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Greenup County SchoolsEmployee Handbook2020-2021As required by federal law including Title IX, the Greenup County School District does not discriminate on the basis of race, color, national origin, sex, genetic information, disability, or age in its programs and activities and provides equal access to its facilities to the Boy Scouts and other designated youth groups. The District’s Title IX Equity Coordinator is Scarlet Shoemaker. If you have any questions pertaining to sexual harassment or sexual discrimination, you may contact her at: 45 Musketeer Drive, Greenup, KY 41144, 606.473.9819. Email: scarlet.shoemaker@greenup.kyschools.us.The District’s 504 Coordinator is Melissa Latimer. If you have questions pertaining to Section 504 of the Rehabilitation Act of 1973, you may contact her at: 45 Musketeer Drive, Greenup, KY 41144, 606.473.9819. Email: melissa.latimer@greenup.kyschools.us. This handbook provides basic information for certified and classified personnel in the Greenup County School District. The information in this handbook reflects pertinent portions of policy, procedure, rules or regulations as of July 2020. This handbook is not designed to be all-inclusive, but can serve as a guide for the advancement of our educational program. The information in this handbook is subject to change at the sole discretion of the Greenup County Board of Education. Changes in policies and procedures can be accessed by visiting the Greenup County Schools website at greenup.kyschools.us or by referencing copies of the Policy and Procedure Manual at the Central Office. Table of Contents TOC \o "1-1" \h \z \u Code of Ethics PAGEREF _Toc298250882 \h 3School Calendar 2020-2021* PAGEREF _Toc298250883 \h 4Dismissal of School PAGEREF _Toc298250884 \h 4Equal Employment Opportunity PAGEREF _Toc298250885 \h 4Hiring (Certified Personnel)6Hiring (Classified Personnel) PAGEREF _Toc298250887 \h 8Salary Information PAGEREF _Toc298250888 \h 10Health Insurance (through December 2020) PAGEREF _Toc298250889 \h 12Sick Leave PAGEREF _Toc298250890 \h 12Personal Leave PAGEREF _Toc298250891 \h 13Emergency Leave PAGEREF _Toc298250892 \h 14Family and Medical Leave PAGEREF _Toc298250893 \h 15Maternity Leave PAGEREF _Toc298250894 \h 18Jury Leave PAGEREF _Toc298250895 \h 18Employee Assistance Program PAGEREF _Toc298250896 \h 18Staff Meetings (Certified Personnel) PAGEREF _Toc298250897 \h 19Professional Development PAGEREF _Toc298250898 \h 19Employment-Related Staff Development PAGEREF _Toc298250899 \h 19Evaluation PAGEREF _Toc298250900 \h 20Grievance PAGEREF _Toc298250901 \h 22Harassment/Discrimination PAGEREF _Toc298250902 \h 24Suspension (Certified Personnel) PAGEREF _Toc298250903 \h 27Reduction in Salary and Responsibility PAGEREF _Toc298250904 \h 27Termination/Nonrenewal/Separation by Employee (Certified) PAGEREF _Toc298250905 \h 28Discipline, Suspension & Dismissal (Classified Personnel) PAGEREF _Toc298250906 \h 28Nonrenewal (Classified Personnel) PAGEREF _Toc298250907 \h 30Technology Acceptable Use PAGEREF _Toc298250908 \h 30Tobacco/Drug Free/Alcohol Free Schools PAGEREF _Toc298250909 \h 33Weapons PAGEREF _Toc298250910 \h 36Duty to Report PAGEREF _Toc298250911 \h 37Reimbursement Guidelines PAGEREF _Toc298250912 \h 39Centralized Substitute Teacher Call-Out Guidelines PAGEREF _Toc298250913 \h 40Technology Request Guidelines PAGEREF _Toc298250914 \h 40Media Communication Guidelines……………………………………………………………………………………….....41Continuing Contract of Employment - Certified PAGEREF _Toc298250916 \h 43Limited Contract of Employment - Certified PAGEREF _Toc298250917 \h 45Contract for Employment – Classified Salary PAGEREF _Toc298250918 \h 46Contract for Employment – Classified PAGEREF _Toc298250919 \h 47Job Description - Elementary Classroom Teacher PAGEREF _Toc298250920 \h 49Job Description – Middle or High School Teacher PAGEREF _Toc298250921 \h 50Job Description - Guidance Counselor PAGEREF _Toc298250922 \h 51Job Description - Librarian PAGEREF _Toc298250923 \h 52 HYPERLINK \l "_Acknowledgement_Form" Acknowledgement Form53The employee directory and district Forms are available at greenup.kyschools.usAll employees are expected to use sound judgment in the performance of their duties and to take reasonable measures to protect the health, safety, and well-being of others, as well as District property.Code of Ethics(16 KAR 1:020)Section 1. Certified personnel in the Commonwealth:1.Shall strive toward excellence, recognize the importance of the pursuit of truth, nurture democratic citizenship, and safeguard the freedom to learn and to teach; 2.Shall believe in the worth and dignity of each human being and in educational opportunities for all; Shall strive to uphold the responsibilities of the education profession, including the following obligations to students, to parents, and to the education profession: To Students1.Shall provide students with professional education services in a nondiscriminatory manner and in consonance with accepted best practice known to the educator; 2.Shall respect the constitutional rights of all students; 3.Shall take reasonable measures to protect the health, safety, and emotional well-being of students; 4.Shall not use professional relationships or authority with students for personal advantage; 5.Shall keep in confidence information about students which has been obtained in the course of professional service, unless disclosure serves professional purposes or is required by law; 6.Shall not knowingly make false or malicious statements about students or colleagues; 7.Shall refrain from subjecting students to embarrassment or disparagement; and Shall not engage in any sexually related behavior with a student with or without consent, but shall maintain a professional approach with students. Sexually related behavior shall include such behaviors as sexual jokes; sexual remarks; sexual kidding or teasing; sexual innuendo; pressure for dates or sexual favors; inappropriate physical touching, kissing, or grabbing; rape; threats of physical harm; and sexual assault. To Parents1.Shall make reasonable effort to communicate to parents, information which should be revealed in the interest of the student; 2.Shall endeavor to understand community cultures and diverse home environments of students; 3.Shall not knowingly distort or misrepresent facts concerning educational issues; 4.Shall distinguish between personal views and the views of the employing educational agency; 5.Shall not interfere in the exercise of political and citizenship rights and responsibilities of others; 6.Shall not use institutional privileges for private gain, for the promotion of political candidates, or for partisan political activities; and Shall not accept gratuities, gifts, or favors that might impair or appear to impair professional judgment, and shall not offer any of these to obtain special advantage. To the Education Profession 1.Shall exemplify behaviors which maintain the dignity and integrity of the profession; 2.Shall accord just and equitable treatment to all members of the profession in the exercise of their professional rights and responsibilities; 3.Shall keep in confidence information acquired about colleagues in the course of employment, unless disclosure serves professional purposes or is required by law; 4.Shall not use coercive means or give special treatment in order to influence professional decisions; 5.Shall apply for, accept, offer, or assign a position or responsibility only on the basis of professional preparation and legal qualifications; and 6.Shall not knowingly falsify or misrepresent records of facts relating to the educator's own qualifications or those of other professionals. Section 2. Violation of this administrative regulation may result in cause to initiate proceedings for revocation or suspension of Kentucky certification as provided in KRS 161.120 and 704 KAR 20:585. (21 Ky.R. 2344; eff. 5-4-95. recodified 704 KAR 20:680, 7-2-2002.)School Calendar 2020-2021*8-17P.D. – No Students1-4Teacher Planning – No Students8-18 – 8-21Teacher Planning – No Students1-18Holiday – No School8-25Opening Day – No Students2-5P.D. – No Students8-26First Day for Students2-17NTI Day9-7Holiday – No School3-5P.D. – No Students10-7NTI Day3-17NTI Day10-21NTI Day4-5 – 4-9Spring Break11-3No School4-28NTI Day11-23 – 11-27Thanksgiving Break 11-26 – Holiday5-19Last Day for Students12-21 – 1-1-21Christmas Break 12-25 - Holiday5-20Closing Day – No Students*School Calendar is subject to changeDismissal of SchoolIn the event school has to be dismissed or delayed due to inclement weather or some other reason, an announcement will be made via the SchoolMessenger automated call system, television, and social media as early as possible. News media services that will be contacted are:Television: WOWK; WSAZSocial Media: GreenupSchoolsEqual Employment Opportunity NondiscriminationThe Superintendent shall adhere to a policy of equal employment opportunity in all personnel matters. No person shall be subjected to discrimination in regard to employment, retention, promotion, demotion, transfer or dismissal because of race, color, religion, sex, genetic information, national or ethnic origin, political affiliation, age, disabling condition, or limitations related to pregnancy, childbirth, or related medical conditions.Individuals With DisabilitiesNo qualified person with a disability, as defined by law, shall, on the basis of the disability, be subject to discrimination in employment.District employment practices shall be in accordance with the Boardapproved procedures addressing requirements of the Americans with Disabilities Act and Section 504 of the Rehabilitation Act of 1973.No human immunodeficiency virus (HIV) related test shall be required as a condition of hiring, promotion, or continued employment, unless the absence of HIV infection is a bona fide occupational qualification for the job in question as defined in KRS 207.135.Reasonable AccommodationEmployees who have a long-term or permanent disability may request the District supervisor to provide reasonable accommodations necessary for them to perform the essential duties of the position. Medical information obtained as part of an employee request shall be confidential.43If assistive technology is deemed necessary for an employee, every effort will be made to obtain that technology in a timely fashion.The District shall engage in a timely, good faith and interactive process to determine reasonable accommodations for an employee’s limitations related to pregnancy, childbirth, or related medical conditions. Reasonable accommodation shall be provided as required by law.Advising EmployeesThe Superintendent shall inform all school employees of the provisions of this policy.Hiring (Certified Personnel)Superintendent's ResponsibilitiesAll appointments, promotions, and transfers of certified personnel for positions authorized by the Board shall be made by the Superintendent who, at the first meeting following the actions, shall notify the Board of same. Such notification shall be recorded in the Board minutes.When a vacancy occurs, the Superintendent shall notify the Commissioner of Education fifteen (15) days before the position is to be filled. When a vacancy needs to be filled in less than fifteen (15) days to prevent disruption of necessary instructional or support services of the school District, the Superintendent may seek a waiver of the fifteen (15)-day advance notice requirement from the Commissioner of Education. If the waiver is approved, the appointment shall not be made until the person selected by the Superintendent has been approved by the Commissioner of Education.Effective DatePersonnel actions shall not be effective until the employee receives written notice of such action from the Superintendent. Certified employees may be appointed by the Superintendent for any school year at any time after February 1 next preceding the beginning of the school year.QualificationsThe Superintendent shall employ only individuals who are certified for the positions they will hold and who possess qualifications established by law, regulation and Board policy, except in the case where no individual applies who is properly certified and/or who meets established qualifications set by Board policy.Hiring of certified personnel who have previously retired under TRS shall be in compliance with applicable legal requirements.2All teachers shall meet applicable certification or licensure requirements as defined by state and federal regulation.3Employees who are terminated for cause or not re-employed for cause will not be eligible to reapply for the terminated position.Criminal Background Check and TestingApplicants, employees, and student teachers assigned within the District shall undergo records checks and testing as required by applicable statutes and regulations.1Each application or renewal form provided applicants for a certified position shall conspicuously state the following: "FOR THIS TYPE OF EMPLOYMENT, STATE LAW REQUIRES A NATIONAL AND STATE CRIMINAL HISTORY BACKGROUND CHECK AND A LETTER, PROVIDED BY THE INDIVIDUAL, FROM THE CABINET FOR HEALTH AND FAMILY SERVICES STATING THE APPLICANT HAS NO FINDINGS OF SUBSTANTIATED CHILD ABUSE OR NEGLECT FOUND THROUGH A BACKGROUND CHECK OF CHILD ABUSE AND NEGLECT RECORDS MAINTAINED BY THE CABINET FOR HEALTH AND FAMILY SERVICES.”Initial employment shall be contingent on receipt of records documenting that the individual does not have a conviction for a felony sex crime or as a violent offender as defined in KRS 17.165 or other conviction determined by the Superintendent to bear a reasonable relationship to the ability of the individual to perform the job. Employment shall also be contingent on receipt of a letter from the Cabinet provided by the individual documenting that the individual does not have a substantiated finding of child abuse or neglect in records maintained by the Cabinet.Probationary employment shall terminate on receipt of a criminal history background check documenting a conviction for a felony sex crime or as a violent offender.Link to DPP-156 Central Registry Check and more information on the required CA/N check: records checks on persons employed in Head Start programs shall be conducted in conformity with 45 C.F.R. § 1302.90.REPORT TO SUPERINTENDENTAn employee shall report to the Superintendent if the employee has been found by the Cabinet for Health and Family Services to have abused or neglected a child, and if the employee has waived the right to appeal such a substantiated finding or the finding has been upheld upon appeal.Job RegisterThe Superintendent or the Superintendent's designee shall maintain in the Central Office a job register listing all current job openings in the District. The register shall describe the duties and qualifications for each opening, and District employment policies shall be attached to the register. The job register shall be open to public inspection during Central Office business hours.Vacancies PosteDUnder procedures developed by the Superintendent, a listing of all District job openings shall be posted in the Central Office and in each school building on a timely basis and shall refer interested persons to the Central Office job register for additional information. Postings of vacancies may be made with other agencies, as appropriate.When a vacancy for a teaching position occurs in the District, the Superintendent shall conduct a search to locate minority candidates to be considered for the position.Review of ApplicationsUnder procedures developed by the Superintendent, each application shall be reviewed and each applicant so notified upon initial application. Applications for candidates not employed shall be retained for three (3) years.RelationshipsThe Superintendent shall not employ a relative of a member of the Board.A relative may be employed as a substitute for a certified or classified employee if the relative is not:A regular full-time or part-time employee of the District;Accruing continuing contract status or any other right to continuous employment;Receiving fringe benefits other than those provided other substitutes; orReceiving preference in employment or assignment over other substitutes.A relative of the Superintendent shall not be employed except as provided by KRS 160.380.Contract/job descriptionExcept for noncontracted substitute teachers, all certified personnel shall enter into annual written contracts with the District. All employees shall receive a copy of their job description and responsibilities.IntentUnder procedures developed by the Superintendent, employees may be requested to indicate their availability for employment for the next school year.REASONABLE ASSURANCE OF CONTINUED EMPLOYMENTEach year all full-time and part-time certified employees shall be notified in writing by the last day of school if they have reasonable assurance of continued employment for the following school year.Certified employees assigned extra duties such as coaching shall be notified in writing by the last day of that assigned duty if they have reasonable assurance of continued employment in that similar capacity for the following school year.EMPLOYEES SEEKING A JOB CHANGEOther than the routine transmission of administrative and personnel files, District employees are prohibited from assisting a school employee, contractor, or agent in obtaining a new job if the individual knows, or has probable cause to believe, that such school employee, contractor, or agent engaged in sexual misconduct regarding a minor or student in violation of the law and such school employee, contractor, or agent does not meet the exceptions outlined in 20 U.S.C. § 7926.Hiring (Classified Personnel)Superintendent's ResponsibilitiesAll appointments, promotions, and transfers of classified personnel for positions authorized by the Board shall be made by the Superintendent who, at the first meeting following the actions, shall notify the Board of same. Such notification shall be recorded in the Board minutes. The Principal shall confer with the Superintendent regarding recommendation of employment for those classified personnel under his/her supervision.Effective DatePersonnel actions shall not be effective until the employee receives written notice of such action from the Superintendent.Criminal Background Check and TestingApplicants and employees shall undergo records checks and testing as required by applicable statutes and regulations.Each application or renewal form provided applicants for a classified position shall conspicuously state the following:"FOR THIS TYPE OF EMPLOYMENT, STATE LAW REQUIRES A NATIONAL AND STATE CRIMINAL HISTORY BACKGROUND CHECK AND A LETTER, PROVIDED BY THE INDIVIDUAL, FROM THE CABINET FOR HEALTH AND FAMILY SERVICES STATING THE APPLICANT HAS NO FINDINGS OF SUBSTANTIATED CHILD ABUSE OR NEGLECT FOUND THROUGH A BACKGROUND CHECK OF CHILD ABUSE AND NEGLECT RECORDS MAINTAINED BY THE CABINET FOR HEALTH AND FAMILY SERVICES.”Initial employment shall be contingent on receipt of records documenting that the individual does not have a conviction for a felony sex crime or as a violent offender as defined in KRS 17.165 or other conviction determined by the Superintendent to bear a reasonable relationship to the ability of the individual to perform the job. Employment shall also be contingent on receipt of a letter from the Cabinet provided by the individual documenting that the individual does not have a substantiated finding of child abuse or neglect in records maintained by the Cabinet.Probationary employment shall terminate on receipt of a criminal history background check documenting a conviction for a felony sex crime or as a violent offender.Link to