2015-16 faculty handbook

SUTTON PUBLIC SCHOOLS
FACULTY HANDBOOK
2015-2016
Dana Wiseman: Superintendent
Brandy Thompson: Secondary Principal
Travis Lockyer: Elementary Principal
2015-2016
TEACHER HANDBOOK
Sutton Public Schools
TABLE OF CONTENTS
Foreword
Section 1
Section 2
Section 3
Section 4
Intent of Handbook
School Mission Statement
Members of the Board of Education
Sutton Staff
Article 1 – School Calendar & Schedules
Section 1
Section 2
Section 3
Section 4
School Calendar
Severe Weather and School Cancellations
Contract Days
Make-Up Days
Article 2 – Employment, Compensation and Benefits
Section 1
Section 2
Section 3
Section 4
Section 5
Section 6
Section 7
Section 8
Section 9
Section 10
Section 11
Employment
Assignments
Personnel File
Grievances and Complaints
Compensation
Extended Contract Pay
Benefits
Payroll and Payroll Deductions
Expense Reimbursement
403(b) Salary Reduction Agreements
Overtime
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6
7
8
8
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11
12
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15
15
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15
16
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Article 3 – Absences
Section 1
Section 2
Section 3
Section 4
Section 5
Section 6
Sick and Personal Leaves
Payroll Deductions for Absences in Excess of Paid Leave
Long Term Personal Leave
Jury Duty
Military Leave
Family and Medical Leave Act
Article 4 - Duties and Responsibilities
Section 1
Section 2
Section 3
Section 4
Section 5
Section 6
Section 7
Section 8
Section 9
Section 10
Section 11
Section 12
Section 13
Section 14
Section 15
Hours of Work & Meetings
Arrival to Duty Assignments
Leaving School
Lesson Plans
Substitute Teachers
Daily Class Records
Classroom and School Procedures
Supervision of Students
Managing Student Conduct
Dispensing Medication
Reporting Child Abuse
Student Use of Copy Machines
Coffee/Pop in Classrooms
Attendance at Student Academic Meetings
Transportation of Students
Article 5 – Personal & Professional Conduct
Section 1
Section 2
Section 3
Section 4
Section 5
Section 6
Section 7
Professional Ethics Standards
Evaluations
Role Model
Relationships
Professional Attire
Private Tutoring
Outside Employment
Article 6 – Academic Matters
Section 1
Section 2
Section 3
Section 4
Section 5
Purpose and Goals of Academic Achievement
Teaching to Student Understanding to Assure Learning
Instruction in the Curriculum
Measuring and Reporting Academic Achievement
Parent-Teacher Conferences
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Article 7 - Use of School Facilities and Equipment
Section 1
Section 2
Section 3
Section 4
Section 5
Section 6
Section 7
Section 8
Section 9
Section 10
Section 11
Section 12
Section 13
Section 14
Section 15
Section 16
Section 17
Drug-Free Workplace
Smoke and Tobacco-Free Workplace
Weapon-Free Workplace
Use of District Computer Network and Internet
*Internet Safety and Acceptable Use Policy
Use of School Facilities
Care of School Property
Use of Telephone
Visitors
Salespersons
Security of Desks, Lockers, Etc.
Security Alarm
Bulletins and Announcements
Copyright and Fair Use Policy
Lost and Found
Safety
Housekeeping
Article 8 –Activities and Activity Accounts
Section 1
Section 2
Section 3
Section 4
Section 5
Section 6
Activity Accounts
Activity Fund Raising
School Activities Calendar
School Events
Requests for Travel
Field Trips
Article 9 - State and Federal Programs
Section 1
Section 2
Section 3
Section 4
Section 5
Section 6
Section 7
Section 8
Section 9
Section 10
Section 11
Section 12
Notice of Nondiscrimination
Designation of Coordinators
Anti-discrimination & Harassment Policy
Grievance Procedure for Persons with a Disability
Confidentiality of Student Records (FERPA)
Disclosure of Student Information to Military Recruiters and Colleges
Disclosure of Staff Qualifications
Student Privacy Protection
Parental Involvement
Homeless Students
Breakfast and Lunch Programs
Confidentiality of Protected Health Information
Addendum to Sutton Public Schools Employee Handbook
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Appendixes
Appendix A
Appendix B
Appendix C
Appendix D
Appendix E
Appendix F
Appendix G
Appendix H
COBRA Notice
FLSA Notice
FMLA Notice
EEOC Notice
Professional Growth
Grievance Procedure
Policy Prohibiting Harassment of Students
Negotiated Agreement
A-1
B-1
C-1
D-1
E-1
F-1
G-1
H-1
Receipt of Teacher Handbook
Page
Receipt Form- Back Cover
5
Sutton Teacher Handbook
2015-2016 School Year
FOREWORD
Section 1 Intent of Handbook (this is what is referred to as a contract disclaimer)
Welcome to Sutton Public Schools. This handbook is intended to be used by teachers and other
certificated staff to provide general information about Sutton and to serve as a guide to the District’s
policies, rules, and regulations, benefits of employment, and performance expectations.
