Human Resource Services’



dell city isdEmployee Handbook2019-20203905255715A Quality Education for All!00A Quality Education for All!Table of content TOC \o "1-2" \h \z \u Introduction PAGEREF _Toc457891979 \h 6Mission statement, goals, and objectives PAGEREF _Toc457891980 \h 6Mission Statement PAGEREF _Toc457891981 \h 6Vision Statement PAGEREF _Toc457891982 \h 6Philosophy PAGEREF _Toc457891983 \h 6Belief Statements PAGEREF _Toc457891984 \h 7District Goals PAGEREF _Toc457891985 \h 7Board of trustees PAGEREF _Toc457891986 \h 8Employment PAGEREF _Toc457891987 \h 8Equal Employment Opportunity PAGEREF _Toc457891988 \h 8Job Vacancy Announcements PAGEREF _Toc457891989 \h 9Employment after Retirement PAGEREF _Toc457891990 \h 9Contract and Non-contract Employment PAGEREF _Toc457891991 \h 9Certification and Licenses PAGEREF _Toc457891992 \h 12Searches and Alcohol and Drug Testing PAGEREF _Toc457891993 \h 12Health Safety Training PAGEREF _Toc457891994 \h 13Reassignments and Transfers PAGEREF _Toc457891995 \h 13Workload and Work Schedules PAGEREF _Toc457891996 \h 14Outside Employment and Tutoring PAGEREF _Toc457891998 \h 14Performance Evaluation PAGEREF _Toc457891999 \h 15Appraisals PAGEREF _Toc457892000 \h 15Employee Involvement PAGEREF _Toc457892001 \h 15Site-Based Management/Shared Decision Making PAGEREF _Toc457892002 \h 16Staff Development PAGEREF _Toc457892003 \h 16Compensation and Benefits PAGEREF _Toc457892004 \h 17Salaries, Wages, and Stipends PAGEREF _Toc457892005 \h 17Paychecks PAGEREF _Toc457892006 \h 17Payroll Procedures PAGEREF _Toc457892007 \h 18Automatic Payroll Deposit PAGEREF _Toc457892008 \h 19Payroll Deductions PAGEREF _Toc457892009 \h 19Overtime Compensation PAGEREF _Toc457892010 \h 19Travel Expense Reimbursement PAGEREF _Toc457892011 \h 20Travel/Expense Reimbursement Guidelines PAGEREF _Toc457892012 \h 20Health, Dental, and Life Insurance PAGEREF _Toc457892013 \h 21Supplemental Insurance Benefits PAGEREF _Toc457892014 \h 22Cafeteria Plan Benefits (Section 125) PAGEREF _Toc457892015 \h 22Workers’ Compensation Insurance PAGEREF _Toc457892016 \h 22Unemployment Compensation Insurance PAGEREF _Toc457892017 \h 22Teacher Retirement PAGEREF _Toc457892018 \h 23Liability of School Personnel PAGEREF _Toc457892019 \h 23Leaves and absences PAGEREF _Toc457892020 \h 23Personal Leave PAGEREF _Toc457892021 \h 24State Sick Leave PAGEREF _Toc457892022 \h 25Local Leave PAGEREF _Toc457892023 \h 25Leave Pool PAGEREF _Toc457892024 \h 25General Regulations PAGEREF _Toc457892025 \h 26Family and Medical Leave PAGEREF _Toc457892026 \h 26Temporary Disability Leave PAGEREF _Toc457892027 \h 26Workers’ Compensation Benefits PAGEREF _Toc457892028 \h 27Assault leave PAGEREF _Toc457892029 \h 27Jury Duty PAGEREF _Toc457892030 \h 28Other Court Appearances PAGEREF _Toc457892031 \h 28Military Leave PAGEREF _Toc457892032 \h 28Employee Relations and Communications PAGEREF _Toc457892033 \h 29Employee Recognition and Appreciation PAGEREF _Toc457892034 \h 29District Communications PAGEREF _Toc457892035 \h 29Bulletins PAGEREF _Toc457892036 \h 29Community Relations PAGEREF _Toc457892037 \h 29Involvement PAGEREF _Toc457892038 \h 31Complaints and Grievances PAGEREF _Toc457892039 \h 32Employee Complaint Policies – Policy DGBA, Local PAGEREF _Toc457892040 \h 32Employee Conduct and Welfare PAGEREF _Toc457892041 \h 34Standards of Conduct PAGEREF _Toc457892042 \h 34Discrimination, Harassment, and Retaliation PAGEREF _Toc457892043 \h 38Harassment of Students PAGEREF _Toc457892044 \h 38Reporting Suspected Child Abuse PAGEREF _Toc457892045 \h 38Sexual Abuse and Maltreatment of Children PAGEREF _Toc457892046 \h 40Technology Resources PAGEREF _Toc457892047 \h 41Personal Use of Electronic Media PAGEREF _Toc457892048 \h 41Use of Electronic Media with Students PAGEREF _Toc457892049 \h 42Criminal History Background Checks PAGEREF _Toc457892050 \h 44Employee Arrests and Convictions PAGEREF _Toc457892051 \h 44Alcohol-and Drug-Abuse Prevention PAGEREF _Toc457892052 \h 45Tobacco Use PAGEREF _Toc457892053 \h 45Fraud and Financial Impropriety PAGEREF _Toc457892054 \h 45Conflict of Interest PAGEREF _Toc457892055 \h 46Gifts and Favors PAGEREF _Toc457892056 \h 46Copyrighted Materials PAGEREF _Toc457892057 \h 46Charitable Contributions PAGEREF _Toc457892058 \h 47Associations and Political Activities PAGEREF _Toc457892059 \h 47Safety PAGEREF _Toc457892060 \h 47Possession of Firearms and Weapons PAGEREF _Toc457892061 \h 48Visitors in the Workplace PAGEREF _Toc457892062 \h 48Asbestos Management Plan PAGEREF _Toc457892063 \h 48Pest Control Treatment PAGEREF _Toc457892064 \h 48General Procedures PAGEREF _Toc457892065 \h 49Bad Weather Closing PAGEREF _Toc457892066 \h 49Cafeteria Meal Rates PAGEREF _Toc457892067 \h 49Emergencies PAGEREF _Toc457892068 \h 49Purchasing Procedures PAGEREF _Toc457892069 \h 50Name and Address Changes PAGEREF _Toc457892070 \h 50Personnel Records PAGEREF _Toc457892071 \h 50Personnel Files PAGEREF _Toc457892072 \h 51Building Use PAGEREF _Toc457892073 \h 51Local District General Procedures PAGEREF _Toc457892074 \h 52Audio-Visual Equipment PAGEREF _Toc457892075 \h 52Business and Support Services PAGEREF _Toc457892076 \h 52Activity Account Procedures PAGEREF _Toc457892077 \h 52Errands PAGEREF _Toc457892078 \h 54Emergency Drills PAGEREF _Toc457892079 \h 54Dress Code PAGEREF _Toc457892080 \h 54Crisis Management Plan PAGEREF _Toc457892081 \h 55Cell Phones PAGEREF _Toc457892082 \h 55Extracurricular Activities PAGEREF _Toc457892083 \h 55Field Trips PAGEREF _Toc457892084 \h 56Hall Passes PAGEREF _Toc457892085 \h 56Inventory PAGEREF _Toc457892086 \h 56Maintenance of Buildings and Grounds PAGEREF _Toc457892087 \h 57Lesson Plans PAGEREF _Toc457892088 \h 57Personnel PAGEREF _Toc457892089 \h 57Termination of Employment PAGEREF _Toc457892090 \h 59Resignations PAGEREF _Toc457892091 \h 59Dismissal or Non-renewal of Contract Employees PAGEREF _Toc457892092 \h 59Dismissal of Non-contract Employees PAGEREF _Toc457892093 \h 59Exit Interviews and Procedures PAGEREF _Toc457892094 \h 60Reports to Texas Education Agency PAGEREF _Toc457892095 \h 60Reports Concerning Court-ordered Withholding PAGEREF _Toc457892096 \h 61Student Issues PAGEREF _Toc457892097 \h 62Equal Educational Opportunities PAGEREF _Toc457892098 \h 62Student Records PAGEREF _Toc457892099 \h 62Parent and Student Complaints PAGEREF _Toc457892100 \h 62Administering Medication to Students PAGEREF _Toc457892101 \h 63Dietary Supplements PAGEREF _Toc457892102 \h 63Psychotropic Drugs PAGEREF _Toc457892103 \h 63Student Conduct and Discipline PAGEREF _Toc457892104 \h 63Discipline PAGEREF _Toc457892105 \h 64Behavior Management PAGEREF _Toc457892106 \h 64Expectations of Students PAGEREF _Toc457892107 \h 64Buildings and School Grounds PAGEREF _Toc457892108 \h 65Building Rules PAGEREF _Toc457892109 \h 66Cafeteria Rules and Procedures PAGEREF _Toc457892110 \h 66Playground Rules PAGEREF _Toc457892111 \h 66Consequences for Building/Playground Rule Violation PAGEREF _Toc457892112 \h 67Disciplinary Referrals PAGEREF _Toc457892113 \h 67Referrals for Minor Offenses PAGEREF _Toc457892114 \h 67Repeated Referrals for Minor Offenses PAGEREF _Toc457892115 \h 67Referrals for Serious Offenses PAGEREF _Toc457892116 \h 68Discipline Management Techniques PAGEREF _Toc457892117 \h 68Suggested Elementary Management Techniques PAGEREF _Toc457892118 \h 69Corporal Punishment PAGEREF _Toc457892119 \h 70Student Attendance PAGEREF _Toc457892120 \h 70Bullying PAGEREF _Toc457892121 \h 70Hazing PAGEREF _Toc457892122 \h 71Local Student Issues PAGEREF _Toc457892123 \h 71Disruption by Students PAGEREF _Toc457892124 \h 71Documentation PAGEREF _Toc457892125 \h 71Fund Raising PAGEREF _Toc457892126 \h 72Government Agencies/Authorities PAGEREF _Toc457892127 \h 72Grading Policy PAGEREF _Toc457892128 \h 73Grading Timelines PAGEREF _Toc457892129 \h 74Assignment Policy PAGEREF _Toc457892130 \h 74Health Services/Medical Treatment PAGEREF _Toc457892131 \h 75Student Handbook PAGEREF _Toc457892132 \h 75School Parties PAGEREF _Toc457892133 \h 75Tutorials PAGEREF _Toc457892134 \h 76Index PAGEREF _Toc457892135 \h 77Appendix A PAGEREF _Toc457892136 \h 81Employee Handbook Receipt PAGEREF _Toc457892137 \h 81Appendix B PAGEREF _Toc457892138 \h 82Child Protective Services Removal of a Student from School PAGEREF _Toc457892139 \h 82Appendix C PAGEREF _Toc457892140 \h 83DELLCITY STRATEGIC STATEMENTS PAGEREF _Toc457892141 \h 83School Organization Climate PAGEREF _Toc457892142 \h 83Personnel Management / Professional Growth and Development PAGEREF _Toc457892143 \h 83Administrative and Fiscal/Facilities Management PAGEREF _Toc457892144 \h 83School/Community Relations PAGEREF _Toc457892145 \h 84Board/Superintendent Relations PAGEREF _Toc457892146 \h 84PORTRAIT OF A DELL CITY HIGH SCHOOL GRADUATE PAGEREF _Toc457892147 \h 84EXIT OUTCOMES PAGEREF _Toc457892148 \h 85Appendix D PAGEREF _Toc457892149 \h 86EFFECTIVESCHOOL CORRELATES PAGEREF _Toc457892150 \h 86Correlate I: Effective Schools Have a Strong Instructional Focus (School Mission). PAGEREF _Toc457892151 \h 86Correlate II: Effective schools have a system for assessing and monitoring student progress. PAGEREF _Toc457892152 \h 87Correlate III: Effective Schools Maintain a Positive School Climate. PAGEREF _Toc457892153 \h 87Correlate IV: Effective schools recognize the relationship between expectations and student academic achievement. PAGEREF _Toc457892154 \h 88Correlate V: Effective Schools Have a Strong Instructional Leader. PAGEREF _Toc457892155 \h 88Correlate VI: Effective schools involve patents/citizens in the basic mission of the school. PAGEREF _Toc457892156 \h 89Appendix E PAGEREF _Toc457892157 \h 92INTERNET SAFETY POLICY AND ACCEPTABLE USE POLICY PAGEREF _Toc457892158 \h 92IntroductionThe purpose of this handbook is to provide information that will help with questions and pave the way for a successful year. Not all district policies and procedures are included. Those that are have been summarized. Suggestions for additions and improvements to this handbook are welcome and may be sent to Mr. Ruben Cervantes, Superintendent. This handbook is neither a contract nor a substitute for the official district policy manual. Nor is it intended to alter the at-will status of non-contract employees in any way. Rather, it is a guide to and a brief explanation of district policies and procedures related to employment. These policies and procedures can change at any time; these changes shall supersede any handbook provisions that are not compatible with the change. For more information, employees may refer to the policy codes that are associated with handbook topics, confer with their supervisor, or call the appropriate district office. District policies can be accessed on line at: dellcity..District informationMission statement, goals, and objectivesPolicy AEDELL CITY ISD STRATEGIC PLANNINGMission StatementOur responsibility is to provide every student with an education that prepares them for the real life challenges of the 21st century.Vision StatementLeadership through Learning…All Day, Every Day!PhilosophyThe philosophy of the Dell City Independent School District, as a small school and guardian of our multicultural heritage, is to provide a curriculum developed by strong leadership and community involvement that encourages a climate for creative andanalytical thinking resulting in high moral standards, compassion and respect for others and their rights, and the confidence to attain their highest potential throughout life.Belief Statements1. We believe that every individual has worth and grows through the development of self-esteem, self-respect, and self-worth.2. We believe that the joy of living and learning is the key to individual success and happiness.3. We believe that an individual’s mind is one’s greatest resource.4. We believe that academic success stems from an open and inviting environment where courtesy and mutual respect prevail, which translate to life success.5. We believe that our community is an extended family that manifests mutual respect, love, trust, and personal involvement.6. We believe that a good citizen always interacts fairly and responsibly with everyone.7. We believe that each person is accountable for his/her actions and is responsible for the consequences.8. We believe that vitality of life is the continuous process of learning.9. We believe that all people can learn and have the right to an education.10. We believe that our community fosters a supportive atmosphere for individual achievement.11. We believe that education is a joint effort involving family, school, and community.12. We believe that creative and analytical growth is essential for the mental and physical development of the whole person.District Goals1. To foster well-trained human capital in order to support student success and achievement.2. To build, maintain, and improve student academic performance through collaborative partnership between home, school, and community.3. To prepare our students to connect with the necessary skill sets that will enable them to pursue their postsecondary goals.4. To continue our standard of excellence by ensuring every student is progressing academically, socially, and emotionally.Board of trusteesPolicies BA, BB, BD, and BE series Texas law grants the board of trustees the power to govern and oversee the management of the district’s schools. The board is the policy-making body within the district and has overall responsibility for the curriculum, school taxes, annual budget, employment of the superintendent and other professional staff, and facilities. The board has complete and final control over school matters within limits established by state and federal law and regulations.The board of trustees are elected by the citizens of the district to represent the community’s commitment to a strong educational program for the district’s children. Trustees are elected in May and serve three-year terms. Trustees serve without compensation, must be qualified voters, and must reside in the district.Current board members include: Steve CarpenterBoard PresidentEric BellBoard Vice-PresidentDebi BerryBoard SecretaryFrank Archuleta Board MemberJoe Quintero Board MemberSara Gage Board MemberThe board usually meets the fourth Thursday of each month at the Grace Grebing Public Library. Special meetings may be called when necessary. A written notice of regular and special meetings will be posted at least 72 hours before the scheduled meeting time. The written notice will show the date, time, place, and subjects of each meeting. In emergencies, a meeting may be held with a two-hour notice.All meetings are open to the public. In certain circumstances, Texas law permits the board to go into a closed session from which the public and others are excluded. Closed session may occur for such things as discussing prospective gifts or donations, real-property acquisition, certain personnel matters including employee complaints, security matters, student discipline, or consulting with attorneys regarding pending litigation. EmploymentEqual Employment OpportunityPolicies DAA, DIAThe Dell City ISD does not discriminate against any employee or applicant for employment because of race, color, religion, sex, national origin, age, disability, military status, or on any other nondiscrimination on the basis of genetic information prohibited by law. Additionally, the district does not discriminate against an employee or applicant who acts to oppose such discrimination or participates in the investigation of a complaint related to a discriminatory employment practice. Employment decisions will be made on the basis of each applicant’s job qualifications, experience, and abilities.Employees with questions or concerns relating to discrimination for any of the reasons listed above should contact the superintendent.The District designates the following person to coordinate its efforts to comply with Section 504 of the Rehabilitation Act of 1973 and Title IX of the Education Amendments of 1972, as amended:Position: SuperintendentAddress: PO Box 37, Dell City, TX79837Phone: (915) 964-2427Job Vacancy AnnouncementsPolicy DCAnnouncements of job vacancies by position and location are posted on a regular basis to the district’s website.Employment after RetirementIndividuals receiving retirement benefits from the Teacher Retirement System (TRS) may be employed in limited circumstances on a full- or part-time basis without affecting their benefits, according to TRS rules and state law. Detailed information about employment after retirement is available in the TRS publication Employment After Retirement. Employees can contact TRS for additional information by calling 800-223-8778 or 512-542-6400. Information is also available on the TRS Web Site (trs.state.tx.us). Contract and Non-Contract EmploymentPolicies DC SeriesState law requires the district to employ all full-time professional employees in positions requiring a certificate from the State Board for Educator Certification (SBEC) and nurses under probationary, term, or continuing contracts. Employees in all other positions are employed at-will or by a contract that is not subject to the procedures for nonrenewal or termination under Chapter 21 of the Texas Education Code. The paragraphs that follow provide a general description of the employment arrangements used by the district.Probationary contracts. Nurses and full-time professional employees new to the district employed in positions requiring SBEC certification must receive a probationary contract during their first year of employment. Former employees who are hired after a two-year lapse in district employment or employees who move to a position requiring a new class of certification may also be employed by probationary contract. Probationary contracts are one-year contracts. The probationary period for those who have been employed as a teacher in public education for at least five of the eight years preceding employment with the district may not exceed two school years.For those with less experience or new to the profession, the probationary period will be three school years (i.e., three one-year contracts) with an optional fourth school year if the board determines it is doubtful whether a term or continuing contract should be given.Term contracts. Full-time professionals employed in positions requiring certification and nurses will be employed by term contracts after they have successfully completed the probationary period. The terms and conditions of employment are detailed in the contract and employment policies. All employees will receive a copy of their contract. Employment policies can be accessed online or copies will be provided upon request.The Board shall specify the term of employment in the contract.Contracts for administrative employees shall usually be considered at a February Board meeting.Contracts for other professional employees, including teachers, shall usually be considered at a March Board meeting.Contracts for employees who are serving a probationary period may be reviewed at any time before the end of the contract term.Non-certified professional and administrative employees. Employees in professional and administrative positions that do not require SBEC certification (such as non-instructional administrators) are not employed by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district.Para-professional and auxiliary employees. All paraprofessional and auxiliary employees, regardless of certification, are employed at will and not by contract. Employment is not for any specified term and may be terminated at any time by either the employee or the district.A teacher employed under a contract may relinquish the teaching position and leave District employment without penalty by filing a written resignation with the Board not later than the 45th day before the first day of classes of the following school year. The resignation shall be addressed to the Board. A written resignation mailed by prepaid certified or registered mail to the District is considered filed at the time of mailing. A teacher may resign with the consent of the Board at any other mutually agreeable time. Education Code 21.2071Questions concerning pay, changes in contract, employees’ benefits, etc. should be referred to the superintendent’s office.Salaries for teachers will be according to board approved schedules. Salaries will be paid in twelfths unless the individual and the Business Office work out an alternate plan. Certification and Licensesxe "Certification:maintaining"Policy DBAI, DFProfessional employees whose positions require SBEC certification or professional license are responsible for taking actions to ensure their credentials do not lapse. Employees must submit documentation that they have passed the required certification exam and/or obtained or renewed their credentials to the superintendent in a timely manner.A certified employee’s contract may be voided without due process and employment terminated if the individual does not hold a valid certificate or fails to fulfill the requirements necessary to renew or extend a temporary certificate, emergency certificate, probationary certificate, or permit. A contract may also be voided if SBEC suspends or revokes certification because of an individual’s failure to comply with criminal history background checks. Contact the superintendent if you have any questions regarding certification or licensure requirements.Searches and Alcohol and Drug TestingPolicy DHENon-investigatory searches in the workplace, including accessing an employee’s desk, file cabinets, or work area to obtain information needed for usual business purposes may occur when an employee is unavailable. Therefore, employees are hereby notified that they have no legitimate expectation of privacy in those places. In addition, the district reserves the right to conduct searches when there is reasonable cause to believe a search will uncover evidence of work-related misconduct. Such an investigatory search may include drug and alcohol testing if the suspected violation relates to drug or alcohol use. The district may search the employee, the employee’s personal items, work areas, including district-owned computers, lockers, and private vehicles parked on district premises or work sites or used in district business.Employees required to have a commercial driver’s license. Any employee whose duties require a commercial driver’s license (CDL) is subject to drug and alcohol testing. This includes all drivers who operate a motor vehicle designed to transport 16 or more people, counting the driver; drivers of large vehicles; or drivers of vehicles used in the transportation of hazardous materials. Teachers, coaches, or other employees who primarily perform duties other than driving are subject to testing requirements if their duties include driving a commercial motor vehicle.Drug testing will be conducted before an individual assumes driving responsibilities. Alcohol and drug tests will be conducted if reasonable suspicion exists, at random, when an employee returns to duty after engaging in prohibited conduct, and as a follow up measure. Testing may be conducted following accidents. Return to duty and follow up testing will be conducted if an employee who has violated the prohibited alcohol conduct standards or tested positive for alcohol or drugs is allowed to return to duty.All employees required to have a CDL or who is otherwise subject to alcohol and drug testing will receive a copy of the district’s policy, the testing requirements, and detailed information on alcohol and drug abuse and the availability of assistance programs. Employees with questions or concerns relating to alcohol and drug policies and related educational material should contact the superintendent. Health Safety TrainingPolicies DBA, DMACertain employees who are involved in physical activities for students must maintain and submit to the district proof of current certification in first aid, cardiopulmonary resuscitation (CPR), the use of an automated external defibrillator (AED,) concussion, and extracurricular athletic activity safety. Certification or documentation of training must be issued by the American Red Cross, the American Heart Association, or another organization that provides equivalent training and certification. Employees subject to this requirement must submit their certification to the superintendent’s office by the end of in-service week.Reassignments and TransfersPolicy DKAll personnel are subject to assignment and reassignment by the superintendent or designee when the superintendent or designee determines that the assignment or reassignment is in the best interest of the district. Reassignment is a transfer to another position, department, or facility that does not necessitate a change in the employment contract. Campus reassignments must be approved by the campus administrator at the receiving campus except when reassignments are due to enrollment shifts or program changes. Extracurricular or supplemental duty assignments may be reassigned at any time unless an extracurricular or supplemental duty assignment is part of a dual-assignment contract. Employees who object to a reassignment may follow the district process for employee complaints as outlined in this handbook and district policy DGBA (Local).An employee with the required qualifications for a position may request a transfer to another campus or department. A written request for transfer must be completed and signed by the employee and the employee’s supervisor. A teacher requesting a transfer to another campus before the school year begins must submit his or