |11 |9 |
|12/6/2019 |12 |10 |
|12/20/2019 |13 |11 |
|1/3/2020 |14 |12 |
|1/17/2020 |15 |13 |
|1/31/2020 |16 |14 |
|2/14/2020 |17 |15 |
|2/28/2020 |18 |16 |
|3/13/2020 |19 |17 |
|3/27/2020 |20 |18 |
|4/10/2020 |21 |19 |
|4/24/2020 |22 |20 |
|5/8/2020 |23 |21 |
|5/22/2020 |24 |22 |
|6/5/2020 |25 |23 |
|6/19/2020 |26 |24 |
|6/22,6/23 | |25,26 |
MUNIS Employee Self Service Instructions
Employees now have more access to view their personal and payroll information through this new service. Please take the time to view the website and get familiar with the information.
Internet web address:
On the top right of the screen – Click Log In
User name – Enter your Employee Number (As you did with eStub), this number can also be found on the top left corner of your paystub.
Password – Enter the last 4 digits of your SSN.
Click LOGIN
The next screen will then prompt you for a NEW password, this must be at least 4 characters or numbers. System will notify you if new password is “Acceptable”.
If you forget your password, it can be reset by the Business Office. Be sure to fill out the “Hint” section.
Click Continue. It will then tell you that the password has been changed successfully.
You can now click on Employee Self Service on the left side of the menu to access Personal Information, Pay and Tax Information, W-2, W-4, Employee Profile and Time Off.
On the Personal Information page, you can add or change your telephone number, add dependents, and add Emergency Contacts. Please review these areas and make changes as needed. Please make sure to click UPDATE after changing your information.
Click on the Pay and Tax Information which will provide a list of all your checks for the calendar year selected in the drop down year box at top left.
Under the Pay and Tax Information menu, you can access the Paycheck Simulator module and review/edit your tax withholdings to see how changes would affect your paycheck prior to actually making the changes through the W-4 module.
If you wish to make changes to your tax withholdings, click on the W-4 module under the Pay and Tax Information menu. Click on the “Edit W-4 Values” on the top right side. Make your changes to federal or state by choosing either “Single” or “Married” with the number of exemptions you wish. Other codes listed are unavailable at this time.
When finished, please make sure to Log Out, on top right, and thank you for using Employee Self Service.
From Your Substitute
Regular Teacher: School:
Substitute Teacher: Phone:
Date(s):
Deviations from lesson plans:
Work collected can be found
Helpful students were
Absent students:
Tardy students:
Problems:
Comments:
CONFIDENTIALITY
and the Educational Records of Students with Disabilities
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Questions and Answers for School Staff
The following are answers to frequently asked questions about requirements related to educational records of students with disabilities. It does not address all requirements.
GENERAL INFORMATION
What laws apply to records of students with disabilities? Two federal laws, the Family Education Rights and Privacy Act (FERPA) and the Individuals with Disabilities Education Act (IDEA), as amended, as well as the Kentucky Family Education Rights and Privacy Act apply to educational records of students with disabilities.
Are all schools required to comply with the laws and regulations? Yes. Any school that receives federal or state education funds must comply with all privacy acts.
Must school districts have written policies and procedures? Yes. Under both state and federal requirements, districts are required to establish and implement written policies and procedures.
What is confidentiality? Confidentially means protecting all personally identifiable data, information, and records collected, used, or kept by the school district about a student. Confidentially requirements also apply to discussions about a student and the student's record.
What is personally identifiable data or information? Personally identifiable information includes:
• child or family names and address,
• student social security or student number,
• descriptions that would make easy to identify the student, and
• anything else that would make it easy to identify the student.
What is an educational record? An educational record, which is sometimes called a "school record" or "permanent record", is anything that the district collects, uses, or maintains relating to individual students. This includes grades, health information, attendance reports, work papers, school photos, test results, work papers, school photos, test results, etc. Data or information may be handwritten, drawn, or typed. It may also be a photograph, on audio or video tape, or on computer disk.
Does all the information in an educational record have to be kept in one place?
No, but school staff must be able to tell parents the locations of all information about their child.
How does the school district make sure a student's record is kept private? Each school district has someone responsible for student record confidentiality. Also, school staff who collect, use, or maintain school records receive training in confidentially, including making sure that parents see only information about their child.
ACCESS TO STUDENT RECORDS
Who may look at a student's school records? Only parents and certain others have the right to look at or obtain a copy of a student's record without parental consent. The others include:
• School staff listed on the district's current list of persons allowed access to student information, including student teachers, classroom aides, and teacher assistants;
• Staff from US and state department of education on official business; and
• Another school district's staff when the student transfers.
When does the school have to get my permission for someone to look at or get a copy of my child’s records? The school district has to get your written consent before disclosing your child’s school record to anyone other than the people listed above. Disclose means to allow someone to look at or give them a copy of your child’s record. If you refuse to give consent, the school district may ask for a due process hearing.
Do guardians, divorced or separated parents, foster parents, and surrogate parents have the right to review and inspect a student's record? Both parents have the legal right to see their child's record unless the school has been told a parent is not allowed because of some legal action such as a divorce decree. Guardians and persons appointed to act as surrogate parents also have the same rights. If a child with a disability is under foster care, the foster parents have the right to review and inspect the school records of the child.
May a student review and inspect his or her own record? A student is eligible to obtain access to his or her own records upon reaching the 18th birthday. The school district notifies parents at least one year before the student's 18th birthday that the rights they have as a parent will transfer to their child on the child's 18th birthday, unless the school district receives evidence that a court order or legal document proves the parent is the child's guardian or representative in educational matters.
May employees of special education cooperatives providing services to students with disabilities have access to student record information without prior parental consent? Yes. Personnel employed or under contract to an educational cooperative who are working directly with students are considered authorized school personnel and may obtain access to the records of the students with whom they work.
May an individual (e. g., occupational, physical, or speech therapist) or employees of an agency with whom the district contracts obtain access to student record information without parental consent? Yes. Professionals or employees of agencies under contract to the district who work with a student may obtain access the same as school employees.
What kinds of information may be reviewed or inspected by parents? Parents may see the following kinds of information that a school district might keep:
• personal and family information;
• testing information;
• medical, psychological, and anecdotal reports;
• achievement and progress reports;
• records of conferences with a student or parent;
• copies of correspondence about the student; and
• other information that is helpful to the school in working with the student.
Is there any information the school does not have to disclose to parents? The school does not have to disclose:
• teacher or counselor personal notes;
• school security police records, or
• personnel records of school employees.
Are test protocols considered part of a student record? Test protocols include standardized test scoring forms; student answers, drawings, and verbal responses noted by the examiner; and an examiner's written observations of student behavior. When a protocol individually identifies the student, and is accessible to school staff or third parties, then it is considered part of the record.
Does a staff member have to accompany a parent who is inspecting a student's record? No. School staff accompany a parent only if the parent requests someone to explain or interpret information in the student record.
Must a school give the parent original records? A parent is entitled only to a copy of the student record.
What fees may a school charge for providing copies of student records to parents? Schools may charge a reasonable fee, such as ten cents per page. However, a district may not charge a fee if charging a fee would prevent the parent from exercising the right to inspect and review the record. The fee may not include the cost of locating and filing a record.
Does the school district have to keep a list of who accesses a student's school record? Yes. Each district keeps a record of access with each student's which includes the name of the party accessing the record, the date the information was disclosed, and why the person was allowed to look at the record.
ACCESS OF THIRD PARTIES
What "directory" information may a school release to third parties without prior parental consent? A district may release the following information without prior consent: student name, address, telephone number, date and place of birth, major field of study, dates of attendance, class, participation in officially recognized activities and sports, degrees, honors, and awards, and post- high school plans. However, before the district releases this types of information it must give public notice that it releases these types of information and it must inform parents that they have the right to request that this information not be released without prior consent. This may be included in the district's annual public notice about confidentially.
May a school board's attorney have access to student records? Yes, if the board's attorney is acting as an authorized agent of the district in connection with the enforcement of federal and state education laws (e.g., in relation to legal proceedings such as a due process hearing).
May a district release student record information to the Department of Social Services (DSS) in cases of suspected child abuse? Yes. School personnel are required to report cases of suspected abuse to DSS and to disclose any information relevant to an investigation of suspected abuse or neglect.
What should school personnel do when student records are subpoenaed? School personnel must make a reasonable effort to notify the parent before complying with a lawfully issued subpoena or court order.
RELEASE OF RECORDS
What happens when a record is sent to another place? When information is sent to others, the school district must list the people and agencies who receive the information and tell why the record is needed to help with the education of the student.
AMENDING THE STUDENT RECORD
May a parent change a student's educational record? When a parent believes that information in the child's record is inaccurate or misleading, the parent may ask the school district to change the record. The school district then has fourteen days to decide what to do and notify the parent of its decision.
What can the parent do if the district decides not to change the record? The parent may request a record amendment hearing. If a parent requests such a hearing on the child's record, the district will hold one. The hearing is conducted by someone who does not have an interest in the outcome of the hearing. A decision is given in writing no later than 14 days after the hearing.
If the decision is that the district does not have to change the record, then the parent has the right to put a statement in the record telling why s/he thinks the information is not right. This statement is kept as long as the disagreed upon part is kept. If that part of the record is shown or sent to anyone, the statement is also included. A record amendment is not the same as a due process hearing.
DESTRUCTION OF STUDENT RECORDS
What happens when the school district no longer needs a student's record? The district notifies the parent when the student's record is no longer needed to provide educational services. The district may choose to destroy the records at this time, if they are no longer needed for administrative purposes. The parent may have a copy of the child's record before it is destroyed. However, the district may keep basic information about the student as long as it is needed. This information includes student's name, address, telephone number, attendance record, classes attended, grade level completed, and year completed.