DPP-156 Central Registry Check and more information on the required CA/N check: records checks on persons employed in Head Start programs shall be conducted in conformity with 45 C.F.R. § 1302.90CRIMINAL RECORDS CHECKS ON PERSONS REPORT TO SUPERINTENDENTAn employee shall report to the Superintendent if the employee has been found by the Cabinet for Health and Family Services to have abused or neglected a child, and if the employee has waived the right to appeal such a substantiated finding or the finding has been upheld upon appeal.Educational RequirementsNo person shall be initially hired unless s/he holds at least a high school diploma or high school certificate of completion. Employees shall hold the qualifications for the position as established by the Commissioner of Education.3 All paraprofessionals shall satisfy educational requirements specified by federal law.4Termination/ReemploymentEmployees who are terminated for cause or not re-employed for cause will not be eligible to reapply for the terminated position.SeniorityEmployees shall be assigned a service date marking their first day as a fulltime employee of the district.Seniority UnitsSeniority units shall be established for bus drivers, mechanics, custodians, cooks, secretaries and teachers aides. It is the intent of the Board that all employees be treated equally and fairly.Job RegisterThe Superintendent or the Superintendent's designee shall maintain in the Central Office a job register listing all current job openings in the District. The register shall describe the duties and qualifications for each opening, and District employment policies shall be attached to the register. The job register shall be open to public inspection during Central Office business hours.Review of ApplicationsUnder procedures developed by the Superintendent, each application shall be reviewed and each applicant so notified. Applications for candidates not employed shall be retained for three (3) years.Seniority AppliedThe most senior, appropriately qualified employee shall be given preference on any permanent job opening within his/her established seniority unit. It is the intent of the Board that seniority be used whenever possible, but at no time is the Superintendent bound strictly to abide by seniority practices. It is not the intent of the Board to use seniority to prevent the Superintendent from hiring any person he deems to be the most qualified and able to be the best asset to the District.Explanation of DismissalUpon dismissal, each employee shall be given a written explanation from the Superintendent as to the reason for dismissal.RelationshipsThe Superintendent shall not employ a relative of a member of the Board.A relative may be employed as a substitute for a certified or classified employee if the relative is not:A regular full-time or part-time employee of the District;Accruing continuing contract status or any other right to continuous employment;Receiving fringe benefits other than those provided other substitutes; orReceiving preference in employment or assignment over other substitutes.1A relative of the Superintendent shall not be employed except as provided by KRS 160.380.1Emergency HiringDuring emergency situations, job openings may be filled without listing in the job register.contract/Job DescriptionAll regular full-time and part-time employees shall receive a contract.All employees shall receive a copy of their job description and responsibilities.Intent of EmploymentAll employees shall complete and submit to the Superintendent by April 1 of each year a letter or form that states their intent of reemployment. Failure to comply with this policy shall indicate that employees do not wish to be considered for reemployment.Reasonable Assurance of Continued EmploymentEach year, all full-time and part-time classified employees, including substitutes, shall be notified in writing by the last day of school if they have reasonable assurance of continued employment for the following year. Classified employees assigned extra duties such as coaching shall be notified in writing by the last day of that assigned duty if they have reasonable assurance of continued employement in that or a similar capacity for the following school year.EMPLOYEES SEEKING A JOB CHANGEOther than the routine transmission of administrative and personnel files, District employees are prohibited from assisting a school employee, contractor, or agent in obtaining a new job if the individual knows, or has probable cause to believe, that such school employee, contractor, or agent engaged in sexual misconduct regarding a minor or student in violation of the law and such school employee, contractor, or agent does not meet the exceptions outlined in 20 U.S.C. § 7926.Salary Information SALARY DEDUCTIONS:Mandatory payroll deductions for certified employees include state and federal income taxes, teacher retirement, any deduction required as a result of judicial process and Medicare (applicable to personnel hired after 3/31/86). Mandatory payroll deductions for classified employees include state and federal income taxes, social security, county retirement, any deduction required as a result of judicial process and Medicare.OPTIONAL DEDUCTIONS:The following payroll deductions are authorized by the Board for employees who choose to participate: Board approved health/life insurance, state Tax Sheltered Annuity program, Board approved credit union, mutual funds, disability, Vitality Center, Fitness World, SOMC Fitness Center, United Way and membership dues for job-related organizations such as KEA/KESPA/GCEA/KAPE, and AAA.Deductions for membership dues of an employee organization, association, or union shall only be made upon the express written consent of the employee. This consent may be revoked by the employee at any time by written notice to the employer.DIRECT DEPOSITAll District employees must have paychecks deposited into their individual bank accounts. To enroll, an employee must complete the authorization agreement available in the Business Office.CLASSIFIED SERVICE CREDIT POLICYPursuant to 105 KAR1:300, a classified employee must work 180 days during the school year to receive a year’s salary credit for the next year.CERTIFIED SERVICE CREDIT POLICYPursuant to KRS 157.320, a certified employee who is employed 140 days during the school year and who performs teaching duties for the equivalent of at least 70 full school days during that school year, shall be credited with one year of experience for payroll purposes. CREDIT UNIONThe Greenup County Board of Education is a member of the Greenup County Federal Credit Union, P.O. Box 433, Russell, KY. As an employee of the Board, you may become a member of the credit union and have regular payroll deductions for either savings or a loan. Contact the Business Office for additional information.SECTION 125 CAFETERIA FRINGE BENEFIT PLANUnder the Revenue Act of 1978 (Federal Tax Law), employees of a school district are allowed to set aside a certain amount of their salary and apply the money toward individual fringe benefits such as hospitalization, cancer, dental, disability and term life insurance (up to $50,000 coverage). Any money spent toward premiums within the guidelines of the program is not subject to federal or state tax. THIS PROGRAM IS STRICTLY VOLUNTARY. IT DOES NOT AFFECT GROSS SALARY REPORTED FOR RETIREMENT PURPOSES.KENTUCKY NEW HIRE REPORTINGTo help locate non-custodial parents and to establish, modify and/or enforce child support and any other matter related to paternity or child support issues. Kentucky employers are required by law to report to the Cabinet for Families and Children all employees who reside or work in the Commonwealth. In addition, employers must report rehires or the return to work of employees who have been laid off, separated, granted a leave of absence without pay, furloughed (reduction in force), or terminated from employment. The district shall submit this information unless such reporting could endanger the safety of the employee or compromise an ongoing investigation or intelligence mission as determined by the Secretary of Families and Children. An employer shall not be required to report this information when the hiring, rehiring, or returning to work involves an employee to whom the employer pays wages of less than three hundred dollars ($300) each month or an employee who is under eighteen (18) years of age. Failure to report this required information could result in an administrative fine of two hundred fifty dollars ($250) per calendar month per person for any violation.PROFESSIONAL ORGANIZATIONSDues for the following professional organizations can be handled by way of payroll deduction:Greenup County Education Association; Kentucky Association of School Administrators; Kentucky Association of Professional Educators; Kentucky Education Association; KentuckyEducation Support Personnel AssociationPROFESSIONAL LIABILITY INSURANCE/PUBLIC SCHOOL EMPLOYEES INSURANCE PROGRAMThe Greenup County Board of Education, at no cost to employees, maintains liability insurance through the Kentucky School Board Association. This coverage includes all certified, classified, part time, substitute teachers, and School Based Decision-Making Councils. The policy provides coverage for bodily injury, corporal punishment, and personal liability. The policy also covers employees for errors and omissions. “Errors and Omissions” are defined in the policy as “any actual or alleged error or misstatement or misleading statement or act or omission or neglect or breach of duty by the assured in the discharge of their duties, individually or collectively, or any matter claimed against them solely by reasons of their being or having been assured during this policy period.”CERTIFIED PERSONNEL RANK CHANGECertified personnel who have completed the required education to obtain a change in rank shall complete the Change in Rank Form (BOE Procedure 03.121 AP.24) and submit to the Superintendent by September 15 of each year.Health Insurance (through December 2020) The State Department of Education pays $583.96 to $660.04, depending on selected plan, toward group health insurance for each regular, full-time employee of the Board of Education if they elect to sign for coverage within the first thirty (30) days from beginning of active employment. Employees who fail to make their health insurance elections or waive their coverage within the designated time frame will not have coverage and will not be allowed to enroll until the next Open Enrollment period, unless an appropriate Qualifying Event occurs. Employees who fail to enroll will automatically default to a forced waiver. Forced waivers will not receive HRA funds. The coverage would become effective the first day of the second month after employment. All new employees must sign an application. The plan year follows a January 1 through December 31, calendar year. All premiums will be deducted the first payroll of January. The plan available is: Anthem Blue-Cross/Blue-ShieldTYPES OF COVERAGE AVAILABLEEmployee (Only)Covers the employee only.Employee + Spouse (Couple)Covers employee and spouse. Does not cover children.Employee + Dependents (Parents)Covers a married or single employee and one or more dependent children. Does not cover spouse.Employee + Spouse + Dependents (Family)Covers an employee, spouse, and one or more dependent children.CROSS-REFERENCEIf both spouses are eligible for health insurance coverage, they may choose to have both their state paid premiums go toward either Employee+Spouse or Employee+Spouse+Dependents plan or they may choose Employee (only). The following requirements must be met:1. Both spouses must be eligible employees of a state agency, board of education, local health department, or a retiree under the age of 65. (Eligible employees of a local government CANNOT cross-reference with one of the above groups.)2. Both must elect the same insurance plan, benefit level, and benefit rider if applicable.*3. One application with both signatures is required.4. Premium is divided from both spouse’s check twice monthly. *When two employees, enrolled in different plans marry during a plan year, one of the employees will be allowed to change to the other spouse's plan so they can cross-reference. All requirements MUST be met.WAIVING COVERAGEYou have the option to waive coverage if you DO NOT want the State health insurance. Board of Education Employees may direct the state contribution of $175.00 to a Health Reimbursement Account. For more information regarding other options, contact Lisa Bear or Teresa Daniels in the Business Office. Leaves and AbsencesAuthorization of leave and time taken off from one’s job shall be in accordance with specific leave policy. Absence from work that is not based on appropriate leave for which the employee is qualified may lead to disciplinary consequences, up to and including termination of employment.Sick Leave NUMBER OF DAYSFull-time certified and classified employees shall be entitled to ten (10) days of sick leave with pay each school year. Persons employed for less than a full year contract shall receive a prorated part of the authorized sick leave days calculated to the nearest 1/2 day. Persons employed on a full year contract but scheduled for less than a full workday shall receive the authorized sick leave days equivalent to their normal working day.A full-time classified employee is one who works at least 4 hours per day for a minimum of 183 days.ACCUMULATIONSick leave days not taken during the school year in which they were granted shall accumulate to the credit of the employee to whom they were granted. On June 30 all unused personal and emergency leave days may be added to the employee’s accumulated sick leave account.DEFINITIONSickness shall mean personal illness, including illness or temporary disabilities arising from pregnancy.FAMILY ILLNESS/MOURNINGSick leave can also be taken for illness in the immediate family or for the purpose of mourning for a member of the employee’s immediate family. Immediate family shall mean the employee’s spouse, children (including stepchildren and foster children), grandchildren, daughters-in-law and sons-in-law, brothers and sisters, parents, spouse’s parents, grandparents and spouse’s grandparents without reference to the location or residence of said relative and any other blood relative who resides in the employee’s home.TRANSFER OF SICK LEAVETeachers coming to the District from another Kentucky school district or from the Kentucky Department of Education shall transfer accumulated sick leave to the District. Classified employees coming from another Kentucky school district shall transfer accumulated sick leave to the District, but only for purposes of reimbursement at time of retirement.Sick Leave Donation ProgramUnder procedures developed by the Superintendent, certified employees who have accrued more than fifteen (15) days of sick leave may request to transfer sick leave days to another employee who is authorized to receive the donation. The number of days donated shall not reduce the employee's sick leave balance to less than fifteen (15) days.Certified employees are eligible to receive donated days if they meet the criteria established in statute.Classified employees are eligible to receive dontated days if they meet the criteria established in procedures.Any sick leave not used shall be returned on a proportionate/pro-rated basis to employees who donated days.AFFIDAVITUpon return to work, an employee claiming sick leave must file a personal affidavit or a certificate of a physician stating that the employee was ill or that the employee was absent for the purpose of attending to a member of the immediate family who was ill.Personal Leave NUMBER OF DAYSFull-time employees shall be entitled to three (3) days of personal leave with pay each school year. Persons employed for less than a full year contract shall receive a prorated part of the authorized personal leave days calculated to the nearest 1/2 day.Persons employed on a full year contract but scheduled for less than a full work day shall receive the authorized personal leave days equivalent to their normal working day.APPROVALThe Principal or Direct Supervisor must approve the leave date, but no reasons shall be required for the leave. LIMITED NUMBERNo more than 5% of the schools certified or classified employees may take personal leave on a given day. If requests exceed 5%, those making the earliest application will be given preference. Approval shall be contingent upon obtaining qualified substitute employees.AFFIDAVITEmployees taking personal leave must submit proper documentation five (5) days prior to that requested leave.ACCUMULATIONOn June 30, personal leave days not taken during the current school year shall be transferred and credited to the employee’s accumulated sick leave account.Emergency Leave NUMBER OF DAYSFull-time employees shall be entitled to two (2) days of emergency leave with pay each school year.Persons employed for less than a full year contract shall receive a prorated part of the authorized emergency leave days calculated to the nearest 1/2 day.Persons employed on a full year contract but scheduled for less than a full work day shall receive the authorized emergency leave days equivalent to their normal working day.Emergency leave shall be granted for the following reasons:BereavementDeath of a relative or personal friendDisastersPersonal disasters of the magnitude of tornadoes, fires, floods, etc. This applies only in cases not covered by sick leave.CourtAppearances as a witness or to produce documents when the employee’s presence is required by subpoena. This is not to include appearances in actions in which the employee is a party and the subpoena is obtained by or on behalf of the employee. This also does not include jury duty. (See Board policy 03.1237)OtherSuch other reasons of an emergency or extraordinary nature as approved by the Principal/Supervisor or designee.REQUEST FOR LEAVEEmergency leave must be requested through the Principal/Supervisor who will determine if the leave requested meets the Board’s criteria.AFFIDAVITPersons taking emergency leave must file a personal affidavit upon their return to work stating the specific reason/s for their absence.ACCUMULATIONOn June 30, emergency leave days not taken during the school year shall be transferred to the employee’s sick leave account.Family and Medical Leave & Families First Coronavirus Response ActREASONSIn compliance with the Family and Medical Leave Act of 1993 and under procedures developed by the Superintendent, leave shall be granted to eligible employees for the following reasons:For the birth and care of an employee’s newborn child or for placement of a child with the employee for adoption or foster care;To care for the employee's spouse, child, or parent who has a serious health condition, as defined by federal law;For an employee's own serious health condition, as defined by federal law, that makes the employee unable to perform the employee's job;To address a qualifying exigency (need) defined by federal regulation arising out of the covered active duty or call to active duty involving deployment to a foreign country of the employee’s spouse, son, daughter, or parent who serves in a reserve component or as an active or retired member of the Regular Armed Forces or Reserve in support of a contingency operation; andTo care for a covered service member (spouse, son, daughter, parent or next of kin) who has incurred or aggravated a serious injury or illness in the line of duty while on active duty in the Armed Forces that has rendered or may render the family member medically unfit to perform his/her duties or to