References in this handbook to “teachers” are intended to apply to all certificated staff. This
includes administrative staff to the extent the handbook deals with professional expectations and conduct.
Each teacher is responsible for becoming familiar with the handbook and knowing the information
contained in it. Although the information found in this handbook is detailed and specific on many topics, the
handbook is not intended to be all encompassing so as to cover every situation and circumstance that may
arise. This handbook is intended to supplement other documents that deal with your employment,
including your employment contract, the negotiated agreement between the Sutton Public Schools and the
Sutton Education Association, and the policies and regulations of the Board of Education. In reading this
handbook, please understand that where a direct conflict exists, state or federal law, the negotiated
agreement, and Board policies and regulations will control.
This handbook does not create a “contract” of employment. Staff positions and assignments which
do not legally require a certificate or are otherwise not protected by the teacher tenure laws may be ended
or changed on an “at will” basis notwithstanding anything in this handbook or any other publication or
statement, except for a contract approved by the Board of Education.
The administration will be responsible for interpreting the rules contained in the handbook and shall
have the right to make decisions and make rule revisions at any time. Should a situation or circumstance
arise that is not specifically covered in this handbook, the administration will make a decision based upon
applicable school district policies, state and federal statutes and regulations, and the best interests of the
District.
This handbook will be in effect for the 2015-2016 and subsequent school years unless replaced by
a later edition.
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Section 2
School Mission Statement
Sutton Public Schools and You—Teaming up to Educate our Youth for Future Success.
Vision Statement
Teachers, Students, Parents, Community – building the foundation of our future by creating an environment
where students are provided the skills needed to become life long learners.
The mission of Sutton Public Schools is to provide its students with equitable opportunities for an essential
education in an efficient manner. An essential education is one that enables students to reach the following
outcomes:
● Proficient in meeting the State’s academic content standards and essential learnings and such
additional standards as are established by the Board of Education
● Successful at each educational level and in transitioning between those levels from early
childhood through postsecondary education and/or career entry
● Effective in functioning in and contributing to our culturally diverse democratic society
The District seeks to provide an essential education by developing and maintaining:
● Qualified and competent administrative, teaching, paraprofessional, and operational staff;
● Integrated, planned curriculum that prepares students to achieve state standards and such
additional standards as are established by the Board of Education and to reach the student
outcomes identified above;
● Comprehensive support programs and services that meet the diverse needs of students;
● Safe, clean and supportive facilities and learning environments;
● Implementation of a curriculum that meets the following:
• Is based on state standards in reading, writing, speaking, listening, mathematics,
science and social studies/history and essential learning in visual and performing arts,
world languages, technology, health and physical education, and career and technical
education and such additional standards; as are established by the Board of
Education;
• Is appropriate for the developmental level of the students;
• Addresses diverse learning needs;
• Instills a passion for learning and the importance of life-long learning;
• Develops problem solving and critical thinking skills, decision making skills, data
gathering, and critical use of information;
• Develops expected work ethics, as well as group participation and leadership skills;
• Incorporates character education and multicultural education, including respect for
diversity;
• Provides for application of technology in all learning areas;
• Provides access to advanced courses; and
• Is organized in a schedule that is functional and meets student needs in all curriculum
areas.
● Providing a supportive learning environment which includes:
• a welcoming and inviting environment that is emotionally safe, nurturing, supportive,
and disciplined; that promotes respect, trust, integrity, and regard for self and others;
and that honors diversity;
learning as the central purpose with students engaged in meaningful, relevant, and
productive learning experiences; and
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•
Implementation of policies and practices that result in an orderly environment with
emphasis on consistent school-wide positive behavior.