Also, after a student's record is no longer needed to provide educational services to the student and if the parent requests, the school will destroy the student's record. But, the district must remind the parent that this information may be needed later for social security benefits or other reasons.
How long should a school district keep the records of students who have graduated or otherwise left the district's jurisdiction? The district may maintain records indefinitely. They may be destroyed five years after they are no longer needed to provide an education to a student or to document compliance with state and federal program requirements. Parents or eligible students must be notified in writing before records are destroyed.
For additional information about student educational records, see your district's policies and procedures for implementing the Family Education Rights and Privacy Act. (Buckley Amendment), the Individuals with Disabilities Education Act confidentially requirements, 707 KAR 1:240, and KRS 160.700-990 (Kentucky Family Education Rights and Privacy Act).
Kentucky Department of Education Exceptional Children Services August 04, 2010 cfg
PERSONNEL 03.1327
- Certified Personnel -
Use of Tobacco, Alternative Nicotine, or Vapor Products
Use of Tobacco, Alternative Nicotine, or Vapor Products Prohibited
The use of any tobacco product, alternative nicotine product, or vapor product as defined in KRS 438.305 is prohibited for all persons and at all times on or in all property, including any vehicle, that is owned, operated, leased, or contracted for use by the Board and while attending or participating in any school-related student trip or student activity and is in the presence of a student or students.1
Adequate notice shall be provided to students, parents and guardians, school employees, and the general public.
Signage shall be posted on or in all property, including any vehicle that is owned, operated, leased, or contracted for use by the Board, clearly stating that the use of all such products is prohibited at all times and by all persons on or in the property.
School employees shall enforce the policy. A person in violation of this policy shall be subject to discipline or penalties as set forth by the Board.
References:
1KRS 438.345
KRS 160.290; KRS 160.340
KRS 438.050; KRS 438.305
OAG 81-295
OAG 91-137
P .L. 114-95, (Every Student Succeeds Act of 2015)
Related Policies:
03.2327; 05.31; 06.221; 09.4232; 10.5
Adopted/Amended: 7/22/2019
Order #: 2019-385
Drug-Free/Alcohol-Free Schools
Drugs, Alcohol and Other Prohibited Substances
District employees shall not manufacture, distribute, dispense, be under the influence of, purchase, possess, use, or attempt to purchase or obtain, sell or transfer any of the following in the workplace or in the performance of duties:
1. Alcoholic beverages;
2. Controlled substances, prohibited drugs and substances, and drug paraphernalia; and
3. Substances that look like a controlled substance. In instances involving look-alike substances, there must be evidence of the employee’s intent to pass off the item as a controlled substance.
In addition, employees shall not possess prescription drugs for the purpose of sale or distribution.
Definitions
Controlled substance shall mean any substance or immediate precursor listed in Chapter 218A of the Kentucky Revised Statutes or any other substance added by the Kentucky Cabinet for Health and Human Services under regulations pursuant to KRS 218A.020.
Prohibited drugs include, but are not limited to, any substance that an individual may not sell, possess, use, distribute or purchase under Federal or Kentucky law.
Prohibited substances include:
1. All prescription drugs obtained without authorization, and
2. All prohibited substances however taken or used, including but not limited to, inhaling, ingesting, and/or injecting. These include, but are not limited to, prescribed and over-the-counter drugs, prohibited volatile substances as defined in KRS 217.900 or synthetic compounds/substances that are used or intended for use for an abusive and/or intoxicating purpose.
Authorized Drugs
Employees who personally use or who are designated to administer to a student a drug authorized by and administered in accordance with a prescription from a health professional shall not be considered in violation of this policy.
Pre-Employment Testing
All applicants being considered for employment positions identified as safety-sensitive will be required to submit to a urinalysis test for the purpose of detecting illegal use of drugs, as part of the currently required pre-employment physical. “Safety-sensitive” shall refer to positions where a single mistake by such employee can create an immediate threat of serious harm to students and fellow employees. Safety-sensitive positions requiring pre-employment drug testing shall include, but not be limited to: Principal, assistant principal, teacher, traveling teacher, teacher aide, substitute teacher, counselor, central office administrator, custodian, cook, school secretary, maintenance worker, and others as indicated on the description for the position.
PERSONNEL 03.13251
Drug-Free/Alcohol-Free Schools
Random Testing
All safety-sensitive employees shall be subject to random drug testing in accordance with this policy and related procedures.
Physical Examination/Screening Based Upon Reasonable Suspicion
The Superintendent/designee, with such assistance and input of the employees’ supervisors as deemed necessary, is authorized to make the determination that reasonable suspicion or cause exists to order a drug screen of employees in safety sensitive positions. Circumstances under which substance screening may be considered include, but are not limited to, the following:
1. Observed use, possession, or sale of illegal drugs and/or illegal use, possession, sale, or abuse of alcohol and/or the illegal use or sale of prescription drugs.
2. Apparent physical state of impairment of motor functions.
3. Marked changes in personal behavior not attributable to other factors.
4. Employee involvement in or contribution to an accident where the use of alcohol or drugs is reasonably suspected or employee involvement in a pattern of repetitive accidents, whether or not they involve actual or potential injury.
5. A formal allegation made by a duly authorized law enforcement officer.
The circumstances under which substances screening may be considered are limited to employee conduct on duty or during working hours, or on or in Board property, or at school related functions of the District.
Prior to substance screening, employees shall sign an acknowledgement that the summary result shall be transmitted to the Superintendent. Failure to comply will be considered insubordination and appropriate disciplinary actions shall occur.
Workplace Defined
Workplace shall mean the site for the performance of work done for the District including any place where work on a District program, project or activity is performed, including, but not limited to, a school building or other school premises and any school-owned vehicle or any other school-approved vehicle used to transport students to and from school or school activities. "Workplace" shall also include school-sponsored or school-approved activities, events or functions which are held off school property and in which students are under District jurisdiction including, but not limited to, field trips and athletic events.
Suspension/Termination/Non-renewal
Any employee who violates the terms of this policy may be suspended, non-renewed or terminated. In addition, violations may result in notification of appropriate legal officials.
Alternative
As an alternative, the Superintendent may choose that an employee who violates the terms of the District's drug-free/alcohol-free workplace policies shall satisfactorily participate in a Board-approved drug/alcohol abuse assistance or rehabilitation program. If the employee fails to satisfactorily participate in such a program, the employee may be suspended, non-renewed or terminated.
Drug-Free/Alcohol-Free Schools
Reporting
Employees of the District shall promptly make a report to the local police department, sheriff, or Kentucky State Police, by telephone or otherwise, if they know or have reasonable cause to believe that conduct has occurred which constitutes the use, possession, or sale of controlled substances on the school premises or within one thousand (1,000) feet of school premises, on a school bus, or at a school sponsored or sanctioned event.
Notification by Employee
Any employee convicted of a workplace violation of criminal drug statutes shall, within five (5) working days, provide notification of the conviction to the Superintendent.
Post-Discipline Drug Testing
Following determination by an administrative or judicial proceeding that s/he engaged in misconduct involving the illegal use of controlled substances, a teacher who has been reprimanded or disciplined for misconduct involving illegal use of controlled substances shall submit to random or periodic drug testing in accordance with applicable Kentucky Administrative Regulation for a period not to exceed twelve (12) months from the date of such reprimand or disciplinary action.
Prevention Program
The Superintendent shall establish a comprehensive and on-going drug-free/alcohol-free prevention program for all employees which shall include notice of the following:
1. The dangers of drug/alcohol/substance abuse in the schools;
2. The District's policies and related procedures on drug-free/alcohol-free schools;
3. The requirement for mandatory compliance with the District's established standards of conduct, including those that prohibit use of alcohol, drugs and other controlled and prohibited substances;
4. Information about available drug/alcohol counseling programs and available rehabilitation/employee assistance programs; and
5. Penalties that may be imposed upon employees for violations of this policy.
References:
KRS 160.290; KRS 160.380
KRS 161.120; KRS 161.175; KRS 161.790
KRS 217.900; KRS 218A.1430; KRS 218A.1447
016 KAR 001:030; 701 KAR 005:130; 34 C.F.R. Part 85
P. L. 101-226 (Improving America's Schools Act of 1994 (Title IV): Safe and Drug-Free
Schools and Communities)
Related Policies:
03.1325; 08.1345; 09.2241
Adopted/Amended: 6/27/2016
Order #: 18
PERSONNEL 03.13251 AP.11
- Certified Personnel -
Procedures For Employee Drug/Alcohol Testing
The Greenup County Board of Education is committed to a safe working environment for employees and to a safe learning environment for students. Therefore, the Greenup County Board of Education will employ the following drug screening procedures for employees in safety-sensitive positions.
The Greenup County School District will contract with an outside agency that will randomly select a percentage of current employees in safety-sensitive positions on a regular basis.
The individuals selected for drug screening will participate in the following process:
1. Employees will be asked to complete a chain of custody form.
2. Employees will be asked to void their bladder into a cup provided to them.
3. Employees will then initial the vial signifying that the contents of the vial are their urine.
4. The vial and the chain of custody form are then sealed in a plastic bag that will be shipped to the testing laboratory.
5. If the drug screen is non-negative, the Medical Review Officer will contact the employee. A Medical Review Officer, (MRO) is a licensed doctor of medicine or osteopathy with knowledge of drug abuse disorders. The MRO is responsible for reviewing the results of the initial and confirmatory tests by the testing laboratory and exploring alternative explanations for a non-negative result. The MRO will contact each employee whose drug screen test is non-negative and will provide them with an opportunity to discuss the test results. Following this conversation, the MRO will make an independent decision as to whether the drug screen test result, together with the employee’s explanation, supports a finding of a positive drug test result.