her request by the first day of inservice. Requests for transfer during the school year will be considered only when the change will not adversely affect students and after a replacement has been found. All transfer requests will be coordinated by the campus administrator’s office and must be approved by the receiving supervisor.Workload and Work SchedulesPolicies DEA, DLProfessional employees. Professional employees and academic administrators are exempt from overtime pay and are employed on a 10-, 11-, or 12-month basis, according to the work schedules set by the district. A school calendar is adopted each year designating the work schedule for teachers and all school holidays. Notice of work schedules including start and end dates and scheduled holidays will be distributed each school year.Classroom teachers will have planning periods for instructional preparation, including conferences. The schedule of planning periods is set at the campus level but must provide at least 450 minutes within each two-week period in blocks not less than 45 minutes. Teachers and librarians are entitled to a duty-free lunch period of at least 30 minutes. The district may require teachers to supervise students during lunch one day a week when no other personnel are available.The administration shall determine the distribution of work among members of the staff. The superintendent and campus administrator shall require each staff member to be on duty before and after regular school hours long enough to plan and carry out individual professional responsibilities. These responsibilities shall include planning, supervision, guidance, instruction, and other routine duties or assignments made by the superintendent or the campus administrator, such as work related to extracurricular activities, hall duty, and cafeteria duty.The superintendent will set starting and ending time for staff. (7:30 A.M. – 4:00 P.M.) Para-professional and auxiliary employees. Support employees are employed at will and receive notification of the required duty days, holidays, and hours of work for their position on an annual basis. Paraprofessional and auxiliary employees are not exempt from overtime and are not authorized to work in excess of their assigned schedule without prior approval from their supervisor.Outside Employment and TutoringPolicy DBDEmployees are required to disclose in writing to their immediate supervisor any outside employment that may create a potential conflict of interest with their assigned duties and responsibilities or the best interest of the district. Supervisors will consider outside employment on a case-by-case basis and determine whether it should be prohibited because of a conflict of interest.Performance EvaluationPolicies DN SeriesEvaluation of an employee’s job performance is a continuous process that focuses on improvement. Performance evaluation is based on an employee’s assigned job duties and other job-related criteria. All employees will participate in the evaluation process with their assigned supervisor at least annually. Written evaluations will be completed on forms approved by the district. Reports, correspondence, and memoranda also can be used to document performance information. All employees will receive a copy of their written evaluation, participate in a performance conference with their supervisor, and have the opportunity to respond to the evaluation. AppraisalsThe criteria upon which the performance of teachers shall be appraised must be based on observable, job-related behavior, including teacher’s implementation of discipline management procedures; and the performance of teacher’s students. Employee evaluations will be performance based using the Texas Teacher Evaluation and Support System (T-TESS) adopted by the state commissioner of education and driven by the district’s annual goals and superintendent’s performance evaluation.Under the recommended appraisal process, appraisal for teachers must be detailed by category of professional skill and characteristic and must provide for separate ratings for each category. The appraisal process shall guarantee a pre-conference and post-conference between the teacher and the appraiser. The conference shall be diagnostic and prescriptive with regard to remediation needed in overall performance and by category.Appraisal must be done at least once during each school year. The district shall maintain a written copy of the evaluation for each teacher’s personnel file. Each teacher is entitled to receive a written copy of the evaluation upon its completion. After receiving a written copy of the evaluation, a teacher is entitled to a second appraisal by a different appraiser or to submit a written rebuttal to the evaluation to be attached to the evaluation in the teacher’s personnel file. The evaluation and any rebuttal may be given to another school district at which the teacher has applied for employment at the request of that district. A teacher may be given advanced notice of the date or time of an appraisal, but advance notice is not required.The appraiser will do walk-through evaluations at his or her discretion. These walk-through evaluations will be documented and a written copy will be given to the teacher unless the walk-through is part of overall data gathering for general school information.Employee InvolvementPolicies BQA, BQBAt both the campus and district levels, Dell City ISD offers opportunities for input in matters that affect employees and influence the instructional effectiveness of the district. As part of the district’s planning and decision-making process, employees are elected to serve on district- or campus-level advisory committees. Plans and detailed information about the shared decision-making process are available in each campus office or from the superintendent’s office.Site-Based Management/Shared Decision MakingAt the campus/district level, Dell City ISD offers opportunities for input in matters that affect employees and influences the instructional effectiveness of the district. As part of the district’s planning and decision-making process, employees are elected to serve on district/campus-level advisory committees. The plan for Dell City Independent School District’s (DEIC) shared decision-making is available at the superintendent office. Policy BQA, BQBStaff DevelopmentPolicy DMAStaff development activities are organized to meet the needs of employees and the district. Staff development for instructional personnel is predominantly campus-based, related to achieving campus performance objectives, addressed in the campus improvement plan, and approved by a campus-level advisory committee. Staff development for non-instructional personnel is designed to meet specific licensing requirements (e.g., bus drivers) and continued employee skill development.Individuals holding renewable SBEC certificates are responsible for obtaining the required training hours and maintaining appropriate pensation and BenefitsSalaries, Wages, and StipendsPolicy DEA, DEAAEmployees are paid in accordance with administrative guidelines and an established pay structure. The district’s pay plans are reviewed by the administration each year and adjusted as needed. All district positions are classified as exempt or nonexempt according to federal law. Professional and academic administrators are generally classified as exempt and are paid monthly salaries. They are not entitled to overtime compensation. Other employees are generally classified as nonexempt and are paid an hourly wage or salary and receive compensatory time or overtime pay for each overtime hour worked beyond 40 in a workweek. All employees will receive written notice of their pay and work schedules before the start of each school year. Classroom teachers, full-time librarians, full-time nurses, and full-time counselors will be paid no less than the minimum state salary schedule. Contract employees who perform extracurricular or supplemental duties may be paid a stipend in addition to their salary according to the district’s extra-duty pay schedule. Employees should contact the Administrative Office for more information about the district’s pay schedules or their own pay.PaychecksAll professional and salaried employees are paid monthly. Hourly employees are paid every two weeks. Paychecks will not be released to any person other than the district employee named on the check without the employee’s written authorization.An employee’s payroll statement contains detailed information including deductions, withholding information, and the amount of leave accumulated. See the Business Manager if you have questions about your payroll statement.The schedule of pay dates for the 2019-2020 school year follows:September 25, 2019October 25, 2019November 22, 2019December 20, 2019January 24, 2020February 25, 2020March 25, 2020April 24, 2020May 25, 2020June 25, 2020July 24, 2020August 25, 2020Payroll ProceduresThe following guidelines shall apply when submitting payrolls to the District:The payroll shall be submitted in accordance with TEA regulations.The building administrator or designee shall sign all absence from duty/substitute voucher forms.All forms shall be submitted to the Business Office or designee each Monday following the workweek.Superintendent must pre-approve overtime hours for support personnel.Deductions may be made from individual payroll checks for deductions as approved by the Superintendent. Procedures for issuance of checks shall be as follows:Checks shall be issued on the 25th of each month with the exception of holidays and week-ends (checks shall be issued on the last teaching day prior to the holiday dismissal) or week-end.Checks shall be distributed by direct deposit or issued to personnel by an administrator or designee.The following annual pay cycles shall apply for employment classifications in the District:Employee Classification Pay Cycle12-month employeesJuly 1- June 3010 ? -month employeesAugust 1 - July3110 ? -month employees10 ? -month employees11-month employees10-month employeesSeptember 1 - August 31*Such pay cycles shall exist solely for budgetary purposes and shall not represent a term of employment for non-contractual personnel.Secretaries, Clerks, Aides, Transportation, and Food Service10 ? - month employeesAugust 1-July3110 ? -month employees10 ? -month employees11-month employees10-month employeesSeptember 1-August 3112-month employeesJuly1-June 30Maintenance, and Custodial10-month employees September 1-August 31Automatic Payroll DepositEmployees can have their paychecks electronically deposited into a designated account. A notification period of 15 days is necessary to activate this service. Contact the Administrative Office for more information about the automatic payroll deposit service.Payroll DeductionsPolicy CFEAThe district is required to make the following automatic payroll deductions:Teacher Retirement System of Texas (TRS) or Social Security employee contributionsFederal income tax required for all full-time employeesMedicare tax (applicable only to employees hired after March 31, 1986)Other payroll deductions employees may elect include deductions for the employee’s share of premiums for health, dental, life, and vision insurance; annuities; and higher education savings plans. Employees also may request payroll deduction for payment of membership dues to professional organizations and student organizations. Salary deductions are automatically made for unauthorized or unpaid leave.Overtime CompensationPolicy DEAThe district compensates overtime for nonexempt employees in accordance with federal wage and hour laws. Only nonexempt employees (hourly employees and paraprofessional employees) are entitled to overtime compensation. Nonexempt employees are not authorized to work beyond their normal work schedule without advance approval from their supervisor.Overtime is legally defined as all hours worked in excess of 40 hours in a work week and is not measured by the day or by the employee’s regular work schedule. Nonexempt employees that are paid on a salary basis are paid for a 40-hour workweek and do not earn additional pay unless they work more than 40 hours. For the purpose of calculating overtime, a workweek begins on Monday and ends on Sunday.Employees may be compensated for overtime at time-and-a-half rate with compensatory time off (comp time) or direct pay. The following applies to all nonexempt employees:Employees can accumulate up to 60 hours of comp p time must be used in the duty year that it is earned.Use of comp time may be at the employee’s request with supervisor approval as workload permits, or at the supervisor’s discretion.An employee may be required to use comp time before using any other available paid leave (e.g., sick, personal, vacation).Weekly time records will be maintained on all nonexempt employees for the purpose of wage and salary administration.Travel Expense ReimbursementPolicy DEEBefore any travel expenses are incurred by an employee, the employee’s supervisor and superintendent must give approval. For approved travel, employees will be reimbursed for expenses and other travel expenditures established by the district. If a District vehicle is not available or with permission of the superintendent, an employment may use his or her personal vehicle and be reimbursed for fuel used. Employees must submit receipts, to the extent possible, to be reimbursed for expenses.Travel/Expense Reimbursement GuidelinesAuthorizationPrior approval for all expenditures shall be obtained by submitting a travel requisition to the employee’s supervisor. ReimbursementEmployees shall be reimbursed for reasonable travel expenses according to the current schedule of adopted by the Board and subject to IRS regulations when the employee incurs an overnight stay for training.Payment ProcedureEmployees of the District shall be reimbursed for travel expenses after the completion and approval of a travel form required by the superintendent or designee. LodgingA lodging request shall identify registration options with the cost of room and the convenience of location being two of the primary considerations.MealsBasic meal travel allowance is not to exceed $36 per day for overnight travel. For travel that does require an overnight stay; meals will be reimbursed on the following basis: $7.00 Breakfast, $12.00 Lunch, $17.00 Dinner. The departure and returning time of travel is considered when paying the employee for meal allowances. Receipts are required andconfirmation of attendance at the function is required. Meal travel allowance is subject to change according to state rates.Airline TravelAirline travel shall be approved by the superintendent as necessary and shall be booked at coach fare. First class fare may be allowed only if it was the only available airfare or for a disabled employee if it is medically necessary.Out-Of-State TravelActual expenses shall not exceed the rate established in federal travel regulations for each locality.Supplemental ExpensesReceipts shall be submitted on all items. This includes hotel bills, registration fees, fuel, andactivity fees related to a conference, meeting or training, taxi charges, or rental car expenses. The District is not responsible for room service charges, personal items, alcoholic beverages, telephone calls, tips, or entertainment such as movie rental fees.General ProcedureExcept in an emergency the Business Office shall make all travel arrangements. Board members shall be reimbursed for travel per the district policy. If a receipt is lost, a certified copy or credit card receipt may be accepted. Failure to file timely travel reports may subject the employee to a delay of any repayment. In all cases receipts should be turned in the Business Office immediately following the event. Health, Dental, and Life InsurancePolicy CRDGroup health insurance coverage is provided through TRS-ActiveCare, the statewide public school employee health insurance program. The district’s contribution to employee insurance premiums is determined annually by the board of trustees. Employees eligible for health insurance coverage include the following:Employees who are active, contributing TRS membersEmployees who are not contributing TRS members and who are regularly scheduled to work at least 10 hours per weekTRS retirees and employees who are not contributing TRS members that are regularly scheduled to work less than 10 hours per week are not eligible to participate in TRS-ActiveCare.The insurance plan year is from September 1 through August 31. Current employees can make changes in their insurance coverage during open enrollment each spring. Detailed descriptions of insurance coverage, employee cost, and eligibility requirements are provided to all employees in a separate booklet. Employees should contact Rita Archuleta for more information.Supplemental Insurance BenefitsPolicy CRDAt their own expense, employees may enroll in supplemental insurance programs. Employees should contact the Business Office for more information.Cafeteria Plan Benefits (Section 125)Employees may be eligible to participate in the Cafeteria Plan (Section 125) and, under IRS regulations, must either accept or reject this benefit. This plan enables eligible employees to pay certain insurance premiums on a pretax basis (i.e., disability, accidental death and dismemberment, cancer and dreaded disease, dental and additional term life insurance). A third-party administrator handles employee claims made on these accounts.New employees must accept or reject this benefit during their first month of employment. All employees must accept or reject this benefit on an annual basis and during the specified time period.Workers’ Compensation InsurancePolicy CREThe district, in accordance with state law, provides workers’ compensation benefits to employees who suffer a work-related illness or are injured on the job. The district currently has workers’ compensation coverage from Texas Political Subdivision, effective September 1st. Benefits help pay for medical treatment and make up for part of the income lost while recovering. Specific benefits are prescribed by law depending on the circumstances of each case.All work-related accidents or injuries should be reported immediately to the Administration Office. Employees who are unable to work because of a work-related injury will be notified of their rights and responsibilities under the Texas Labor Code. See Workers’ compensation benefits.Unemployment Compensation InsurancePolicy CRFEmployees who have been laid off or terminated through no fault of their own may be eligible for unemployment compensation benefits. Employees are not eligible to collect unemployment benefits during regularly scheduled breaks in the school year or the summer months if they have employment contracts or reasonable assurance of returning to service. Employees with questions about unemployment benefits should contact the Administration Office.Teacher RetirementPolicy DEGAll personnel employed on a regular basis for at least four and one-half months are members of the Teacher Retirement System of Texas (TRS). Substitutes not receiving TRS service retirement benefits who work at least 90 days a year are also eligible for TRS membership and to purchase a year of creditable service. TRS provides members with an annual statement of their account showing all deposits and the total account balance for the year ending August 31, as well as an estimate of their retirement benefits.Employees who plan to retire under TRS should notify TRS as soon as possible. Information on the application procedures for TRS benefits is available from TRS at Teacher Retirement System of Texas, 1000 Red River Street, Austin, TX78701-2698, or call 800-223-8778 or 512-542-6400. TRS information is also available on the Web (trs.state.tx.us). Other Benefit ProgramsLiability of School PersonnelAs an element of District employees’ compensation, the Board has chosen to purchase necessary liability insurance in the name of such employees who are exposed to individual liability by virtue of their official duties. Additional liability coverage is encouraged.Leaves and absencesPolicy DEC, DECA, DECBThe district offers employees paid and unpaid leaves of absence in times of personal need. This handbook describes the basic types of leave available and restrictions on leaves of absence. Employees who expect to be absent for an extended period of more than five days should call the superintendent for information about applicable leave benefits, payment of insurance premiums, and requirements for communicating with the district.Use of Leave. Leave is available for the employee’s use at the beginning of the school year. However, state personal and local leave is earned during the current year. If an employee leaves the district before the end of the work year, the cost of any unearned leave days taken shall be deducted from the employee’s final paycheck.Leave must be used in half-day increments. However, if an employee is taking family and medical leave, leave shall be recorded in one-hour increments. Earned comp time must be used before any available paid state and local leave. Unless an employee requests a different order, available paid state and local leave will be used in the following order:State LeaveLocal LeaveState Sick Leave accumulated before 1995-96 school yearEmployees must follow district and department or campus procedures to report or request any leave of absence and complete the appropriate form or certification.Medical Certification. Any employee who is absent more than 5 days because of a personal or family illness must submit a medical certification xe "Leave:medical certification"from a qualified health care provider confirming the specific dates of the illness, the reason for the illness, and—in the case of personal illness—the employee’s fitness to return to work.The Genetic Information Nondiscrimination Act of 2008 (GINA) prohibits employers and other entities covered by GINA Title II? from requesting or requiring genetic information of an individual or family member of the individual, except as specifically allowed by this law. To comply with this law, we ask that employees and health care providers do not provide any genetic information in any medical certification. ‘Genetic information,’ as defined by GINA, includes an individual’s family medical history, the results of an individual’s or family member’s genetic tests, the fact that an individual or an individual’s family member sought or received genetic services, and genetic information of a fetus carried by an individual or an individual’s family member or an embryo lawfully held by an individual or family member receiving assistive reproductive services.Continuation of Health Insurance.Employees on an approved leave of absence other than family and medical leave may continue their insurance benefits at their own expense. Health insurance benefits for employees on paid leave and leave designated under the Family and Medical Leave Act will be paid by the district as they were prior to the leave. Otherwise, the district does not pay any portion of insurance premiums for employees who are on unpaid leave.Under TRS-Active Care rules, an employee is no longer eligible for insurance through the district after six months of unpaid leave other than FML. If an employee’s unpaid leave extends for more than six months, the district will provide the employee with notice of COBRA rights.Personal LeaveState law entitles all employees to five days of paid personal leave per year. A day of earned personal leave is equivalent to an assigned workday. There is no limit on the accumulation of state personal leave, and it can be transferred to other Texas school districts and is generally transferable to education service centers. There are two types of personal leave: nondiscretionary and discretionary.Nondiscretionary. Leave taken for personal or family illness, emergency, a death in the family, or active military service is considered nondiscretionary leave. This type of leave allows very little or no advance planning and will be granted to employees in the same manner as state sick leave.Discretionary. Leave taken at an employee’s discretion and that can be scheduled in advance is considered discretionary leave. An employee wishing to take discretionary personal leave must submit a notice of the request 5 days in advance of the anticipated absence to his or her campus administrator or supervisor. Discretionary personal leave will be granted on a first-come, first-served basis. The effect of the employee’s absence on the educational program or department operations, as well as the availability of substitutes, will be considered by the campus administrator or supervisor.State Sick LeaveState sick leave accumulated before 1995 is available for use and may be transferred to other school districts in Texas. State sick leave can be used only in half-day increments, except when coordinated with family and medical leave taken on an intermittent or reduced-schedule basis or when coordinated with workers’ compensation benefits.Statesick leave may be used for the following reasons only:Employee illnessIllness in the employee’s immediate family Family emergency (i.e., natural disasters or life-threatening situations)Death in the immediate familyActive military serviceLocal LeaveLocal leave is not part of state leave. Local leave may be used for personal illness, family illness, death in the family, or family emergency. Local leave may also be used for personal business. In addition, one day of local leave may be used annually