Section 3 Members of the Board of Education
Section 4
Section 5
Name
Contact Information
Lee Nuss –President
773-4251
Sara Nuss-Secretary
773-4383
Chris Sterns– Vice President
773-4216
Joel Nuss
773-5454
Jerry Overturf
773-4379
Michael Thompson
773-4504
Administrative Staff
Name
Position
Dana Wiseman
Superintendent
Brandy Thompson
Secondary Principal
Travis Lockyer
Elementary Principal
Teachers and Counselors Staff
Name
Department
Grades
Jesse Bower
Vocational Agriculture
7-12
Jordan Engle
Mathematics
7-12
Shawna Hanson
English
7-12
Lynn Hofmann
English/Speech
7-12
Adam Kuntz
Social Studies
7-12
Jon Ladehoff
Mathematics
7-12
Zach Parrish
Computer, Technology
7-12
Craig Rafert
Social Science
7-12
Steve Ramer
Industrial Technology
7-12
Josh Rapp
Physical Education/Driver’s ED
7-12
7-12 Staff
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Owen Schernikau
Science
7-12
Nancy Schlautman
FCS/Health
7-12
Jon Yost
Science
7-12
Michelle Brogren
Spanish
K-12
Barrett Epp
Art
K-12
Kelsey Knehans
ELL
K-12
Ahlona Landauer
Media
K-12
Kelsey Linabery
Vocal Music
K-12
Kymbre Veilleux
Instrumental Music
5-12
Chad Wiseman
Elementary PE, Weight Train
K-12
Sharon Zoucha
Guidance Counselor
K-12
Jeanette Althouse
Grade 5
5h
Jenna Engle
Kindergarten
K
Keshae Freese
Grade 3
3rd
Vincent Friesen
Grade 1
1st
Ron Gerber
Grade 6
6th
Robin Griess
Title I
K-6
Jennifer Johnson
Grade 3
3rd
Kristi Ladehoff
Grade 5
5th
Hailey Parr
Grade 2
2
Tessa Parrish
Grade 6
6th
Diana Ramer
Grade 1
1
Michelle Schmer
Kindergarten
K
Tarin Wademan
Grade 4
4th
K-12 Staff
K-6 Staff
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Special Education Staff
Melinda Ehly
Special Education
K-12
Michelle Kreutzer
Speech Language Pathology
K-6
Kim McElfresh
Special Education
K-6
Susan Peterson
Early Childhood Teacher
Pre-K
Taylor Roth
Special Education
K-6
Monica Smith
Special Education
7-12
Sue Spongberg
Special Education
K- 6
Name
Building
Position
Lorannie Griess
Secondary
Para-Professional
Ilene Kirk
Elementary
Para-Professional
Shannon Mendez
Secondary
Para-Professional
Karen Ramsey
Elementary
Library Para-Professional
Megan Schonscheck
Elementary Early childhood
Para-Professional Pre-K
Vicki Softley
Elementary
Para-Professional
Kandi Slocum
Elementary
Para-Professional
Mary Wolzen
Secondary
Library Para-Professional
Section 6
Support Staff
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Article 1 – SCHOOL CALENDAR AND
SCHEDULES
Section 1: School Calendar 2015-2016
Aug. 10:
Football Practice Begins
Aug. 17:
Volleyball Practice Begins
Aug. 14, 17, 18:
Teacher In-service
Aug. 19:
First Day of School
Aug 25:
School Picture Day
Sept. 7:
Labor Day No School
Sept. 16:
Teacher In-Service 10:00 start
Sept. 28 & Oct. 1:
Parent-Teacher Conference 5:00-8:30 Dismiss @ 2:00
Oct. 2:
No School Teacher Comp day
th
Oct. 8 :
School Picture Re-take day
Oct. 9:
End First Quarter (35.75 Student Days)
Oct. 12:
No School – Teacher In-Service
Oct. 13:
Begin 2nd Quarter
Nov. 11:
Teacher In-Service 10:00 Start
Nov. 25:
Dismiss @ 2:00
Nov. 26 & 27:
No School – Thanksgiving Vacation
Dec. 21 & 22:
7-12 Semester Tests Dismiss @ 2:00
Dec. 22:
End 2nd Quarter (48.75 Student Days)
Dec. 22:
End 1st Semester (84.5 Student Days)
Dec. 23-27:
NSAA Moratorium; No Athletics Practices Allowed
Dec. 23-Jan. 4:
No School – Christmas Vacation
Jan. 5:
Students Return Begin 2nd Semester
Jan. 20:
Teacher In-Service 10:00 start
Feb. 19:
No school – Teacher In-Service
Mar. 4:
No School-Teacher Comp Day
Mar. 7 & 8:
Parent Teacher Conference 5:00-8:30 p.m. Dismiss @ 2:00
Mar. 10:
End of 3rd Quarter (45.75 student days)
Mar. 11:
No School – Spring Break
Mar. 14:
Teacher In-Service 10:00 start
Mar. 15:
Begin 4th Quarter
Mar. 25, 28
No School-Easter Vacation
May 10:
Seniors Last Day
May 14:
Commencement 4:00 p.m.