6. The MRO, following the analysis of the test results, will report to the Superintendent (or his/her designee) whether an employee’s drug screen test result was positive or negative.
Review/Revised: 11/28/2016
PERSONNEL 03.13251 AP.2
- Certified Personnel -
Employee Acknowledgement of Understanding for Drug/Alcohol Testing
I acknowledge that I have received a copy of the applicable Drug Free/Alcohol Free Schools Policy (03.13251 and 03.23251).
I understand that the Board will begin random drug and alcohol testing for all employees in safety sensitive positions beginning January 30th, 2017 and that I may be selected at random for a drug and/or alcohol test if I am in a safety sensitive position. The Board may also require that I be tested for drugs or alcohol at any time if Board officials have reason to believe that I am under the influence of illegal drugs or alcohol. I authorize the release of the results of the test to authorized officials of the Board and its designated or professional representatives.
I recognize that if I test positive for illegal drugs or alcohol or adulterate a test sample, I will be subject to discipline up to and including termination of my employment. I also understand that my failure or refusal to cooperate fully and participate in the Board’s drug and alcohol testing program, sign any required document, or submit to a drug or alcohol screening test if I am selected I will be subject to discipline up to and including termination of my employment.
__________________________________________
Name (Sign)
__________________________________________
Name (Print)
__________________________________________
Date
Review/Revised:11/14/2016
SCHOOL FACILITIES 05.48
Weapons
This policy applies to students, staff members, and visitors to the school.
Weapons Prohibited
Except where expressly and specifically permitted by Kentucky Revised Statute, the carrying, bringing, using, or possessing any weapon or dangerous instrument in any school building, on school grounds, in any school vehicle or at any school-sponsored activity is prohibited.
Violation of this policy by staff members shall constitute reason for disciplinary action, including possible termination.
Violation of this policy by students shall require that the Principal immediately make a report to the Superintendent, who shall determine if charges for expulsion from the District schools should be filed under Policy 09.435. In addition, when they have reasonable belief that a violation has taken place, principals shall immediately report to law enforcement officials when an act has occurred on school property or at a school-sponsored function that involves student possession of a firearm in violation of the law or assault involving the use of a weapon.
Violations by visitors shall be reported to a law enforcement agency.
Exceptions:
• An exception may be made for students participating in an authorized curricular or extracurricular activity or team involving the use of firearms and to those persons listed in KRS 527.070.
• Law enforcement officials, including peace officers and police as provided in KRS 527.070 and KRS 527.020, are authorized to bring weapons onto school property in performance of their duties.
Federal Requirements Regarding Students
The penalty for students possessing a firearm at school or bringing a firearm or other deadly weapon, destructive device, or booby trap device to school or onto the school campus/property under jurisdiction of the District shall be expulsion for a minimum of twelve (12) months under Policy 09.435. However, the Board may modify such expulsions on a case-by-case basis. Any case-by-case modification of the one (1)-year expulsion requirement, including those made for students with disabilities to meet the requirements of IDEA and Section 504, shall be in writing and may be based upon a recommendation of the Superintendent/designee.1
Any student who possesses a firearm at school or brings to school a firearm or other deadly weapon, destructive device, or booby trap device shall be referred to the criminal justice or juvenile delinquency system.
State Posting Requirements
The Superintendent shall post the following notice in prominent locations in the schools, including, but not limited to, sports arenas, gymnasiums, stadiums, and cafeterias. The notice shall be at least six (6) inches high and fourteen (14) inches wide and shall state:
UNLAWFUL POSSESSION OF A WEAPON ON SCHOOL PROPERTY IN KENTUCKY IS A FELONY PUNISHABLE BY A MAXIMUM OF FIVE (5) YEARS IN PRISON AND A TEN THOUSAND DOLLAR ($10,000) FINE.1
The above criminal penalty shall not apply to those persons listed in KRS 527.070 (3).
Weapons
State Reporting Requirements
Employees of the District shall promptly make a report to the local police department, sheriff, or Kentucky State Police, by telephone or otherwise, if they know or have reasonable cause to believe that conduct has occurred which constitutes the carrying, possession, or use of a deadly weapon on the school premises or within one thousand (1,000) feet of school premises, on a school bus, or at a school sponsored or sanctioned event.
For state reporting purposes, a deadly weapon shall be defined as:
1. a weapon of mass destruction;
2. any weapon from which a shot, readily capable of producing death or serious physical injury, may be discharged;
3. any knife other than an ordinary pocket knife or hunting knife;
4. billy, nightstick or club;
5. blackjack or slapjack;
6. nunchaku karate sticks;
7. shuriken or death star; or
8. artificial knuckles made from metal, plastic, or other similar hard material.
Employees who receive information from a student or other person regarding conduct required to be reported shall report the conduct in the same manner as stated above.
Enforcement
In the enforcement of this policy, principals may authorize, if they have reasonable suspicion, searches in compliance with applicable Board policies.
References:
1KRS 527.070; KRS 158.150; 20 U.S.C. §7141 (GUN-FREE SCHOOLS ACT)
18 U.S.C. §921(a)
KRS 158.154
KRS 158.155; KRS 160.290; KRS 160.340; KRS 161.790
KRS 237.106: KRS 237.110; KRS 237.138 to KRS 237.142
KRS 500.080; KRS 508.075; KRS 508.078; KRS 527:020
Individuals with Disabilities Education Improvement Act (IDEA)
Section 504 of the Rehabilitation Act of 1973, as amended
Related Policies:
09.435; 09.436; 09.4361
Adopted/Amended: 7/22/2019
Order #: 2019-385
Acceptable Use Policy
Electronic Mail/Internet
The District offers students, staff, and members of the community reasonable access to the District’s computer network for electronic mail and Internet and expects users to utilize this privilege in an appropriate and responsible manner as required by this policy and related procedures, which apply to all parties who use District technology. Because access to the Internet may expose users to items that are illegal, defamatory, inaccurate, or potentially offensive to some people, we require all students under the age of eighteen (18) to submit a completed Parent Permission/User Agreement Form to the Principal/designee prior to access/use. All other users will be required to complete and submit a User Agreement Form.
General Standards for Users
Standards for users shall be included in the schools’ handbooks or other documents, which shall include specific guidelines for student, staff, and community member access to and use of electronic resources.
Students shall be provided instruction about appropriate online behavior, including interacting with other individuals on social networking sites and in chat rooms and cyberbullying awareness and response.
Internet safety measures, which shall apply to all District-owned devices with Internet access or personal devices that are permitted to access the District’s network, shall be implemented that effectively address the following:
• Controlling access by minors to inappropriate matter on the Internet and World Wide Web;
• Safety and security of minors when they are using electronic mail, chat rooms, and other forms of direct electronic communications;
• Preventing unauthorized access, including “hacking’ and other unlawful activities by minors online;
• Unauthorized disclosure, use and dissemination of personal information regarding minors; and
• Restricting minors’ access to materials harmful to them.
A technology protection measure may be disabled by the Board’s designee during use by an adult to enable access for bona fide research or other lawful purpose.
Specific expectations for appropriate Internet use shall be reflected in the District’s code of acceptable behavior and discipline including appropriate orientation for staff and students.
No Privacy Guarantee
The network is provided for users to conduct research and to communicate with others. Within reason, freedom of speech and access to information will be honored. During school hours, teachers of younger children will guide their students to appropriate materials. Outside of school, families bear the same responsibility for such guidance as they exercise with information sources such as television, telephones, movies, radio, and other media that may carry/broadcast information. The Superintendent/designee has the right to access information stored in any user directory, on the current user screen, or in electronic mail. S/he may review files and communications to maintain system integrity and insure that individuals are using the system responsibly. Users should not expect files stored on District’s electronic media to be private.
Rules and Regulations
Access is a privilege—not a right. Users are responsible for good behavior on school computer networks. Independent access to network service is given to individuals who agree to act in a responsible manner. Users are required to comply with District standards and to honor the access/usage agreements they have signed. Beyond clarification of user standards, the District is not responsible for restricting, monitoring, or controlling the communications of individuals utilizing the network independently.
Violations of the Acceptable Use Policy include, but are not limited to, the following:
1. Violating State and Federal legal requirements addressing student and employee rights to privacy, including unauthorized disclosure, use and dissemination of personal information.
2. Sending or displaying offensive messages or pictures, including those that involve:
• Profanity or obscenity; or
• Harassing or intimidating communications.
3. Damaging computer systems or computer networks, or school/District websites.
4. Violating copyright laws, including illegal copying of commercial software and/or other protected material.
5. Using another user’s password, “hacking” or gaining unauthorized access to computers or computer systems, or attempting to gain such unauthorized access.
6. Trespassing in another user’s folder, work, or files.
7. Intentionally using electronic media unrelated to job performance, including downloading of freeware or shareware programs.
8. Using the network for commercial purposes, financial gain or any illegal activity.
9. Using technology resources to bully, threaten or attack a staff member or student or to access and/or set up unauthorized blogs and online journals, including, but not limited to , or .
Additional rules and regulations may be found in the schools’ handbooks and/or other documents. Violations of these rules and regulations may result in loss of access/usage as well as other disciplinary or legal action per KRS 434.840-434860 and KRS 512.020.
Employee Use
Employees are encouraged to use electronic mail and other District technology resources to promote student learning and communication with the home and education-related entities. If those resources are used, they shall be used for purposes directly related to work-related activities.
Technology-based materials, activities and communication tools shall be appropriate for and within the range of the knowledge, understanding, age and maturity of students with whom they are used.