as a “no-questions-asked” absence. However, notice must be given to the campus administrator at least one day in advance.Leave PoolThe district offers the ability for an employee to request use of the leave pool. All requests should be made to the Superintendent. See policy DEC (Local) for more information.General RegulationsEmployees shall be charged personal leave as used even if a substitute is not employed. Personal leave shall not be approved for more workdays than have been accumulated in prior years plus those earned during the current year.Personal leave shall be recorded in whole workdays and half workdays only, except when coordinated with Worker’s Compensation benefits, as provided in this policy.Personal leave for the current year shall be available for use at the beginning of the school year. When an employee who has used more personal leave than he or she had accumulated ceases to be employed by the District, the cost of the unearned personal leave days shall be deducted from the employee’s final paycheck at their daily rate of pay.An employee absent for personal illness for more than five consecutive workdays shall submit a doctor’s certification of illness and of the employee’s fitness to return to work. For an illness of a member of the employee’s immediate family for which the employee requests leave of more than five consecutive workdays, a certification of the family member’s illness shall be required.Certification of illness shall be by a doctor who is duly registered and licensed under the Medical Practice Act of Texas, a licensed doctor of dentistry, a licensed chiropractor, or a licensed podiatrist. Members of the Christian Science Church may have their illness attested to by a Christian Science practitioner. This documentation shall be submitted to the campus administrator.Approved leave for death in the immediate family shall be for not more than five workdays for each occurrence, subject to the approval of the District.The maximum length of temporary disability leave for certified full-time employees shall be 180 calendar days.An employee shall be granted leave with pay and without loss of accumulated leave for jury duty. The employee shall be required to present documentation of the service and shall be allowed to retain any compensation for this service.Absences for court appearances related to an employee’s personal business shall be deducted from the employee’s personal leave or shall be taken by the employee as leave without pay.Family and Medical LeaveSee: Disability LeaveCertified employees. Any full-time employee whose position requires certification from the State Board for Educator Certification (SBEC) is eligible for temporary disability leave. The purpose of temporary disability leave is to provide job protection to full-time educators who cannot work for an extended period of time because of a mental or physical disability of a temporary nature. A full-time educator may request to be placed on temporary disability leave or be placed on leave. Pregnancy and conditions related to pregnancy are treated the same as any other temporary disability.Employees must request approval for temporary disability leave. An employee’s notification of need for extended absence due to the employee’s own medical condition shall be accepted as a request for temporary disability leave. The request must be accompanied by a physician’s statement confirming the employee’s inability to work and estimating a probable date of return. If disability leave is approved, the length of leave is no longer than 180 calendar days.If an employee is placed on temporary disability leave involuntarily, he or she has the right to request a hearing before the board of trustees. The employee may protest the action and present additional evidence of fitness to work.When an employee is ready to return to work, the immediate supervisor should be notified at least 30 days in advance. The return-to-work notice must be accompanied by a physician’s statement confirming that the employee is able to resume regular duties. Professional employees returning from leave will be reinstated to the school to which they were previously assigned as soon as an appropriate position is available. If a position is not available before the end of the school year, professional employees will be reinstated at the beginning of the following school year.Workers’ Compensation BenefitsAn employee absent from duty because of a job-related illness or injury may be eligible for workers’ compensation weekly income benefits if the absence exceeds seven calendar days.An employee receiving workers’ compensation wage benefits for a job-related illness or injury may choose to use accumulated sick leave or any other paid leave benefits. An employee choosing to use paid leave will not receive workers’ compensation weekly income benefits until all paid leave is exhausted or to the extent that paid leave does not equal the pre-illness or -injury wage. If the use of paid leave is not selected, then the employee will only receive workers’ compensation wage benefits for any absence resulting from a work-related illness or injury, which may not equal his or her pre-illness or pre-injury wage.Assault leaveAssault leave provides extended job income and benefits protection to an employee who is injured as the result of a physical assault suffered during the performance of his or her job. An injury is treated as an assault if the person causing the injury could be prosecuted for assault or could not be prosecuted only because that person’s age or mental capacity renders the person un-responsible for purposes of criminal liability.An employee who is physically assaulted at work may take all the leave time medically necessary (up to two years) to recover from the physical injuries he or she sustained. At the request of an employee, the district will immediately assign the employee to assault leave. Days of leave granted under the assault leave provision will not be deducted from accrued personal leave and must be coordinated with workers’ compensation benefits. Upon investigation the district may change the assault leave status and charge leave used against the employee’s accrued paid leave. The employee’s pay will be deducted if accrued paid leave is not available.Jury DutyEmployees will receive leave with pay and without loss of accumulated leave for jury duty. Employees must present documentation of the service and report any compensation they receive.Other Court AppearancesEmployees will be paid while on leave to comply with a valid subpoena to appear in a civil, criminal, legislative, or administrative proceeding and will not be required to use personal leave. Employees may be required to submit documentation of their need for leave for court appearances.Military LeavePaid Leave for Military Service. Any employee who is a member of the Texas National Guard, Texas State Guard, reserve component of the United States Armed Forces, or a member of a state or federally authorized Urban Search and Rescue Team is entitled to paid leave for authorized training or duty orders. Paid military leave is limited to 15 days each federal fiscal year (October 1–September 30). In addition, an employee is entitled to use available state and local personal or sick leave during a time of active military service.Reemployment after Military Leave. Employees who leave the district to enter into the United States uniformed services or who are ordered to active duty as a member of the military force of any state (e.g., National or State Guard) may return to employment if they are honorably discharged. Employees who wish to return to the district will be reemployed provided they can be qualified to perform the required duties. To be eligible for reemployment, employees must provide notice of their obligation or intent to perform military service, provide evidence of honorable discharge or release, and submit an application for reemployment within the time specified by law to the superintendent. In most cases, the length of federal military service cannot exceed five years.Continuation of health insurance. Employees who perform service in the uniformed services may elect to continue their health plan coverage at their own cost for a period not to exceed 24 months. Employees should contact the Business Office for details on eligibility, requirements, and limitations.Employee Relations and CommunicationsEmployee Recognition and AppreciationContinuous efforts are made throughout the year to recognize employees who make an extra effort to contribute to the success of the district. Employees are recognized at board meetings, in the district newsletter, and through special events and activities. District CommunicationsThroughout the school year, the High School office publishes newsletters, brochures, fliers, calendars, news releases, and other communication materials. These publications offer employees and the community information pertaining to school activities and achievements. BulletinsA monthly calendar will be prepared and distributed to the staff on a monthly basis. This schedule provides information concerning activities and events scheduled during that month.If you have any meetings, activities, etc. that should be on the monthly schedule, be sure that the information is turned in to the campus administrator’s office for approval. Community RelationsCommunity Use of School FacilitiesThe Board desires to permit and encourage the fullest possible use of all school facilities in a manner that serves the needs of the community. The following guidelines are designed to ensure equitable treatment of all individuals and groups desiring to use facilities and to protect the community’s investments:School facilities are designed primarily for school purposes and may be used without charge for meetings of students, teachers, alumni associations, parent-teacher associations, and other organizations directly affiliated with the schools and for meetings and entertainment for the benefit of the schools. School activities shall take priority over all other meetings. School groups may use school facilities without cost. The PTO is considered a school group. Schools may be used for polling places, but custodial services and other costs may be required of the users.No school property may be used for private business enterprises or profit-making activities by private individuals, companies, or entities. School facilities shall not be used for private activities such as wedding receptions or parties.Individuals and organizations may be granted permission to use school premises and buildings for civic, religious, educational, or recreational purposes under the terms and conditions that users of buildings and facilities shall be held responsible for breakage and other damage or injury to buildings and equipment. The premises shall not be used by other than fiscally responsible organizations, without a history of causing damage to other buildings and facilities.A schedule of fees to be paid by non-school groups for using school facilities shall be approved by the Board upon recommendation by the Superintendent. Payment of a minimum fee is required for building use; hourly payment, including overtime, shall be charged for custodial or cafeteria personnel required to be on duty. The District shall have the right to require a deposit and/or proof of liability insurance coverage prior to use of school facilities. Sufficient supervision, including police attendance, if necessary, shall be provided by those to whom the facility rental is granted to ensure good order and the protection of property.No fixtures shall be moved except by permission and under the supervision of the campus administrator.School facilities shall not be used as a regular meeting place for non-school groups without special approval of the Board.An application for use of any public school facility by person not officially connected with the District shall be filed in duplicate with the campus administrator and the Superintendent at least ten days prior to the date on which the facility is to be used.When approved, a copy of the request shall be returned to the applicant.The custodian assigned shall open the building and remain to lock the building. The custodian assigned shall not be expected to dismantle scenery or stage equipment.All national, state, and local laws and ordinances, and police and fire department regulations shall be observed.The number of tickets sold for an activity shall not exceed the seating capacity of the school facility being used.The Board or its representative shall at all times have free access to all parts of the school plant. The Board or its representative reserves the right to revoke a permit should such action be deemed necessary or desirable and in the best interest of the District and the public.Since the possession and consumption of alcoholic beverages is forbidden on school property and since no smoking or use of any tobacco products is permitted on school property, applicants for rental of school facilities must be prepared to enforce these regulations. A copy of these rules shall be supplied to each authorized user of school facilities.When in the interest of public education, the rental fee is waived for certain nonprofit activities; the usual custodial/cafeteria fees shall be assessed.Each individual or organization granted permission to use school facilities that is not a school organization or an affiliated organization as described in paragraph one shall provide proof of financial responsibility in case of damages to school facilities and shall provide proof of public liability insurance in case any person or persons are injured.No activity shall be scheduled to run past 10:00 P.M. without prior approval.Use of school facilities during the summer or when school is closed shall be first approved by the Superintendent’s Office.Scheduled use of facilities shall be on a first-come, first-serve basis.No single group or organization shall be allowed to monopolize any particular facility.This policy does not allow off-campus use of any District equipment and/or furniture by any group without prior approval by the Superintendent’s. Use of District equipment and/or furniture in connection with approved on-campus activities may be authorized if requested in the application for use of the public school facility.NOTE: Forms are available in the administration office.InvolvementTeacherThe goals for teacher involvement are:1.To use teachers’ specialized talents, interest, training time, and energies.2. To recognize and provide for individual differences and learning styles in the classroom.3. To provide time and facilities during the day for teachers to prepare lessons, develop imaginative materials, and keep abreast of new developments in the various fields of education.4. To identify and provide appropriate instruction for “at-risk” students.5. To involve teachers in curriculum development and evaluation based on essential knowledge and skills.6. To maintain quality teaching through performance evaluation, professional/personal growth plans, and in-service training.7. To seek and use teachers’ input for school improvement.8. To actively involve teachers in the school/community relations programs.Parent/CommunityParent and community support of Dell City Independent School District is a priority.District goals are:1. To develop and maintain an effective school/community relations program.2. To encourage a two-way flow of communication with parents and the community.3. To interpret the school’s goals, policies, and operational procedures to the community.4. To involve the community in policy making via the Board of Trustees, advisory committees, community members and organizations.5.To establish a partnership with parents, community members, area business/industry, and Dell City Schools. 6. To solicit parent/community participation in school activities, instruction, tutoring, student supervision, and other types of assistance.7. To keep parents/guardians informed about their children’s academic progress and activities.8. To provide materials and suggestions to parents/guardians to help them promote the education of their children at plaints and GrievancesPolicy DGBAIn an effort to hear and resolve employee concerns or complaints in a timely manner and at the lowest administrative level possible, the board has adopted an orderly grievance process. Employees are encouraged to discuss their concerns or complaints with their supervisors or an appropriate administrator at any time.The formal process provides all employees with an opportunity to be heard up to the highest level of management if they are dissatisfied with an administrative response. Once all administrative procedures are exhausted, employees can bring concerns or complaints to the board of trustees. For ease of reference, the district’s policy concerning the process of bringing concerns and complaints is reprinted as follows:Employee Complaint Policies – Policy DGBA, LocalIn an effort to hear and resolve employee concerns or complaints in a timely manner and at the lowest administrative level possible, the board has adopted an orderly process that all employees must follow. Employees are encouraged to discuss their concerns or complaints with their supervisors or an appropriate administrator at any time.Some topics are governed by other review processes and are not subject to this policy. Employee termination procedures are found in policy series DF and DCD (Local). An employee’s dismissal or non-renewal may be the subject of a complaint under this policy only if District does not otherwise provide for a hearing on the matter. For complaints against peace officers, see CKE (LEGAL).The names of District coordinators for compliance with federal nondiscrimination laws are found in DAA (LOCAL). Issues specific to sexual harassment complaints are found in DHC (LOCAL).The administrator of each campus and other supervisory personnel shall ensure that all employees under their supervision are informed of this policy. Employees shall be provided a copy of the policy at the time of employment and whenever it is revised.A complaint under this policy shall include grievances concerning employee’s wages, hours, or conditions of work and specific allegations of unlawful discrimination in employment on the basis of sex (including allegations of sexual harassment), race, religion, national origin, age, or disability, or on the basis of the employee’s exercise of constitutional rights. A complaint must specify the individual harm alleged.When the superintendent determines that two or more individual complaints are sufficiently similar in nature and remedy to permit their resolution through one proceeding, he or she may consolidate the complaint.Neither the Board nor the administration shall unlawfully retaliate against any employee for bringing a complaint under this policy. [See DG (LEGAL)]Employees who allege unlawful discrimination in retaliation for reporting a violation of law to an appropriate authority shall invoke this policy not later than 15 days after the date the alleged violation occurred or was discovered by the employee through the use of reasonable diligence. The complaint shall begin at Level Two. If the complaint is not resolved at that level, the superintendent shall ensure that the matter reaches the Board expeditiously. Timelines for the employee and the District set out in this policy may be shortened to ensure that the Board’s final decision is made within 30 days of the initiation of the plaints shall be heard in informal administrative conferences. All complaints arising out of an event or related series of events must be addressed in one complaint. An employee is precluded from bringing separate or serial complaints concerning events about which the employee has previously complained. The party incurring them shall pay costs of any complaint. In resolving complaints, time is of the essence. All time limits shall be strictly complied with, unless extended by mutual consent. All references are to calendar days.The appropriate administrator at each level shall respond to the employee within seven days of a complaint conference. Written complaints shall receive a written response. The employee has seven days after receiving a response to appeal to the next level. The compliant shall be considered concluded if the employee does not appeal within that limit.Employees shall be entitled to administrative review conferences as outlined in the Level One and Level Two sections below and to an informal presentation of the complaint to the Board as specified in the Level Three sections, unless the Board grants a hearing.If an employee alleges in writing specific facts that, if true, would constitute a violation of the employee’s common law, statutory, or constitutional rights, the superintendent or designee shall investigate the allegations. If the employee does not accept the superintendent’s resolution at Level Two and requests a Board hearing, the superintendent shall schedule a hearing as specified in the Level Three sections below.Announcing a decision in the employee’s presence constitutes communication of the decision.Level OneAn employee who has a complaint shall meet with the campus administrator or immediate supervisor within 15 days of the time the employee first knew or should have known of the event or series of events causing the complaint. At this meeting, the employee shall submit the complaint in writing on a form provided by the District.Level TwoIf the outcome of the conference at Level One is not to the employee’s satisfaction, the employee may request, in writing on a form provided by the District, to meet with the superintendent or a designee. The meeting shall be held within seven days after the superintendent or designee received the request to discuss the complaint.Level ThreeIf the outcome at Level Two is not to the employee’s satisfaction, the employee may present the complaint to the Board at the next regular meeting. [See BE (LOCAL)] The Board shall designate a portion of its regular monthly meeting to hear employee complaints; however, it shall not deliberate, discuss, or decide with respect to any subject that is not included in the written notice (posted agenda) for the meeting, other than to propose to place the matter on the agenda for a subsequent meeting. [See BED (LOCAL)] The lack of official action by the Board upholds the administrative decision of Level Two.HearingEmployees who are granted a hearing shall be afforded that hearing either with the Board in a meeting that includes the hearing as an item in the posted agenda or with the Board’s designee. If the Board conducts the hearing, it shall make and communicate its decision at any time up to and including the next regularly scheduled Board Meeting.If the Board’s designee conducts the hearing, he or she shall make a recommendation to the Board at the first regular meeting following the hearing that affords adequate time to prepare a written recommendation. The employee shall be provided a copy of the recommendation before the meeting and shall be given an opportunity at the meeting to respond to the recommendation either orally or in writing. The Board shall then make and communicate its decision at any time up to and including the next regularly scheduled Board meeting.Closed MeetingIf the complaint involves the appointment, employment, evaluation, reassignment, duties, discipline, or dismissal of the employee bringing the complaint, it shall be heard by the Board in closed meeting, unless the employee bringing the complaint requests it to be heard in public. However, if the complaint constitutes a complaint or change against another District employee, it shall be heard in closed meeting unless the employee against whom the complaint or charge is brought requests an open hearing in writing.Employee Conduct and WelfareStandards of ConductPolicy DHAll employees are expected to work together in a cooperative spirit to serve the best interests of the district and to be courteous to students, one another, and the public. Employees are expected to observe the following standards of conduct:Recognize and respect the rights of students, parents, other employees, and members of the community.Maintain confidentiality in all matters relating to students and coworkers.Report to work according to the assigned schedule. Notify their immediate supervisor in advance or as early as possible in the event that they must be absent or late. Unauthorized absences, chronic absenteeism, tardiness, and failure to follow procedures for reporting an absence may because for disciplinary action.Know and comply with department and district policies and procedures.Express concerns, complaints, or criticism through appropriate channels.Observe all safety rules and regulations and report injuries or unsafe conditions to a supervisor immediately.Use district time, funds, and property for authorized district business and activities only.All district employees should perform their duties in accordance with state and federal law, district policies and procedures, and ethical standards. Violation of policies, regulations, or guidelines may result in disciplinary action, including termination. Alleged incidents of certain misconduct by educators, including having a criminal record, must be reported to SBEC not later than the seventh day after the superintendent first learns of the incident. See Reports to the State Board for Educator Certification, for additional information.The