May 17 & 18:
7-12 Semester Tests Dismiss @ 2:00
May 18:
Last Day of school for Students Dismiss at 2:00
End 4th Quarter (45.75 student days)
End of 2nd Semester (91.5 days)
May 19:
Teacher Work Day
176 Student Days
9 Teacher Days
185 Contract Days
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Section 2
Severe Weather and School Cancellations
The Superintendent of schools is authorized by the Board of Education to close public schools in case of
severe weather. Representatives of the Superintendent’s staff will notify local news media when inclement
weather warrants such action. The information is broadcast regularly by radio station KAWL/KTMX (1370
AM/105FM, television station KHAS (Channel 5), KLKN Channel 8, KOLN/KGIN channel 10/11 and
www.cancellations.com. Utilization of the county emergency management system called Code Red will
occur when determined. Code Red is a mass communication system.
Decision to Close Schools. A decision to close school is made when forecasts by the weather service and
civil defense officials indicate that it would be unwise for students to go to school. If possible, a decision
about the next school day will be made by 9 P.M. for announcements during the 10 P.M. news. An early
decision is not always possible because of uncertain weather conditions. School officials will make periodic
assessments of conditions during the night and will decide early in the morning (by 6 A.M. if possible). In
any case, an announcement will be made to the news media when schools will be closed. In some
instances, schools will be open, but certain services may be cancelled. Some staff may be designated as
being required to come to school even in the event of a school closing.
After School Starts. Every attempt will be made to avoid closing school once classes are in session. In
some instances closing school during the day is inevitable if children are to safely return home before the
brunt of a major storm hits. In these cases as much advance notice as possible will be given. If school is
closed during the day staff will be notified and parents will be notified via media broadcast. Teachers will
be responsible for remaining with students until all students have safely left school or the administration has
made arrangements for remaining students.
Parent Decisions. Parents may decide to keep their children at home in inclement weather because of
personal circumstances. Students absent because of severe weather when school is in session will be
marked absent. You should treat the absence like any other absence for legitimate causes provided
parents properly notify the school of their decision. Parents may pick up their children in inclement weather
(except in case of a tornado) at any time during the school day. Students will not normally be dismissed
from school on the basis of a telephone request.
Emergency Conditions. Sutton Public Schools has a signal which, when activated, includes the necessity
to either evacuate the building or to move to safer areas of the building. All regular drills are held as
required by law through the school year. There are plans for Emergency Exit system, Tornado Warning
System, and Critical Incident Response. School officials are not permitted to release students from
the school building during a tornado warning. In the event of an emergency exit alert of tornado
warning, you should implement the school’s established procedures. Emergency plans are posted in every
room in the school.
Section 3
Contract Days
Teachers are contracted for 185 days (hereinafter referred to as the “contract year”). Such contract days
shall be serviced by individual teachers on varying schedules as established by the Board of Education and
administration.
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Section 4
Make-up Days
In the event teachers are not required to report for duty due to inclement weather conditions or other
circumstance where by a day is canceled, such days shall not be credited as a contract day served. Makeup days may be scheduled by the administration during the contract year as needed to allow all teaching
staff to serve the full number of contract days.
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ARTICLE 2- EMPLOYMENT, COMPENSATION, & BENEFITS
Section 1
Employment
A teacher is employed by Sutton Public Schools when the teacher signs the Teacher’s Contract and the
Board of Education approves such contract of employment. The teacher’s employment continues absent
action by the administration or the Board of Education to non-renew, terminate, amend or cancel the
teacher’s employment contract with the school district, or action by the Board of Education to accept a
resignation of employment.
On or after March 15 of each school year a teacher may be requested to accept employment for the next
school year and shall be required to signify such acceptance as may be designated in the notice. It is
important for teachers to respond to the request to signify acceptance as a failure to signify acceptance of
employment by the designated date shall constitute cause for amendment of termination of the teacher’s
contract. A teacher signifies acceptance of employment for the next school year when the teacher signs
the Teacher’s Contract or a “Contract Renewal Agreement.”