District employees and activity sponsors may set up blogs and other social networking accounts using District resources and following District guidelines to promote communications with students, parents, and the community concerning school-related activities and for the purpose of supplementing classroom instruction.
Networking, communication and other options offering instructional benefits may be used for the purpose of supplementing classroom instruction and to promote communications with students and parents concerning school-related activities.
In order for District employees and activity sponsors to utilize a social networking site for instructional, administrative or other work-related communication purposes, they shall comply with the following:
1. They shall request prior permission from the Superintendent/designee.
2. If permission is granted, staff members will set up the site following any District guidelines developed by the Superintendent’s designee.
3. Guidelines may specify whether access to the site must be given to school/District technology staff.
4. If written parental consent is not otherwise granted through AUP forms provided by the District, staff shall notify parents of the site and obtain written permission for students to become “friends” prior to the students being granted access. This permission shall be kept on file at the school as determined by the Principal.
5. Once the site has been created, the sponsoring staff member is responsible for the following:
a. Monitoring and managing the site to promote safe and acceptable use; and
b. Observing confidentiality restrictions concerning release of student information under state and federal law.
Staff members are discouraged from creating personal social networking sites to which they invite students to be friends. Employees taking such action do so at their own risk.
All employees shall be subject to disciplinary action if their conduct relating to use of technology or online resources violates this policy or other applicable policy, statutory or regulatory provisions governing employee conduct. The Professional Code of Ethics for Kentucky School Certified Personnel requires certified staff to protect the health, safety, and emotional well-being of students and confidentiality of student information. Conduct in violation of this Code, including, but not limited to, such conduct relating to the use of technology or online resources, must be reported to Education Professional Standards Board (EPSB) as required by law and may form the basis for disciplinary action up to and including termination.
Text messaging, Instant Messaging, and Social Media
Employees, contractors, volunteers, and other adults working directly with students enrolled in the District shall not use text messaging services, instant messaging services, or social media sites (regardless of whether or not the equipment utilized for these purposes is owned by the District) to contact or communicate with students regarding school-related matters except in a manner consistent with this policy. These individuals who wish to use text messaging services, instant messaging services, or social media sites to communicate with students regarding a class, club, team, activity, or event must submit a statement to the Principal/designee of the school the student attends to briefly describe the purpose of the intended use of text messaging, instant messaging, or social media in the context of the class, club, team, activity, or event.
If an employee, contractor, volunteer, or other adult working directly with students enrolled in the District utilizes a student’s telephone number, email address, or user/screen name on a messaging services or social networking site, which was obtained from school records, for a purpose inconsistent with this policy, such use constitutes a misuse of personally identifiable information or educational records, and may result in discipline, up to possible termination of employment.
Disregard of Rules
Employees and students shall be subject to disciplinary action, up to and including termination (employees) and expulsion (students) for violating this policy and acceptable use rules and regulations established by the school or District.
Responsibility for Damages
Individuals shall reimburse the Board for repair or replacement of District property lost, stolen, damaged, or vandalized while under their care. Students or staff members who deface a District web site or otherwise make unauthorized changes to a web site shall be subject to disciplinary action, up to and including expulsion and termination, as appropriate.
Retention of Records for E-Rate Participants
Following initial adoption, this policy and documentation of implementation shall be retained for at least ten (10) years after the last day of service in a particular funding year.
References: KRS 156.675; KRS 365.732; KRS 365.734 ;701 KAR 005:120; 16 KAR 1:020 KAR 001:020 (Code of Ethics (Code of Ethics) 47 U.S.C. 254/Children’s Internet Protection Act; 47 C.F.R. 54.520 KRS 434.840 – 434.860; KRS 512.020
KENTUCKY EDUCATION TECHNOLOGY SYSTEM (KETS)
47 C.F.R. 54.516
15-ORD-190
Related Policies: 03.13214/03.23214; 03.1325/03.2325; 03.17/03.27; 08.1353; 08.2322; 09.14; 09.421; 09.422; 09.425; 09.426; 09.4261; 10.5 Adopted/Amended: 7/23/2018 Order #: 2018-200
ELECTRONIC ACCESS/USER AGREEMENT FORMS
|User’s Name ___________________________________ __________________________ _________________________ |
|Last Name First Name Middle Initial |
|Please check if you are a ( Student ( Teacher ( Other (Specify _______________________________) |
|School: ( AES ( GES ( GCHS ( MES ( MMS ( WES (WMS ( BOE |
|If applicable, User’s Grade ________________ |
As a user of the Greenup County Public School District’s computer network, I hereby agree to comply with the District’s Internet and electronic mail rules and to communicate over the network in a responsible manner while abiding by all relevant laws and restrictions. I further understand that violation of the regulations is unethical and may constitute a criminal offense. Should I commit any violation, my access privileges may be revoked and school disciplinary action and/or legal action may be taken.
User’s Name (Please print) _______________________________________________________________________
__________________________________________________________ ____________________
User’s Signature Date
Prior to the student’s being granted independent access privileges, the following section must be completed for students under 18 years of age:
As the parent or legal guardian of the student (under 18) signing above, I grant permission for my child to access networked computer services such as electronic mail and the Internet. I understand that this access is designed for educational purposes; however, I also recognize that some materials on the Internet may be objectionable, and I accept responsibility for guidance of Internet use by setting and conveying standards for my child to follow when selecting, sharing, researching, or exploring electronic information and media.
Consent for Use
By signing this form, you hereby accept and agree that your child’s rights to use the electronic resources provided by the District and/or the Kentucky Department of Education (KDE) are subject to the terms and conditions set forth in District policy/procedure. Please also be advised that data stored in relation to such services is managed by the District pursuant to policy 08.2323 and accompanying procedures. You also understand that the e-mail address provided to your child can also be used to access other electronic services or technologies that may or may not be sponsored by the District, which provide features such as online storage, online communications and collaborations, and instant messaging. Use of those services is subject to either standard consumer terms of use or a standard consent model. Data stored in those systems, where applicable, may be managed pursuant to the agreement between KDE and designated service providers or between the end user and the service provider. Before your child can use online services, he/she must accept the service agreement and, in certain cases, obtain your consent.
Name of Parent/Guardian (Please print) ________________________________________________________
___________________________________________________________________ __________________
Signature of Parent/Guardian Date
Daytime Phone Number: _____________________ Evening Phone Number: ______________________
NOTE: Federal law requires the District to monitor online activities of minors.
CURRICULUM AND INSTRUCTION 08.2323 AP.21
Electronic Access/User Agreement Forms
Text messaging, Instant Messaging, and Social Media – Registration For Use
Employees, contractors, volunteers, and other adults working directly with students enrolled in the District wishing to use text messaging services, instant messaging services, or social media sites to communicate with students regarding a class, club, team, activity, or event must utilize this form or submit the information required by this form on a separate paper or electronically to the Principal(s) of the school(s) where the students attend who are involved in the class, club, team, activity, or event.
Name of class/club/team/activity/event: ____________________________________________
Name of employee/contractor/volunteer/other adult: __________________________________
Specific type/method of communication: ___________________________________________
(text messaging/instant messaging/social media site)
Social media site user name/handle (if applicable):____________________________________
Description of how use of this type/method of communication will be utilized in the class/club/team/activity/event identified above: _______________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
_____________________________________________________________________________
I acknowledge my use of electronic communications with students in relation to a class/club/team/activity/event is governed by Board Policy 08.2323, and that I may not use contact information regarding a student gained from school records to communicate with a student for a purpose inconsistent with Board Policy 08.2323.
____________________________________ _______________
Signature Date
Review/Revised:6/18/2018
• Greenup County Schools
• Code of Acceptable Behavior and Discipline
• 2019-2020
• (Rev 7.19)
The Greenup County Board of Education requires high standards of personal conduct from each student to promote respect for the rights of others and to accomplish the purposes of the schools. The Board also requires compliance with established standards and rules of the district and the laws of the community, state and nation.
The central purpose of the school system is to educate each student to the highest level possible. To support the success of the educational program, the Board directs employees to hold each student accountable to Code standards in a fair manner. Compliance with the standards is necessary to provide:
• Orderly operation of the schools,
• A safe environment for students, district employees and visitors to the schools,
• Opportunities for students to achieve at a high academic level in a productive learning environment,
• Assistance for students at risk of failure or of engaging in disruptive behavior,
• Regular attendance of students, and
• Protection of property.
This Code applies to all students in the District while at school, on their way to and from school, while on the bus or other District vehicle, and while they are participating in school-sponsored trips and activities. The Superintendent/designee is responsible for its implementation and application throughout the District. The Principal is responsible for administration and implementation of the Code within his/her school in a uniform and fair manner without partiality or discrimination.
Each school/council must select and implement appropriate discipline and classroom management techniques necessary to carry out this Code and shall provide a list of the school's rules and discipline procedures in the school handbook.
Teachers and other instructional personnel are responsible for administering Code standards in the classroom, halls, and other duty assignment locations.
This code establishes minimum behavior standards. Recognizing that each school, grade or class may require special provisions, school councils, administrators and teachers have full authority to make rules to enforce these standards in keeping with their areas of responsibility.
Students wishing to report a violation of the Code of Acceptable Behavior and Discipline may report it to a classroom teacher, who shall take appropriate action as defined by the code. The teacher shall refer the report to the Principal/designee for further action when the report involved an offense that may warrant suspension or expulsion of a student, any felony offense, or a report that may be required by law, including reports to law enforcement.
Employees and other students shall not retaliate against a student because s/he reports a violation of the code or assists or participates in any investigation, proceeding, or hearing regarding the violation. The Superintendent/designee shall take measures needed to protect students from such retaliation.