Code of Ethics and Standard Practices for Texas Educators, adopted by the State Board for Educator Certification, which all district employees must adhere to, is reprinted below:Texas Educatorsxe "Code of ethics"’ Code of EthicsStatement of PurposeThe Texas educator shall comply with standard practices and ethical conduct toward students, professional colleagues, school officials, parents, and members of the community and shall safeguard academic freedom. The Texas educator, in maintaining the dignity of the profession, shall respect and obey the law, demonstrate personal integrity, and exemplify honesty and good moral character. The Texas educator, in exemplifying ethical relations with colleagues, shall extend just and equitable treatment to all members of the profession. The Texas educator, in accepting a position of public trust, shall measure success by the progress of each student toward realization of his or her potential as an effective citizen. The Texas educator, in fulfilling responsibilities in the community, shall cooperate with parents and others to improve the public schools of the community. (19 TAC 247.1(b))Professional Standards1. Professional Ethical Conduct, Practices, and PerformanceStandard 1.1The educator shall not intentionally, knowingly, or recklessly engage in deceptive practices regarding official policies of the school district, educational institution, educator preparation program, the Texas Education Agency, or the State Board for Educator Certification (SBEC) and its certification process.Standard 1.2The educator shall not knowingly misappropriate, divert, or use monies, personnel, property, or equipment committed to his or her charge for personal gain or advantage.Standard 1.3The educator shall not submit fraudulent requests for reimbursement, expenses, or pay.Standard 1.4The educator shall not use institutional or professional privileges for personal or partisan advantage.Standard 1.5The educator shall neither accept nor offer gratuities, gifts, or favors that impair professional judgment or to obtain special advantage. This standard shall not restrict the acceptance of gifts or tokens offered and accepted openly from students, parents of students, or other persons or organizations in recognition or appreciation of service.Standard 1.6The educator shall not falsify records, or direct or coerce others to do so.Standard 1.7The educator shall comply with state regulations, written local school board policies, and other state and federal laws.Standard 1.8The educator shall apply for, accept, offer, or assign a position or a responsibility on the basis of professional qualifications.Standard 1.9The educator shall not make threats of violence against school district employees, school board members, students, or parents of students.Standard 1.10The educator shall be of good moral character and be worthy to instruct or supervise the youth of this state.Standard 1.11The educator shall not intentionally or knowingly misrepresent his or her employment history, criminal history, and/or disciplinary record when applying for subsequent employment.Standard 1.12The educator shall refrain from the illegal use or distribution of controlled substances and/or abuse of prescription drugs and toxic inhalants.Standard 1.13The educator shall not consume alcoholic beverages on school property or during school activities when students are present.2. Ethical Conduct toward Professional ColleaguesStandard 2.1The educator shall not reveal confidential health or personnel information concerning colleagues unless disclosure serves lawful professional purposes or is required by law.Standard 2.2The educator shall not harm others by knowingly making false statements about a colleague or the school system.Standard 2.3The educator shall adhere to written local school board policies and state and federal laws regarding the hiring, evaluation, and dismissal of personnel.Standard 2.4The educator shall not interfere with a colleague’s exercise of political, professional, or citizenship rights and responsibilities.Standard 2.5The educator shall not discriminate against or coerce a colleague on the basis of race, color, religion, national origin, age, gender, disability, family status, or sexual orientation.Standard 2.6The educator shall not use coercive means or promise of special treatment in order to influence professional decisions or colleagues.Standard 2.7The educator shall not retaliate against any individual who has filed a complaint with the SBEC or provides information for a disciplinary investigation or proceeding under this chapter.3. Ethical Conduct toward StudentsStandard 3.1The educator shall not reveal confidential information concerning students unless disclosure serves lawful professional purposes or is required by law.Standard 3.2The educator shall not intentionally, knowingly, or recklessly treat a student or minor in a manner that adversely affects or endangers the learning, physical health, mental health, or safety of the student or minor.Standard 3.3The educator shall not intentionally, knowingly, or recklessly misrepresent facts regarding a student.Standard 3.4The educator shall not exclude a student from participation in a program, deny benefits to a student, or grant an advantage to a student on the basis of race, color, gender, disability, national origin, religion, family status, or sexual orientation.Standard 3.5The educator shall not intentionally, knowingly, or recklessly engage in physical mistreatment, neglect, or abuse of a student or minor.Standard 3.6The educator shall not solicit or engage in sexual conduct or a romantic relationship with a student or minor.Standard 3.7The educator shall not furnish alcohol or illegal/unauthorized drugs to any person under 21 years of age unless the educator is a parent or guardian of that child or knowingly allow any person under 21 years of age unless the educator is a parent or guardian of that child to consume alcohol or illegal/unauthorized drugs in the presence of the educator.Standard 3.8 The educator shall maintain appropriate professional educator-student relationships and boundaries based on a reasonably prudent educator standard. Standard 3.9 The educator shall refrain from inappropriate communication with a student or minor, including, but not limited to, electronic communication such as cell phone, text messaging, email, instant messaging, blogging, or other social network communication. Factors that may be considered in assessing whether the communication is inappropriate include, but are not limited to: (i)the nature, purpose, timing, and amount of the communication; (ii)the subject matter of the communication; (iii)whether the communication was made openly or the educator attempted to conceal the communication; (iv)whether the communication could be reasonably interpreted as soliciting sexual contact or a romantic relationship; (v)whether the communication was sexually explicit; and (vi)whether the communication involved discussion(s) of the physical or sexual attractiveness or the sexual history, activities, preferences, or fantasies of either the educator or the student.Discrimination, Harassment, and RetaliationPolicies DH, DIAEmployees shall not engage in prohibited harassment, including sexual harassment, of other employees or students. While acting in the course of their employment, employees shall not engage in prohibited harassment of other persons, including board members, vendors, contractors, volunteers, or parents. A substantiated charge of harassment will result in disciplinary action.Employees who believe they have been discriminated or retaliated against or harassed are encouraged to promptly report such incidents to the campus administrator, supervisor, or appropriate district official. If the campus administrator, supervisor, or district official is the subject of a complaint, the employee should report the complaint directly to the superintendent. A complaint against the superintendent may be made directly to the board.The district’s policy that includes definitions and procedures for reporting and investigating discrimination, harassment, and retaliation is reprinted below: of StudentsPolicies DF, DH, FFG, FFHSexual and other harassment of students by employees are forms of discrimination and are prohibited by law. Romantic or inappropriate social relationships between students and district employees are prohibited. Employees who suspect a student may have experienced prohibited harassment are obligated to report their concerns to the campus administrator or other appropriate district official. All allegations of prohibited harassment of a student by an employee or adult will be reported to the student’s parents and promptly investigated. An employee who knows of or suspects child abuse must also report his or her knowledge or suspicion to the appropriate authorities, as required by law. See Reporting Suspected Child Abuse and Bullying for additional information.The district’s policy that includes definitions and procedures for reporting and investigating harassment of students is reprinted below: Suspected Child AbusePolicies DF, DG, DH, FFG, GRAAll employees are required by state law to report any suspected child abuse or neglect to a law enforcement agency, Child Protective Services, or appropriate state agency (e.g., state agency operating, licensing, certifying, or registering a facility) within 48 hours of the event that led to the suspicion. Abuse is defined by SBEC and includes the following acts or omissions: Mental or emotional injury to a student or minor that results in an observable and material impairment in the student’s or minor’s development, learning, or psychological functioning;Causing or permitting a student or minor to be in a situation in which the student or minor sustains a mental or emotional injury that results in observable and material impairment in the student’s or minor’s development, learning, or psychological functioning;Physical injury that results in substantial harm to a student or minor, or the genuine threat of substantial harm from physical injury to the student or minor, including an injury that is at variance with the history or explanation given and excluding an accident or reasonable discipline; orSexual conduct harmful to a student’s or minor’s mental, emotional, or physical welfare.Reports to Child Protective Services can be made to the Texas Abuse Hotline (800-252-5400). State law specifies that an employee may not delegate to or rely on another person to make the report.Under state law, any person reporting or assisting in the investigation of reported child abuse or neglect is immune from liability unless the report is made in bad faith or with malicious intent. In addition, the district is prohibited from retaliating against an employee who, in good faith, reports child abuse or neglect or who participates in an investigation regarding an allegation of child abuse or neglect.An employee’s failure to report suspected child abuse may result in prosecution as a Class A misdemeanor. In addition, a certified employee’s failure to report suspected child abuse may result in disciplinary procedures by SBEC for a violation of the Code of Ethics and Standard Practices for Texas Educators.Employees who suspect that a student has been or may be abused or neglected should also report their concerns to the campus administrator. This includes students with disabilities who are no longer minors. Employees are not required to report their concern to the campus administrator before making a report to the appropriate agencies. In addition, employees must cooperate with child abuse and neglect investigators. Reporting the concern to the campus administrator does not relieve the employee of the requirement to report to the appropriate state agency. Interference with a child abuse investigation by denying an interviewer’s request to interview a student at school or requiring the presence of a parent or school administrator against the desires of the duly authorized investigator is prohibited.Guidelines for reporting:Individuals shall make the oral report of suspected abuse and/or neglect by telephone. The campus administrator or designee may assist the individual in the reporting process.Reports should be made to one of the following agencies:Department of Human Services Child Protective Services1616 Headway CircleP.O. Box 15995, Austin, Texas78761Telephone to the 24 hour Hotline-1-800-252-5400Secure web site: login name is: professionalThe password is: report1Local Offices of CPS, where available, at:Department of Human Services Child Protective Services119 North StantonEl Paso, Texas79901Telephone 915-542-4535A local law enforcement agency:Hudspeth County Sheriff’s Office, Dell City BranchBox 676Dell City, Texas79837Telephone 915-964-2305NOTE: Forms are available in the campus administrator’s office. Policy DG, DH, FFG, GRASexual Abuse and Maltreatment of ChildrenThe district has established a plan for addressing child sexual abuse, which may be accessed at high school office. As an employee, it is important for you to be aware of warning signs that could indicate a child may have been or is being sexually abused. Sexual abuse in the Texas Family Code is defined as any sexual conduct harmful to a child’s mental, emotional, or physical welfare as well as a failure to make a reasonable effort to prevent sexual conduct with a child. Anyone who suspects that a child has been or may be abused or neglected has a legal responsibility under state law for reporting the suspected abuse or neglect to law enforcement or to Child Protective Services (CPS).Employees are required to follow the procedures described above in Reporting Suspected Child Abuse.Technology Resourcesxe "Computer use"Policy CQThe district’s technology resources, including its network access to the Internet, is primarily for administrative and instructional purposes. Limited personal use of the system is permitted if the use:Imposes no tangible cost to the district.Does not unduly burden the district’s computer or network resources.Has no adverse effect on job performance or on a student’s academic performance.Electronic mail transmissions and other use of the electronic communications systems are not confidential and can be monitored at any time to ensure appropriate use.Employees who are authorized to use the system are required to abide by the provisions of the district’s communications systems policy and administrative procedures. Failure to do so can result in suspension or termination of privileges and may lead to disciplinary action. Employees with questions about computer use and data management can contact the superintendent.Personal Use of Electronic Mediaxe "Electronic communications"Policy DHElectronic media includes all forms of social media, such as text messaging, instant messaging, electronic mail (e-mail), Web logs (blogs), electronic forums (chat rooms), video-sharing Web sites (e.g., YouTube), editorial comments posted on the Internet, and social network sites (e.g., Facebook, MySpace, Twitter, LinkedIn). Electronic media also includes all forms of telecommunication such as landlines, cell phones, and Web-based applications.As role models for the district’s students, employees are responsible for their public conduct even when they are not acting as district employees. Employees will be held to the same professional standards in their public use of electronic media as they are for any other public conduct. If an employee’s use of electronic media interferes with the employee’s ability to effectively perform his or her job duties, the employee is subject to disciplinary action, up to and including termination of employment. If an employee wishes to use a social network site or similar media for personal purposes, the employee is responsible for the content on the employee’s page, including content added by the employee, the employee’s friends, or members of the public who can access the employee’s page, and for Web links on the employee’s page. The employee is also responsible for maintaining privacy settings appropriate to the content.An employee who uses electronic media for personal purposes shall observe the following:The employee may not set up or update the employee’s personal social network page(s) using the district’s computers, network, or equipment.The employee shall not use the district’s logo or other copyrighted material of the district without express, written consent. The employee continues to be subject to applicable state and federal laws, local policies, administrative regulations, and the Code of Ethics and Standard Practices for Texas Educators, even when communicating regarding personal and private matters, regardless of whether the employee is using private or public equipment, on or off campus. These restrictions include: Confidentiality of student records. [See Policy FL]Confidentiality of health or personnel information concerning colleagues, unless disclosure serves lawful professional purposes or is required by law. [See Policy DH (EXHIBIT)]Confidentiality of district records, including educator evaluations and private e-mail addresses. [See Policy GBA]Copyright law [See Policy EFE]Prohibition against harming others by knowingly making false statements about a colleague or the school system. [See Policy DH (EXHIBIT)]See Use of Electronic Media with Students, below, for regulations on employee communication with students through electronic media.Use of Electronic Media with Studentsxe "Electronic communications"Policy DHA certified or licensed employee, or any other employee designated in writing by the superintendent or a campus administrator, may communicate through electronic media with students who are currently enrolled in the district. The employee must comply with the provisions outlined below. All other employees are prohibited from communicating with students who are enrolled in the district through electronic media.An employee is not subject to these provisions to the extent the employee has a social or family relationship with a student. For example, an employee may have a relationship with a niece or nephew, a student who is the child of an adult friend, a student who is a friend of the employee’s child, or a member or participant in the same civic, social, recreational, or religious organization.The following definitions apply for the use of electronic media with students:Electronic media includes all forms of social media, such as text messaging, instant messaging, electronic mail (e-mail), Web logs (blogs), electronic forums (chat rooms), video-sharing Web sites (e.g., YouTube), editorial comments posted on the Internet, and social network sites (e.g., Facebook, Instagram, Snapchat, Twitter, LinkedIn). Electronic media also includes all forms of telecommunication such as landlines, cell phones, and Web-based municate means to convey information and includes a one-way communication as well as a dialogue between two or more people. A public communication by an employee that is not targeted at students (e.g., a posting on the employee’s personal social network page or a blog) is not a communication: however, the employee may be subject to district regulations on personal electronic communications. See Personal Use of Electronic Media, above. Unsolicited contact from a student through electronic means is not a communication.Certified or licensed employee means a person employed in a position requiring SBEC certification or a professional license, and whose job duties may require the employee to communicate electronically with students. The term includes classroom teachers, counselors, campus administrators, librarians, paraprofessionals, nurses, educational diagnosticians, licensed therapists, and athletic trainers.An employee who uses electronic media to communicate with students shall observe the following:The employee may use any form of electronic media except text messaging. Only a teacher, trainer, or other employee who has an extracurricular duty may use text messaging, and then only to communicate with students who participate in the extracurricular activity over which the employee has responsibility.The employee shall limit communications to matters within the scope of the employee’s professional responsibilities (e.g., for classroom teachers, matters relating to class work, homework, and tests; for an employee with an extracurricular duty, matters relating to the extracurricular activity.The employee is prohibited from knowingly communicating with students through a personal social network page; the employee must create a separate social network page (“professional page”) for the purpose of communicating with students. The employee must enable administration and parents to access the employee’s professional page.The employee shall not communicate directly with any student between the hours of 10:00 p.m. and 6:00 a.m. An employee may, however, make public posts to a social network site, blog, or similar application at any time.The employee does not have a right to privacy with respect to communications with students and parents.The employee continues to be subject to applicable state and federal laws, local policies, administrative regulations, and the Code of Ethics and Standard Practices for Texas Educators, including:Compliance with the Public Information Act and the Family Educational Rights and Privacy Act (FERPA), including retention and confidentiality of student records. [See Policies CPC and FL]Copyright law [Policy EFE]Prohibitions against soliciting or engaging in sexual conduct or a romantic relationship with a student. [See Policy DF]Upon request from administration, an employee will provide the phone number(s), social network site(s), or other information regarding the method(s) of electronic media the employee uses to communicate with any one or more currently-enrolled students.Upon written request from a parent or student, the employee shall discontinue communicating with the student through e-mail, text messaging, instant messaging, or any other form of one-to-one communication.An employee may request an exception from one or more of the limitations above by submitting a written request to his or her immediate supervisor.Criminal History Background ChecksPolicy DBAAEmployees may be subject to a review of their criminal history record information at any time during employment. National criminal history checks based on an individual’s fingerprints, photo, and other identification will be conducted on certain employees and entered into the Texas Department of Public Safety (DPS) Clearinghouse. This database provides the district and SBEC with access to an employee’s current national criminal history and updates to the employee’s subsequent criminal history.Employee Arrests and ConvictionsPolicy DHAn employee must notify his or her campus administrator or immediate supervisor within three calendar days of any arrest, indictment, conviction, no contest or guilty plea, or other adjudication of any felony, and any of the other offenses listed below:Crimes involving school property or fundsCrimes involving attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit that would entitle any person to hold or obtain a position as an educatorCrimes that occur wholly or in part on school property or at a school-sponsored activityCrimes involving moral turpitudeMoral turpitude includes, but is not limited to, the following:DishonestyFraudDeceitTheftMisrepresentationDeliberate violenceBase, vile, or depraved acts that are intended to arouse or gratify the sexual desire of the actorCrimes involving any felony possession or conspiracy to possess, or any misdemeanor or felony transfer, sale, distribution, or conspiracy to transfer, sell, or distribute any controlled substanceFelonies involving driving while intoxicated (DWI) or driving under the influence (DUI) of drugs or alcoholActs constituting abuse or neglect under the SBEC rulesIf an educator is arrested or criminally charged, the superintendent is also required to report the educators’ criminal history to the Division of Investigations at TEA.Alcohol-and Drug-Abuse PreventionPolicies DH, DIDell City ISD is committed to maintaining an alcohol- and drug-free environment and will not tolerate the use of alcohol and illegal drugs in the workplace and at school-related or school-sanctioned activities on or off school property. . Employees who use or are under the influence of alcohol or illegal drugs as defined by the Texas Controlled Substances Act during working hours may be dismissed. The district’s policy regarding employee drug use follows: UsePolicies DH, GKA, FNCDState law prohibits smoking or using tobacco products on all district-owned property and at school-related or school-sanctioned activities, on or off campus. This includes all buildings, playground areas, parking facilities, and facilities used for athletics and other activities. Drivers of district-owned vehicles are prohibited from smoking while inside the vehicle. Notices stating that smoking is prohibited by law and punishable by a fine are displayed in prominent places in all school buildings.Fraud and Financial ImproprietyPolicy CAAAll employees should act with integrity and diligence in duties involving the district’s financial resources. The district prohibits fraud and financial impropriety, as defined below. Fraud and financial impropriety includes the following:Forgery or unauthorized alteration of any document or account belonging to the districtForgery or unauthorized alteration of a check, bank draft, or