Should a teacher wish to resign from employment the teacher should give written notice of resignation to
the Superintendent. The request to resign will be acted upon by the Board of Education. Mid-year
resignations and resignations given late, after the “Teacher’s Contract” or a “Contract Renewal Agreement”
is signed for the following school year can present significant planning problems for the District. If a midyear resignation is submitted, or a resignation for the following school year is submitted after the teacher
has signified acceptance of employment for the next school year, the Board of Education may act to not
accept the resignation unless a suitable replacement can be found. The District will enforce the continuing
contract of teachers accepting employment for the next school year under the provisions of Neb Rev. Stat.
§79-820.
Section 2
Assignments
The professional duties to be performed by a teacher with the District shall be subject to assignment by the
Superintendent of the District with the approval of the Board of Education. A teacher will be expected to
devote full time during days of school to the teacher’s position and to diligently and faithfully perform the
assigned duties to the best of the teacher’s professional ability. Job descriptions, where available, provide
additional information about the position duties.
In addition to the normal duties traditionally required of teachers, a teacher may be assigned such “extra
duty” assignments to support the extra-curricular programs of the District, which shall be upon such terms
and conditions and at such additional rate of compensation as the Teacher and the District may agree upon
or as set forth in the negotiated agreement. The extra-curricular program of the school district is an integral
part of the overall educational program of the school district. As such, a teacher shall not unreasonably
refuse to accept such extra-duty assignments. In addition, performance in an extra duty assignment is a
part of the evaluation of the teacher’s overall performance to the District.
Section 3
Personnel File
The District will follow the requirements of state and federal law and regulation with regard to a teacher’s
personnel file, including but not limited to Neb. Rev. Stat. § 79-8,109.
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Section 4
Grievances and Complaints
Teacher grievances regarding wages, hours, and conditions of employment shall be governed by the
grievance or complaint procedure in this handbook. All other employment related grievances or complaints
shall be addressed through the administrative chain of command following the process set forth in board
policy.
Section 5
Compensation
Regular Salary and Extra-Duty Compensation. Compensation is paid only as authorized by the Board of
Education. Teachers are paid a salary based on placement on the salary schedule set forth in the
collectively bargained negotiated agreement between the District and the collective bargaining agent for the
certificated teaching staff (referred to in this handbook as the “negotiated agreement”), and the extra-duty
salary schedule also incorporated into the negotiated agreement.
Changes in Salary Schedule Placement. Changes in a teacher’s placement on the salary schedule shall
be governed by the provisions of the negotiated agreement. Teachers are expected to provide the
Superintendent with a transcript for all graduate hours earned for purposes of advancement on the salary
schedule on or before September 1 of the school year in which such hours are to be credited for the
teacher’s placement on the salary schedule. Failure to timely provide an official transcript from the postgraduate institution of the graduate hours earned will result in a loss of such credit for such school year.
Salary Payments. Salary is payable over twelve equal installments. Teachers will be paid on the 15th of
the month, or the last preceding school day, if the 15th falls on a vacation or week-end day. In emergency
cases exceptions may be made, subject to the approval of the Board or Superintendent. Upon separation
of a teacher’s employment, or upon fulfillment of the contract, the teacher may, at the option of the Board,
be paid all salary due in one lump sum.
Additional compensation over and above regular compensation, extra-duty pay and supplemental pay shall
be disbursed as it is earned and deductions from compensation due to unpaid leave shall be taken out as
they are reported to the payroll office. Reimbursements for mileage or other expenses will be considered
separate from compensation.
Section 6
Extended Contract Pay
Extended contract for any teacher beyond the number of contract days established by the Board of
Education for the school year shall be paid on a per diem basis for such teacher’s extended time.
Section 7
Benefits
Teachers are provided benefits in accordance with the negotiated agreement, group health insurance plan
requirements, and the school district’s Section 125 Plan document. Teachers shall make annual fringe
benefit elections by September 1 of each school year. Should a teacher fail to make such election, the
teacher election from the immediately preceding school and contract year shall be continued. Each teacher
is responsible for informing the Office of the Superintendent in writing of any changes in benefit status.