• Student Rights and Responsibilities
Students have the right to:
• An appropriate and free public education.
• Receive academic grades based only on academic performance.
• Be kept informed as is reasonably possible of all rules, regulations, policies, and penalties to which they may be subjected and be assured of all due process rights.
• Personal safety and security while at school and school-sponsored activities.
• Involvement in school activities without being subjected to discrimination on the basis of race, national origin, marital status, sex, economic status, or handicapping condition.
• Present complaints or grievances to school authorities and receive authoritative replies from school authorities.
• Receive consultation or counseling in academic, personal, social and career related concerns.
• Protection of their personal property.
Students have the responsibility to:
• Attend school regularly and to arrive on time.
• Show consideration for the rights of others within the total school environment.
• Refrain from conduct that disrupts the educational process, creates disorder, or damages or destroys private or public property.
• Immediately report student threats to harm others to a teacher, counselor or school administrator.
• Give their best effort to tasks assigned by their teachers, coaches or other persons who work with them.
•
• Staff Rights and Responsibilities
School Staff has the right to:
• Expect all students to complete assignments.
• Work in a positive school climate with a minimum of disruptions.
• The support of fellow staff members, administrators and parents.
• Safety from physical and verbal abuse.
• Take action in emergencies to protect their own person and persons in their care.
School Staff has the responsibility to:
• Maintain a professional attitude and behavior toward all students, parents, administrators, teachers, staff and the Board of Education.
• Aid in planning a flexible curriculum which meets the needs of all students and which maintains high standards of academic achievement.
• Maintain an atmosphere conducive to learning with mutual respect and trust with appropriate discipline.
• Follow the policies, rules and regulations adopted by the Board of Education and/or school administration.
• Deal firmly, promptly, and consistently with disruptions or violations of board policy and school procedures, and if necessary, enlist the support of administrators.
• Provide adequate supervision for students in their care.
• Provide a learning environment free from harassment for students.
•
• Parent/Guardian Rights and Responsibilities
Parents/Guardians have the right to:
• Rights as guaranteed by the Family Educational Rights and Privacy Act.
• Expect that any classroom disruptions will be dealt with fairly, firmly, and quickly.
• Access to all school rules and regulations and the consequences for violation of these rules and regulations.
• Participate in meaningful parent-teacher conferences to discuss their child's progress and welfare.
• Expect school personnel to notify parents/guardians of important news, especially as they relate to children.
• Address a question concerning their child to the proper authority and to receive a reply in a reasonable time period.
Parents/Guardians have the responsibility to:
• Accept their own role as the primary educators of their children.
• Instill in their child the values of an education, a sense of responsibility and a sense of respect.
• Understand and support school requirements, rules, and policies and to be knowledgeable of the consequences of violations by students.
• Communicate with their child concerning academic performance and behavior.
• Be familiar with the educational program and procedure.
•
• Responses to Student Misconduct
•
This code is part of the Board of Education's policy on student behavior and discipline. State and federal law requires special consideration and possible designation of alternative consequences when dealing with behavior and disciplinary issues involving students with disabilities. The board has included samples of prohibited behaviors and response options to help the reader understand how the behavior standard will be enforced. Other behaviors not included in the examples may also be prohibited.
|LEVELS OF MISCONDUCT |EXAMPLES |DISCIPLINARY RESPONSE PROCEDURES |RESPONSE OPTIONS |
|I. |Inappropriate dress |There is immediate intervention by the staff member who is |Verbal warning or reprimand |
| |Non-defiant failure to complete assignments |supervising the student or who observes the misbehavior. |Special assignment |
|Minor student misbehavior which disrupts |Failure to carry out directions |Repeated misbehavior requires a parent/teacher contact or |Counseling |
|classroom procedures or interferes with the |Failure to follow rules |conference with the appropriate school staff. |Withdrawal of privileges |
|orderly operation of the school. |Minor misbehavior on bus, or during school sponsored |Proper and accurate records of offenses and disciplinary actions |Detention/ISS/ISI |
|Misbehavior which can usually be handled by |or endorsed activities |are maintained by the appropriate staff and/or administrator. |Individual conference |
|a staff member but sometimes requires |School tardiness | |Parent contact/conference |
|intervention of other school personnel. | | |Confiscation of inappropriate materials |
| | | |Referral to student support services |
|II. |Continued or repeated Level I offenses |There is immediate intervention by the staff member who is |Continuation of Level I responses |
| |Truancy |supervising the student or who observes the misbehavior. Teacher’s|Detention |
|Student misbehavior which increases in |Gambling |response includes documentation of misbehavior and notification is |Parental conference/contact |
|frequency or severity, disrupting classroom |Using forged notes or excuses |sent to administrator. |Referral to outside agency |
|procedures or interfering with the orderly |Disruptive behavior |The student is referred to the administrator for appropriate |Counseling |
|operation of the school. |Profanity/vulgarity |disciplinary action. |Confiscation of inappropriate materials |
|Also included in this level are misbehaviors|Disrespectful Attitude |The administrator meets with the student and/or teacher and effects|Alternative Educational Plan |
|which do not represent a direct threat to |Possession of pornographic materials |the most appropriate response. |Suspension |
|health and safety of others, but whose | |A proper and accurate record of the offense and the disciplinary |Referral to student support services |
|educational consequences require an | |action is maintained by the administrator. | |
|administrative response. | | | |
|III. |Continued or repeated Level II offenses |The student is referred to administrator for appropriate |Continuation of Level I and II responses |
| |Vandalism |disciplinary action. |Alternative Education Plan |
|Acts directed against persons or property |Theft, possession of stolen property |The administrator initiates disciplinary action by investigating |Suspension |
|but whose consequences do not seriously |Destruction of school property |the infraction and conferring with staff on the extent of the |Parental conference |
|endanger the health or safety of other in |Fighting |consequences. |Referral to appropriate law enforcement agency |
|the school. |Threat/intimidation |The administrator meets with the student and notifies the parent |Expulsion |
| |Use/possession of tobacco products |about the student’s misconduct and resulting disciplinary |Replacement of damaged property |
| |Harassment |action(s). |Referral to student support services |
| |Activating false fire alarm |School officials will contact appropriate law enforcement agency if| |
| | |necessary. | |
|IV. |Continued or repeated Level III offenses |Administrators are required to follow a set of responses outlined |Parental conference |
| |Extortion/robbery |by the Board of Education: |Saturday school |
|Serious misbehaviors which may result in |Terroristic threat |Refer to emergency response plan if necessary. |Suspension from school and/or bus |
|violence to another’s person or property, |Possession/use/transfer of weapons |Follow due process as outlined by policy/procedure. |Alternative Education Programs |
|which pose a direct threat to the safety of |Assault/battery |Remove student from the school environment by suspension. |Expulsion or other board action which results in |
|others in the school or are a violation of |Furnishing/selling, possession and/or use of drugs or|Parents/guardians are notified. |appropriate placement |
|the law. |other controlled substances including alcohol |Contact appropriate law enforcement agency and assist in |Referral to law enforcement agency |
| |(includes “look alike” substances) |prosecuting violator. |Make restitution for damages |
| |Sex offense |Submit a complete and accurate report to the superintendent with |Referral to student support or therapeutic services |
| |Possession/use of explosive devices |possible board action. | |
| | |Inform the student of assistive programs. | |
Search and Seizure
See Board Policy 09.436
Students have the right to be secure from unreasonable searches of their person and property. However, school authorities are authorized to search a student if they have reasonable suspicion that the search will reveal evidence that the student has violated or is violating the Code or a school rule or the law. Also, school authorities may conduct general inspections of jointly held property on a regular basis. All searches will be conducted in accordance with Board policy. Students cannot expect complete privacy in their use of school property assigned for their use, such as desks and lockers.
Physical Restraint/Corporal Punishment
See Board Policy 09.433
Employees may use, within the scope of their employment, such physical restraint as may be reasonable and necessary to protect themselves, students, or others from physical injury; to obtain possession of a weapon or other dangerous object under the control of a student; or to protect property from serious harm.
The Board authorizes the use of corporal punishment as a disciplinary measure, under guidelines set out in Board policy.
Student Records
See Board Policy 09.14
Student records shall be made available for inspection and review to the parent(s) of a student or to an eligible student on request. Legal separation or divorce alone does not terminate a parent’s record access rights. Eligible students are those 18 years of age or older or those duly enrolled in a post-secondary school program. For information concerning access or corrections to student records, contact the school Principal or the Superintendent.
Reports to Law Enforcement Officials
KRS 158.154
When the Principal has a reasonable belief that an act has occurred on school property or at a school-sponsored function involving assault resulting in serious physical injury, a sexual offense, kidnapping, assault involving the use of a weapon, possession of a firearm in violation of the law, possession of a controlled substance in violation of the law, or damage to the property, the Principal shall immediately report the act to the appropriate local law enforcement agency. For purposes of the section, “school property: means any public school building, bus, public school campus, grounds, recreational area, or athletic field, in charge of the Principal.
KRS 158.155
An administrator, teacher, or other employee shall promptly make a report to the local police department, sheriff, or the Department of Kentucky State Police, by telephone or otherwise if:
1. The person knows or has reasonable cause to believe that conduct has occurred which constitutes:
a. A misdemeanor or violation offense under the laws of this Commonwealth and relates to:
b. Carrying, possession, or use of a deadly weapon; or
c. Use, possession, or sale of controlled substances; or
d. Any felony offense under the laws of this Commonwealth; and
2. The conduct occurred on the school premises or within one thousand (1,000) feet of school premises, on a school bus, or at a school-sponsored or sanctioned event.