care for a covered veteran with a serious injury or illness as defined by federal regulations.NOTICES AND DEADLINESEmployees who may be eligible for or who request leave for any of the above reasons shall be provided an FMLA notice of eligibility and rights and responsibilities. Requests for family and medical leave should be made in writing but verbal requests may be made to the immediate supervisor or other designated administrator who shall then document the request. The District may require that a request for leave be supported by a certification for health care or military-related situations as permitted by federal law, but such requirements must be set out in the required notice..Deadline for Notice to be Provided: Absent extenuating circumstances, within five (5) business days of District receipt of a request or the District being made aware of a potentially qualifying reason.NOTE: Only the District’s human resources professional, leave administrator, or personnel director may contact an employee’s health care provider to clarify or authenticate an FML certification in support of an FML request about which there are questions. The employee’s direct supervisor shall not contact the provider.The District shall designate an employee's leave, paid or unpaid, as FMLA-qualifying and shall provide a designation notice indicating whether the request is approved or if additional information is needed. Leave may be delayed if the employee does not provide proper notice (30 days advance notice for a foreseeable leave); otherwise, notice as soon as the need becomes known).Deadline for Notice to be Provided: Absent extenuating circumstances, within five (5) business days of learning that an FMLA reason supports the leave.ELIGIBILITY Employees are eligible for up to twelve (12) workweeks of family and medical leave each school year, if they have been employed by the District for twelve (12) months, have worked at least 1,250 hours during the twelve (12) months preceding the start of the leave, and otherwise qualify for family and medical leave. When family and medical military caregiver leave is taken based on a serious illness or injury of a covered service member, an eligible employee may take up to twenty-six (26) workweeks of leave during a single twelve-month period. This provision also applies to covered service members/veterans that have been on active duty within the past five (5) years as defined by federal regulation.Full-time teachers are presumed to have worked at least 1,250 hours during a school year. In determining whether returning veterans meet the minimum 1,250 hour standard, hours actually worked for the District during the twelve-month period are to be combined with hours they would have worked for the District had they not been called for military service. In situations involving both the Americans with Disabilities Act (ADA) and FMLA, the District shall apply the law affording the employee the greater benefits.RESTRICTIONSTo the extend that an employee is entitled to any paid leave, such leave shall be taken and it shall run concurrently with family and medical leave except that the employee may request to reserve ten (10) days of sick leave. (This requirement shall not apply to employees taking workers’ compensation leave.) However, when an employee's workrelated injury/medical state qualifies as a serious health condition, worker's compensation leave shall run concurrently with the twelve (12) work week entitlement.Paid leave used by the employee as required under this policy shall count, as applicable, against the twelve (12) or twenty-six (26) FMLA workweek entitlement.Entitlement to family and medical leave for the birth and care of a newborn child or placement of a child shall expire twelve (12) months after the date of such birth or placement.When both husband and wife are employed by the District, the combined amount of family and medical leave for reasons other than personal illness or illness of a child shall be limited to twelve (12) workweeks. In cases of personal illness or illness of a child, each spouse is entitled to twelve (12) workweeks of family and medical leave.Exception: The limit on the combined amount of family and medical leave shall be twenty-six (26) workweeks when both an eligible husband and wife are employed by the District and are eligible for leave that involves a covered Armed Forces service member/veteran.Depending on the date family and medical leave is to begin, instructional employees as designated by federal regulation may be required to continue on leave until the end of the school term to avoid distruption.Unused family and medical leave shall not accumulate from year to year.INTERMITTENT LEAVE/REDUCED HOURS Family and medical leave may be taken intermittently (when medically necessary) or on a reduced hours basis.CONTINUATION OF BENEFITS While on family and medical leave, employees shall be entitled to all employment benefits accrued prior to the date on which the leave commenced. Health insurance for an employee on family and medical leave shall continue to be provided by the state on the same basis had the employee not taken leave. Other employment benefits and seniority shall not accrue during unpaid family and medical leave.RETURN TO WORKAs noted by the required notice of eligibility and rights and responsibilites when family and medical leave is taken due to an employee's own serious health condition, the employee shall provide fitnessforduty certification before returning to work. This may include certification by the health care provider that the employee is able to perform essential functions specific to the job, as noted by the District in a list attached to the certification form. Upon return to work, the employee shall be entitled to his/her same position (or an equivalent position with equivalent pay) with corresponding benefits and other terms and conditions of employment.Families First Coronavirus Response Act:The Families First Coronavirus Response Act (FFCRA or Act) requires certain employers to provide their employees with paid sick leave or expanded family and medical leave for specified reasons related to COVID-19. The Department of Labor’s (Department) Wage and Hour Division (WHD) administers and enforces the new law’s paid leave requirements. These provisions will apply from the effective date through December 31, 2020.Generally, the Act provides that covered employers must provide to all employees:Two weeks (up to 80 hours) of paid sick leave at the employee’s regular rate of pay where the employee is unable to work because the employee is quarantined (pursuant to Federal, State, or local government order or advice of a health care provider), and/or experiencing COVID-19 symptoms and seeking a medical diagnosis; orTwo weeks (up to 80 hours) of paid sick leave at two-thirds the employee’s regular rate of pay because the employee is unable to work because of a bona fide need to care for an individual subject to quarantine (pursuant to Federal, State, or local government order or advice of a health care provider), or care for a child (under 18 years of age) whose school or child care provider is closed or unavailable for reasons related to COVID-19, and/or the employee is experiencing a substantially similar condition as specified by the Secretary of Health and Human Services, in consultation with the Secretaries of the Treasury and Labor.A covered employer must provide to employees that it has employed for at least 30 days:Up to an additional 10 weeks of paid expanded family and medical leave at two-thirds the employee’s regular rate of pay where an employee is unable to work due to a bona fide need for leave to care for a child whose school or child care provider is closed or unavailable for reasons related to COVID-19.Covered Employers: The paid sick leave and expanded family and medical leave provisions of the FFCRA apply to certain public employers, and private employers with fewer than 500 employees. Most employees of the federal government are covered by Title II of the Family and Medical Leave Act, which was not amended by this Act, and are therefore not covered by the expanded family and medical leave provisions of the FFCRA. However, federal employees covered by Title II of the Family and Medical Leave Act are covered by the paid sick leave provision.?Small businesses with fewer than 50 employees may qualify for exemption from the requirement to provide leave due to school closings or child care unavailability if the leave requirements would jeopardize the viability of the business as a going concern.Qualifying Reasons for Leave:Under the FFCRA, an employee qualifies for paid sick time if the employee is unable to work (or unable to telework) due to a need for leave because the employee:is subject to a Federal, State, or local quarantine or isolation order related to COVID-19;has been advised by a health care provider to self-quarantine related to COVID-19;is experiencing COVID-19 symptoms and is seeking a medical diagnosis;is caring for an individual subject to an order described in (1) or self-quarantine as described in (2);is caring for a child whose school or place of care is closed (or child care provider is unavailable) for reasons related to COVID-19; oris experiencing any other substantially-similar condition specified by the Secretary of Health and Human Services, in consultation with the Secretaries of Labor and Treasury.Maternity Leave (Board Policy 03.1233)Paid Sick LeaveChildbirth and recovery therefrom, which prevent the employee from performing assigned duties, shall entitle the employee to sick leave benefits as provided in Board Policy 03.1232.An illness of the newborn shall entitle the employee to sick leave benefits as provided in Board Policy 03.1232.An employee may use up to thirty (30) days of sick leave immediately following the birth or adoption of a child or children. Additional sick leave days may be used when the need is verified by a physician’s statement.Unpaid Maternity Leave (KRS 161.770)On written request, the parent of a newborn or the employee who adopts a child or children shall be granted unpaid leave of absence not to exceed the remainder of the school year in which the birth or placement occurred. Thereafter, leave may be extended in increments of one (1) year.Employees on maternity leave shall notify the Superintendent in writing of their intent to return to the school system on or before the date prescribed in Policy 03.123. Employees who fail to notify the Superintendent of their return by the date prescribed in Policy 03.123 cannot be guaranteed employment for the following school year.Employees taking a maternity leave will be entitled on return to a comparable position for which they are qualified. Placement in the same position or the same school cannot be guaranteed.FMLAIn compliance with the Family and Medical Leave Act of 1993, eligible employees are entitled to up to twelve (12) workweeks of unpaid leave to care for the employee's child after birth or placement of a child with the employee for adoption or foster care. Leave to care for an employee’s healthy newborn baby or minor child who is adopted or accepted for foster care must be taken within twelve (12) month of the birth or placement of the child.Request for Medical InformationPer KRS 161.770, the Board may only request medical information necessary to decide whether to grant a leave of absence; shall not request or retain unnecessary medical information; and shall not disclose any medical information received, except as permitted by state and federal law.Jury LeaveSalaryAny employee who serves on a jury in a duly constituted local, state, or federal court shall be granted leave with full compensation, less any compensation received as jury pay (except expense monies), for the period of his actual jury service.NoticePersons who will be absent from work to serve on juries must give advance notice to their immediate supervisors.Employee Assistance ProgramDue to the closure of Our Lady of Bellefont Hospital, the Emploee Assistance Program is currenlty under review and will be communicated at a later date. Staff Meetings (Certified Personnel) Unless they are on leave or have been excused by the Principal/designee, staff members shall attend meetings called by the Principal or other authorized administrator.SCHEDULE OF REGULAR STAFF MEETINGSThe Principal and administrative staff shall develop and present to the council for its review and comment a proposed schedule of routine staff meetings that will take place after the end of the regular instructional school day. The schedule shall include the projected dates and anticipated time frames for the meetings.The final meeting schedule shall then be shared with staff members the the Principal/designee in a timely manner.Changes may be made to the approved schedule and additional staff meetings may be called on short notice to address urgent school problems. Every reasonable effort shall be made to give appropriate advance notice in such cases.Professional Development CERTIFIED STAFF RESPONSIBILITIESIt is the responsibility of each full-time certified staff member to plan and complete the hours of professional development for which s/he is paid. Part-time employees shall complete the appropriate portion of the twenty-four hours. Credit shall be awarded only for development activities that address needs identified in school/District consolidated plans.NEW TEACHER ORIENTATIONPrior to the opening of school all teachers new to the District shall be required to attend an orientation session to acquaint new personnel with Board policies, administrative procedures, Central Office staff and the Principal(s) to whom they are assigned. The Superintendent/designee will be responsible for the program and all arrangements.WHEN CONDUCTEDDistrict and school-based professional development must be conducted on days designated in the calendar. Flexible hours may be completed after school, on weekends or during the summer if activities are pre-approved by the professional development committee. Individuals may be excused from District and school-based professional development if they meet the requirements for claiming a sick day or an emergency day. Vacation and personal days may not be used on designated professional development days. All flexible hours must be completed. REQUIREMENT MUST BE FULFILLEDThe professional development requirement must be fulfilled by the last day of school. If it is not, repayment for the appropriate hours will be deducted from the individual’s paycheck. It is the responsibility of the individual to provide appropriate documentation for all completed professional development. Internal offerings are documented by sign-in sheets. For activities outside the District, it is the responsibility of the individual to obtain the appropriate form prior to attendance, have it completed and return it to the Professional Development Coordinator. Registration costs, meals and mileage are the responsibility of the individual unless supplemental funds are provided by another source.Please visit the district website at greenup.kyschools.us for the complete policy.Employment-Related Staff Development Instructional AidesInstructional aides shall annually complete twelve (12) hours, eighteen (18) hours for Preschool Instructional aides, in ongoing staff development to improve their performance and the assistance they provide to the instructional program. The staff development must be related to the Comprehensive District Improvement Plan, the Comprehensive School Improvement Plan, or the employee’s growth plan. To count toward the paid twelve (12) hours, eighteen (18) hours for Preschool Instructional aides, the staff development activity must be outside the employee’s normal workday and must be approved by the employee’s supervisor.Needs AssessmentSupervisors of classified employees shall conduct a prioritized needs assessment which shall be forwarded to the Superintendent/designee or school-based council, as appropriate.Professional LeaveClassified personnel, upon approval by the Superintendent/designee, may be granted professional leave with expenses reimbursed by the Board for the purpose of attending approved meetings/conferences which relate to their areas of employment.Required In-ServiceTransportation employees, including bus drivers, and food service employees shall receive in-service training in accordance with the requirements specified in state statutes and regulations.All Other Classified StaffAppropriate training shall be provided throughout the school year for custodians, clerical staff members, maintenance personnel, computer technicians, Family/Youth Service Center staff, classified supervisors and other classified employees.Evaluation CERTIFIED PERSONNELDevelopment of systemThe Superintendent shall recommend for approval by the Board and the Kentucky Department of Education a personnel evaluation system, developed by an evaluation committee, for all certified employees below the level of District Superintendent, which is in compliance with and which shall be implemented consistent with applicable statute and regulation. The District’s certified evaluation plan shall be aligned with the Kentucky Framework for Personnel Evaluation.PurposesThe purpose of the personnel evaluation system shall be to: support and improve performance of all certified school personnel and to inform individual personnel decisions. The District certified evaluation plan for certified personnel assigned to the District level for purposes of evaluation shall be specific to the evaluatee’s job category.FREQUENCY OF SUMMATIVE EVALUATIONSAt a minimum, summative evaluations shall occur annually for certified employees below the level of superintendent who have not attained continuing service status. Summative evaluations shall occur at least once every three (3) years for a teacher or other professional who has attained continuing service status, as well as principals, assistant principals, and other certified administrators.REPORTINGResults of evaluations shall not be included in the accountability system under KRS 158.6455.NotificationThe evaluation criteria and evaluation process to be used shall be explained to and discussed with certified school personnel no later than the end of the evaluatees’s first thirty (30) calendar days of the school year as provided in regulation.CONFIDENTIALITYEvaluation data on individual classroom teachers shall not be disclosed under the Kentucky Open Records Act.ReviewAll employees shall be afforded an opportunity for a review of their evaluations. All written evaluations shall be discussed with the evaluatee, and he/she shall have the opportunity to attach a written statement to the evaluation instrument. Both the evaluator and evaluatee shall sign and date the evaluation instrument.All evaluations shall be maintained in the employee’s personnel file.2Appeal PanelThe District shall establish a panel to hear appeals from summative evaluations as required bylaw.1ElectionTwo members of the panel shall be elected by and from the certified employees of the District. Two alternates shall also be elected by and from the certified employees, to serve in the event an elected member cannot serve. The Board shall appoint one certified employee and one alternate certified employee to the panel.TermsAll terms of panel members and alternates shall be for two (2) years and run from July 1 to June 30. Members may be reappointed or reelected.ChairpersonThe chairperson of the panel shall be the certified employee appointed by the Board.Appeal to PanelAny certified employee who believes that he or she was not fairly evaluated on the summative evaluation may