Continued health insurance benefits are available through COBRA subject to certain qualifying
requirements. A Notice of COBRA Continuation Coverage Rights is attached to this handbook as Appendix
“A.” The Health Insurance Portability and Accountability Act (HIPAA) provides rights and protections for
participants and beneficiaries in group health plans. HIPAA includes protections for coverage under group
health plans that limit exclusions for preexisting conditions; prohibit discrimination against employees and
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dependents based on their health status; and allow a special opportunity to enroll in a new plan to
individuals in certain circumstances. HIPAA may also give you a right to purchase individual coverage if
you have no group health plan coverage available, and have exhausted COBRA or other continuation
coverage. Further information may be obtained from the Plan Administrator of the group health plan.
Section 8
Payroll and Payroll Deductions
Salary and benefits are paid in accordance with the individual employment contracts and negotiated
agreement. Payroll deductions shall be made in accordance with law and the negotiated agreement.
Section 9
Expense Reimbursement
Reimbursement for authorized mileage will be paid to teachers required to drive their own vehicles during
their regular scheduled working hours between two or more work sites. Claims for reimbursement should
be submitted to the Superintendent. The allowable rate shall be governed by negotiated agreement, unless
otherwise required by law. The District is not liable for physical damage to employee vehicles.
Materials necessary for instruction are provided by the District. If teachers need additional materials for
instruction or school-related purposes, the request should be made to the Principal.
Reimbursement for purchase of materials or for meals or other expenses related to travel must be
submitted to and approved by the Superintendent. The request for reimbursement should include receipt
or a voucher sufficient to establish that the expense was actually incurred and that the expense was
reasonable and related to a school-purpose. Expense claim forms are available at the Superintendent’s
office. Teachers shall obtain written approval from the Superintendent for anticipated expenses for which
the teacher will incur for a professional activity and for which the teacher wishes to be paid by the school
district.
Section 10
403(b) Salary Reduction Agreements
The District will cooperate with any teacher who chooses to participate in an investment program under an
Internal Revenue Code Section 403(b) provided that the certificated employee executes a "Salary
Reduction Agreement" provided by the District. As of 2009-10 all accounts will be managed by Waddell
and Reed. .
Section 11
Overtime
Teaching professionals are classified as exempt from overtime under the Fair Labor Standards Act (FLSA).
The overtime exemption for teaching professionals is not dependent on whether the employee is paid on a
“salary basis.” Exempt employees are not eligible for overtime or compensatory time. A publication
provided by the federal government which provides more information about the FLSA is attached as
Appendix “A” to this handbook.
Any non-exempt employees must receive prior approval from their supervisor to work additional hours
beyond their regular work schedule. Non-exempt employees must be paid for each hour worked in excess
of 40 hours in a work week. The regular work week is from 12:00 a.m. on Monday through 11:59 p.m. on
Sunday. The administration may establish a different 7-day period workweek from time to time for specified
employees or employee groups.
Overtime pay for non-exempt employees will be paid at the rate of not less than 1½ times the employee's
regular rate of pay for hours worked in excess of the 40 hour work week. Employees with two or more nonexempt positions may be eligible for overtime pay based upon the total number of hours worked in one
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work week. If applicable, the employee and the Superintendent will agree upon the overtime rate, in
compliance with FLSA regulations. A non-exempt employee may request compensatory time in lieu of
overtime pay, with approval of the employer, with the rate figured as 1½ times the number of hours worked
in excess of 40 hours in any work week. Compensatory time may be accumulated up to 40 hours upon
approval by their supervisor. Any accumulation of compensatory time over 40 hours must be approved by
the Superintendent. The FLSA limits the accumulation of compensatory time to 240 hours.
The District’s policy is to not permit improper deductions from the salary of exempt employees who are
required to meet a “salaried basis” test for the exemption to be applicable. (Teaching professionals are not
subject to the “salaried basis” test). An employee who feels an improper deduction affecting exemption
status has occurred may submit a complaint to the Superintendent or the Superintendent’s designee, who
shall promptly investigate the complaint. Reimbursement shall be made and a good faith commitment to
comply in the future will be given in the event it is determined that an improper deduction affecting overtime
exemption has been made.
The District’s policy is to authorize unpaid disciplinary suspensions of a full day or more for infractions of
workplace conduct rules and to apply such policy uniformly to all similarly situated employees, including
exempt employees who are required to meet a “salaried basis” test for the exemption to be applicable.
Unpaid disciplinary suspensions of a partial day or of a full day or more may be implemented for infractions
of safety rules of major significance.