KRS 158.156
Any employee of a school or a local board of education who knows or has reasonable cause to believe that a school student has been the victim of a violation of any felony offense specified in KRS Chapter 508 committed by another student while on school premises, on school-sponsored transportation, or at a school-sponsored event shall immediately cause an oral or written report to be made to the Principal of the school attended by the victim. The Principal shall notify the parents, legal guardians, or other persons exercising custodial control or supervision of the student when the student in involved in an incident reportable under this section. The Principal shall file a written report with the local school board and the local law enforcement agency or the Department of Kentucky State Police or the county attorney within forty-eight hours of the original report.
KRS 620.030
Any person who knows or has reasonable cause to believe that a child is dependent, neglected, or abused shall immediately cause an oral or written report to be made to a local law enforcement agency or the Kentucky State Police; the cabinet or its designated representative; the Commonwealth’s Attorney or the County Attorney; by telephone or otherwise. Any supervisor who receives from an employee a report of suspected dependency, neglect, or abuse shall promptly make a report to the proper authorities for investigation.
Weapons
See Board Policy 05.48
Students are never allowed to bring a weapon to school. The carrying, bringing, using, or possessing of any weapon or dangerous instrument, including any type of knife, in any school building, on school grounds, in any school vehicle or at any school-sponsored activity is prohibited. A dangerous instrument is considered to be any device with the stated, implied or demonstrated intent to physically harm someone.
The Board urges parents and other citizens to make sure that students do not have inappropriate access to weapons. Except for authorized law enforcement officials, the Board specifically prohibits the carrying of concealed weapons on school property.
If a student violates the prohibition on weapons, the Principal shall immediately make a report to the Superintendent, who shall determine if charges for expulsion from the district schools should be filed under Policy 09.435. In addition, when they have reasonable belief that a violation has taken place, principals shall immediately report to law enforcement officials when an act has occurred on school property or at a school-sponsored function that involves student possession of a firearm in violation of the law or assault involving the use of a weapon.
Suspension, Expulsion, and Due Process
See Board Policies 09.434; 09.435; 09.431
For certain violations, administrators, such as the Superintendent and Principal, may remove (suspend) a student from school for up to ten (10) days per incident. Unless immediate suspension is necessary to protect persons or property or to avoid disruption of the educational process, students shall not be suspended until they have been given due process (required by law). Due process must be given before educational benefits are taken away and shall include:
1. Oral or written notice of the charge(s) against them,
2. An explanation of the evidence, if the student denies the charge(s).
3. An opportunity to present their own version of the facts concerning the charge(s).
A report of the suspension shall be made in writing to the Superintendent and to the parent of the student being suspended. Suspension of primary school students shall be considered only in exceptional cases where there are safety issues for the child or others.
Following legally required due process, the Board may expel any pupil from the regular school setting for misconduct as defined by law for periods longer than ten (10) days. In cases of expulsion, provision of educational services will be required unless the Board determines, on the record and supported by clear and convincing evidence, that the expelled student poses a threat to the safety of other students or school staff and cannot be placed in a state-funded program. Action to expel a pupil shall not be taken until the parent of the pupil has had an opportunity for a hearing before the Board.
Grievances
See Board Policy 09.4281
Students and parents wishing to express an educational concern or grievance shall observe the following order of appeal:
1. Teacher;
2. Principal;
3. School council;
4. Superintendent;
5. Board.
The order of appeal shall not be construed to mean that students are not free to confer with the Superintendent or Board whenever they so wish. However, if the grievance concerns discipline of an individual student, the Board may, on a case-by-case basis, determine if it will hear the grievance based on whether the facts presented in the written grievance fall within its discretion or authority. If there is a question as to whether the grievance is within the Board’s discretion or authority, the Board will consult with legal counsel.
Information on filing a formal complaint or grievance is available online (greenup.kyschools.us), at each school and at the Central Office. See Board Procedure 09.4281 AP.1.
Bullying/Hazing
See Board Policy 9.422
In order to effectively participate in the democratic process as adults, students must learn to respect the rights of others and to interact with them in a civil manner. Therefore, students are required to speak and behave in a civil manner toward students, staff and visitors to the schools.
The use of lewd, profane or vulgar language is prohibited. In addition, students shall not engage in behaviors such as hazing, bullying, menacing, taunting, intimidating, verbal or physical abuse of others, or other threatening behavior. This policy extends to any/all student language or behavior including, but not limited to, the use of electronic or online methods. Such behavior is disruptive of the educational process and interferes with the ability of other students to take advantage of the educational opportunities offered.
These provisions shall not be interpreted to prohibit civil exchange of opinions or debate protected under the state or federal constitutions where the opinion expressed does not otherwise materially or substantially disrupt the education process or intrude upon the rights of others. Students who violate this policy shall be subject to appropriate disciplinary action.
Bullying means any unwanted verbal, physical or social behavior that involves a real or perceived power imbalance and is repeated or has the potential to be repeated:
1. That occurs on school premises, on school-sponsored transportation, or at a school-sponsored event, or:
2. That disrupts the educational process.
This definition shall not be interpreted to prevent civil exchange of opinions or debate or cultural practices protected under the state or federal Constitution where the opinion expressed does not otherwise materially or substantially disrupt the educational process.
Employees are expected to take reasonable and prudent action in situations involving student welfare and safety, including following District policy requirements for intervening and reporting to the Principal or to their immediate supervisor those situations that threaten, harass, or endanger the safety of students, other staff members, or visitors to the school or District. Such instances shall include, but are not limited to, bullying or hazing of students and harassment/discrimination of staff, students or visitors by any party.
Students who believe they have been a victim of bullying or who have observed other students being bullied shall, as soon as reasonably practicable, report it. Students wishing to report bullying or other code violation of the Code of Acceptable Behavior and Discipline may report it to a classroom teacher (Board Procedure 09.438 AP.1), who shall take appropriate action as defined by the Code. The teacher shall refer the report to the Principal/designee for further action when the report involves an offense that may warrant suspension or expulsion of a student, any felony offenses, or a report that may by required by law, including reports to law enforcement.
In certain cases, employees must do the following:
1. Report bullying and hazing to appropriate law enforcement authorities as required by policy 09.2211; and
2. Investigate and complete documentation as required by policy 02.21 covering federally protected areas.
When a complaint is received that does not appear to be covered by this policy, administrators shall review other policies that may govern the allegations, including but not limited to, 09.426 and/or 02.21.
Harassment/Discrimination
See Board Policy 2.21
Harassment/Discrimination is unlawful behavior based on the race, color, national origin, age, religion, sex, genetic information or disability involving intimidation by threats of or actual physical violence; the creation, by whatever means, of a climate of hostility or intimidation, or the use of language, conduct, or symbols in such manner as to be commonly understood to convey hatred or prejudice.
A hostile environment is created by harassment/ discrimination that is sufficiently severe, pervasive, or objectively offensive that it adversely affects a student's education or creates a hostile or abusive educational or work environment.
Grievance procedures may include voluntary informal mechanisms for resolving some types of sexual harassment complaints; however informal procedures will never be utilized for any sexual assault complaint.
The provisions of this policy shall not be interpreted as applying to speech otherwise protected under the state or federal constitutions where the speech does not otherwise materially or substantially disrupt the educational process or work environment, as defined by policies 09.426, 03.1325 and 03.2325 or where it does not violate provisions of policy 09.422.
Sexual harassment means unwelcome conduct of a sex nature, which can include sex assault, sex violence, sex misconduct, unwelcome sexual advances, requests for sex favors, or other verbal, nonverbal, or physical conduct of a sexual nature. It can include conduct such as touching of a sexual nature; making sexual comments, jokes or gestures; writing graffiti or displaying or distributing sexually explicit drawings, pictures or written materials; calling students sexually charged names; spreading sexual rumors; rating students on sexual activity; or circulating, showing, or creating electronic messages or websites of a sexual nature.
Work day is any day administrators are scheduled to work excluding holidays and school day is any day in the official school calendar. If the alleged victim is a student, school days will be used for the investigating and reporting timeline. If the alleged victim is other than a student, working days will be used for the investigating and reporting timeline.
The School District has jurisdiction over harassment issues, including Title IX, sexual harassment.
Prohibition
Harassment/Discrimination is prohibited at all times on school property and off school grounds during school-sponsored activities. This prohibition also applies to vendors and visitors to the school who may come into contact with employees and students. (Acts of harassment/discrimination based on sex may be committed by persons of the same or the opposite sex.)
District staff shall provide for a prompt and equitable resolution of complaints concerning harassment/discrimination.
Employees who engage in harassment/discrimination of another employee or a student on the basis of any of the areas mentioned above shall be subject to disciplinary action including, but not limited to, termination of employment.
Students who engage in harassment/discrimination of an employee or another student on the basis of any of the areas mentioned above shall be subject to disciplinary action, including but not limited to suspension and expulsion.
Anyone who believes they or any employee, student, vendor or visitor is being or has been subjected to harassment/discrimination by anyone under the school’s jurisdiction shall, as soon as reasonably practicable, report it. In each school building, the Principal is the person responsible for receiving reports/complaints of harassment/discrimination at the building level. Otherwise, reports/complaints of harassment/discrimination may be made directly to the Superintendent. If an employee is not assigned to a particular school, a report/complaint of harassment/discrimination may be made to the employee’s immediate supervisor or to the Superintendent. Additionally, if sexual discrimination or harassment is being alleged, reports/complaints may be made directly to the District Title IX Coordinator. Complaints of harassment/discrimination, whether verbal or written, shall lead to a documented investigation and a written report.
Employees who believe prohibited behavior is occurring or has occurred shall notify the victim’s Principal, who shall immediately forward the information to the Superintendent.