any other financial documentMisappropriation of funds, securities, supplies, or other district assets, including employee timeImpropriety in the handling of money or reporting of district financial transactionsProfiteering as a result of insider knowledge of district information or activitiesUnauthorized disclosure of confidential or proprietary information to outside partiesUnauthorized disclosure of investment activities engaged in or contemplated by the districtAccepting or seeking anything of material value from contractors, vendors, or other persons providing services or materials to the districtDestroying, removing, or inappropriately using records, furniture, fixtures, or equipmentFailing to provide financial records required by state or local entitiesFailure to disclose conflicts of interest as required by policyAny other dishonest act regarding the finances of the districtConflict of InterestPolicy DBDEmployees are required to disclose to their supervisor any situation that creates a potential conflict of interest with proper discharge of assigned duties and responsibilities or creates a potential conflict of interest with the best interests of the district. This includes the following:A personal financial interestA business interestAny other obligation or relationshipNon-school employmentGifts and FavorsPolicy DBDEmployees may not accept gifts or favors that could influence, or be construed to influence, the employee’s discharge of assigned duties. The acceptance of a gift, favor, or service by an administrator or teacher that might reasonably tend to influence the selection of textbooks, electronic textbooks, instructional materials or technological equipment may result in prosecution of a Class B misdemeanor offense. This does not include staff development, teacher training, or instructional materials such as maps or worksheets that convey information to students or contribute to the learning process.Copyrighted MaterialsPolicy CYEmployees are expected to comply with the provisions of federal copyright law relating to the unauthorized use, reproduction, distribution, performance, or display of copyrighted materials (i.e., printed material, videos, computer data and programs, etc.). Electronic media, including motion pictures and other audiovisual works, are to be used in the classroom for instructional purposes only. Duplication are to be used in the classroom for educational purposes only. Duplication or backup of computer programs and data must be made within the provisions of the purchase agreement.Charitable Contributionsxe "Charitable contributions"Policy DGThe Board or any employee may not directly or indirectly require or coerce an employee to make a contribution to a charitable organization or in response to a fund-raiser. Employees cannot be required to attend a meeting called for the purpose of soliciting charitable contributions. In addition, the Board or any employee may not directly or indirectly require or coerce an employee to refrain from making a contribution to a charitable organization or in response to a fund raiser or attending a meeting called for the purpose of soliciting charitable contributions.Associations and Political ActivitiesPolicy DGAThe district will not directly or indirectly discourage employees from participating in political affairs or require any employee to join any group, club, committee, organization, or association. Employees may join or refuse to join any professional association or organization.An individual’s employment will not be affected by membership or a decision not to be a member of any employee organization that exists for the purpose of dealing with employers concerning grievances, labor disputes, wages, rates of pay, hours of employment, or conditions of work.Use of district resources, including work time, for political activities is prohibited.SafetyPolicy CK seriesThe district has developed and promotes a comprehensive program to ensure the safety of its employees, students, and visitors. The safety program includes guidelines and procedures for responding to emergencies and activities to help reduce the frequency of accidents and injuries. To prevent or minimize injuries to employees, coworkers, and students and to protect and conserve district equipment, employees must comply with the following requirements:Observe all safety rules.Keep work areas clean and orderly at all times.Immediately report all accidents to their supervisor.Operate only equipment or machines for which they have training and authorization.Employees with questions or concerns relating to safety programs and issues can contact the campus administrator.Possession of Firearms and WeaponsPolicies FNCG, GKAEmployees, visitors, and students, including those with a license to carry a concealed handgun, are prohibited from bringing firearms, knives, clubs or other prohibited weapons onto school premises (i.e., building or portion of a building) or any grounds or building where a school-sponsored activity takes place. To ensure the safety of all persons, employees who observe or suspect a violation of the district’s weapons policy should report it to their supervisors or call 964-2663 immediately.Visitors in the WorkplacePolicy GKCAll visitors are expected to enter any district facility through the main entrance and sign in or report to the building’s main office. Authorized visitors will receive directions or be escorted to their destination. Employees who observe an unauthorized individual on the district premises should immediately direct him or her to the building office or contact the administrator in charge.Asbestos Management PlanPolicy CKAThe district is committed to providing a safe environment for employees. An accredited management planner has developed an asbestos management plan for each school. A copy of the district’s management plan is kept in the administrative office and is available for inspection during normal business hours.Pest Control TreatmentPolicies DI, CLBEmployees are prohibited from applying any pesticide or herbicide without appropriate training and prior approval of the integrated pest management (IPM) coordinator. Any application of pesticide or herbicide must be done in a manner prescribed by law and the district’s integrated pest management program.Notices of planned pest control treatment will be posted in a district building 48 hours before the treatment begins. Notices are generally located on each exterior door. In addition, individual employees may request in writing to be notified of pesticide applications. An employee who requests individualized notice will be notified by telephone, written or electric means. Pest control information sheets are available from campus administrators or facility managers upon request.Dell City ISD has a policy that requires us to follow integrated pest management (IPM) procedures to control pests on school grounds. This district strives to use the safest effective methods to manage pests, including a variety of non-chemical control measures; however pesticide use is sometimes necessary to maintain adequate pest control and assure a safe, pest-free school environment.All pesticides used in our district are registered for their intended use by the U.S. Environmental Protection Agency and are applied only by certified pesticide applicators. Prior to indoor applications, signs will be posted 48 hours in advance of the treatment. All outdoor applications will be posted at the time of treatment and signs will remain until it is safe to enter the area. Parents with further questions, or who wish to be notified directly about upcoming pesticide applications on their children’s campus, can contact the District IPM Coordinator at (915) 964-2663.General ProceduresBad Weather ClosingThe district may close schools because of bad weather or emergency conditions. When such conditions exist, the superintendent will make the official decision concerning the closing of the district’s facilities. When it becomes necessary to open late, to releasestudents early, or to cancel school, district officials will post a notice on the district’s Web site and notify the bus drivers and/or classroom teachers who are to contact their students. Cafeteria Meal RatesStaffVisitorsBreakfast$2.00$2.00Lunch$3.25$3.25Extra Milk/Juice .50 .50Third Milk/Juice .50 .50EmergenciesPolicies CKC, CKDAll employees should be familiar with the safety procedures for responding to a medical emergency and the evacuation diagrams posted in their work areas. Emergency drills will be conducted to familiarize employees and students with safety and evacuation procedures. Each campus is equipped with an automatic external defibrillator. Fire extinguishers are located throughout all district buildings. Employees should know the location of these devices and procedures for their use.Purchasing ProceduresPolicy CHAny requisitions for materials, supplies, or equipment must be submitted, in writing, through the building administrator’s office. Personnel are personally responsible for unauthorized purchases. The district will not reimburse employees or assume responsibility for purchases made without authorization. Employees are not permitted to purchase supplies or equipment for personal use through the district’s Business Office. Please refer to the Business Office Procedure Manual for additional information on purchasing procedures.Name and Address ChangesIt is important that employment records be kept up to date. Employees must notify the Business office if there are any changes or corrections to their name, home address, home telephone number, marital status, emergency contact, or beneficiary. Forms to process a change in personal information can be obtained from the business manager.Personnel RecordsPolicy GBAMost district records, including personnel records, are public information and must be released upon request. Employees may choose to have the following personal information withheld:AddressPhone numberSocial Security numberInformation that reveals whether they have family membersEmergency Contact InformationThe choice to not allow public access to this information may be done at any time by submitting a written request to the superintendent. New or terminating employees have 14 days after hire or termination to submit a request. Otherwise, personal information will be released to the public.Personnel FilesA personnel file for each employee of the District shall be maintained in accordance with Board policy and for TEA audit purposes. The following guidelines shall apply:An employee or his/her designated representative may inspect the employee’s file in accordance with the provisions of GBA (LOCAL). Additional documentation may be added to an employee’s file in the form of signed statements submitted by the employee.Requests for access to or information from personnel files shall be directed to the superintendent or designee. The employee shall be responsible for keeping the personnel records accurate and up to date and shall notify the Administrative Office of any changes of address or credentials.If additional college credit and /or hours of advanced academic training are earned after a transcript is on file, a record of the new work must be submitted. A grade report card is not acceptable.The District shall maintain the following documents, which shall be readily available for professional and paraprofessional personnel:Credentials (certificates or license).Service record and any required attachments.Evidence of educational attainment as required by State Board Policy.Contract (professional personnel only).Teaching Schedule or other assignment record.Absence from duty reports.In addition to employee records required by TEA or by District policy or regulation, the following information may be included in the personnel records:Evaluation reports.Awards and commendations.Supplemental documentation relating to job performance, such as letters, reports, or memoranda.Leaves and absences records and requests.Retirement and social security forms.Health certificates and medical information.Insurance forms. Personal identification data.Documentation of workshops, courses, and advanced academic training.Exit interview reports.Building UsePolicies DGA, GKDEmployees who wish to use district facilities after school hours must follow established procedures. The campus administrator is responsible for scheduling the use of facilities after school hours. Contact the campus administrator to request to use school facilities and to obtain information on the fees charged.Local District General ProceduresAudio-Visual EquipmentOur school has a good supply of audio-visual equipment. It is, however, necessary to share this equipment. Video recorders and TV’s are available. As with the other A-V equipment, teachers are encouraged to use this equipment when applicable. (All videos shown in class must be instructionally related and have prior approval from the campus administrator.)Business and Support ServicesActivity Funds ManagementEach school shall have and maintain student activity accounts to manage class funds, organization funds, and any other funds into which students have put money in the name of the school. All monies collected shall be received by the Business Office and deposited to the appropriate District account at the District depository (ies) on the first working day after the event.The business manager or financial officer shall be responsible for the proper administration of each organization’s funds in accordance with state and local law, District-approved accounting practices and procedures, and TEA Bulletin 679. Student activity funds shall be included in the annual audit of the District’s fiscal accounts.Monies collected by student groups shall be disbursed only for purposes authorized by the organization or upon approval of the sponsor. The campus administrator shall approve all disbursements. All funds raised by student organizations must be expended for the benefit of the students.Activity Account ProceduresGeneral Guidelines:Sponsors will be expected to report and turn in all proceeds from activities the first working day after the event. At no time should the sponsor retain school funds for a longer period of time.Proceeds from vending machines are to be counted and deposited at least weekly.Sponsors will be personally liable for any expenditure not approved by the campus administration prior to the purchase. Likewise, sponsors are held accountable for a detailed accounting of all activities and an accurate reporting of all revenues.A monthly expenditure/revenue report will be generated for each sponsor and campus administrator. The sponsor will be required to review the report. Any discrepancy must be resolved between the sponsor and Business Office.The Business Manager shall make bank deposits on a weekly basis.The transfer of funds from one individual account to another shall be by mutual written agreement between the sponsors and the campus administrator and/or the superintendent.The district’s independent audit firm on an annual basis shall audit activity funds.Expense Requests:To request a check, a sponsor will fill out a request form, obtain preliminary approval from the campus administrator and submit it to the business manager for final approval. (The sponsor will keep the pink copy for his/her records.) Except in an emergency, a 24-hour notice is required to request a check.Upon approval, the business manager or designee will complete the expense request and issue a check.The check will be given to the sponsor or mailed as necessary.Upon purchase of the item, the sponsor will return the receipt to the Business Office the first working day after the check is issued. This procedure must be followed for all expenditures: cash, or check. No charge accounts will be permitted.NOTE: Forms are available at the administration office.Revenue Reports:Sponsors will fill out a revenue report immediately after each activity and submit it and the deposit to the central office.The Business Office will verify and recount the deposit and then return the completed pink copy to the sponsor.The Business Office and sponsor will resolve any discrepancy. NOTE: Forms are available at the administration office.ErrandsStudents are not to be sent on personal errands for teachers off of school property. The teacher may be liable for any accident resulting from such errands. Staff must notify a supervisor or office personnel when it is necessary to leave campus during school hours.Emergency DrillsTexas Law requires fire and tornado drills and the instruction of safety procedures. Fire code regulations require at least one per month, with one-half being obstructed and one-half being non-obstructed. The campus administrator will provide directions in regard to fire and tornado emergency procedures. The following bell schedule will be used in the event of a fire or tornado emergency or drill:3 bells - fire or drill1 bell (10-15 seconds long) - tornado or drill2 bells - return to class1 bell - haltDress CodeThe dress and grooming of District employees shall be clean, neat, in a manner appropriate for their assignments, and in accordance with any additional standards established by their supervisors and approved by the superintendent.In an effort to maintain professional standards, it is recommended that appropriate dress and grooming be exercised, keeping the following guidelines in mind. There is certain dress apparel, which even though it keeps up with the fashion trend, may not be appropriate for employees to wear to work. There is a fine line of distinction that must be recognized and be in place in order to maintain the integrity of the professional position and its responsibilities in providing an environment that is conducive to learning; there should be no doubt who is teacher. It is strongly recommended that employees not wear attire that is not permitted for students. Students listen and show respect for a teacher who makes the effort to be well dressed.Please comply with the following:Any extreme styles of dress, jewelry, or hair, which are distracting in the classroom, will not be permitted.No flip-flops or shower shoes (Flip flops are defined as a shoe that has a foam sole and a toe divider.)Blue jeans are only permitted on Fridays and teacher workdays when guests are not in the district.Do not wear sweat pants or a sweat suit. Wind suits are permitted on Fridays.Women should not wear miniskirts or dresses that are not at least to the mid thigh.Women and men should not wear shorts in the classroom. Women may wear skorts with hosiery.Shorts worn in a coaching capacity should come to the mid thigh.Men – Hair must be neatly trimmed so as not to extend below the base of the necks; no tails will be permitted. The length of hair can be judged by not allowing hair to extend past the collar of a T-shirt. The lower part of the earlobe must be clearly visible.Women- No V-Neck blouses that are cut more than 1 1/2 inches from neck line.Women- No spandex or tights should be worn alone. Must be accompanied by another suitable garment. Example dress, skirt, or shorts of appropriate length.Professional and modest attire is required for school and all school functions.Crisis Management PlanDell City ISD has a Crisis Management Plan detailing steps to follow for most emergencies. Teachers should keep it within easy reach in the classroom.Cell PhonesTeachers may have personal cell phones turned on during class time. THEY SHOULD ONLY BE USED FOR EMERGENCY PURPOSES. Anyone needing to speak to a teacher should call the office and be transferred to the teacher (ONLY IF DURING CONFERENCE) otherwise they will be asked to leave a message. Extracurricular ActivitiesGate DutyAny employee volunteering to collect gate receipts will be paid $10.00 for each event. The employee will be personally responsible for obtaining and returning the gate receipt box to the Business Office the first working day after the event. In most cases the gate box can be turned in to the Athletic Director at the close of the event.Activity BusesThe campus administrator will present a schedule for activity bus trips each year with approval by the superintendent. Each activity bus will have at least one school employee, in addition to the driver, who has been designated to represent the district.University Interscholastic League (UIL)The Board of Trustees encourages administrators, coaches, teacher and students in the Dell City ISD to participate in UIL literary and athletic events. Preparation for these events will begin early in the year as part of the regular curriculum. Every teacher will be expected to coach an academic event. Field TripsSchool sponsored trips shall be adequately chaperoned at all times by teachers and parents (not bus driver), and it shall be the responsibility of the campus administrator to coordinate and approve such trips. Because of the distance involved with most out of town trips, it is recommended that at least two classes combine for a trip and that no more than two per year are requested. These trips should be discussed and approval obtained at least two weeks in advance of the trip. Students not going on a school-sponsored field trip will be expected to complete appropriate class work under the supervision of a substitute. While class or field trips are not required, the following guidelines will apply to all class or organization activity trips. No trips will be approved unless they are related to an academic objective and have been approved by the campus administrator and/or superintendent.1.There must be a minimum of one parent or guardian going, in addition to the class or organization sponsor. This does not include the bus driver.2. Students are to be supervised at all times; at no time will it be permissible for students to wander off from the group without a sponsor.3. Normally no more than two grades at a time will be approved to go on class trips.4. The campus administrator must approve all trips (dates, activities, and sponsors).5. Preschool children are not permitted to accompany their parents when the parent is serving as a chaperon.6. A trip permission-medical release form must be signed by the parent and returned to the sponsor. The signed forms must accompany the sponsor on the trip.7. Permission for Medical Treatment forms must be on file before the students can participate in field trips or other school-sponsored trips.Hall PassesStudents are expected to be inside the classroom during the entire class period. Students should not request permission to leave classes unless an emergency exists. If, however, the teacher deems it is necessary for a student to leave the classroom, the student must be issued a written hall pass. (Obvious exceptions to this policy are when a teacher takes his/her entire class to the lab, to the library, etc.)Students will be expected to take care of any necessary business in the office either before or after school or during the lunch break.InventoryTeachers will be accountable for maintaining the inventory of equipment and furniture in place at the beginning of the school year. Any transfer of inventory to another location requires the completion and filing of an inventory transfer form located in the campus offices. Reconciliation will be completed at the end of each semester.Maintenance of Buildings and GroundsIn order to maintain a clean, attractive school plant, teachers, students, and maintenance personnel must all work together. All work orders and maintenance requests must be processed through the administration office. Teachers are requested to cooperate with the school in the following ways:Assist the custodian in charge of your room by arranging your paper, books, and other materials in such a manner as to make it easier for him/her to clean the room.Enlist the cooperation of students to help keep our school in good order, both inside the building and outside on the grounds. Rather than demand the building be preserved, attempt to develop within each child a degree of pride in his/her school plant and in the supplies which he/she is furnished, as well as his/her own supplies. Develop a habit of neatness such as putting supplies and books away orderly and picking up litter rather than walking around it. Check books and desks regularly.The floor should be free of any paper or other items, which cannot be picked up by a vacuum.All machines should be turned off.Tables, chairs, desks, and other equipment should be arranged in proper order.All windows should be closed and secured with blinds closed at the end of the day.Lights, air conditioners, heaters etc. should be turned off or turned down.Chalkboards will not be cleaned unless erased. (Cleaning will be done on a weekly basis.)Maintenance requisitions for any repair work deemed necessary in your classroom should be submitted to the high school or elementary office for processing.Doors should be locked.Secure the building at the end of the day.Lesson PlansDaily lesson plans will be prepared by each teacher and made available to the campus administrator the Friday before the following work week.PersonnelClassroom SupervisionIf your class or group is meeting in some location other than your regularly scheduled place, the office should be notified of that change. If it is necessary for you to leave school premises during the day, inform the office of your absence and where you may be reached. If an emergency arises which takes you away from your assignment, ask the teacher adjacent to your room to check on your students and contact the office as soon as possible.Drug