Deductions of pay of a partial day or of a full day or more may be made for FMLA leaves and in the first and
last weeks of employment. In addition, based on principles of public accountancy, deductions from pay of a
partial day or of a full day or more will be made for absences for illness, injury or personal reasons when
accrued leave is not used or not available, and for absences due to any budget-required furlough.
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Article 3 – ABSENCES FROM WORK
Section 1
Paid Leave - Sick and Personal Leaves
Teachers are provided with paid sick and personal leaves (professional leaves, bereavement leaves, etc.)
in accordance with the negotiated agreement. During such paid leaves, teachers shall continue to receive
all salary and fringe benefits called for by the negotiated agreement.
The leaves provided by the District are to be used for the purpose intended. Abuse of leave privileges
affects the students, other staff, and the entire District and will not be tolerated.
Requests for Leave
Advance reporting of the need to take a leave and having effective lesson plans and materials prepared
and readily available for the substitute are important.
A teacher who becomes ill and is unable to work is to contact the building principal before 6:30 A.M..
Before the end of the school day on the first day of the sick leave, and on each subsequent day of absence,
a report should be made to the Principal as to whether the teacher will be able to return to duty on the next
duty day. This notice should be provided no later than 3 P.M. each day. For illnesses or medical
situations where the need for the leave can be determined in advance, the teacher is to make such
advance report of need for leave as possible.
For personal and other leaves, a Request for Leave form is to be submitted to the Principal at least five
school days prior to the leave, or such other advance notice as is practicable under the circumstances.
Return from Leave
Upon return from leave, teachers are to review information supplied by the substitute teacher as to
progress made in the class and any student behavior concerns. The substitute should be contacted
directly if the written information supplied is not adequate. A teacher who is absent for any period of time
because of injury requiring care from a physician or health care provider, or for a period of one week or
more due to illness, may be required to present a written statement to the Principal from the teacher’s
physician or health care provider stating that the teacher is physically able to return to duty. If requested,
this statement is to be presented in person before the teacher returns to duty in order that the present stage
of convalescence can be observed and discussed.
Section 2
Payroll Deductions for Absences in Excess of Paid Leave
Should a teacher be absent from work in excess of the teacher’s accumulated sick leave or other paid
leaves called for in the negotiated agreement, the teacher’s salary and fringe benefits (including the cost of
premiums for group health insurance) shall be reduced by the day or days of work missed on a per diem
basis calculated using the number of days missed as the numerator, and the number of total contract days
for the school years as the denominator; e.g. one day missed = 185th of total salary and fringe benefits.
Section 3
Long Term Personal Leave
A teacher may apply to the Board of Education for a long term personal leave from the teacher’s duties.
The Board of Education will consider such requests on a case-by-case basis. No leave of absence shall
extend beyond one school year. All long term personal leave shall be without pay except for the payment
of health insurance benefits as may be required under applicable state or federal laws.
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Section 4
Jury Duty
A teacher who is summoned for jury service shall promptly notify the Principal & Superintendent of such
summons. The teacher’s salary will continue during time spent in jury service, and no deduction of leave
time shall occur, except that the District may reduce the pay by an amount equal to any compensation,
other than expenses, paid by the court for jury duty. Teachers are to notify the Superintendent of the
amount received for such jury duty and provide the school with a check for the amount received for jury
duty minus any expenses incurred for such duty.
If a teacher, upon reporting for jury duty in the morning, is dismissed from jury duty for the remainder of the
day, the teacher is to report for duty and resume duties for the balance of the day. When a teacher is
entirely dismissed from jury duty, the teacher is directed to report for duty and the substitute will be
dismissed.
Teachers are expected to promptly notify the Principal of any other form of legal summons which may
require an absence from duty. In the event the summons involves a school-related matter, the matter shall
be treated similar to a jury duty absence. In the event the summons involves a personal matter, the
teacher will be required to use available personal leave days or pay dock days.
Section 5
Military Leave
Teachers who are members of the National Guard, Army Reserve, Naval Reserve, Marine Corps Reserve,
Air Force Reserve, or Coast Guard Reserve (hereinafter, “reserves”), are entitled to a military leave of
absence from their respective duties, without loss of pay, when employed with or without pay under the
orders or authorization of competent authority in the active service of the state or of the United States for
not to exceed fifteen work days in any one calendar year. Such leave of absence shall be in addition to the
regular annual leave of the persons named herein.