Guidelines
The Superintendent shall provide for the following:
1. Investigation of allegations of harassment/ discrimination to commence as soon as circumstances allow, but not later than three (3) work/school days of receipt of the original complaint, regardless of the manner in which the complaint is communicated to a District administrator. A written report of all findings of the investigation shall be completed within thirty (30) calendar days, unless additional time is necessary due to the matter being investigated by a law enforcement or governmental agency. In order to protect alleged victims during the investigation, the Superintendent/designee may take interim measures, such as keeping the alleged victim and alleged perpetrator separated, changing schedules, and extra supervision as deemed appropriate by the Superintendent/designee, until the investigation is over.
2. A process to identify and implement, within five (5) work/school days of the submission of the written investigative report, methods to correct and prevent reoccurrence of the harassment/discrimination. If corrective action is not required, an explanation shall be included in the report.
3. A process to be developed and implemented to communicate requirements of this policy to all individuals which may include, but not be limited to, the following:
• written notice provided in publications such as handbooks, codes of conduct, staff memoranda, and/or pamphlets;
• postings in the same location as are documents that must be posted according to state/federal law; and/or
• such other measures as determined by the Superintendent/designee.
Method(s) used shall provide a summary of this policy, along with information concerning how individuals can access the District’s complete policy/procedures and obtain assistance in reporting and responding to alleged incidents. Students, parents or guardians, as appropriate, will be directed to sign an acknowledgement form verifying receipt of information concerning this policy as part of the Board-approved code of acceptable behavior and discipline.
4. Annual training for staff and volunteers explaining prohibited behaviors and the necessity for prompt reporting of alleged harassment/discrimination; and for students age appropriate training during the first month of school to include an explanation of prohibited behavior and the necessity for prompt reporting of alleged harassment/discrimination; and
5. Development of alternate methods of filing complaints for individuals with disabilities and others who may need accommodation.
When sexual harassment of a student is alleged, the District's Title IX Coordinator, as designated in the student handbook/code, shall be notified.
Notification
Within twenty-four (24) hours of receiving a serious allegation of harassment/discrimination, District personnel shall attempt to notify parents of both student victims and students who have been accused of harassment/discrimination.
In circumstances also involving suspected child abuse, additional notification shall be required by law. (See Policy 09.227). In applicable cases, employees must report harassment/discrimination to appropriate law enforcement authorities in accordance with law.
In applicable cases, employees must report harassment/discrimination to appropriate law enforcement authorities in accordance with law.1 Individuals may also file criminal complaints about harassment directly with law enforcement agencies.
Prohibited Conduct
Depending on the circumstances and facts of the situation, and within the definition of harassment/discrimination contained in this policy, examples of conduct and/or actions that could be considered a violation of this policy include, but are not limited to:
1. Any nicknames, slurs, stories, jokes, written materials or pictures that are lewd, vulgar, or profane and relate to any of the protected categories listed in the definition of harassment/discrimination contained in this policy;
2. Unwanted touching, sexual advances, requests for sexual favors, and spreading sexual rumors;
3. Instances involving sexual violence;
4. Causing an individual to believe that he or she must submit to unwelcome sexual conduct in order to not suffer adverse employment action, or that a student must submit in order to not suffer adverse actions regarding participation in school programs or activities;
5. Implied or overt threats of physical violence or acts of aggression or assault based on any of the protected categories;
6. Seeking to involve students with disabilities in antisocial, dangerous or criminal activity where the students, because of disability, are unable to comprehend fully or consent to the activity; and
7. Destroying or damaging an individual's property based on any of the protected categories.
Confidentiality
District employees involved in the investigation of complaints shall respect, as much as possible, the privacy and anonymity of all parties involved. The Superintendent/designee shall evaluate requests of confidentiality.
Appeal
Upon the completion of the investigation and correction of the conditions leading to the harassment/discrimination, any party may appeal in writing any part of the findings and corrective actions to the Superintendent. The Superintendent shall inform the victim and the accused of his/her decision within in thirty (30) work days.
If a supervisor is an alleged party in the harassment/discrimination complaint, procedures shall also provide for addressing the complaint to a higher level of authority.
Failure by an employee, immediate supervisor, Principal, and/or Superintendent to report, notify, and/or initiate an investigation of alleged harassment/discrimination as required by this policy, or to take corrective action shall be cause for disciplinary action.
The Superintendent shall inform the victim and the accused of his/her decision within thirty (30) work days.
Counseling
The District contracts with various providers of counseling services. In the event you would like to request such services or learn more about them, contact the District Title IX Coordinator, Scarlet Shoemaker: scarlet.shoemaker@greenup.kyschools.us; telephone 606-473-9819, or the school guidance counselor for a list of current providers.
Retaliation Prohibited by Federal Law
No one shall retaliate against an employee or student because s/he files a written grievance, assists or participates in an investigation, proceeding, or hearing regarding the charge of harassment/discrimination of an individual or because s/he has opposed language or conduct that violates this policy. Upon the resolution of allegations, the Superintendent shall take steps to protect employees and students against retaliation.
Other Claims
When a complaint is received that does not appear to be covered by this policy, administrators shall review other policies that may govern the allegations, including but not limited to, 09.422 and/or 09.426.
Damages to School Property
See Board Policy 9.421
Any pupil, organization, or group of pupils participating in activities who destroys, defaces, damages or removes school property shall be subject to disciplinary action and liability for the cost of restoring the property.
Tobacco
See Board Policy 9.4232
Students shall not be permitted to use or possess any tobacco product, alternative nicotine product, or vapor product as defined in KRS 438.305 on or in all Board property at all times, including any vehicle owned, operated, leased or contracted for use the Board and while attending or participating in any school-related student trip or student activity. Students who violate these prohibitions while under the supervision of the school shall be subjected to penalties set forth in the local code of acceptable behavior and discipline.
Use of Alcohol, Drugs and Other Controlled Substances
See Board Policy 9.423
No pupil shall purchase, possess, attempt to possess, use, be under the influence of, sell, or transfer any of the following on or about school property, at any location of a school-sponsored activity, or en route to/from school or a school-sponsored activity:
• Alcoholic beverages;
• Controlled drug substances and drug paraphernalia;
• Substances that "look like" a controlled substance. In instances involving look-alike substances, there must be evidence of the student's intent to pass off the item as a controlled substance.
In addition, students shall not possess prescription drugs for the purpose of sale or distribution.
Controlled substance means any substance or immediate precursor listed in Chapter 218A of the Kentucky Revised Statutes or any other substance added by regulation under KRS 218A.010. Prohibited drugs include, but are not limited to, any substance that an individual may not sell, possess, use, distribute or purchase under Federal or Kentucky law.
Prohibited substances include:
1. All prescription drugs obtained without authorization, and
2. All prohibited substances however taken or used, including by not limited to, prescribed and over-the-counter drugs, prohibited volatile substances as defined in KRS 217.900 or synthetic compounds/substances that are used or intended for use for an abusive and/or intoxicating purpose.
Use of a drug authorized by and administered in accordance with a prescription from a physician or dentist shall not be considered in violation of this policy.
Violation of this policy shall constitute reason for disciplinary action including suspension or expulsion from school and suspension or dismissal from athletic teams and/or other school-sponsored activities.
Employees of the District shall promptly make a report to the local police department, sheriff, or Kentucky State Police, by telephone or otherwise, if they know or have reasonable cause to believe that conduct has occurred which constitutes the use, possession, or sale of controlled substances on the school premises or within one thousand (1,000) feet of school premises, on a school bus, or at a school sponsored or sanctioned event. In addition, when they have reasonable belief that a violation has taken place, Principals shall immediately report to law enforcement officials when an act has occurred on school property or at a school-sponsored function that involves student possession of a controlled substance on school property in violation of the law.
Assault and Threats of Violence
See Board Policy 9.425
A “threat” shall refer to a communication made by any means, including, but not limited to, electronic and/or online methods.
Any pupil who threatens, assaults, batters or abuses another pupil shall be subject to appropriate disciplinary action up to and including suspension or expulsion. Students may also be subject to prosecution or juvenile justice interventions for assault, threats or other abusive conduct. Any pupil who threatens, assaults, batters or physically or verbally abuses a teacher or other school personnel shall be subject to appropriate disciplinary action up to and including expulsion from school and/or legal action.
School administrators, teachers, or other school personnel may immediately remove or cause to be removed threatening or violent students from a classroom setting or from the District's transportation system pending any further disciplinary action that may occur. Threatening or violent behavior shall include, but not be limited to:
1. Verbal or written statements or gestures by students indicating intent to harm themselves, others or property.
2. Physical attack by students so as to intentionally inflict harm to themselves, others or property.
Removal of students from a bus shall be made in compliance with 702 KAR 5:080.
Each school shall designate the site(s) to which employees may remove students from a classroom setting and the employee(s) who will supervise the student at the site.
When teachers or other personnel remove a student, they shall complete and submit a form to document the removal and the causes as soon as practicable. The Principal/designee shall review the removal as soon as possible to determine if further disciplinary action is warranted or if the student is to be returned to the classroom.
When they have reasonable belief that a violation has taken place, principals shall immediately report to law enforcement officials when an act has occurred on school property or at a school-sponsored function that involves assault resulting in serious physical injury, a sexual offense, kidnapping or each instance of assault involving the use of a weapon.
Upon the request of a victim, school personnel shall report an act of domestic violence and abuse or dating violence and abuse to a law enforcement officer. School personnel shall discuss the report with the victim prior to contacting a law enforcement officer.