appeal to the panel within five (5) working days of the receipt of the summative evaluation. Both the evaluator and the evaluatee shall be given the opportunity, at least five (5) days in advance of the hearing to review documents that are to be presented to the District evaluation appeals panel, and may have representation of their choosing.Appeal FormThe appeal shall be signed and in writing on a form prescribed by the District evaluation committee. The form shall state that evaluation records may be presented to and reviewed by the panel.Conflicts of InterestNo panel member shall serve on any appeal panel considering an appeal for which s/he was the evaluator.Whenever a panel member or a panel member's immediate family appeals to the panel, the member shall not serve for that appeal. Immediate family shall include father, mother, brother, sister, spouse, son, daughter, uncle, aunt, nephew, niece, grandparent, and corresponding inlaws.A panel member shall not hear an appeal filed by his/her immediate supervisor.Burden of ProofThe certified employee appealing to the panel has the burden of proof. The evaluator may respond to any statements made by the employee and may present written records which support the summative evaluation.HearingThe panel shall hold necessary hearings. The evaluation committee shall develop necessary procedures for conducting the hearings.Panel DECISIONThe panel shall deliver its decision to the District Superintendent, who shall take whatever action is appropriate or necessary as permitted by law. The panel’s written decision shall be issued within fifteen (15) working days from the date an appeal is filed. NO extension of that deadline beyond fifteen (15) working days shall be granted without written approval of the Superintendent.REVISOINS TO PREVIOUSLY APPROVED DISTRICT EVALUATION PLANIf a revision adding or removing a source of evidence or changing a decision rule or calculation in the summative rating formula in the District’s certified evaluation plan is made by the local certified evaluation committee, the revised certified evaluation plan shall be reviewed and approved by the Board. If the Board determines that changes do not meet the requirements of KRS 156.557, the certified evaluation plan shall be returned to the certified evaluation committee for revision. The Superintendent shall submit proposed revisions to the evaluation plan to the Board for its review to ensure compliance with applicable statute and regulation. Upon adoption, all revisions to the plan shall be submitted to the Kentucky Department of Education for approval.SuperintendentThe Superintendent shall receive the panel’s recommendation and shall take such action as permitted by law as s/he deems appropriate or necessary. CLASSIFIED PERSONNEL Each classified employee shall be evaluated at least once each year. This evaluation shall be performed by the Principal or the immediate supervisor and shall be based upon a formal procedure approved by the Superintendent for that specific position or class of positions. The administrator performing the evaluation shall share and discuss the evaluation report with the employee. The employee shall have the right to comment in writing on the evaluation report. The employee’s written comments shall be attached to the evaluation report, and the report shall be filed with the Superintendent. Grievance Grievances are individual in nature and must be brought by the individual grievant.The Board shall take action only on those grievances that fall within the authority of the Board.General GrievancesThe Board will hear grievances only after unsuccessful resolution by the employee's supervisors.Personnel IssuesThe Board will not hear any grievance concerning personnel actions taken by the Superintendent/designee, unless the grievance is based on an alleged violation of constitutional, statutory, regulatory, or policy provisions. Before accepting a grievance appeal, the Board shall seek the advice of the Board Attorney as to whether the appeal falls within the requirements of this policy. Any personnel grievance not falling within the requirements shall be appealed only to the level of the Superintendent.The Board shall not hear grievances concerning simple disagreement or dissatisfaction with a personnel action.ExceptionHarassment/Discrimination allegations shall be governed by policies 03.162 and 03.262.Grievance ProcedureEmployees wishing to initiate a formal grievance about an alleged violation of a constitutional, statutory, or regulatory provision, of a Board policy, administrative rule, or procedure shall use a Grievance Initiation Form (03.16 AP.2).ConditionsAll grievances are individual in nature and must be brought by the individual grievant.All grievance proceedings shall be conducted outside the regular school day and at a time and place mutually agreed upon.The grievant shall be permitted to have one (1) representative.To the extent possible, all attendant records shall be filed in the office of the immediate supervisor and/or Superintendent and shall be considered private information and separate from the individual employee's folder. All records will be kept for a minimum of three (3) years.No reprisal shall be taken against any aggrieved person because of the filing of a grievance.Time LimitsEmployees must file their grievance within ten (10) working days following the alleged violation. Days referred to in the grievance initiation form shall be school district working days, except for any days which are designated as holidays, professional meeting days, national, state, or local disaster or mourning days and any days during the school term on which schools are closed.The time limits stated in various sections of these procedures may be extended by mutual consent of the Board, its authorized agents, and the grievant.If no extension occurs and the grievant does not file an appeal to the next level within ten (10) working days of receiving a response, the grievance shall be considered to have been settled and terminated at the previous level, and the answer given at that level shall stand.Superintendent’s/Designee’s InvolvementWhen appropriate, the grievant shall give his/her communication directly to the Superintendent, thus bypassing the immediate supervisor. This action shall be taken only in those instances where the matter communicated is of such a personal and private nature that it cannot be effectively communicated at a lower level or in those instances where the nature of the grievance would require the initial response of the Superintendent.The Superintendent reserves the right to redirect the communicator to the appropriate level.Board of Education’s InvolvementIf the employee, after reviewing the Superintendent's response, desires direct communication with the Board of Education, the employee may present his/her written communication to the Superintendent for transmittal to the Board of Education, or notify the Superintendent ten (10) working days prior to the meeting of the Board at which the employee wishes the grievance presented. Employees are not authorized to contact Board members individually about grievances.The Board shall consider grievances concerning personnel actions in accordance with parameters set out in policy.If the Board decides to review the grievance, the employee will then be afforded an opportunity to appear before the Board at the next regular meeting for relevant discussion of the employee's communication. If the employee does not wish to make a verbal presentation, the employee's right to refrain from such activity will be respected.The Superintendent or the grievant shall present the communication to the Board of Education at its next regularly scheduled meeting.The Board of Education will consider the grievance, and will provide the employee a written response within ten (10) working days after the next regularly scheduled meeting of the Board, following the meeting of the Board at which the grievance was initially presented. The decision of the Board of Education shall be final.Harassment/Discrimination Notice of NondiscriminationAs required by federal law including Title IX, the District does not discriminate on the basis of race, color, national origin, sex, disability, genetic information for employees, or age in its programs and activities and provides equal access to its facilities to the Boy Scouts and other designated youth groups.The District’s Title IX/Equity Coordinator is Scarlet Shoemaker. If you have any questions pertaining to sexual harassment or sexual discrimination, you may contact this person as follows:Address: 45 Musketeer Drive, Greenup, KY 41144Telephone Number: (606) 473-9819Email Address: Scarlet.Shoemaker@Greenup.kyschools.usDefinitionHarassment/Discrimination is unlawful behavior based on the race, color, national origin, age, religion, sex, genetic information or disability involving intimidation by threats of or actual physical violence; the creation, by whatever means, of a climate of hostility or intimidation, or the use of language, conduct, or symbols in such manner as to be commonly understood to convey hatred or prejudice.A hostile environment is created by harassment/discrimination that is sufficiently severe, pervasive, or objectively offensive that it adversely affects a student's education or creates a hostile or abusive educational or work environment.Grievance procedures may include voluntary informal mechanisms for resolving some types of sexual harassment complaints; however informal procedures will never be utilized for any sexual assault complaint.The provisions of this policy shall not be interpreted as applying to speech otherwise protected under the state or federal constitutions where the speech does not otherwise materially or substantially disrupt the educational process or work environment, as defined by policies 09.426, 03.1325 and 03.2325 or where it does not violate provisions of policy 09.422.Sexual harassment means unwelcome conduct of a sex nature, which can include sex assault, sex violence, sex misconduct, unwelcome sexual advances, requests for sex favors, or other verbal, nonverbal, or physical conduct of a sexual nature. It can include conduct such as touching of a sexual nature; making sexual comments, jokes or gestures; writing graffiti or displaying or distributing sexually explicit drawings, pictures or written materials; calling students sexually charged names; spreading sexual rumors; rating students on sexual activity; or circulating, showing, or creating electronic messages or websites of a sexual nature.Work day is any day administrators are scheduled to work excluding holidays and school day is any day in the official school calendar. If the alleged victim is a student, school days will be used for the investigating and reporting timeline. If the alleged victim is other than a student, working days will be used for the investigating and reporting timeline.JurisdictionThe School District has jurisdiction over harassment issues, including Title IX, sexual harassment.ProhibitionHarassment/Discrimination is prohibited at all times on school property and off school grounds during school-sponsored activities. This prohibition also applies to vendors and visitors to the school who may come into contact with employees and students. (Acts of harassment/discrimination based on sex may be committed by persons of the same or the opposite sex.)District staff shall provide for a prompt and equitable resolution of complaints concerning harassment/discrimination.Disciplinary ActionEmployees who engage in harassment/discrimination of another employee or a student on the basis of any of the areas mentioned above shall be subject to disciplinary action including, but not limited to, termination of employment.Students who engage in harassment/discrimination of an employee or another student on the basis of any of the areas mentioned above shall be subject to disciplinary action, including but not limited to suspension and expulsion.Internal ComplaintsAnyone who believes they or any employee, student, vendor or visitor is being or has been subjected to harassment/discrimination by anyone under the school’s jurisdiction shall, as soon as reasonably practicable, report it. In each school building, the Principal is the person responsible for receiving reports/complaints of harassment/discrimination at the building level. Otherwise, reports/complaints of harassment/discrimination may be made directly to the Superintendent. If an employee is not assigned to a particular school, a report/complaint of harassment/discrimination may be made to the employee’s immediate supervisor or to the Superintendent. Additionally, if sexual discrimination or harassment is being alleged, reports/complaints may be made directly to the District Title IX Coordinator. Complaints of harassment/discrimination, whether verbal or written, shall lead to a documented investigation and a written report.Employees who believe prohibited behavior is occurring or has occurred shall notify the victim’s Principal, who shall immediately forward the information to the Superintendent.GuidelinesThe Superintendent shall provide for the following:Investigation of allegations of harassment/discrimination to commence as soon as circumstances allow, but not later than three (3) work/school days of receipt of the original complaint, regardless of the manner in which the complaint is communicated to a District administrator. A written report of all findings of the investigation shall be completed within thirty (30) calendar days, unless additional time is necessary due to the matter being investigated by a law enforcement or governmental agency.In order to protect alleged victims during the investigation, the Superintendent/designee may take interim measures, such as keeping the alleged victim and alleged perpetrator separated, changing schedules, and extra supervision as deemed appropriate by the Superintendent/designee, until the investigation is over.A process to identify and implement, within five (5) work/school days of the submission of the written investigative report, methods to correct and prevent reoccurrence of the harassment/discrimination. If corrective action is not required, an explanation shall be included in the report.A process to be developed and implemented to communicate requirements of this policy to all individuals which may include, but not be limited to, the following:written notice provided in publications such as handbooks, codes of conduct, staff memoranda, and/or pamphlets;postings in the same location as are documents that must be posted according to state/federal law; and/orsuch other measures as determined by the Superintendent/designee.Method(s) used shall provide a summary of this policy, along with information concerning how individuals can access the District’s complete policy/procedures and obtain assistance in reporting and responding to alleged incidents. Students, parents or guardians, as appropriate, will be directed to sign an acknowledgement form verifying receipt of information concerning this policy as part of the Board-approved code of acceptable behavior and discipline.Annual training for staff and volunteers explaining prohibited behaviors and the necessity for prompt reporting of alleged harassment/discrimination; and for students age appropriate training during the first month of school to include an explanation of prohibited behavior and the necessity for prompt reporting of alleged harassment/discrimination; andDevelopment of alternate methods of filing complaints for individuals with disabilities and others who may need accommodation.When sexual harassment of a student is alleged, the District's Title IX Coordinator, as designated in the student handbook/code, shall be notified.NotificationsWithin twenty-four (24) hours of receiving a serious allegation of harassment/discrimination, District personnel shall attempt to notify parents of both student victims and students who have been accused of harassment/discrimination.In circumstances also involving suspected child abuse, additional notification shall be required by law. (See Policy 09.227.)In applicable cases, employees must report harassment/discrimination to appropriate law enforcement authorities in accordance with law.1 Individuals may also file criminal complaints about harassment directly with law enforcement agencies.Prohibited ConductDepending on the circumstances and facts of the situation, and within the definition of harassment/discrimination contained in this policy, examples of conduct and/or actions that could be considered a violation of this policy include, but are not limited to:Any nicknames, slurs, stories, jokes, written materials or pictures that are lewd, vulgar, or profane and relate to any of the protected categories listed in the definition of harassment/discrimination contained in this policy;Unwanted touching, sexual advances, requests for sexual favors, and spreading sexual rumors;Instances involving sexual violence;Causing an individual to believe he or she must submit to unwelcome sexual conduct in order to not suffer adverse employment action, or that a student must submit in order to not suffer adverse actions regarding participation in school programs or activities;Implied or overt threats of physical violence or acts of aggression or assault based on any of the protected categories; Seeking to involve individuals with disabilities in antisocial, dangerous or criminal activity where they, because of disability, are unable to comprehend fully or consent to the activity; andDestroying or damaging an individual's property based on any of the protected categories.ConfidentialityDistrict employees involved in the investigation of complaints shall respect, as much as possible, the privacy and anonymity of all parties involved. The Superintendent/designee shall evaluate requests for confidentiality.AppealUpon the completion of the investigation and correction of the conditions leading to the harassment/discrimination, any party may appeal in writing any part of the findings and corrective actions to the Superintendent. The Superintendent shall inform the victim and the accused of his/her decision within thirty (30) work days.If a supervisory staff member is an alleged party in the harassment/discrimination complaint, provision shall be made for addressing the complaint to a higher level of authority.Failure by employees to report, notify, and/or initiate an investigation of alleged harassment/discrimination as required by this policy or to take corrective action shall be cause for disciplinary action.CounselingThe community offers and the District contracts with various providers of counseling services. In the event you would like to request such services or learn more about them, contact the District Title IX Coordinator, Scarlet Shoemaker (email:scarlet.shoemaker@greenup.kyschools.us; telephone 606-473-9819) or the school guidance counselor for a list of current providers.Retaliation Prohibited by Federal LawNo one shall retaliate against an employee or student because s/he submits a grievance, assists or participates in an investigation, proceeding, or hearing regarding the charge of harassment/discrimination of an individual or because s/he has opposed language or conduct that violates this policy.Upon the resolution of allegations, the Superintendent shall take steps to protect employees and students against retaliation.Other ClaimsWhen a complaint is received that does not appear to be covered by this policy, administrators shall review other policies that may govern the allegations, including but not limited to, 03.113, 03.1325, 03.2325 and/or 09.422.Suspension (Certified Personnel)PENDING TERMINATION ACTIONThe Superintendent may suspend a certified employee without pay pending final action to terminate the contract if the character of the charges warrant such action. If a tribunal hearing is requested and the decision of the tribunal is against termination of the contract, the suspended teacher shall be paid full salary for the period of such suspension, except that the Board may appeal the tribunal’s decision to the circuit court. SANCTIONSThe Superintendent may suspend a teacher without pay as a disciplinary measure in accordance with KRS 161.790.BOARD NOTIFICATIONThe Superintendent, at the first meeting following the suspension without pay, shall notify the Board of same. Such notification shall be recorded in the Board minutes. No personnel action shall be effective prior to receipt of written notice of the action by the affected employee from the Superintendent. TEMPORARY SUSPENSION WITH PAY PENDING INVESTIGATIONAn employee shall be suspended with pay only when the Superintendent determines there is a justifiable need for an investigation of alleged employee actions necessary to protect the safety of students and staff or to prevent significant disruption of the workplace and/or education process. The period of suspension with pay shall not exceed the time needed to determine whether the employee is to return to active service or face disciplinary action. However, suspension with pay shall not exceed ten (10) working days. If circumstances arise that require an investigation or other proceedings that may extend beyond ten (10) days, the Superintendent may lengthen the period of suspension, not to exceed and additional fifteen (15) working days.Employees suspended with pay shall remain available for immediate recall to active service.Reduction in Salary and Responsibility Salaries for teachers shall not be less than the preceding year unless such reduction is part of a uniform plan affecting all teachers in the entire District or unless there is a reduction of responsibilities.Reduction of responsibility for teachers may be accompanied by a corresponding reduction in salary. Written notice that states the specific reason(s) for the reduction shall be furnished teachers no later than ninety (90) days before the first student attendance day of the school year or May 15, whichever occurs earlier.Termination/Nonrenewal/Separation by Employee (Certified)Termination and nonrenewal of contracts shall be the responsibility of the Superintendent who, at the first meeting following the actions, shall notify the Board of same. Such notification shall be recorded in the Board minutes. No personnel action shall be effective prior to receipt of written notice of the action by the affected employee from the Superintendent.Code of EthicsEmployees who violate provisions of the Professional Code of Ethics for Kentucky School Certified Personnel may be subject to disciplinary action, up to and including termination.TerminationNo contract shall be terminated except upon notification of the Board by the Superintendent. Prior to notification of the Board, the Superintendent shall furnish the teacher with a written statement specifying in detail the charge against the teacher.1Termination of contracts of certified personnel shall be made in compliance with the requirements of KRS 161.790.Alternatives to TerminationAs an alternative to termination, the Superintendent, upon notifying the Board and providing written notification to the teacher, may impose sanctions in accordance with KRS 161.790.NonrenewalThe Principal/immediate supervisor shall provide the Superintendent with notice of recommended nonrenewals by March 15. Nonrenewal of limited contracts of certified personnel shall be made no later than May 15 in compliance with the requirements of KRS 161.750.Separation by EmployeeCertified employees seeking to resign or terminate contracts in force shall do so in compliance with KRS 161.780.Discipline, Suspension & Dismissal (Classified Personnel)DISCIPLINARY OPTIONSClassified employees may be subject to the following actions, to include, but not be limited to:Verbal warning or reprimand by Superintendent/designeeWritten warning of reprimand by Superintendent/designeeProbation imposed by Superintendent/designeeReassignment (temporary or permanent) by SuperintendentSuspension with pay by SuperintendentSuspension without pay by SuperintendentNonrenewal by SuperintendentDismissal (termination of contract) by SuperintendentClassified employees may be terminated or suspended with or without pay only by the Superintendent who, at the first meeting following the actions, shall notify the Board of same. Such notification shall be recorded in the Board minutes. No personnel actions shall be effective prior to receipt of written notice of the action by the affected employee from the Superintendent.An employee may be relieved from duty for the remainder of the work day by the immediate supervisor, pending action by the Superintendent, when drugs, alcohol, and/or safety of students or staff are involved. An employee shall be suspended with pay only when the Superintendent determines there is a justifiable need to protect the safety of students and staff or to prevent significant disruption of the workplace and/or educational process. The period of suspension with pay shall not exceed the time needed to determine whether the employee is to return to active service or face disciplinary action. However, suspension with pay shall not exceed ten (10) working days. If circumstances arise that require an investigation or other proceedings that may extend beyond ten (10) days, the Superintendent may lengthen the period of suspension, not to exceed and additional fifteen (15) working days.Employees suspended with pay shall remain available for immediate recall to active service. The Superintendent shall see that documentation to support the grounds for suspension with pay is provided to the employee and retained on file in the District. CAUSES FOR ACTIONAny classified employee shall be subject to disciplinary or job action for one (1) or more of the following reasons:Dishonesty, neglect of duty, incompetence, inefficiency or insubordination.Reporting to work under the influence of or use of possession of alcohol while on duty, or the illegal use or possession of controlled substances at any time.Unsatisfactory evaluation of any factor on the employee’s performance evaluation report.Repeated unexcused absence, tardiness, absence without notification or abuse of sick leave.Violation of or refusal to obey local policies or state regulation adopted by the Kentucky Board of Education or by the Board.Failure to notify the Superintendent if the classified employee has been found by the Cabinet for Health and Family Services to have abused or neglected a child, and if the employee has waived the right to appeal such a substantiated finding or the finding has been upheld upon appeal.Refusal to comply with safety directives.Falsifying information supplied to the District including information on application forms, absence reports, or any other information.Violation of local policy, state or federal statutes or regulations that apply to assigned duties.Conviction of a felony or any crime involving moral turpitude. Immorality or other unprofessional conduct. Loss of licensure or certification required for the position. Failure to maintain the confidentiality of information about students or staff obtained in the course of employment, unless disclosure serves a legitimate job-related purpose or is required by law. Engaging in any sexually related behavior with a student with or without consent, including, but not limited to, behavior such as sexual jokes; sexual remarks; sexual kidding or teasing; sexual innuendo; pressure for dates or sexual favors; inappropriate physical touching, kissing, or grabbing; rape, threats of physical harm; and sexual assault. Physical or mental disability, consistent with applicable laws protecting employees with disabilities.DUE PROCESS PROVISIONS (SUSPENSION WITHOUT PAY/TERMINATION)When an employee is to be terminated under KRS 161.011 or suspended without pay, the Superintendent shall give the employee written notification of charges against him/her, to include a statement of the right to meet with the Superintendent to discuss such charges, and a form, the signing and filing of which will constitute a demand for the meeting and a denial of charges. The employee may request the meeting by filing the proper form with the Superintendent within six (6) calendar days after receiving the notification of charges. The Superintendent shall develop procedures to implement due process provisions.If it becomes necessary for the Superintendent to terminate the employment of an employee a terminating interview with the Superintendent may be scheduled on District time. The termination date of an employee shall be the last actual working day.OTHER DISCIPLINARY ACTIONSWhen charges result in disciplinary actions other than the termination or suspension without pay and employees wish to contest the charges, they may submit a written response, which shall be placed in their file along with the written charges. For personnel action procedures (classified personnel), please see Board Policy 3.27 AP.1Nonrenewal (Classified Personnel) The Principal/immediate supervisor shall provide the Superintendent with notice of the recommended nonrenewals by March 15. Nonrenewal of contracts for classified personnel shall be made in compliance with the requirements of KRS 161.011, with written notice being mailed or provided to the employee by the Superintendent no later than May 15.Basis for Nonrenewal (Less Than Four Years of Service)The Superintendent may nonrenew the contracts of classified employees with less than four (4) years of continuous active service in the District for any legal reason.Basis for Nonrenewal (Four or More Years of Service)Classified employees with four (4) or more years of continuous active service in the District may be nonrenewed for the following reasons:Incompetency,Neglect of duty,Insubordination,Inefficiency,Misconduct,Immorality,Other grounds contained in Board policy, including, but not limited to, causes for action set forth in Board policy 03.27,Loss or reduction of fundingA position becomes obsolete or redundant due to program reorganization, changes to program requirements, elimination or reduction of a program, including a council decision that fewer employees are needed at the school, or any other change in District personnel staffing policies or guidelines.Technology Acceptable UseElectronic Mail/InternetThe District offers students, staff, and members of the community reasonable access to the District’s computer network for electronic mail and Internet and expects users to utilize this privilege in an appropriate and responsible manner as required by this policy and related procedures, which apply to all parties who use District technology. Because access to the Internet may expose users to items that are illegal, defamatory, inaccurate, or potentially offensive to some people, we require all students under the age of eighteen (18) to submit a completed Parent Permission/User Agreement Form to the Principal/designee prior to access/use. All other users will be required to complete and submit a User Agreement Form.General Standards for UsersStandards for users shall be included in the schools’ handbooks or other documents, which shall include specific guidelines for student, staff, and community member access to and use of electronic resources.Students shall be provided instruciton about appropriate online behavior, including interacting with other individuals on social networking sites and in chat rooms and cyberbulluing awareness and response.Internet safety measures, which shall apply to all District-owned devices with Internet access or personal devices that are permitted to access the District’s network, shall be implemented that effectively address the following:Controlling access by minors to inappropriate matter on the Internet and World Wide Web;Safety and security of minors when they are using electronic mail, chat rooms, and other forms of direct electronic communications;Preventing unauthorized access, including “hacking” and other unlawful activities by minors online;Unauthorized disclosure, use and dissemination of personal information regarding minors; andRestricting minors’ access to materials harmful to them.A technology protection measure may be disabled by the Board’s designee during use by an adult to enable access for bona fide research or other lawful purpose.Specific expectations for appropriate Internet use shall be reflected in the District’s code of acceptable behavior and discipline including appropriate orientation for staff and students.No Privacy GuaranteeThe network is provided for users to conduct research and to communicate with others. Within reason, freedom of speech and access to information will be honored. During school hours, teachers of younger children will guide their students to appropriate materials. Outside of school, families bear the same responsibility for such guidance as they exercise with information sources such as television, telephones, movies, radio, and other media that may carry/broadcast information.The superintendent/designee has the right to access information stored in any user directory, on the current user screen, or in electronic mail. S/he may review files and communications to maintain system integrity and insure that individuals are using the system responsibly. Users should not expect files stored on District’s electronic media to be private.Rules and RegulationsAccess is a privilege—not a right. Users are responsible for good behavior on school computer networks. Independent access to network service is given to individuals who agree to act in a responsible manner. Users are required to comply with District standards and to honor the access/usage agreements they have signed. Beyond clarification of user standards, the District is not responsible for restricting, monitoring, or controlling the communications of individuals utilizing the network independently.Violations of the Acceptable Use Policy include, but are not limited to, the following:Violating State and Federal legal requirements addressing student and employee rights to privacy, including unauthorized disclosure, use and dissemination of personal information.Sending or displaying offensive messages or pictures, including those that involve:Profanity or obscenity; orHarassing, or intimidating communicationsDamaging computer systems or computer networks, or school/District websites.Violating copyright laws, including illegal copying of commercial software and/or other protected material.Using another user’s password, “hacking” or gaining unauthorized accessto computers or computer systems, or attempting to gain such unauthorized access.Trespassing in another user’s folder, work, or filesIntentionally using electronic media unrelated to job performance, including downloading of freeware or shareware programs.Using the network for commercial purposes, financial gain or any illegal activity.Using technology resources to bully, threaten or attack a staff member or student or to access and/or set up unauthorized blogs and online journals, including, but not limited to , or Additional rules and regulations may be found in the schools’ handbooks and/or other documents. Violations of these rules and regulations may result in loss of access/usage as well as other disciplinary or legal action per KRS 434.840-434860 and KRS 512.020. EMPLOYEE USEEmployees are encouraged to use electronic mail and other District technology resources to promote student learning and communication with the ome and education-related entities. If those resources are used, they shall be used for purposes directly related to work-related activities.Technology-based materials, activties and communication tools shall be appropriate for and within the range of knowledge, understanding, age and maturity of students with whom they are used.District employees and activity sponsors may set up blogs and other social networking accounts using District resources and following District guidelines to promote communications with students, parents and the community concerning school-related activities and for the purpose of supplementing classrom working, communication, and other options offering instructional benefits may be used for the purpose of supplementing classroom instruction and to promote communications wth studens and parents concerning school-related activities. In order for District employees and activity sponsors to utilize a social networking site for instructional, administrative or other work-related communication purposes, they shall comply with the following:They shall request prior permission from the Superintendent/designee.If permission is granted, staff members will set up the site following any District guidelines developed by the Superintendent’s designee. Guidelines may specify whether access to the site must be given to school/District technology staff.If written parental consent is not otherwise granted through AUP forms provided by the District, staff shall notify parents of the site and obtain written permissions for students to become “friends” prior to the students being granted access. This permission shall be kept on file at the school as determined by the Principal.Once the site has been created, the sponsoring staff member is responsible for the following:Monitoring and managing the site to promote safe and acceptable use; andObserving confidentiality restrictions concerning release of student information under state and federal law.Staff members are discouraged from creating personal social networking sites to which they invite students to become friends. Employees taking such action do so at their own risk.All employeesshall be subject to disciplinary action if their conduct relating to use of technology or online resources violates this policy or other applicable policy, statutory or regulatory provisions governing employee conduct. The Professioanl Code of Ethics for Kentucky School Certified Personnel requires certified staff to protect the health, safety, and emotional well-being of students and confidentiality of student information. Conduct in violation of this Code, including, but not limited to, such conduct relating to the use of technology or online resources, must be reported to Education Professional Standards Board (EPSB) as required by law and may for the bsis for disciplinary action up to and including termination.TEXT MESSAGING, INSTANT MESSAGING AND SOCIAL MEDIAEmployees, contractors, volunteers, and other adults working directly with students enrolled in the District shall not use text messaging services, instant messaging services, or social media sites (regardless of whether or not the equipment utilized for these purposes is owned by the District) to contact or communicate with students regarding school-related matters except in a manner consistent with this policy. These individuals who wish to use text messaging services, instant messaging services, or social media sites to communicate with students regarding a class, club, team, activity, or event must submit a statement to the Principal/designee of the school the student attends to briefly describe the purpose of the intended use of text messaging, instant messaging, or social media in the context of the class, club, team, activity, or event.If an employee, contractor, volunteer, or other adult working directly with students enrolled in the District utilizes