Free Schools Requirements Dell City ISD is committed to maintaining an alcohol- and drug-free environment and will not tolerate the use of alcohol and illegal drugs in the workplace and at school-related or school-sanctioned activities on or off school property. Employees who use or are under the influence of alcohol or illegal drugs as defined by the Texas Controlled Substances Act during working hours shall be subject to disciplinary sanctions. Such sanctions may include referral to drug and alcohol counseling or rehabilitation programs or employee assistance programs, termination from employment with the District, and referral to appropriate law enforcement officials for prosecution. Compliance with these requirements and prohibitions is mandatory and is a condition of employment. See Employee Standards of Conduct and Searches & Alcohol & Drug Testing. Policy DH (Local)Duty SchedulesOf necessity there are duties outside of classroom assignments that must be done. An effort is made to be fair with these and make them as sparingly as possible. Such duties as campus duty and bus line supervision routinely accompany teaching. The duty rosters for these obligations will be worked out and distributed after the school term begins. (Bus line assignment includes both morning and afternoon.)In Dell City ISD teachers are asked to share the duties of gatekeepers during athletic events. A schedule of these events will be distributed, and you may choose the date that best fits your schedule. Failure to ComplyAny personnel failing to comply with local policies and procedures (absentee slips, time sheets, monthly reports, etc..) will receive a verbal warning. Continued failure to comply will result in personnel folder documentation. Professional development trade days will be scheduled by the individual. Failure to provide documentation of training will result in per diem expenditure.Public School WeekPublic School Week in the Dell City Independent School District is an important part of the school’s public relations efforts. During that week, parents are encouraged to visit in the classrooms, in the cafeteria, on the playgrounds, and in fact, be involved in every phase of school life. In addition, there is usually an open house one night during the week at which time parents come to visit with teachers and view some of the accomplishments and develop positive school/community relations.Substitute TeachersWhen a teacher, or instructional assistant, or campus secretary is to be absent, the campus administrator should be notified at the earliest opportunity. Substitute teachers are requested by the teacher (when possible) and assigned by the campus administrator from a list of qualified applicants. A prepared substitute folder, which includes lesson plans, classroom management procedures, and any other pertinent information, must be on file in the office.All other employees shall notify the administration office of any absences.Supplies and MaterialsInstructional supplies will be issued to each teacher at the beginning of each semester. Textbooks and supplemental materials must be requested and checked out through the office. Requests must be made one day in advance. All materials should be accounted for and cleared at the end of each semester.Termination of EmploymentResignationsPolicy DFEContract Employees. Contract employees may resign their position without penalty at the end of any school year if written notice is received 45 days before the first day of instruction of the following school year. A written notice of resignation should be submitted to the superintendent. Contract employees may resign at any other time only with the approval of the superintendent or the board of trustees. Resignation without consent may result in disciplinary action by the State Board for Educator Certification (SBEC).The superintendent will notify SBEC when an employee resigns and reasonable evidence exists to indicate that the employee has engaged in any of the acts listed in Reports to the Texas Education Agency.Noncontract Employees. Noncontract employees may resign their positions at any time. A written notice of resignation should be submitted to superintendent at least two weeks prior to the effective date. Employees are encouraged to include the reasons for leaving in the letter of resignation but are not required to do so.Dismissal or Non-renewal of Contract EmployeesPolicies DFAA, DFAB, DFBA, DFBB, DFD, DFF, DFFA, DFFB, DFFCEmployees on probationary, term, and continuing contracts can be dismissed during the school year according to the procedures outlined in district policies. Employees on probationary or term contracts can be nonrenewed at the end of the contract term. Contract employees dismissed during the school year, suspended without pay, or subject to a reduction in force are entitled to receive notice of the recommended action, an explanation of the charges against them, and an opportunity for a hearing. The time lines and procedures to be followed when a suspension, termination, or nonrenewal occurs will be provided when a written notice is given to an employee. Advance notification requirements do not apply when a contract employee is dismissed for failing to obtain or maintain appropriate certification or whose certification is revoked for misconduct. Information on the time lines and procedures can be found in the DF series policies that are provided to employees or are available on line.Dismissal of Non-Contract EmployeesPolicy DCDNoncontract employees are employed at will and may be dismissed without notice, a description of the reasons for dismissal, or a hearing. It is unlawful for the district to dismiss any employee for reasons of race, color, religion, gender, national origin, age, disability, military status, genetic information, any other basis protected by law, or in retaliation for the exercise of certain protected legal rights. Noncontract employees who are dismissed have the right to grieve the termination. The dismissed employee must follow the district process outlined in this handbook when pursuing the grievance. Exit Interviews and ProceduresPolicy DC and CYExit interviews will be scheduled for all employees leaving the district. Information on the continuation of benefits, release of information, and procedures for requesting references will be provided at this time. Separating employees are asked to provide the district with a forwarding address and phone number and complete a questionnaire that provides the district with feedback on his or her employment experience. All district keys, books, property including intellectual property, and equipment must be returned upon separation from employment.Reports to Texas Education AgencyPolicy DFThe dismissal of a certified employee must be reported to the Division of Investigations at TEA whenever the termination is based on a detrmination that the employee was involved in any of the following:Any form of sexual or physical abuse of a minor or any other unlawful conduct with a student or a minorSoliciting or engaging in sexual conduct or a romantic relationship with a student or minorThe possession, transfer, sale, or distribution of a controlled substanceThe illegal transfer, appropriation, or expenditure of district property or fundsAn attempt by fraudulent or unauthorized means to obtain or alter any certificate or permit for the purpose of promotion or additional compensationCommitting a criminal offense or any part of a criminal offense on district property or at a school-sponsored eventThe superintendent is also required to notify TEA when a certified employee resigns and there is reasonable evidence that would support a recommendation to terminate employment because of the conduct listed above.The reporting requirements above are in addition to the superintendent’s ongoing duty to notify TEA when a certified employee has a reported criminal history. “Reported criminal history” means any formal criminal justice system charges and dispositions including arrests, detentions, indictments, criminal information, convictions, deferred adjudications, and probations in any state or federal jurisdiction.Reports Concerning Court-ordered WithholdingThe district is required to report the termination of employees that are under court order or writ of withholding for child support or spousal maintenance to the court and the individual receiving the support (Texas Family Code §8.210, 158.211). Notice of the following must be sent to the court and support recipient:Termination of employment not later than the seventh day after the date of terminationEmployee’s last known addressName and address of the employee’s new employer, if knownStudent IssuesEqual Educational OpportunitiesPolicies FB, FFHThe Dell City ISD does not discriminate on the basis of race, color, religion, national origin, gender, or disability in providing education services, activities, and programs, including vocational programs, in accordance with Title VI of the Civil Rights Act of 1964, as amended; Title IX of the Educational Amendments of 1972; and Section 504 of the Rehabilitation Act of 1973, as amended.Questions or concerns about discrimination of students based on any of the reasons listed above should be directed to the superintendent.Student RecordsPolicy FLStudent records are confidential and are protected from unauthorized inspection or use. Employees should take precautions to maintain the confidentiality of all student records. The following people are the only people who have general access to a student’s records:Parents: Married, separated, or divorced unless parental rights have been legally terminated and the school has been given a copy of the court order terminating parental rightsThe student: The rights of parents transfer to a student who turns 18 or is enrolled in an institution of post-secondary education. A district is not prohibited from granting the student access to the student’s records before this time.School officials with legitimate educational interestsThe student handbook provides parents and students with detailed information on student records. Parents or students who want to review student records should be directed to the campus administrator for assistance.Parent and Student ComplaintsPolicy FNGIn an effort to hear and resolve parent and student complaints in a timely manner and at the lowest administrative level possible, the board has adopted orderly processes for handling complaints on different issues. Any campus office or the superintendent’s office can provide parents and students with information on filing a complaint.Parents are encouraged to discuss problems or complaints with the teachers or the appropriate administrator at any time. Parents and students with complaints that cannot be resolved to their satisfaction should be directed to the campus administrator. The formal complaint process provides parents and students with an opportunity to be heard up to the highest level of management if they are dissatisfied with a campus administrator’s response.Administering Medication to StudentsPolicy FFACOnly designated employees may administer prescription medication, nonprescription medication, and herbal or dietary supplements to students. Exceptions apply to the self-administration of asthma medication, medication for anaphylaxis (e.g., EpiPen), and medication for diabetes management, if the medication is self-administered in accordance with district policy and procedures. A student who must take any other medication during the school day must bring a written request from his or her parent and the medicine in its original, properly labeled container. Contact the campus administrator for information on procedures that must be followed when administering medication to students.Dietary SupplementsPolicies DH, FFACDistrict employees are prohibited by state law from knowingly selling, marketing, or distributing a dietary supplement that contains performance-enhancing compounds to a student with whom the employee has contact as part of his or her school district duties. In addition, employees may not knowingly endorse or suggest the ingestion, intranasal application, or inhalation of a performance-enhancing dietary supplement to any student.Psychotropic DrugsPolicy FFACA psychotropic drug is a substance used in the diagnosis, treatment, or prevention of a disease or as a component of a medication. It is intended to have an altering effect on perception, emotion, or behavior and is commonly described as a mood- or behavior-altering substance.District employees are prohibited by state law from doing the following:Recommending that a student use a psychotropic drugSuggesting a particular diagnosisExcluding from class or school-related activity a student whose parent refuses to consent to a psychiatric evaluation or to authorize the administration of a psychotropic drug to a studentStudent Conduct and DisciplinePolicies in the FN series and FO seriesStudents are expected to follow the classroom rules, campus rules, and rules listed in the Student Handbook and Student Code of Conduct. Teachers and administrators are responsible for taking disciplinary action based on a range of discipline management strategies that have been adopted by the district. Other employees that have concerns about a particular student’s conduct should contact the classroom teacher or campus administrator. DisciplineStudents are expected to follow the classroom rules, campus rules, and rules listed in the Student Handbook and Student Code of Conduct. Teachers and administrators are responsible for taking disciplinary action based on a range of discipline management strategies that have been adopted by the district. Teachers are expected to handle discipline issues regarding classroom procedures, tardiness, attendance, and minor infractions. Students should be referred to the campus administrator only in cases when the classroom discipline plan has been exhausted, violations of class rules are excessive, or severe circumstances (fighting, suspected drug use, etc.) Other employees that have concerns about a particular student’s conduct should contact the classroom teacher or campus administrator. Disciplinary measures are allowed depending on the nature of the offense. In addition, when a criminal act is committed, the administration can refer the offense to the proper legal authorities. The campus administrator or superintendent can provide more information about the District’s discipline management program.Behavior ManagementEncouragement of proper student behavior is the responsibility of ALL district employees, students, and parents. Correction of student misbehavior at school and school-sponsored events is the responsibility of ALL district personnel (and parents if they are present at the time of misbehavior). Teachers are responsible for handling student misbehavior within their classrooms and in other areas on school grounds where they are present.The classroom management plan and rules are guided by the District’s policy. The classroom management plan outlines the procedures and consequences to be followed by all students. Students must be fully informed and should clearly understand the classroom management plan. A copy of the classroom management plan must be provided to parents of all students upon their request.Expectations of StudentsStudents should secure materials needed for class at the beginning of the class period and not need to return to their lockers.Students should remain at their desk for the entire lesson unless instructed otherwise.When moving from one classroom to another, students should do so in a quiet, orderly manner.When going to P.E. or to the lunchroom, students should do so in an orderly manner.Students should have an organized way of turning in their work to the teacher.No assignments will be accepted unless they are legible and completed according to directions. Assignments are expected to be completed and turned in on time. Students should be required to answer in complete sentences.Manuscript writing will be accepted through the spring of 3rd grade. After this point all work will be completed in cursive writing.Above 3rd grade, math assignment will be completed in pencil, and written assignment will be completed in either black or blue ink.No food, drink or gum will be allowed in class, unless prior approved has been obtained from the teachers and the administration. i.e. Breakfast program, parties, etc.Do not stop the teacher from teaching or others from learning.Obey all school rules and teacher directives.Show respect for property, yours and others. (This includes not writing on walls, posters, desks, etc.)Students are not to be in the teacher workrooms, unless accompanied by a staff member.Buildings and School GroundsEach student is responsible for school property assigned to him/her. Students are expected to take care of all school property, including the buildings and playground. The student or the student’s parent or guardian will pay for any damage to school property by a student. Students should try to prevent others from damaging school property.Students are expected to leave school property promptly when dismissed from school. Students will not remain after school is dismissed unless they are in a school-sponsored activity or are under the supervision of a teacher, parent, or adult sponsor.Students who remain on the playground or tennis courts after school hours will be expected to observe school rules. The school is not responsible for injuries.Building RulesHigh school and Junior High students will not be allowed inside the building before the first bell of the school day. Students will not be allowed in the building during lunch period, except in the cafeteria.Skateboards, scooters, and in-line skates are not permitted at any time on campus. There will be no running or loud voices in the halls and restrooms.When the bell rings, elementary students are expected to immediately proceed to the appropriate line for their class. Students should be respectful of other’s rights and property. (This includes not writing on posters, desks, walls, etc.)Students are expected to help keep all areas of our campus clean by disposing of trash properly and keeping classrooms and lockers neat and orderly. Cafeteria Rules and ProceduresCafeteria Rules:Talk quietly.Keep hands off the serving table.Keep eating area clean.No soft drinks are permitted in the cafeteria.Only servers and cafeteria employees are allowed behind the serving table.Students are not to exchange or share lunches.Cafeteria Procedures:Clean trays.Put silverware in the soapy water pan.Stack trays in the same direction.Elementary students will leave the cafeteria as a group with an instructional assistant when they finish eating.Any DCISD employee may correct a problem situation in the cafeteria.Playground RulesGENERAL:Students should show common courtesy when playing with playground equipment.Fighting and throwing objects, including rocks, are not permitted.Permission is required if a student needs to leave the playground for any reason.Students should stay away from the buildings so as not to disturb other classrooms.All students are expected to obey the adult supervisor.Playground is not open during sporting events or after school.Consequences for Building/Playground Rule ViolationThe following consequences will be applied when the rules are broken (not in any specific order/one or more may be used.)Verbal warning.Written warning to student and parent.Equipment (i.e. skateboards, in-line skates, scooters) will be confiscated. Parent/Teacher conference.Referral to campus administrator.Corporal PunishmentIn –School SuspensionDisciplinary ReferralsThese procedures will be followed when a teacher or staff member refers a student to the building administrator.Referrals for Minor OffensesShall be addressed within 24 hours, not to include weekends or holidays.Administrator will select one or more of the following options:Conference with student (s);Issue a warning;Require a plan to be written;Confer with teacher and utilize consequences from classroom management plan;Set logical or natural consequences;Send a Discipline Notice to parents;Detention. (Teacher assigned detention will be served in the teacher’s classroom. Office assigned detention will be in a designated ISS area. Students will be expected to spend time working on academic assignments.)Administrator will record all referrals, including date of referral, reason, and action taken.Discipline Notices will be filed in a discipline file.Repeated Referrals for Minor OffensesAdministrator will select one or more of the following options:Conference with students(s);Require a written plan or discipline contract;Set logical or natural consequences;Require a student to write to parents explaining rule violation; the parent must sign and return note;Have student contact parent by telephone and explain problem;Take student home to explain problem to parents;Conference with parents;Require parent to spend one or more days at school with student;Place student in time out;DetentionAdministrator will record all referrals, including date of referral, reason, and action taken.Administrator will send a Discipline Notice to parents and request parents to sign and return copies to school.Administrator will maintain a file for all Discipline Notices, which will be separate and apart from the student’s educational records/cumulative folders.Referrals for Serious OffensesAdministrator will select one or more of the following:Corporal punishment;Referral to an outside agency or authority;Probation or suspension;Development of a Discipline Management Contract with parent input;Other discipline management techniques listed in the Student Handbook;Recommendation that student be expelled; hearing arranged;Administrator will record all referrals, including date of referral, reason, and action taken.Administrator will send a discipline notice to parents and request parents to sign and return copies to school.Administrator will maintain a file for all discipline notices, which will be separate and apart from the student’s educational records/cumulative folders.See Student Code of Conduct for information about Suspension and ExpulsionDiscipline Management TechniquesThe District’s option for managing student behavior may include using one or more of the following discipline management techniques. Prior to referring students to the campus administrator’s office, except in the case of severe offenses teachers should have documentation of prior intervention strategies. (Teachers shall file with the campus administrator a written report of a student’s violation of the Student Code of Conduct, not to exceed one page, documenting the violation. The administrator shall, not later than 24 hours after the receipt of a report from a teacher, send a copy of the report to the student’s parent or guardian.)Verbal corrections or warnings;Counseling by teachers, special services, school counselors, or administrative personnel;Logical consequences;Parent-teacher conferences; (Forms to be completed are available in the office.)Cooling-off or time-out;Cooperative discipline action plans or behavioral contracts;Assigned school duties other than class tasks;Withdrawal of privileges, including participation in extracurricular activities and honorary positions;Detention. Teacher assigned detentions will be served in the teacher’s classroom. Office assigned detention will be in the designated In-School Suspension (ISS). Students will be expected to spend the time working on academic assignments.Rewards or demerits;Temporary confiscation of items that disrupt the educational process;Sending the student to the campus administrator’s office or other assigned area;Corporal punishment (see information below);Referral to an outside agency or authority; Probation, suspension, ISS, or expulsion.Disciplinary measures are applied depending on the nature of the offense or misbehavior. Each handicapped or special education student’s Individual Education Plan (IEP) shall address and dictate the specialized needs on discipline, including which of the discipline management techniques can appropriately be used with the student in special education.A teacher may remove from the classroom a student who repeatedly interferes with the teacher’s ability to communicate effectively with the students in the class or with the ability of the student’s classmates to learn. Such a student will be placed in an alternative education program until a teacher/administrator review committee determines the best placement for the student.Suggested Elementary Management TechniquesAll discipline referrals and /or reports should be in writing and should be completed by the person witnessing the infraction. Copies of all referrals must be on file in the office.Classroom Teacher:Each infraction:1st verbal warning – Reprimand2nd verbal warning – Child’s name on board.3rd verbal warning – Isolated in classroom and name put on class board.4th verbal warning – Time out in campus office, infraction recorded in discipline file, discipline report sent to parent with copy in student’s general file.Serious offenses will be referred to the campus administrator immediately.Program Assistant:1st verbal warning – reprimand/time out2nd verbal warning – report to homeroom teacher for further discipline measures.Serious offenses (fighting, rock throwing) will be referred to the campus administrator immediately.Corporal PunishmentBefore corporal punishment is administered, the student will be informed of the misbehavior and be given an opportunity to explain his or her actions. The following guidelines will govern corporal punishment. Corporal punishment is:Limited to spanking or paddling;Administered by the campus administrator or designee of the campus administrator or superintendent.Administered in a place out of the view of others;Witnessed by a least one other district professional employee;Administered in a reasonable manner, with “reasonableness” to be determined on the basis of factors such as size, age, physical, mental, and emotional condition of the student.