School personnel shall report to a law enforcement officer when s/he has a belief that the death of a victim with whom s/he has had a professional interaction is related to domestic violence and abuse or dating violence and abuse.
These reporting requirements covering domestic violence and abuse or dating violence and abuse do not relieve school personnel of the duty to report any known or suspected abuse, neglect, or dependency of a child pursuant to KRS 620.030. This separate reporting requirement covers abuse, neglect or dependency of a child committed or caused by a parent, guardian, other person exercising control or supervision, or a person in a position of authority or special trust.
If individual school personnel has reasonable cause to believe that a victim with whom s/he has had a professional interaction has experienced domestic violence and abuse or dating violence and abuse, s/he shall provide educational materials to the victim relating to such form(s) of abuse and including information on access to regional domestic violence programs or rape crisis centers and how to access protective orders. These materials shall be made available to school personnel in print form or on the web by the primary domestic violence, shelter, and advocacy service provider designated by the Cabinet for Health and Family Services to serve the school District’s area
As soon as the Superintendent/designee confirms that a serious threat has been confirmed, designated personnel shall attempt to notify staff members and/or students who have been threatened and parents of students who are the subject of a threat. Such notification shall observe and comply with confidentiality requirements of applicable law including, but not limited to, state and federal Family Educational Rights and Privacy Act (FERPA) laws.
Telecommunication Devices
See Board Policy 9.4261
While on school property or while attending school-sponsored or school-related activities, whether on or off school property, students shall be permitted to possess and use personal telecommunications devices as defined by law and other related electronic devices, provided they observe the following conditions:
1. Devices shall not be used in a manner that disrupts the educational process, including, but not limited to, use that:
a. Poses a threat to academic integrity, such as cheating;
b. Violates confidentiality or privacy rights of another individual. This includes, but is not limited to, taking photographs, video, or audio recordings of others without the permission of the Principal/designee and the affected individual(s). An exception may be made for events considered to be in the public arena (e.g. sporting events, academic competitions, or performances to which the general public is admitted) where the activity does not materially disrupt the event, prevent others from observing the event, or otherwise violate legal rights. School social events for students, activities sponsored by student clubs, and activities during the school day that are not open to the public are not considered to be in the public arena;
c. Is profane, indecent, or obscene,
d. Constitutes or promotes illegal activity or activity in violation of school rules, or
e. Constitutes or promotes sending, sharing, or possessing sexually explicit messages, photographs, or images using any electronic device.
These restrictions shall not be interpreted to prohibit material protected under the state or federal constitutions where such material does not otherwise materially or substantially disrupt the education process or intrude upon the rights of others.
2. Unless an emergency situation exists that involves imminent physical danger or a certified employee authorizes the student to do otherwise, devices shall be turned on and operated only before and after the regular school day and during the student’s lunch break.
3. When students violate prohibitions of this policy, they shall be subject to disciplinary action, including losing the privilege of bringing the device onto school property and being reported to their parent/guardian. A violation also may result in a report being made to law enforcement. In addition, an administrator may confiscate the device, which shall only be returned to the student’s parent/guardian.
4. Students are responsible for keeping up with devices they bring to school. The District shall not be responsible for loss, theft, or destruction of devices brought onto school property.
5. Students shall comply with any additional rules developed by the school concerning appropriate use of telecommunication or other electronic devices.
6. Students shall not utilize a telecommunication or similar electronic device in a manner that would violate the District’s Acceptable Use policy or procedures or its Code of Acceptable Behavior and Discipline.
Acceptable Use
See Board Policy 8.2323
The District offers students, staff, and members of the community reasonable access to the District’s computer network for electronic mail and Internet and expects users to utilize this privilege in an appropriate and responsible manner as required by policy 08.2323 and related procedures. Access is a privilege—not a right. Users are responsible for good behavior on school computer networks. Independent access to network service is given to individuals who agree to act in a responsible manner. Users are required to comply with District standards and to honor the access/usage agreements they have signed. Beyond clarification of user standards, the District is not responsible for restricting, monitoring, or controlling the communications of individuals utilizing the network independently.
Violations of the Acceptable Use Policy include, but are not limited to, the following:
10. Violating State and Federal legal requirements addressing student and employee rights to privacy, including unauthorized disclosure, use and dissemination of personal information
11. Sending or displaying offensive messages or pictures, including those that involve: profanity or obscenity; or harassing or intimidating communications.
12. Damaging computer systems or computer networks, or school/District websites.
13. Violating copyright laws, including illegal copying of commercial software and/or other protected material.
14. Using another user’s password, “hacking” or gaining unauthorized access to computers or computer systems, or attempting to gain such unauthorized access;
15. Trespassing in another user’s folder, work, or files
16. Intentionally using electronic media unrelated to job performance, including downloading of freeware or shareware programs.
17. Using the network for commercial purposes, financial gain or any illegal activity.
18. Using technology resources to bully, threaten or attack a staff member or student or to access and/or set up unauthorized blogs and online journals, including, but not limited to , or
Additional rules and regulations may be found in the schools’ handbooks and on the district website. Violations of these rules and regulations may result in loss of access/usage as well as other disciplinary or legal action per KRS 434.840-434860 and KRS 512.020.
Policy information listed in this document may be excerpts of Board policies, and not the policies in their entirety. For access to complete and/or updated board policies, visit the district website at greenup.kyschools.us. Click on “Board of Education”, then “Board Policies and Procedures”. Board policies may also be accessed at the Board of Education, 45 Musketeer Drive, Greenup, KY 41144.
As required by federal law including Title IX, the District does not discriminate on the basis of race, color, national origin, sex, genetic information, disability, or age in its programs and activities and provides equal access to its facilities to the Boy Scouts and other designated youth groups.
The District’s Title IX/Equity Coordinator is Scarlet Shoemaker. If you have any questions pertaining to sexual harassment or sexual discrimination, you may contact her at: 45 Musketeer Drive, Greenup, KY 41144
Telephone Number: (606) 473-9819
Email: scarlet.shoemaker@greenup.kyschools.us
The District’s 504 Coordinator is Kim Taylor. If you have questions pertaining to Section 504 of the Rehabilitation Act of 1973, you may contact her at:45 Musketeer Drive, Greenup, KY 41144
Telephone Number: (606) 473-9819
Email: kim.taylor@greenup.kyschools.us
Dealing with medical conditions in your classroom:
-Each teacher will be instructed to leave each substitute teacher an alert if they have a student with a medical condition. There will be instructions for you to follow in the event of an emergency in your classroom. Always call the front office if you have a medical situation in your room. Never send a student unattended to the office.
-Diabetic students: If you have a Diabetic student in your classroom that complains of not feeling well, do not send them to the office. Call the front office and someone will come to your classroom.
-Students with Seizures: If you have a student who appears to be having a seizure, note the time the incident begins, call the front office immediately and quickly send the other students to the hallway. Move any objects around the student, to prevent injury. Place the student on their side.
Students with allergic reactions: If the student complains of having an allergic reaction, and having difficulty breathing, call the front office immediately. -Students with asthma: If a student is having an asthma attack, and they have their inhaler with them they may use it in the classroom. If they do not have an inhaler with them, call the front office.
References:
Substitute Teacher Handbook: Secondary for Grades 9-12. ISBN 1-890563-03-X. Substitute Teaching Institute, Utah State University, 6516 University Blvd, Logan, UT 84322-6516, 1-800-922-4693. Cost: $14 + S&H
Classroom Management for Substitute Teachers. S. Harold Collins 1982. ISBN 0-931993-04-2. Garlic Press, 100 Hillview Lane #2, Eugene, OR 97408. Phone (541) 345-0063. Cost: $7.95 + S&H
Instant Success for Classroom Teachers, New and Substitute Teachers. Barbara Cawthrone 1981. ISBN 0-9606666-0-5. Greenfield Publications, 8720 East Forrest Dr., Scottsdale, AZ 85256. Phone: (602) 994-1452. Cost: $7.95 + S&H
The First Days of School, How to be an Effective Teacher. Harry K. Wong & Rosemary Tripi Wong 1991. ISBN 0-9629360-06. Harry K. Wong Publications, 1030 W. Maude Ave. Ste. 507, Sunnyvale, CA 94086, Phone: (408) 732-1388, Fax (408) 732-2206. Cost: $24.95 + S&H
Substitute Teaching – Tricks of the Trade. Randy Sturgeon 1994, LCN 94-75138. G&S Publishing. Captured Moments, P. O. Box 2521, Lancaster, CA 93539-2521. Cost: $14.95 + S&H.
The Guest Teacher: Being and Effective Substitute Teacher. Barbara L. Goldenhersh & Barbara J. Divins 1997. ISBN 1-882429-09-5. Substitute Teacher Training Institute, Utah State University, 8200 University Blvd., Logan, UT 84322-8200. 1-800-922-4693
Substitute Teacher Handbook: Proven Professional Management Skills and Teaching Strategies Elementary K-8. Substitute Teacher Training Institute, Utah State University, 8200 University Blvd., Logan, UT 84322-8200. 1-800-922-4693
Substitute Teacher Handbook: Proven Professional Management Skills and Teaching Strategies Secondary 9-12. Substitute Teacher Training Institute, Utah State University, 8200 University Blvd., Logan, UT 84322-8200. 1-800-922-4693
Websites
1. Educational Professional Standards Board (EPSB):
2. Kentucky Department of Education:
3. Kentucky Teacher Internship Program (KTIP):
4. New-to-Kentucky Teachers:
5. Orientation for Substitute Teachers:
6. PRAXIS II Test Preparations:
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45 Musketeer Drive
Greenup, KY 41144
606.473.9819
Fax: 606.473.5710
Traysea Moresea, Superintendent
Greenup County Schools
All for One
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