a student’s telephone number, email address, or user/screen name on a messaging services or social networking site, which was obtained from school records, for a purpose inconsistent with this policy, such use constitutes a misuse of personally identifiable information or educational records, and may result in discipline, up to possible termination of employment.Disregard of RulesEmployees and students shall be subject to disciplinary action, up to and including termination (employees) and expulsion (students) for violating this policy and acceptable use rules and regulations established by the school or District.Responsibility for DamagesIndividuals shall reimburse the Board for repair or replacement of District property lost, stolen, damaged, or vandalized while under their care. Students or staff members who deface a District web site or otherwise make unauthorized changes to a web site shall be subject to disciplinary action, up to and including expulsion and termination, as appropriate.Retention of records for e-rate participantsFollowing initial adoption, this policy and documentation of implementation shall be retained for at least ten (10) years after the last day of service in a particular funding year.Tobacco/Alternative Nicotine/Vapor Products Free/Drug Free/Alcohol Free Schools Tobacco, alernative nicotive, vapor products, Drugs, Alcohol and Other Prohibited SubstancesDistrict employees shall not manufacture, distribute, dispense, be under the influence of, purchase, possess, use or attempt to purchase or obtain, sell or transfer any of the following in the workplace or in the performance of duties:Tobacco, Alternative Nicotine, or Vapor ProductsAlcoholic beverages;Controlled substances, prohibited drugs and substances, and drug paraphernalia; andSubstances that "look like" a controlled substance. In instances involving lookalike substances, there must be evidence of the employee’s intent to pass off the item as a controlled substance.In addition, employees shall not possess prescription drugs for the purpose of sale or distribution.DefinitionsControlled substance shall mean any substance or immediate precursor listed in Chapter 218A of the Kentucky Revised Statutes or any other substance added by the Kentucky Cabinet for Health and Human Services under regulations pursuant to KRS 218A.020.Prohibited drugs include, but are not limited to, any substance that an individual may not sell, possess, use, distribute or purchase under Federal or Kentucky law.Prohibited substances include:All prescription drugs obtained without authorization, andAll prohibited substances however taken or used, including but not limited to, inhaling, ingesting, and/or injecting. These include, but are not limited to, prescribed and over-the-counter drugs, prohibited volatile substances as defined in KRS 217.900 or synthetic compounds/substances that are used or intended for use for an abusive and/or intoxicating purpose.Use of Tobacco, Alternative Nicotine, or Vapor Products ProhibitedThe use of any tobacco product, alternative nicotine product, or vapor product as defined in KRS 438.305 is prohibited for all persons and at all times on or in all property, including any vehicle, that is owned, operated, leased, or contracted for use by the Board and while attending or participating in any school-related student trip or student activity and is in the presence of a student or students.1Adequate notice shall be provided to students, parents and guardians, school employees, and the general public.Signage shall be posted on or in all property, including any vehicle that is owned, operated, leased, or contracted for use by the Board, clearly stating that the use of all such products is prohibited at all times and by all persons on or in the property.Employees are not permitted to leave campus during allotted break times. Employees may choose to leave campus during their unpaid lunch. School employees shall enforce the policy. A person in violation of this policy shall be subject to discipline or penalties as set forth by the Board.Authorized DrugsEmployees who personally use or who are designated to administer to a student a drug authorized by and administered in accordance with a prescription from a health professional shall not be considered in violation of this policy.PRE-EMPLOYMENT TESTINGAll applicants being considered for employment positions identified as safety-sensitive will be required to submit to a urinalysis test for the purpose of detecting illegal use of drugs, as part of the currently required pre-employment physical. “Safety-sensitive” shall refer to positions where a single mistake by such employee can create an immediate threat of serious harm to students and fellow employees. Safety-sensitive positions requiring pre-employment drug testing shall include, but not be limited to: Principal, assistant principal, teacher, traveling teacher, teacher aide, substitute teacher, counselor, central office administrator, custodian, cook, school secretary, maintenance worker, and others as indicated on the description for the position.RANDOM TESTINGAll safety-sensitive employees shall be subject to random drug testing in accordance with this policy and related procedures.PHYSICAL EXAMINATION/SCREENING BASED UPON REASONABLE SUSPICIONThe Superintendent/designee, with such assistance and input of the employees’ supervisors as deemed necessary, is authorized to make the determination that reasonable suspicion or cause exists to order a drug screen of employees in safety sensitive positions. Circumstances under which substance screening may be considered include, but are not limited to, the following:Observed use, possession, or sale of illegal drugs and/or illegal use, possession, sale, or abuse of alcohol and/or the illegal use or sale of prescription drugs.Apparent physical state of impairment of motor functions.Marked changes in personal behavior not attributable to other factors.Employee involvement in or contribution to an accident where the use of alcohol or drugs is reasonably suspected or employee involvement in a pattern of repetitive accidents, whether or not they involve actual or potential injury.A formal allegation made by a duly authorized law enforcement officer.The circumstances under which substances screening may be considered are limited to employee conduct on duty or during working hours, or on or in Board property, or at school related functions of the District.Prior to substance screening, employees shall sign an acknowledgement that the summary result shall be transmitted to the Superintendent. Failure to comply will be considered insubordination and appropriate disciplinary actions shall occur.Workplace DefinedWorkplace shall mean the site for the performance of work done for the District including any place where work on a District program, project or activity is performed, including, but not limited to, a school building or other school premises and any schoolowned vehicle or any other schoolapproved vehicle used to transport students to and from school or school activities. "Workplace" shall also include schoolsponsored or schoolapproved activities, events or functions which are held off school property and in which students are under District jurisdiction including, but not limited to, field trips and athletic events.Suspension/Termination/NonRenewalAny employee who violates the terms of this policy may be suspended, nonrenewed or terminated. In addition, violations may result in notification of appropriate legal officials.AlternativeAs an alternative, the Superintendent may choose that an employee who violates the terms of the District's tobacco/alternative nicotine, or vapor product-free/drugfree/alcoholfree workplace policies shall satisfactorily participate in a Boardapproved tobacco, alternative nicotine, or vapor product, drug/alcohol abuse assistance or rehabilitation program. If the employee fails to satisfactorily participate in such a program, the employee may be suspended, nonrenewed or terminated.ReportingEmployees of the District shall promptly make a report to the local police department, sheriff, or Kentucky State Police, by telephone or otherwise, if they know or have reasonable cause to believe that conduct has occurred which constitutes the use, possession, or sale of controlled substances on the school premises or within one thousand (1,000) feet of school premises, on a school bus, or at a school sponsored or sanctioned event. Notification by EmployeeAny employee convicted of a workplace violation of criminal drug statutes shall, within five (5) working days, provide notification of the conviction to the Superintendent.POST-DISCIPLINE DRUG TESTINGFollowing determination by an administrative or judicial proceeding that s/he engaged in misconduct involving the illegal use of controlled substances, a teacher who has been reprimanded or disciplined for misconduct involving illegal use of controlled substances shall submit to random or periodic drug testing in accordance with applicable Kentucky Administrative Regulation for a period not to exceed twelve (12) months from the date of such reprimand or disciplinary action.Prevention ProgramThe Superintendent shall establish a comprehensive and on-going drugfree/alcoholfree prevention program for all employees which shall include notice of the following:The dangers of drug/alcohol/substance abuse in the schools;The District's policies and related procedures on drugfree/alcoholfree schools;The requirement for mandatory compliance with the District's established standards of conduct, including those that prohibit use of alcohol, drugs and other controlled and prohibited substances;Information about available drug/alcohol counseling programs and available rehabilitation/employee assistance programs; andPenalties that may be imposed upon employees for violations of this policy.Weapons WEAPONS PROHIBITEDExcept where expressly and specifically permitted by Kentucky Revised Statute, the carrying, bringing, using, or possessing any weapon or dangerous instrument in any school building, on school grounds, in any school vehicle or at any school-sponsored activity is prohibited. Violation of this policy by staff members shall constitute reason for disciplinary action, including possible termination.Violation of this policy by students shall require that the Principal immediately make a report to the Superintendent, who shall determine if charges for expulsion from the District schools should be filed under Policy 09.435. In addition, when they have reasonable belief that a violation has taken place, principals shall immediately report to law enforcement officials when an act has occurred on school property or at a school-sponsored function that involves student possession of a firearm in violation of the law or assault involving the use of a weapon.Violations by visitors shall be reported to a law enforcement agency.Exceptions:An exception may be made for students participating in an authorized curricular or extracurricular activity or team involving the use of firearms and to those persons listed in KRS 527.070.Law enforcement officials, including peace officers and police as provided in KRS 527.070 and KRS 527.020, are authorized to bring weapons onto school property in performance of their duties.FEDERAL REQUIREMENTS REGARDING STUDENTSThe penalty for students possessing a firearm at school or bringing a firearm or other deadly weapon, destructive device, or booby trap device to school or onto the school campus/property under jurisdiction of the District shall be expulsion for a minimum of twelve (12) months under Policy 09.435. However, the Board may modify such expulsions on a case-by-case basis. Any case-by-case modification of the one (1)-year expulsion requirement, including those made for students with disabilities to meet the requirements of IDEA and Section 504, shall be in writing and may be based upon a recommendation of the Superintendent/designee.Any student who possesses a firearm at school or brings to school a firearm or other deadly weapon, destructive device, or booby trap device shall be referred to the criminal justice or juvenile delinquency system.STATE REPORTING REQUIREMENTEmployees of the district shall promptly make a report to the local police department, sheriff, or KSP if they know or have reasonable cause to believe that conduct has occurred which constitutes the carrying, possession, or use of a deadly weapon on the school premises or within one thousand (1,000) feet of school premises, on a school bus, or at a school sponsored or sanctioned event.For state reporting purposes, a deadly weapon shall be defined as:a weapon of mass destruction;any weapon from which a shot, readily capable of producing death or serious physical injury, may be discharged;any knife other than an ordinary pocket knife or hunting knife;billy, nightstick or club; blackjack or slapsticknunchaku karate sticksshuriken or death star; orartificial knuckles made from metal, plastic, or other similar hard material.Employees who receive information from a student or other person regarding conduct required to be reported shall report the conduct in the same manner as stated above.ENFORCEMENTIn the enforcement of the Weapons policy, principals may authorize, if they have reasonable suspicion, searches in compliance with applicable Board policies.A complete copy of the policy is available in the Principal’s Office, Central Office or on the district website.Duty to ReportReport RequiredAny teacher, school administrator, or other school personnel who knows or has reasonable cause to believe that a child under age eighteen (18) is dependent, abused or neglected1 , or a victim of human trafficking shall immediately make a report to a local law enforcement agency or the Kentucky State Police, the Cabinet for Families and Children or its designated representative, the Commonwealth's Attorney or the County Attorney in accordance with KRS 620.030.2 Any supervisor who receives from an employee a report of suspected dependency, neglect or abuse shall promptly make a report to the proper authorities for investigation. If the principal is suspected of child abuse, the employee shall notify the Superintendent/designee who shall also promptly report to the proper authorities for investigation.Only agencies designated by law are authorized to conduct an investigation of a report of alleged child abuse. Therefore, the District shall not first investigate a claim before an employee makes a report to the proper authorities. However, in certain situations, reports involving claims made under state and federal laws, such as Title IX, shall require the District, after making the required report, to conduct an independent investigation of the allegations in order to determine appropriate personnel action.WRITTEN REPORTThe person reporting shall, if requested, in addition to the report required above, file with the local law enforcement agency or the Kentucky State Police or the Commonwealth’s or County’s Attorney or the Cabinet for Families and Children or its designated representative within forty-eight (48) hours of the original report a written report containing specific information regarding the child, the child’s parents or guardians, and the person allegedly responsible for the abuse or neglect.WRITTEN RECORDSCopies of reports kept by the District that are submitted to authorities in compliance with the child abuse law are educational records and subject to inspection by the parents of the alleged victim of child abuse. Whether the records are considered "internal records", and not maintained with the students' "permanent records", is immaterial if such records are directly related to students and are maintained by the school or school District. INTERVIEWSIf the student is an alleged victim of abuse or neglect, school officials shall follow directions provided by the investigating officer or Cabinet for Families and Children representative as to whether to contact a parent3 and shall provide the Cabinet access to a child subject to an investigation without parental consent.4AGENCY CUSTODYIf, as a result of dependency, neglect, or abuse, a child has been placed in the custody of the Cabinet, the Principal, Assistant Principal, or Guidance Counselor of the school in which the child is enrolled shall be notified of the names of persons authorized to contact the child at school, in accordance with school visitation or communication policy, or remove the child from school grounds.The notification shall be provided to the school by the Cabinet:a)Verbally and documented in writing by the Principal, Assistant Principal, or Guidance Counselor on the day that a court order is entered and again on any day that a change is made with regard to persons authorized to contact or remove the child from school The verbal notification shall occur on the next school day immediately following the day a court order is entered or a change is made if the court order or change occurs after the end of the current school day; andb)By written document within ten (10) calendar days following a change of custody or change in contact or removal authority.The Principal, Assistant Principal, or Guidance Counselor shall document in writing when they have received the notification.REQUIRED TRAININGAll current school administrators, certified personnel, office staff, instructional assistants, coaches, and extracurricular sponsors shall complete Board selected training on child abuse and neglect prevention, recognition, and reporting by January 31, 2017, and every two (2) years thereafter. School administrators, certified personnel, office staff, instructional assistants, coaches, and extracurricular sponsors hired after January 31, 2017, shall complete the training within ninety (90) days of being hired, and every two (2) years thereafter.OTHEREach school shall prominently display the statewide child abuse hotline number administered by the Cabinet for Health and Family Services and the National Human Trafficking Reporting Hotline number administered by the United States Department for Health and Human Services.Personnel Expense Reimbursement Provided the Superintendent/designee has given prior approval to incur necessary and appropriate expenses, the Board shall reimburse school personnel for school related travel when such travel is a required part of the duties of the employee or for schoolrelated activities approved by the Superintendent and, when appropriate, the School Council. Travel expenses of school-based personnel in SBDM schools shall be paid from Council funds. In the case of expenses reimbursed from internal accounts, the Principal shall be the authority for approving reimbursement. Travel expenses for guests of employees shall not be reimbursed.The expense reimbursement process shall require documentation of the funding source/category used to pay expenses for all approved trips.The Board will be responsible only for actual expenses. Allowable expenses are:MileageActual mileage between official work stations within the school system and actual mileage for trips outside the school system which have been approved by the Superintendent and the Council in SBDM schools will be reimbursed at the rate of forty-five (45) cents per mile (after September 1, 2008) when the employee uses his/her own vehicle.MealsA thirty dollar ($30) meal allowance will be provided per day with an overnight stay for District related purposes. For example: a one (1) night stay equates to a $30 reimbursement.Reimbursement FormTravel vouchers shall be submitted within 45 days of the travel. No requests for travel reimbursement will be considered unless filed on the proper form and accompanied