(Note: Corporal punishment is deemed appropriate only when other suitable discipline techniques have been ineffective.)A student’s parent(s) or legal guardian(s) has the right to complete a form titled Waiver for Corporal Punishment, which prohibits any school official from administering corporal punishment as a discipline management technique. This form is available in the campus administrator’s office or in the Student Handbook (Appendix B). When completed, the form must be on file in the administrator’s office.Student AttendancePolicy FEBTeachers and staff should be familiar with the district’s policies and procedures for attendance accounting. These procedures require minor students to have parental consent before they are allowed to leave campus. When absent from school, the student, upon returning to school, must bring a note signed by the parent that describes the reason for the absence. These requirements are addressed in campus training and in the student handbook. Contact the campus administrator for additional information.BullyingPolicy FFIAll employees are required to report student complaints of bullying to the campus administrator. The district’s policy that includes definitions and procedures for reporting and investigating bullying of students is reprinted below:See FFI (Local) at: FNCCStudents must have prior approval from the campus administrator or designee for any type of “initiation rites” of a school club or organization. While most initiation rites are permissible, engaging in or permitting “hazing” is a criminal offense. Any teacher, administrator, or employee who observes a student engaged in any form of hazing, who has reason to know or suspect that a student intends to engage in hazing, or has engaged in hazing must report that fact or suspicion to the designated campus administrator.Local Student IssuesDisruption by StudentsConduct by students either in or out of class, which for any reason-whether because of time, place, or manner of behavior-materially disrupts class work or involves substantial disorder or invasion of the rights of others is prohibited.Students shall be subject to the provisions of policy GKA regarding disruption of classes and disruption of lawful assembly.Student demonstrations and similar activities shall be prohibited when there is evidence that may reasonably lead school authorities to forecast substantial disruption of, or material interference with, normal school operations or approved school activities.The evidence must support a “reasonable forecast of substantial disruption” of school operation; “undifferentiated fear” or mere apprehension of disturbance is not sufficient to justify restrictions on students’ otherwise legitimate right to freedom of expression.Students, who participate in any prohibited activities described above, are subject to disciplinary action, based on the severity of the violation and its overall effect on the welfare of the students.DocumentationAll District staff must document any formal or informal conferences with a student and /or parent/guardian. Parent/Teacher Conference forms are available in the office and include the student’s name, date, time, and the nature of the conference with the signature of all those present at the conference. Copies of the conference go to the parent, office, and teacher.Fund RaisingOnly Seniors, Juniors, Cheerleaders, Annual Staff, and FFA will ordinarily have fund raising activities. Student Council or National Honor Society may have money making projects if they are for the benefit of the school or community. We live in a small community with very limited financial resources. Therefore, money-making efforts must be limited to those organizations that need them the most. However, no club, class, or organized group of students is permitted to barter, raffle, and sell, work, or trade for any event in the community unless the campus administrator has granted prior approval. Permission must be made to the campus administrator at least 5 days before the ernment Agencies/AuthoritiesI. The following guidelines shall apply when law enforcement officers or other lawful authorities desire to question or interview a student at school:The campus administrator shall verify and record the identity of the officer or other authority and request an explanation of the need to question or interview the student at school.The campus administrator or a designee ordinarily shall be present during the questioning or interview. If the interviewer rises what the campus administrator considers to be a valid objection to a third party’s presence, the interview shall be conducted without that person’s presence.Before a student at school is arrested or taken into custody by a law enforcement officer or other legally authorized person, the campus administrator shall verify the official’s identity. To the best of his or her ability, the campus administrator shall verify the official’s authority to take custody of the student and shall deliver over the student. The campus administrator shall immediately notify the superintendent and ordinarily shall notify the parent of other person having lawful control of the student. If the officer or other authorized person rises what the campus administrator considers to be a valid objection to notifying the parents at that time, the campus administrator shall not notify the parents.II. General Information regarding the Right of the United States Border Patrol (as prepared by the school district’s attorney):“Under applicable federal law, the United States Immigration Service and Border Patrol have the right to stop all vehicles and/or persons at designated checkpoints to conduct inspections and searches. It appears that the Border Patrol has the same right to search a school bus as it does any other vehicle. I do not know precisely what right the Border Patrol has to make an arrest at the checkpoint when a search or inspection is conducted. I believe the School District should attempt to follow the policy, which I will describe in the next paragraph. In general, the right of law enforcement officers to question a student and/or arrest or otherwise apprehend a student is governed by the law relating to arrest. A law enforcement officer must generally either have witnessed a crime and therefore have probable cause to arrest or have a warrant or similar document authorizing arrest.In every situation for which a law enforcement officer desires to question or take custody of a student, the school officials should always verify and record the identity of the officer, verify and record the authority of the officer to so act, ascertain the reason for the interview or arrest, and attempt to notify the parents or guardian of the student. School authorities should also attempt to be present during the interview. In most cases, the students will be juveniles so arrest would be unusual without a juvenile court of Department of Human Resources order except in the case of illegal aliens. I would presume that the Border Patrol has the authority to act without juvenile court order or DHS order if it has probable cause or an arrest warrant.If a school bus is stopped and the Border Patrol desires to take a student into custody, I would suggest that you request that the Border Patrol official allow you to complete your duty as school officials to return the student to the school grounds and/or his parents at which time the school will be happy to cooperate. I think they will understand that a school is going to be extremely concerned about leaving a juvenile with law enforcement officers while many miles from home. In every case, you should be sure that the school officials feel comfortable with the situation and have fully documented and verified all aspects of the situation before turning over a student. This could include calling appropriate supervisors of the law enforcement officials, reviewing the paperwork brought by the law enforcement officials, or consulting with the school district’s lawyer.”Grading PolicyThe district utilizes an electronic grade reporting system. This system requires each teacher to have a security password. Six Weeks Grading Weights for Elementary and SecondaryDaily work40%Weekly Quiz (Spelling Test)10%Homework10%Weekly CBA’s15% Unit test25%Semester Grading Weights for Elementary and SecondaryFall SemesterSpring Semester1st Six Weeks 25% 4th Six Weeks 25%2nd Six Weeks 25% 5th Six Weeks 25%3rd Six Weeks 25% 6th Six Weeks 25%End of Semester End of SemesterAssessment 25% Assessment 25%Grading TimelinesDaily Work1. At least two grades per week will be taken.2. Assignments are due on the assigned date or when the teacher says they aredue.Absences1. Pre-planned absence a) Work is to be turned in before student leaves and misses class.2. Regular Absence a) Students have one day per day of absence to turn work in.b) All make-up work is the responsibility of the student and will be done outside of class time.c) Make-up tests may be made up outside of the school day at the teacher’s discretion.It is the utmost importance that when a student is absent that he or she come to the office and get an admittance slip and the report to all teachers. This includes all classes, even if that class does not meet on that day.Assignment PolicyAssignments made will have a reasonable time for completion, thus requiring the students to become responsible and at the same time setting high expectations. Tutorials will be assigned for late work and missed assignments. If a student does not attend tutorials, a detention will be assigned in order for the student to do his/her work.Students shall receive a zero for assignments and test missed because of an unexcused absence.The highest grade for satisfactory makeup work for daily assignments after suspension shall be a 75. A test may be taken with no grade penalties.The following scale is used for reporting numerical grades:90-100 A80-89 B75-79 C70-74 D69 or below FHealth Services/Medical TreatmentAccident procedures shall be established by the administration to ensure proper attention for any student injured at school. Records shall be maintained on all accidents.Each year, students and parents shall complete and sign a form that provides emergency information and authorizes school officials to obtain emergency medical treatment, as provided by law.Procedures shall be established by the administration to ensure that proper attention is given any student who becomes ill during the course of a school day.Employees of the District may administer medication to a student provided:1. The District has received a written request to administer the medication from the parent, legal guardian, or other person having legal control of the student. 2. When administering prescription medication, the medication appears to be in the original container and to be properly labeled.The superintendent or designee shall identify employees authorized to administer medication to students. Employees legally permitted to administer medication to students include superintendents, campus administrators, classroom teachers, supervisors, counselors, registered nurses, instructional assistants, secretaries, or any other classified personnel employed by the District. Authorized District employees may administer prescription medication in accordance with legal requirements; they may administer non-prescription medications provided by the parent under the same provisions for prescription medication. (See above.)The District, the Board, and its employees shall be immune from civil liability for damages or injuries resulting from the administration of medication to a student, provided such administration conforms to the requirements of this policy.Student HandbookA student handbook, outlining school policies and regulations, is provided for every student. Each staff member should familiarize himself/herself with the contents.School PartiesEach elementary class may have three major parties during the school year: Valentine’s Day, Easter and Little Cougar Relays day. Any other party is a violation of the Child Nutrition Policy. TutorialsStudents not attaining at least a 75 or above in each class at the three weeks and six weeks will be expected to attend tutorials either before or after school or during lunch. Students not attending tutorials will not be allowed to participate in sports or other extra-curricular activities.IndexAAdministering medication to studentsAdministrationAlcohol and drug testingArrests and convictionsAsbestos management plan Assault leaveAssociations At-will employmentAutomatic payroll depositsBBad weather closingBenefitscafeteria plancontinuationleaveotherteacher retirementworkers’ compensationBereavement leaveBoardmeeting schedulemembersof trusteesBuilding useBullyingCCafeteria plan benefitsCertificationfirst aid and CPRparent notificationCertification and LicensesChange of addressCharitable ContributionsChild abuse reportingCode of ethicsCommitteesCommunicationCompensationComplaintsemployeeparent and studentCompliance coordinatorsComputer useConflict of interest Contractemploymentnoncertified employeesCopyrighted materialsCourt appearancesCourt-ordered withholdingsDData management Dietary supplementsDirectorieshelpful contactsschoolDisclaimerDismissalcontract employeesnoncontract employees Districtcommunicationsgoals and objectivesinformationmapmission statementDrug-abuse preventionDrugs, psychotropicEEmergenciesEmployeeconduct and welfareinvolvementrecognitionEmploymentafter retirementat-willcontractdecisionsoutsideEqual educational opportunitiesEqual employment opportunity Exit interviewsFFamily and medical leaveFirearmsFraudGGeneral proceduresGifts and favorsGoals and objectivesGrievancesHHandbookapplicationdesigndistributionlegal considerationslegal reviewHarassmentstudentHazing Health insuranceHelpful contactsIInsurancehealth, dental, and lifesupplementalunemploymentworkers’ compensationJJob vacancy announcementsJury dutyLLeaveaccrualassaultbereavementcourt appearancesdiscretionaryfamily and medicaljury dutylocalmedical certificationmilitarynondiscretionarypersonalsicktemporary disabilityworkers’ compensationLeaves and absencesMMaltreatment of ChildrenMedicationsMilitary leaveMission statementNName and address changesNo Child Left Behind ActNonrenewalOOutside employmentOvertimecompensatory time offdefinedpayPParent and student complaintsParent notificationPaychecksdeductionsPayrollschedulestatementsPerformance evaluationPersonal leavePersonnel recordsPest control treatmentPolicy changesPolitical activitiesPossession of weaponsPsychotropic drugsPublicationsPurchasing proceduresRReassignmentsReports to SBECResignationscontract employeesnon-contract employeesRetirementbenefitsemploymentSSafetySalariesSchoolcalendarclosingdirectorSexual HarassmentSick leaveStaff developmentStandards of conductStipendsStudentattendancecomplaintsdisciplineissuesmedicationrecordsStudent harassmentSupplemental insuranceTTEA ReportsTeacher retirementTemporary disability leaveTerminationdismissal during the contract termexit interviewsnon-contract employeesnon-renewalreportsreports to TEAresignationsTobacco useTransfersTravel expense reimbursementTutoringUUnemployment compensation insuranceVVisitorsWWagesWeaponsWorkers’ compensationbenefitsinsuranceWorkloadAppendix AEmployee Handbook ReceiptDell City Independent School DistrictI hereby acknowledge receipt of my personal copy of the Dell City ISD Employee Handbook. I agree to read the handbook and abide by the standards, policies, and procedures defined or referenced in this document.The information in this handbook is subject to change. I understand that changes in district policies may supersede, modify, or render obsolete the information summarized in this booklet. As the district provides updated policy information, I accept responsibility for reading and abiding by the changes.I understand that no modifications to contractual relationships or alterations of at-will employment relationships are intended by this handbook.I understand that I have an obligation to inform my supervisor or department head of any changes in personal information, such as phone number, address, etc. I also accept responsibility for contacting my supervisor or Campus Administrator, if I have questions or concerns or need further explanation._________________________________________________________SignatureDatePrint Name: ____________________________________________________Please sign and date this form and forward it to the Administration Office.Appendix BDELL CITY INDEPENDENT SCHOOL DISTRICTRelease FormChild Protective Services Removal of a Student from SchoolStudent’s name: _______________________________School: ____________________CPS Worker’s Name: _____________________________________ Date: __________ _Time student released to CPS worker: _________________________________________The CPS worker and the campus administrator (or Designee) sign this form to document that the school is releasing the student to the CPS worker in accordance with the law, court, or other condition that may be in effect at the time of the release.The law, court order, or other condition in effect at the time of the release supersedes the responsibility of the school to the student and his or her parents or guardians, which would otherwise prevail.The CPS worker, by taking possession of this student, assumes the duty of reasonable care for the safety and welfare of the student.Campus administrator’s Signature Date_____________________CPS Worker’s Signature Date_____________________Appendix CDELLCITY STRATEGIC STATEMENTSWe will achieve academic excellence by providing a positive climate for learning based on high expectations and rigorous content.We will design and implement a flexible curriculum that meets the needs of our diverse student population and prepare them for full participation in the work force as lifelong learners.We will attract and retain highly qualified personnel, which will ensure delivery of quality instruction to all students.We will provide adequate and efficient funding.We will develop and implement a plan that ensures involvement and communication through cooperative interaction of school board, staff, parents, students, business and community.School Organization ClimateA collaborative, cooperative working environment will be established. Conflicts will be quickly resolved at the lowest possible level.All decisions and actions will reflect a high degree of staff involvement with clear focus on the district’s mission.Collaborative decision-making and problem solving techniques will be used whenever appropriate.All programs will be evaluated annually in terms of value added.Extracurricular programs and student management programs will promote improved student development and growth.Student assessment data will be used as the basis of planning for school improvement activities.Personnel Management / Professional Growth and DevelopmentStaffing plans and evaluations will be tied to the district’s mission.Performance based accountability will serve as the basis for personnel hiring and recommendations.Continuing professional growth will be a part of the annual performance plan cycle.Administrative and Fiscal/Facilities ManagementResource allocations (human, material and fiscal) will be based on the district’s mission and student performance.Board policies will reflect the district’s mission.The status of all support programs will be evaluated and reported regularly.School/Community RelationsCommunity involvement and responsiveness to community concerns will be high priorities.Board/Superintendent RelationsEfforts will be focused on the continued development of the concepts of an effective leadership team of eight.PORTRAIT OF A DELL CITY HIGH SCHOOL GRADUATEOur goal is to produce graduates who are portrayed below.Given a subject and a reasonable length of time, the graduates are able to access, organize and synthesize relevant information. They can then discuss it including past, present, and future implications. They utilize the appropriate and currently available technologies as tools.The graduates possess the interpersonal skills that enable them to be cooperative team workers. They are flexible; they can make decisions; they can set goals; and, they are equipped to confidently handle the challenges of the real world. They share knowledge with others and can function both as followers and as leaders.They are open to learning and are motivated to learn by themselves. They understand and accept responsibilities, can make well-reasoned and ethical decisions, and think creatively. They are problem solvers.They listen and speak effectively and can debate both sides of controversial issues. They are effective presenters of information in textual and in graphic formats.They understand, appreciate, and use quantitative analysis to describe current, critical, scientific and social issues. They suggest solutions to the problems and evaluate limitations of the proposed solutions. Examples of such issues include: shortages of city and state funds, appropriate uses of land for development and for waste disposal, manipulation of genes, global warming, medical advances, global food shortages, and depletion of resources.They assume active citizenship roles as part of local and global communities. They demonstrate social responsibility and are actively involved in community service. They understand political systems and participate effectively in these systems.As citizens of the world, they are knowledgeable about differences between our political systems and other systems. They understand historical and current perspectives on cultural and ethnic similarities and differences. In addition to English, they are also proficient in another language.They are well-rounded individuals who have high self-esteem, a positive attitude, and self-confidence. As a means of self –expression, the graduates are actively involved in at least one of the fine arts. They demonstrate a thorough knowledge of how to keep their bodies and minds physically and emotionally well.They have a keen sense of career awareness and their own opportunities, developed from a curriculum, which has focused on awareness of job opportunities, exploration of interests and aptitudes, availability of opportunities and knowledge of work ethics. Included with this real world curriculum is also an opportunity to fail while still in an environment to nurture and support a new start. It is expected that parents will also be a part of this effort to prepare young people for assuming a competitive role in tomorrow’s work force.In addition to these higher order thinking skills, all graduates will be expected to be “on track, on time” in the basic areas of reading, math, and writing.EXIT OUTCOMESHigh School graduates will be able to:Respect self, others, and the environment(Multicultural diversity and awareness)Participate productively and responsibly in a rapidly changing societyCommunicate effectively: listening, speaking, reading, writing, the arts, technologyEvaluate and solve problemsApply cooperative and independent learning strategies(Self-directed learner concept)Set and meet world class standards(Focus on continuous improvement, quality issues, self-measurement; aim for continuous improvement using world-class benchmarks)Integrate academic knowledge and skills with real world applicationsAppendix DEFFECTIVE SCHOOL CORRELATESCorrelate I: Effective Schools Have a Strong Instructional Focus (School Mission).A. The school has a shared understanding and commitment to a stated mission and set of goals.A written mission statement reflects the philosophy that all children can and are expected to master the minimum skills.The school’s goals and strategies parallel the mission and provide a central and common direction to ensure student and campus growth.The mission, goals and strategies have been clearly communicated to and understood by the board, staff, parents, students, and the community.Grade level/subject area staff meetings focus on developing processes or products to implement goals and strategies.Student academic achievement is the highest priority.Curriculum is aligned with Essential Knowledge and Skills, TAAS objectives, standardized tests, Teacher-made tests, materials, textbooks and other related materials.Curriculum documents are provided to each teacher for each grade level/subject area.The school has collaboratively planned, developed, and implemented a well-defined curriculum for each grade level/subject area (continuum of skills).Curriculum documents specify what is to be taught and what is to be learned in measurable terms at each grade/subject level.Curriculum documents are used to plan instruction and design student evaluation.Curriculum objectives are sequenced for instruction within each grade/subject area.Continuity of curriculum from subject to subject and grade to grade is planned.Timelines for mastering each objective have been established by teachers and administrators.The school emphasizes instruction based on effective teaching