by itemized receipts. Also provide a copy of the approved Professional Meeting Request Form with the Travel Voucher Form.Without proper documentation, individuals shall not receive reimbursement, and, if it is determined that reimbursement was made based on incomplete or improper documentation, the individual may be required to reimburse the District.Reimbursement GuidelinesA Professional Leave Attendance Request Form authorizing expenditures shall be completed and on file in the Central Office three (3) days prior to the requested leave date.No more than one (1) name is to be listed on each request form. Each employee shall request reimbursement for their expenses only.Out of pocket expenses with receipts/invoices shall be attached to the travel expense form, which is to be completely calculated and totaled. Omission of requested information will delay the payment of your request. The travel expense form must be signed by the appropriate personnel.No personal tips shall be allowed. If gratuities are necessary for some service, they are to be explained with an attachment to the reimbursement request.Travel/Expense Vouchers shall be presented to the Business Office by the 15th day of the month for approval at regular board meeting for that month. All requests submitted after this date will be approved for payment the following month.If expense reimbursement request shows use of a credit card, please redact any and all numbers that reflect your personal identification account codes.In the event there is no school after a regular board meeting, travel checks will be mailed to the address that we have on file in the business office.Approved PD request shall be attached to any/all expense/travel vouchers. Reimbursement will not be approved without this attachment.All requests for reimbursement must be submitted within 45 days of attendance. Failure to submit within proper timeline will result in denial of request.Purchase Order GuidelinesBEFORE any items may be purchased and charged to a school/district account, a purchase order must be approved. Purchase orders must contain:Approved Vendor selected from KPC Bid List, or other approved bid list(state where)Complete information as to item description, amount, catalog number, name of company, etc. Shipping charges. If shipping charges have been waived, note this in the box where charge should be. Note who approved waiver when plete information as to whom and where the items are to be shipped.Signature in requesting teacher box.Principal/supervisor signature (along with date of signature) for approval.Proper MUNIS or School Activity Fund coding to ensure codes are charged accurately.REMINDERSPurchase orders may not be added to or changed in any way without prior approval by the person authorized to sign the purchase order.The purchase order is not valid if not signed PRIOR TO PURCHASE.Always note on your purchase order if you will not accept backorders or substitute items.Principal/supervisor will send to Business Office for approval and PO number.No purchase order is valid without signatures by authorized personnel. When the order is received, please check carefully. School personnel should not send packing slips to the Business Office.Invoices should be submitted for payment as soon as possible after the purchase.Failure to follow this process will result in individual making payment for items ordered and received.NO INVOICE WILL BE APPROVED FOR PAYMENT UNTIL THE PINK COPY OF THE PURCHASE ORDER AND ONE (1) COPY OF THE INVOICE ARE RECEIVED IN THE BUSINESS OFFICE.PROCESS LOCATIONS (Central Office)Fund 1 (SBDM, Maintenance, Transportation, Central Office) purchase orders are processed by Lisa Bear.Fund 2 (IDEA, FRYSC’s, Competitive Grants) purchase orders are processed by Lisa Bear.Fund 2 (Title I, ESS, Textbooks, Technology, Vocational Education, Professional Development) purchase orders are processed by Vicki Lovins.School Activity Fund purchase orders are processed by Kim Fyffe.Food service purchase orders are processed by Barb Gullett.Aesop - Substitute Teacher Call-Out GuidelinesPlease review the Aesop Quickstart Guides and/or watch the Basic Training Videos located on the District website at greenup.k12.ky.us for instructions on using the Aesop system.Any questions concerning Aesop can be directed to Treva Bates during business hours at Greenup County High School, (606) 473-9812.Maintenance Request GuidelinesThe Maintenance Work Order Request will be submitted via Maintenance Work Order Form and can be accessed from the District website. If assistance is needed, an employee can contact the Maintenance Department at 473-9229 or by visiting the district website at greenup.kyschools.us and click on the link in “District”, “Forms”, “Work Order (Maintenance)”.Click on “District”Click on “Forms”Click on “Work Order (Maintenance)”Complete the form and submit. The form will then be forwarded to the Maintenance Department.Telephone requests will be considered in cases of emergency. School personnel should not contact the maintenance staff individually for services. All request forms are kept in the Maintenance Office for future reference.Technology Request GuidelinesFor assistance with technology related issues, visit the district website at greenup.kyschools.usClick on “District”Click on “Forms”Click on the “Work Order (Technology)”Complete screen and click the “Submit” buttonThe form will be forwarded to the School Technology Coordinator. If the STC cannot resolve the issue, a district technology assistant will be notified. If assistance is needed, an employee can contact the IT Department at 473-6946 or by visiting the district website at greenup.kyschools.us and click on the link in “District”, “Forms”, “Work Order – (Technology)”.Social Media Guidelines GCSD employees are held to high professional standards. Always keep the best interests of students, schools, and the district in mind when posting on social media. Take a minute to think about and proofread your posts before publishing them. Don’t write or repost anything you would not mind reading on the front page of the newspaper or hearing on the news. When in doubt, consult Board policies/procedures 8.2323 and 8.2323 AP.21 and the GCSD Bond of Professionalism for additional guidance. Maintain separate professional and personal social media accounts. Staff use of social media for personal communications unrelated to their employment must be kept completely separate from employment-related social media use. Guidelines for Professional AccountsProfessional accounts (employees, coaches, etc) may be used to communicate with students regarding a class, club, team, activity or event, and must be used in a manner consistent with Board Policy 8.2323. In order to establish a professional account, you must complete 8.2323 AP.21 and submit it to your immediate supervisor for approval.Social media posts intended for students should be formal and professional in tone and language and should not include photos or images unrelated to the professional purpose of the communication.Social media communications may never include confidential information about other students or staff.When posting photographs, make sure students included in the picture have completed the proper release form.When publishing or distributing information on a district/school affiliated social media page, the following posts are prohibited: product advertisements; political lobbying or religious promotion. Guidelines for Personal AccountsStaff members are highly discouraged from inviting or accepting student “friend” or follower requests on personal social media sites or platforms. DO NOT POST PICTURES OF STUDENTS ON YOUR PERSONAL ACCOUNT. You may post photos of public events on your personal accounts (athletic events, etc.)Social media communications may never include confidential information about other students or staff.Unsolicited communications from students that do not relate to legitimate school matters must be reported to superiors in the district.Staff members are cautioned against using personal social media accounts to “friend” parents of students who are not family members or close personal friends. It is recommended that staff redirect parents to their professional accounts or school/district accounts.Text Messaging/Instant MessagingTexting or instant messaging students is discouraged except when absolutely necessary and should always include third-party adults. Teachers, coaches or any GCSD employee should only text or instant message a student regarding a school-sponsored class, club, team, activity or eventIf you plan to text or instant message students, you must complete form 8.2323 AP.21 prior to contact.Continuing Contract of Employment - Certified(Sample)This contract of continuing employment made and entered into this the 1st day of July 2020by and between the Greenup County School District of Greenup, Kentucky, hereinafter called the District and MERGEFIELD NAME ?NAME?, a teacher holding a Kentucky certificate issued in accordance with the laws of Kentucky and now in force, hereinafter called Teacher, as defined KRS 161.720.WHEREAS, the Superintendent of the District did appoint said Teacher for continuing employment at a salary to be determined annually by the Teacher’s qualifications and by a salary schedule to be adopted by the District and approved by the State Board for Elementary and Secondary Education, andWHEREAS, KRS 161.730, 161.720, and 161.810 provide for continuing contracts with each district for teachers who are qualified by the terms of said law; andNOW, THEREFORE, THIS CONTRACT WITNESSETH:That pursuant to said appointment and in consideration of the said salary to be paid in the manner and at the times prescribed by law, and of the salary for any and all subsequent school terms to be fixed annually by the District according to law and to be paid in the manner and at the times prescribed by law, the Teacher agrees to perform in a thorough and professional manner all of the duties of said position and employment under the direction of the superintendent of the District, and further agrees to observe faithfully and enforce the rules and regulations lawfully prescribed by legally constituted school authorities in so far as such rules and regulations may be applicable to the position which each teacher holds.THE PARTIES HERETO MUTUALLY AGREE:The services to be performed by the Teacher shall be such as are required by law, by the lawful rules and regulations of the State Department of Elementary and Secondary Education, and by the lawful rules and regulations of the District.The duties to be performed are to commence on the first day required by the school calendar adopted or amended by the District and approved by the State Department of Education for the school year, for the number of days required by such calendar, to end no later than June 30 of the school year, in such school or schools.The services to be performed under this contract shall begin on the dates herein specified and shall be continued from year to year for the respective school terms prescribed from year to year by the District or any other legally constituted authorities.This continuing contract of employment shall remain in full force and effect, subject to all the provisions set forth, except as modified or terminated by mutual consent, in writing, of the Board or local Superintendent, as applicable, and the Teacher, and unless terminated with written notice, stating cause or causes, to the Teacher under KRS 161.790 or by written resignation of the teacher. The expression “Cause or Causes” as used in this paragraph, in addition to those contained in KRS 161.790, shall mean failure on the part of the Teacher to fulfill this contract, or a violation on the part of the Teacher of any of the lawful provisions herein.The power of the District to transfer, suspend or dismiss the Teacher as provided in KRS 160.380, 161.170, 161,760, and 161.790, or other applicable statutes, is in no manner impaired or affected by this contract.This contract shall not operate to prevent the suspension of the services of the Teacher based upon the lack of a need for said services. In case of the suspension of the Teacher on account of the lack of need of the services of the Teacher, it shall be done pursuant to the provisions of law relating to suspension of teachers contracts as provided in KRS 161.800.The Teacher shall receive from year to year the benefit of all provisions of law relating to increase of teacher’s salaries in accordance with the lawful salary schedule of the District and amount of experience or by reason of certificate or degree issued or conferred by an approved institution of learning.The salary shall be payable no later than the end of each month during the period of employment and/or in accordance with a plan adopted by the District in compliance with state law and the lawful rules and regulations of the State Board for Elementary and Secondary Education.The Teacher shall be at all times subject to any and all laws now existing, or that may hereafter be lawfully enacted relating to the fixing of salaries of teachers, the increase or decrease of such salaries, and the length of the school term.The Teacher shall be entitled to sick leave days, both current and accumulated, which come within the meaning of conditions set out in, or enacted by the District pursuant to KRS 161.155.This contract shall terminate if, at the beginning of any school term, the Teacher does not hold a valid teacher’s certificate covering the period of such term; provided, however, that if at the end of the preceding school term the Teacher shall have been the holder of a certificate then in force and effect, but which shall thereafter expire, and if such certificate then be eligible for renewal, and if renewal thereof shall have been prevented by personal illness of the teacher, or by other just cause beyond the control of Teacher, the Teacher shall be allowed to pursue renewal with the Department of Education, and the operation of this contract shall be suspended until an approvable application for renewal is on file with the Department of Education.The Teacher shall keep such records and reports and furnish same to the District Superintendent at regular periods designated by him, state law, the lawful rules and regulations of the State Board for Elementary and Secondary Education and the lawful rules and regulations of the District.This contract shall go into full effect if and only if the Teacher assumes his or her duties for the 2020/2021 school year. WITNESS the following signatures as of the day, month and year first above written. ____GREENUP COUNTY SCHOOLS__________By__________________________________________ Superintendent____________________________________________ Teacher KDE/MIC ApprovedLimited Contract of Employment - Certified(Sample)Pursuant to KRS 161.730, this contract is made and entered into this the 1st day of July 2020 by and between the Greenup County School District, Greenup, Kentucky, herein called the District and MERGEFIELD FirstName ?FirstName? MERGEFIELD LastName ?LastName?, a teacher holding a Kentucky teacher’s certificate in accordance with section 161.020 of the Kentucky Revised Statutes, and now in force, hereinafter called the Teacher.WITNESSETH: THAT SAID TEACHER HAS BEEN DULY APPOINTED BY THE SUPERINTENDENT OF THE DISTRICT IN THE PUBLIC SCHOOLS OF GREENUP, KY. FOR ONE YEAR. THE PARTIES TO THIS CONTRACT HEREBY AGREE TO THE FOLLOWING CONDITIONS.The services to be performed by said teacher shall be such as are required by the Kentucky Revised Statutes, by the lawful rules and regulations of the State Board for Elementary and Secondary Education, and the lawful rules and regulations of the District.The duties to be performed are to commence on the first day required by the school calendar adopted or amended by the District and approved by the State Department of Education for the school year, for the number of days required by such calendar, to end no later than June 30 of the school year in such school or schools.For and in consideration of the services provided for by this contract teacher shall be paid a salary in accordance with his or her qualifications and the salary schedule adopted by the District and approved by the State Board of Elementary and Secondary Education for the year coming within the limits of this contract.Said salary shall be payable not later than the end of each month during the period of employment and/or in accordance with a plan adopted by the District in compliance with state law and the lawful rules and regulations of the State Board for Elementary and Secondary Education.The teacher shall be entitled to sick leave, other leave and fringe benefits in accordance with state law, the lawful rules and regulations of the State Board for Elementary and Secondary Education, and the lawful rules and regulations of the District.The teacher shall keep such records and reports and furnish same to the District Superintendent at regular periods designated by him/her, state law, the lawful rules and regulations of the State Board for Elementary and Secondary Education, and the lawful rules and regulations of the District.The power of the District to transfer, suspend or dismiss the teacher, as provided for in KRS 160.380, 161.170, and 161.790, or other applicable statutes, is in no manner impaired or affected by this contract.This contract shall remain in full force subject to all provisions herein set forth, unless and until terminated in compliance with KRS 161.170, 161.750, 161.780 and 161.790, or other applicable statutes.WITNESS the following signatures as of the day, month, and year first above. ________GREENUP COUNTY_SCHOOLS____ By__________________________________________, SUPERINTENDENT_____________________________________, Teacher KDE/MIC ApprovedContract for Employment – Classified Salary(Sample)This contract is entered into this 1st day of July, 2020 by and between the Greenup County School District Board of Education, whose address is 45 Musketeer Drive, Greenup, KY and MERGEFIELD First_Name ?FIRST NAME ? MERGEFIELD Last_Name ?LAST NAME?, whose address is MERGEFIELD City ?City? MERGEFIELD State ?State?.WITNESSETH:The District agrees to employ the Employee subject to the following conditions:The duties to be performed are to begin on July 1, 2020 as required by the Superintendent and for the number of days stipulated, but under no circumstances are they to extend beyond the fiscal year ending June 30, 2021.THE DISTRICT AGREES:To pay the Employee a yearly salary of MERGEFIELD Annual_Salary ?Annual_Salary?. The Employee’s normal daily work schedule must be approved by their immediate supervisor.That any work done in addition to the conditions specified must follow established board policy for that job title.To pay the Employee for his/her services at the pay period time shown in this item and for the period of time covered by each pay period as shown in this item. AS REGULATED BY BOARD POLICY----EVERY TWO WEEKS.To provide the Employee access to a copy of the State laws, Kentucky Administrative Regulations, and the District’s regulations and policies that pertain to the Employee’s responsibilities.To provide the Employee with training required for State certification, if applicable, and any other training the District deems necessary for the Employee to carry out his/her duties.To direct the principals of the schools, the teachers, and other school personnel to provide their reasonable cooperation to the Employee in performing his/her tasks.To provide the Employee with written policies outlining:Terms and conditions of employmentEmployee rights and procedures for layoff or reduction of employees, if any.Fringe benefitsDiscipline guidelinesDue processTo evaluate the Employee annually by his/her immediate supervisor in a manner approved by the District. The employee shall be provided a copy of the evaluation form.THE EMPLOYEE AGREES:To abide by the State laws, Kentucky Administrative Regulations and the District’s regulations and policies that pertain to his/her responsibilities.To be under the general supervision of the Superintendent, who, in accordance with the State law, has exclusive authority to hire, assign, transfer, or dismiss the Employee. The Employee shall report directly to his/her immediate supervisor who has direct supervisory authority over the Employee.To report for work at times specified by the District.To wear clean clothes and to present a clean personal appearance.If requested by the District, to provide a certificate from a physician designated by the District attesting to his/her physical fitness to perform duties assigned. This certificate is to be provided prior to commencing duties.Contract for Employment – Classified(Sample)This contract is entered into this 1st day of July 2020, by and between the Greenup County School District Board of Education, whose address is 45 Musketeer Drive, Greenup, KY and MERGEFIELD First_Name ?First_Name? MERGEFIELD Last_Name ?Last_Name?, whose address is MERGEFIELD City ?City?, MERGEFIELD State ?State?.WITNESSETH:The District agrees to employ the Employee subject to the following conditions:The duties to be performed are to begin on July 1, 2020 as required by the Superintendent and for the number of days stipulated, but under no circumstances are they to extend beyond the fiscal year ending June 30, 2021.THE DISTRICT AGREES:To pay the Employee a yearly salary of MERGEFIELD Annual_Salary ?Annual_Salary?. The Employee’s working schedule shall be established in writing by his/her immediate supervisor.That any work done in addition to the conditions specified must receive prior approval of Supervisor and that the Employee will be paid for any overtime at an hourly rate of time and a half.To pay the Employee for his/her services at the pay period time shown in this item and or the period of time covered by each pay period as shown in this item: AS REGULATED BY BOARD POLICY------EVERY TWO WEEKS.To provide the Employee access to a copy of the State Laws, KentuckyAdministrative Regulations, and the District’s regulations and policies that pertain to the Employee’s responsibilities.To provide the Employee with training required for State certification, if applicable, and any other training the District deems necessary for the Employee to carry out his/her duties.To direct the principals of the schools, the teachers and other school personnel to provide their reasonable cooperation to the Employee in performing his/her tasks.To provide the Employee with written policies outlining:Terms and conditions of employment.Employee rights and procedures for layoff or reduction of employees, if any.Fringe BenefitsDiscipline guidelinesDue processOVERTIME is Defined As Any Work in Excess of 40 HOURS PER WEEK.To evaluate the Employee annually by his/her immediate supervisor in a manner approved by the District. The employee shall be provided a copy of the evaluation form.THE EMPLOYEE AGREES:To abide by the State laws, Kentucky Administrative Regulations, and the District’s regulations and policies that pertain to his/her responsibilities. To be under the general supervision of the Superintendent, who, in accordance with State law, has exclusive authority to hire, assign, transfer, or dismiss the Employee. The Employee shall report directly to his/her immediate supervisor who has direct supervisory authority over the Employee.To report for work at times specified by the District.To wear clean clothes and to present a clean personal appearance.If requested by the District to provide a certificate from a physician designated by the District attesting to his/her physical fitness to perform duties assigned. This certificate is to be provided prior to commencing duties.If requested by the District, to complete the training required for State certification and any other training required by the District.To not report for work when his/her physical condition is such that it would impair the ability of the Employee to carry out his/her duties.To notify the person or persons designated by the District as far in advance as possible when the Employee is unable to report to work and to give a legitimate reason for not reporting for work.To utilize tools, equipment, and school property in accordance with the manufacturer’s use and/or installation data. Alterations shall not be made without authorization by the District.To utilize tools, equipment, and school property issued or authorized by the District.To satisfactorily perform all duties specified in the job description.Other Agreements:MUTUAL AGREEMENT:It is agreed by the District and the Employee that this contract ends June 30, 2021, and is subject to renewal at the discretion of the Superintendent.It is agreed by the District and the Employee that the District may terminate this contract for any reason specified in the written policies provided the Employee as referred to under Number Seven of the section titled “District Agrees”.It is agreed to by the District and the Employee that the Employee may terminate this contract by giving the District at least ten (10) days written notice.This contract and the applicable attachments and references shall constitute the full agreement between the parties. No other document, publication, or oral statement may change the terms and conditions of this contract.GREENUP COUNTY BOARD OF EDUCATION ______________________________ Employee’s Social Security Number ___________________________________ ______________________________ Superintendent’s Signature Employee’s Signature____________________________________ ______________________________ Date DateJob Description - Elementary Classroom TeacherQualifications Holds a bachelor’s or higher degree and the required Kentucky certificate for the assigned position.Has demonstrated the ability to work effectively with students.Has demonstrated the ability to communicate with students, parents, and faculty effectively.Reports to: PrincipalJob Goal To create a flexible elementary grade program and a class environment favorable to learning and personal growth; to establish effective rapport with pupils; to motivate pupils to develop skills, attitudes and knowledge needed to provide a good foundation for elementary education, in accordance with pupil’s ability; to establish good relationships with parents and with other staff members.Performance Responsibilities Teaches reading, language arts, social studies, mathematics, science, art and health to pupils in a classroom, utilizing the course of study adopted by the Board.Instructs pupils in citizenship and basic subject matter as specified in state law and administrative procedures of the district.Develops daily lesson plans and instructional materials and provides individualized and small group instruction in order to adapt the curriculum to the needs of each pupil. Translates lesson plans into learning experiences so as to best utilize the available time for instruction.Prepares daily lesson plans or maintains a plan book. When an absence is anticipated by the teacher, he/she shall leave the plan book or lesson plan(s) along with instructions for the substitute teacher with the Principal. Due to the fact that an absence may be of an emergency nature, the teacher shall leave the plan book or lesson plan(s) in the top desk drawer of his/her desk at the close of the school day.Establishes and maintains standards of self and pupil behavior needed to achieve a functional learning atmosphere in the classroom.Evaluates pupil’s academic and social growth, keeps appropriate records and prepares progress municates with parents through report cards, notes, conferences and other means to discuss pupil’s progress and interpret the school program.Identifies a pupil’s needs and cooperates with other professional staff members in assessing and helping pupils solve health, attitude and learning problems.Creates an effective environment for learning through functional and attractive displays, bulletin boards and interest centers.Maintains professional competence through in-service education activities provided by the District and other self-selected professional growth activities.Participates cooperatively with the appropriate administrator to develop the method by which the teacher will be evaluated in conformance with District guidelines.Selects and requisitions books and instructional aids; maintains required inventory records. Is responsible for supervising pupils in out-of-classroom activities during the assigned working day.Administers group-standardized tests in accordance with District testing program and uses the results in subsequent lesson planning.Participates in curriculum development activities to improve the instructional programs.Participates in faculty committees and in the sponsorship of pupil activities.Performs other duties consistent with the position assigned as may be requested by the Principal. Job Description – Middle or High School TeacherQualifications Holds a bachelor’s or higher degree and the required Kentucky certificate for the assigned position.Has demonstrated the ability to work effectively with students, peers and adults.Has demonstrated the ability to communicate effectively with students, parents and faculty.Reports to: PrincipalJob Goal To help students acquire the knowledge, skills and attitudes that society feels will contribute to their development into mature, able and responsible men and women.Performance Responsibilities Meets and instructs assigned classes in the location at the times designated using courses of study developed by the faculty and approved by the board. Works with faculty and colleagues to develop instructional programs that meet the individual needs, interests, and abilities of the students.Maintains a classroom environment that is conducive to learning and appropriate to the maturity and interests of the students.Prepares for classes assigned and shows written evidence of preparation by maintaining a plan book or lesson plan(s). These plans plus any instructions are to be used by the substitute teacher when the teacher is absent. When an absence is anticipated by the teacher, the teacher shall leave his/her plan book or lesson plan(s), along with instructions for the substitute teacher with the Principal. Due to fact that an absence may be of an emergency nature, the teacher shall leave the plan book or lesson plan(s) in the top desk drawer of his/her top desk at the close of each school day.Guides the learning process through the translation of Board approved curriculum goals and develops clear learning objectives to meet the goals.Employs a variety of instructional techniques and instructional media consistent with the physical limitations of the location provided and the needs and learning styles of the individual or groups involved.Strives to implement by instruction and action the district’s philosophy of education and instructional goals and objectives.Assesses the accomplishments of students on a regular basis and provides progress reports to students and reports to parents as required. Assesses the learning needs of students on a regular basis, seeking the assistance of District specialists as required.Takes all necessary and reasonable precautions to protect students, equipment, materials and facilities.Maintains accurate, complete and correct records and safeguards their confidentiality as required by law, District policy and administrative procedures.Plays a supportive role in implementing all policies and rules governing student conduct for the classroom and school-related activities as set forth by the Student Code of Conduct.Makes provision for being available to students and parents for education-related purposes outside the instructional day.Plans and supervises purposeful assignments for teacher aide(s) and volunteer(s) and, cooperatively with department heads evaluates their job performance.Strives to maintain and improve professional competence by participating in planning/implementing in-service education activities, taking college courses, developing special projects, etc.Attends staff meetings, serves on staff committees and participates in the sponsorship of pupil activities.Maintains a professional awareness of current literature related to assignment, including working knowledge of state and federal law, board policy and administrative regulations.Performs other duties consistent with the position assigned as may be requested by the Principal.Job Description - Guidance Counselor QualificationsHolds a valid Kentucky certification appropriate for elementary guidance.Has a minimum of three years of successful teaching experience.Has a master’s degree and advanced graduate course work in guidance counseling or curriculum (preferred).Has demonstrated ability to communicate effectively with students, parents, faculty and administration. Has training and experience in test administration an interpretation.Has experience in working with Special Education Admission and Release Committees.Reports to: PrincipalJob Goal To help students overcome problems that impede learning and assist them in making educational, occupational, and life plans that hold promise for their personal fulfillment as mature and responsible men and women.Performance Responsibilities (elementary and/or middle)Assists in the preparation of the annual Guidance Plan required by the state.Assists in the evaluation of the guidance program annually for the State Department.Works with the faculty on instruction and curriculum.Counsels students regarding strengths and weaknesses and helps them to make decisions and choices.Attends group guidance sessions.Provides personal counseling for the students.Is responsible for testing and interpreting results to students, parents, faculty and community as appropriate.Maintains individual student inventory folders containing results of observation, tests, counseling sessions, etc.Serves on Admission and Release Committees for Special Education placement.Makes referrals to school supportive services and community agencies as appropriate.Obtains and distributes current information regarding career and environmental education and the training necessary for each. Cooperates with teachers and principals regarding students with special attendance and behavioral problems.Assists students and faculty in the evaluation of guidance services..Assists in the planning of in-service education programs.Performs other duties consistent with the position assigned as may be requested by the Principal. Performance Responsibilities (high school) Assists annually in preparation of State Required Guidance Plans.Assists in an annual evaluation of the program for the State Department of Education.Participates with faculty regarding instruction and curriculum development. Assists in the planning of in-service programs.Counsels students regarding strengths and weaknesses and helps them make decisions and choices. Leads group guidance sessions.Offers personal counseling to students.Is responsible for administering tests and interpreting the results to students, parents, faculty and community as appropriate.Maintains individual student inventory folders containing results of observations, tests, conferences, counseling sessions, etc.Serves on Admission and Release Committee for Special Education placement. Is responsible for making referrals to school supportive services and community agencies as appropriate.Obtains and distributes current information regarding occupations and the training necessary for each.Obtains and distributes current information regarding college admissions, program requirements, financial assistance, housing, etc.Works with teachers and principals regarding students with special attendance and/or behavioral problems.Performs other duties consistent with the position assigned as may be requested by the Principal.Job Description - LibrarianQualifications Holds a bachelor’s or higher degree in library science.Holds a valid Kentucky certificate as a librarian.Has demonstrated ability to work effectively with students, faculty and administration.Reports to: PrincipalJob Goal To provide all students with an enriched library environment containing a wide variety and range of materials that will invite intellectual growth and to aid all students in acquiring the skills needed to take full advantage of library resources.Performance Responsibilities Operates and supervises the library to which assigned. Establishes and supervises procedures for evaluating, selecting and requisitioning new library material.Assists teachers in the selection of books and other instructional materials, and makes library materials available to supplement the instructional rms teachers and other staff members concerning new materials the library acquires.Maintains a comprehensive and efficient system for cataloging all library material and instructs teachers and students on use of the system.Arranges for interlibrary loan of materials of interest or use to teachers. Works with teachers in planning those assignments that are likely to lead to an extended use of library resources.Promotes appropriate conduct of students using library facilities.Helps students develop habits of independent reference work and skills in the use of reference materials in relation to planned assignments.Participates in curriculum meetings at the school and district levels.Counsels with and gives reading guidance to students who have special reading problems or unusual intellectual interests.Arranges frequently changing book-related displays and exhibits designed to increase student interest.Prepares, recommends to the Principal and administrators the library budget.Supervises and evaluates library aides in the performance of their duties. Participates actively in library and other educational and professional associations on the local, state, and national level.Disposes of obsolete and worn materials from the collection on an annual basis and maintains a complete inventory.Supervises the clerical routines necessary for the smooth operation of the library. Performs other duties consistent with the position assigned as required by the Principal.Acknowledgement FormI, _________________________________________, have reviewed a copy of the 2020-2021 Employee Handbook issued by the Greenup County School District. I agree that I reviewed this handbook in detail, consulted District and school policies and procedures, and asked my Principal/supervisor if I had any questions concerning its contents.I understand and agree:That this handbook is intended as a general guide to District personnel policies and that it is not intended to create any sort of contract between the District and any one or all of its employees;That the District may modify any or all of these policies, in whole or in part, at any time, with or without prior notice; andThat in the event the District modifies any of the policies contained in this handbook, the changes will become binding on me immediately upon issuance of the new policy by the District.I understand that as an employee of the District I am required to review and follow the policies set forth in this Employee Handbook and I agree to do so._________________________________________ __________________________Signature of EmployeeDateReturn this signed form to the Central Office. ................
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