research.Teachers teach for mastery.Typical lessons follow this sequence: focus, teacher presentation, guided practice, specific feedback, independent practice, closure, and evaluation of student performance.Teachers use appropriate techniques for reteaching and extending learning.Teachers assume responsibility for maximizing learning time with the classroom.The school is sensitive to the relationship between instructional time and achievement.Staff plans for those students who require more time for learning than others.Pullout programs are designed and implemented to extend and maximize classroom-learning time. Homework assignments are directly related to classroom learning time. Classroom routines are established to maximize classroom-learning time.The school calendar and daily schedules are organized to provide maximum instructional time.Class time is used for curriculum related learning tasks.Transitions between activities are planned to avoid the loss of instruction time.Correlate II: Effective schools have a system for assessing and monitoring student progress.Schools have a process for assessing student academic progress.Valid and reliable assessment procedures are planned and scheduled for measuring student progress on a regular basis.Staff follows established routines for the frequent reporting of the results of student progress.Assessment results are reported to faculty, students, parents, board of trustees, and general public.Student assessment data is periodically desegregated and analyzed.Assessment instructions are correlated to TEKS and TAAS objectives.Student demographic data (e.g. attendance, tardiness, behavior, extracurricular activities, etc.) are analyzed as contributing factors to student performance.The school has a process for monitoring student progress.There is commitment to establish procedures for determining mastery and assigning grades.Individual teachers, grade level teams and instructional leaders on a planned and scheduled basis review assessment data.Assessment data are used to change and/or modify instructional programs, daily instructional practices, and student placement, as appropriate.A variety of techniques are used in communicating student progress to parents.Correlate III: Effective Schools Maintain a Positive School Climate.The school leaders establish an environment that promotes positive school climate.Norms, beliefs, and attitudes, which promote positive school climate, are evident.There is evidence of high morale among all staff members.Staff members serve as positive role models.Parents and visitors are made to feel welcome.The school has an environment that is conductive to teaching and learning.The school is a safe and secure place to work and learn.The atmosphere of the school is pleasant and supportive.Students, teachers, and administrators demonstrate mutual trust and respect.Cooperative working relationships exist among staff members.Teachers use a variety of teaching strategies to create a comfortable learning environment.Students are engaged in meaningful learning processes for the maximum amount of time.The school has well-defined student and personnel policies and procedures.Teachers, parents, students and administrators assume responsibility for school discipline.Teachers use a variety of classroom management skills to create an orderly environment.Rules of conduct are clearly and cooperatively developed and are widely shared with students, parents, and staff.Rules are consistently and uniformly enforced and modified, when appropriate.Interruptions to instruction are kept to a minimum.Staff members serve as models and reward appropriate behavior.The building, grounds, and equipment are well maintained. Respect for school materials, equipment, buildings, grounds and individual possessions are evident.Repairs to the facilities are completed in a timely manner.Physical facilities are safe.Correlate IV: Effective schools recognize the relationship between expectations and student academic achievement.All staff members hold high expectations for all students.Staff recognizes that the school is the primary factor in student achievement.Staff, student, and parents how what is to be learned at each grade level.Teachers believe all students can master the skills for each grade/course.Staff members demonstrate effective practices that support high expectations.Students hold high expectations for their learning.Students believe they can learn.Students are held accountable for the quality of their work.Students are responsible for the completion of instructional tasks.The school recognizes and rewards academic achievement.Recognition and incentive programs are planned, reviewed, and revised as appropriate by students and staff.Students who excel in academics receive public attention.Student’s achievements are featured in school and community media.Students’ work is displayed in classrooms and other public areas.The philosophy clearly states that all children can and are expected to master the minimum skills.Students, parents, staff and board members understand and support the school philosophy.Correlate V: Effective Schools Have a Strong Instructional Leader.Teachers, parents, and students view the campus administrator as the instructional leader.He/She uses the school mission as the driving force for all decision-making.He/She communicates the mission of the school to staff, students, parents, and community.He/She provides appropriate instructional resources, which are compatible with the curriculum.He/She makes frequent classroom observation and provides appropriate feedback to teachers.He/She initiates curricular and instructional planning activities within and across grade levels and departments.The campus administrator a well-defined discipline management program in a consistent manner.He/She shares and explains to students, parents, and staff the cooperatively developed written code for school wide discipline, attendance, and homework.He/She reviews discipline management plans with students, faculty, and parents on a regular basis.He/She maintains a high level of visibility on campus and in the classrooms.He/She keeps the physical conditions of the school safe, clean, and orderly.He/She has a system to communicate discipline information to parents and teachers in a timely manner.He/She supports teachers on student’s discipline, when appropriate.The campus administrator encourages parent/community, student and staff involvement and utilizes advisory groups.He/She keeps an open line of communication with teachers, parents, community, and students.He/She involves parents/citizens and business in positive school activities.He/She interacts directly with parents and community.He/She reports student’s achievement to parents.He/She advertises the school’s successes at every opportunity.The campus administrator plans for/maintains an ongoing staff development program.He/She provides appropriate orientation activities for new staff members.He/She communicates new district policies/guidelines to staff members.He/She identifies the needs of the school and the needs of individual staff members in cooperation with the staff.He/She plans and sponsors staff development opportunities based in the established goals and needs of the school and the staff, in cooperation with the staff.He/She sees to it that homework is monitored at home and at school.He/She interacts with parents to see to it that parents support the completion of homework assignments.Correlate VI: Effective schools involve patents/citizens in the basic mission of the school.The school provides parents with a statement of the school’s mission and goals.A statement of the school mission is communicated to all parents.The school provides parents with a description of the academic requirements for each grade level/course.The school provides parents with a description of the system for assessing student mastery of required skills.The school has a system for providing parents with timely and appropriate information about student progress and involves parents in solving problems.Opportunities are provided at parent meetings to discuss, understand, and react to the school’s mission, goals, and students’ achievement testing.Teachers have guidelines for involving parents in children’s education at school and at home.The school provides parents with a copy of the school discipline policy.Opportunities are provided parents for parents to discuss, understand, and react to the school’s discipline policy.The school has a system for providing parents with timely information about their student’s behavior.Parents share the responsibility for school discipline.The school disseminates a defined homework policy.Homework is directly related to class work. The homework policy is disseminated to students and parents.D. The school has a communication/information program that facilitates parental/citizen input.More than half the parents attend regularly scheduled parent-teacher conferences.Parent-teacher conferences focus on the factors directly to student achievement and basic skills mastery.Parents consistently visit the school to observe the instructional program.There is an active parent/school group that involves many parents. The school uses many strategies to communicate with parent on a timely basis, i.e., home visits, phone calls, newsletters, formal notes, and munication between the school and the parent is in the parent’s primary language.The school supports programs fostering parent/citizen involvement.Administrators appear before parent and community groups to discuss the school’s mission, goals, and policies and to solicit input.Administrators serve as primary sources of information/communication on school matters.Parents and community members have a channel for communication with school administrators.Planning for improved student performance is a collaborative process involving administrators, teachers, other professional staff, board of trustees, parents, and community members.Parent and community perception of the school’s effectiveness are periodically assessed to clarify perceptions and discuss related campus actions.Administrators communicate assessment results to parents and community groups in an effort to clarify perceptions and discuss related campus actions.Schools recognize a range of parental needs and offer an array of parental involvement activities, which reflect varying degrees of participation.Appendix EDELL CITY INDEPENDENT SCHOOL DISTRICTINTERNET SAFETY POLICY AND ACCEPTABLE USE POLICYI. Guidelines on the Acceptable Use of Electronic InformationResources:Information resources offer access to computers and people throughout the world. Students, staff, substitutes, library patrons and Board members will have access to electronic mail, college and university libraries, information and news from a variety of sources and research institutions, software of all types, and discussion groups on a wide variety of topics, and much more!While the emphasis here is on appropriate use, there is no intent to diminish the vital nature of electronic information services. The concerns described here are real, but they should not discourage school officials from planning for the appropriate use of one of education’s most valuable tools.While electronic information resources offer tremendous opportunities of educational value, they also offer persons with illegal or unethical purposes avenues for reaching students, teachers, and others, including parents and/or adult community members. The following represent some of the inappropriate uses that may occur:Using the resources for any illegal purpose.Accessing the resources to knowingly alter, damage, or delete District property or information, or to breach any other electronic equipment, network, or electronic communications system in violation of the law or District policy.Damaging electronic communication systems or electronic equipment, including knowingly or intentionally introducing a virus to a device or network, or not taking proper security steps to prevent a device or network from becoming vulnerable.Disabling or attempting to disable any Internet filtering device.Encrypting communications to avoid security review.Using someone’s account without permission.Pretending to be someone else when posting, transmitting, or receiving messages.Attempting to read, delete, copy, modify, or interfere with another user’s posting, transmittal, or receipt of electronic media.Using resources to engage in conduct that harasses or bullies others.Sending, posting, or possessing materials that are abusive, obscene, pornographic, sexually oriented, threatening, harassing, damaging to another’s reputation, or illegal, including cyberbullying and “sexting.” Using e-mail or Web sites to engage in or encourage illegal behavior or to threaten school safety.Using inappropriate language such as swear words, vulgarity, ethnic or racial slurs, and any other inflammatory language.Posting personal information about yourself or others, such as addresses and phone numbers.Responding to requests for personally identifying information or contact from unknown individuals.Making appointments to meet in person people met online. If a request for such a meeting is received, it should be reported to a teacher or administrator immediately.Posting or transmitting pictures of other students without obtaining prior permission from all individuals depicted or from parents of depicted students who are under the age of 18.Violating others’ intellectual property rights, including downloading or using copyrighted information without permission from the copyright holder.Wasting school resources through the improper use of the District’s technology resources, including sending spam.Gaining unauthorized access to restricted information or resources.All users should be aware that the inappropriate use of the electronic information resources can be a violation of local, state, and federal laws. Violations can lead to prosecution.User Contract:Electronic Information Resource ContractWe are pleased to announce that Dell City ISD’s electronic information services are available to students, teachers, staff, substitutes, and library patrons in our district who qualify. The Dell City Independent School District strongly believes in the educational value of such electronic services and recognizes the potential of such to support our curriculum and student learning in our district. Our goal in providing this service is to promote educational excellence by facilitating resource sharing, innovation, and communication. It is the policy of Dell City ISD and/or Grace Grebing Public Library to: a) prevent user access over its computer network to, or transmission of, inappropriate material via Internet, electronic mail, or other forms of direct electronic communications; b) prevent unauthorized access or other unlawful online activity; c) prevent unauthorized online disclosure, use, or dissemination of personal identification information of minors; and d) comply with the Children’s Internet Protection Act [Pub. L. No. 106-554 and 47 USC 254(h)].Please read this document carefully. When signed by you and, if appropriate, your guardian/parent, it becomes a legally binding contract. We must have your signature and that of your guardian/parent (if you are under 18) before we can provide you with access.Listed below are the provisions of this contract. If any user violates these provisions, access to the information service may be denied and you may be subject to disciplinary action.Terms and Conditions of This ContractPersonal Responsibility.As a representative of this school, I will accept personal responsibility for reporting any misuse of the network to the system administrator. Misuse can come in many forms, but it is commonly viewed as any message(s) sent or received that indicate or suggest pornography, unethical or illegal solicitation, racism, sexism, inappropriate language, cyberbullying, and other issues described below. All the rules of conduct described in the District publication entitled “Student Handbook” apply when you are on the network.Acceptable Use.The use of electronic devices must be in support of education and research and with the educational goals and objectives of the Dell City Independent School District (these may be found in the District document entitled “Student Handbook”). I am personally responsible for this provision at all times when using the electronic information service.Use of others organization’s networks or computing resources must comply with rules appropriate to that network.Transmission of any material in violation of any United States or other state organization is prohibited. This includes, but is not limited to: copyrighted material, threatening or obscene material, or material protected by trade secret.Use of commercial activities by for-profit institutions is generally not acceptable.Use of product advertisement or political lobbying is also prohibited.I am aware that the inappropriate use of electronic information resources can be a violation of local, state and federal laws and that I can be prosecuted for violating those laws.Privileges.The use of the information system is a privilege, not a right, and inappropriate use will result in a cancellation of those privileges. Each person who receives access will participate in an orientation or training course with a faculty member as to proper behavior and use of the network. The district’s LAN/system administrator (operating under the aegis of the school board and the district office) will decide what is appropriate use and their decision is final. The system administrator(s) may restrict access at any time deemed necessary. The administration, staff, or faculty of Dell City Independent School District may request that the system administrator deny, revoke, or suspend specific user accounts or use. Note: Consequences for inappropriate use may include other disciplinary or legal action, in accordance with the Student Code of Conduct and applicable work Etiquette and Privacy.You are expected to abide by the generally accepted rules of network etiquette. These rules include (but are not limited to) the following:BE POLITE. Never send, or encourage others to send, abusive messages.USE APPROPRIATE LANGUAGE. Remember that you are a representative of our school district on a non-private system. You may be alone with your computer, but what you say and do can be viewed globally! Never swear, use vulgarities, or any other inappropriate language. Illegal activities of any kind are strictly forbidden.PRIVACY. Do not reveal your home address or personal phone number or the addresses and phone numbers of students or colleagues.ELECTRONIC MAIL. Electronic mail (e-mail) is not guaranteed to be private. Messages relating to or in support of illegal activities must be reported to the authorities.DISRUPTIONS. Do not use the network in any way that would disrupt use of the network by others.OTHER CONSIDERATIONS:Do be brief. Fewer people with bother to read a long message.Do minimize spelling errors and make sure your message is easy to understand and read.Do use accurate and descriptive titles for your articles. Tell people what it is about before they read it.Do get the most appropriate audience for your message, not the widest.Do remember that humor and satire is very often misinterpreted.Do remember that if you post to multiple groups, specify all groups in a single message.Do cite references for any facts you present.Do forgive the spelling and grammar errors of others.Do keep signatures briefDo remember that all network users are human beings. Don’t “attack” correspondents; persuade them with facts.Do post only to groups you know.ServiceThe Dell City Independent School District makes no warranties of any kind, whether expressed or implied, for the service it is providing. Dell City Independent School District will not be responsible for any damages suffered while on this system. These damages include loss of data as a result of delays, non-deliveries, miss-deliveries, or service interruptions caused by the system or your errors or omissions. Use of any information obtained via the information system is at your own risk. Dell City Independent School District specifically disclaims any responsibility for the accuracy of information obtained through it services.SecuritySecurity on any computer system is a high priority because there are so many users. If you identify a security problem, notify the system administrator at once. Never demonstrate the problem to other users. Never use another individual’s account from external sources without written permission from that person. Any user identified as a security risk will be denied access to the information system.VandalismVandalism is defined as any malicious attempt to harm or destroy data of another user or any other agencies or networks that are connected to the system. This includes, but is not limited to, the uploading or creation of computer viruses. Any vandalism will result is the loss of computer services, disciplinary action, and legal referral.Access to Inappropriate MaterialTo the extent practical, technology protection measures (or “Internet filters”) shall be used to block or filter Internet, or other forms of electronic communications, access to inappropriate information.Specifically, as required by the Children’s Internet Protection Act, blocking shall be applied to visual depictions of material deemed obscene or child pornography, or to any material deemed harmful to minors.Subject to staff supervision, technology protection measures may be disabled or, in the case of minors, minimized only for bona fide research or other lawful purposes.Inappropriate Network UsageTo the extent practical, steps shall be taken to promote the safety and security of users of the Dell City ISD and/or Grace Grebing Public Library online computer network when using electronic mail, chat rooms, instant messaging, and other forms of direct electronic communications. It is the policy of Dell City ISD to not allow these forms of online student communication because the educational value is limited and cannot always be directly related to an educational objective.Specifically, as required by the Children’s Internet Protection Act, prevention of inappropriate network usage includes: a) unauthorized access, including so-called “hacking”, and other unlawful activities; and b) unauthorized disclosure, use, dissemination of personal identification information regarding minors and involvement in cyberbullying activities.Education, Supervision and MonitoringIt shall be the responsibility of all members of the Dell City ISD and/or Grace Grebing Public Library staff to educate, supervise and monitor appropriate usage of the online computer network and access to the Internet in accordance with this policy, the Children’s Internet Protection Act, the Neighborhood Children’s Internet Protection Act, and the Protecting Children in the 21st Century Act.Procedures for the disabling or otherwise modifying any technology protection measures shall be the responsibility of the Superintendent or designated representative.The Superintendent or designated representative will provide age-appropriate training for students who use the Dell City ISD Internet facilities. The training provided will be designed to promote the Dell City School’s commitment to:The standards and acceptable use of Internet services as set forth in the Del lCity School’s Internet Safety Policy:Student safety with regard toSafety on the InternetAppropriate behavior while online, on social networking Web sites, and in chat rooms; anCyberbullying awareness and pliance with the E-rate requirement of the Children’s Internet Protection Act (“CIPA”)Following receipt of this training, the student will acknowledge that he/she received the training, understood it, and will follow the provisions of the District’s acceptable use policies.Dell City ISD participates in the El Paso Regional Cyber Safety Cooperative. Information and valuable educator resources can be found at: Internet Safety Policy was adopted by the Board of Dell City ISD at a public meeting, following normal public notice, on April 23, 2009 and review each year thereafter by the Board of Trustees. The Internet Safety Policy was revised in February 2012 to address the new requirements from the Protecting Children in the 21st Century Act, which updated the Children’s Internet Protection Act.PLEASE SIGN AND RETURN THE LAST PAGE ONLYDELLCITYINDEPENDENTSCHOOL DISTRICTELECTRONIC INFORMATION RESOURCEACCEPTABLE USE POLICYSIGNATURE PAGETeacher/Staff/Substitute/Library Patron:I understand and will abide by the provisions and conditions of this contract. I understand that any violations of the acceptable use policy provisions may result in disciplinary action, the revoking of my user account, and appropriate legal action. I also agree to report any misuse of the information system to the District LAN/system administrator.Misuse can come in many forms, but can be viewed as any message sent or received that indicate or suggest pornography, unethical or illegal solicitation, racism, sexism, inappropriate language, cyberbullying, and other issues described in this contract. All the rules of conduct described in the District publication entitled “Teacher Handbook” apply when I am on the network.User Name (please print): _______________________________________________User Signature: _________________________________________ Date: ___/___/___ ................
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