When the governor of this state shall declare that a state of emergency exists, and any teacher who is a
member of the reserves is ordered to active service of the state, the teacher shall be granted a state of
emergency leave of absence until released from active service by competent authority. The leave of
absence shall not be a military leave of absence; other forms of leave may be granted. The teacher shall
receive normal salary or compensation minus the state active duty base pay the teacher receives in active
service of the state.
Section 6
Family and Medical Leave Act
The Family and Medical Leave Act (FMLA) provides for 12 weeks of job-protected unpaid leave in a
12-month period to eligible employees in specified circumstances. A publication provided by the federal
government which provides more information about FMLA leaves is attached as Appendix “C” to this
handbook. Some specifics regarding FMLA leave at Sutton:
a. The plan year for FMLA is a rolling year. A rolling year is a 12-month period measured
backward from the date an employee last used any FMLA leave.
b. Employees will be required to substitute remaining applicable paid leave prior to
using unpaid leave. In other words, the total of job-protected paid and unpaid leave is
12 weeks.
If you need to take an FMLA leave, or have any questions regarding an FMLA leave, you should contact
the Superintendent.
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Article 4 – DUTIES AND RESPONSIBILIITES
Section 1
Hours of Work & Meetings
Regular, dependable attendance at work is an essential function of a teacher’s employment position.
The Board of Education recognizes that teachers' responsibilities to their students and their profession
generally involve the performance of duties and the commitment of time beyond the normal working day,
but also recognizes that teachers and other educational professionals are entitled to regular time and work
schedules on which they can rely in the ordinary course of events and which will be fairly and evenly
maintained to the extent possible throughout the school system.
The elementary and secondary have differing starting and ending times for the student day. Certificated
employees assigned to a building are to spend seven hours and 35 minutes on site, excluding lunch break
(30-minute lunch). The Principal will determine the length of time prior to and after the student class
schedule for staff to be on-site in order to meet the required seven hours and 35 minutes. Staff may leave
the building earlier when approved by the building principal.
Certificated employees are required to serve on playground, lunchroom and hall supervision as designated
by the Principal. The Principal will attempt to make an equitable distribution of such assignments and
professional staff shall assume such duties as part of their work and agreement of employment.
Teachers shall attend meetings called by the Superintendent of Schools, principals, department heads and
team leaders, except those meetings, which are designated for optional attendance.
Section 2
Arrival to Duty Assignments
Full-time teachers have a designated on-site workday of 7 hours 35 minutes. Teachers are to be in the
building by no later than 7:55 A.M., to be in their classroom no later than 8 A.M., and to remain on duty until
4 P.M., (4:30 P.M. if requested by administration for a meeting and etc.). Teachers and other certificated
employees who are part-time or work on adjusted schedules are to be in the building at least 30 minutes
before their class or assigned duty begins, and to be in their classroom or assigned duty area at least 10
minutes before their class or assignment begins. During the school day, teachers are to be in their
assigned classroom before each period begins to assure that students are supervised within the classroom.
Section 3
Leaving School
Teachers are to be on duty at all times during the school day. Teachers are considered on duty even during
designated planning periods. An uninterrupted lunch period of not less than 30-minutes each day is
provided to teachers during which they are not assigned teaching, supervisory, or other duties. Teachers
who leave the school during the designated lunch period must check out with the Principal’s office.
Teachers may not leave school during duty hours without approval of the Principal. If the absence has
been approved, the teacher must check out with the Principal’s office when leaving, and check back in with
the Principal’s office upon return. Teachers who need to leave during the school day for reason of illness
or emergency are to check out with the Principal’s office and make sure that a responsible person has been
notified of their unexpected absence so student coverage may be provided.
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Section 4
Lesson Plans
Teachers will prepare written lesson plans, which cover at least one week of advance instruction. The plans
must be in the form as required by the building principal. Please keep the plan book, including lesson
plans, class rosters, etc. in the substitute teacher file folder as instructed by building principal. If that is not
possible, the plan book should be kept in a place in which the plan book will be readily available in the
teacher’s absence. Lesson plans are due to the Building Principals per their request.
The lesson plans must be sufficiently clear in establishing objectives and related activities so that a
substitute teacher or other staff member not familiar with previous classroom activities or progress easily
uses them. The information must give specific reference to other instructional sources immediately
available which will enhance the instructional lesson.
Section 5
Substitute Teachers
A substitute teacher will, when necessary, be hired to take the place of a teacher who is absent from duty.
Teacher's plans must be complete. Each teacher is required to have the following on or near his/her desk
at all times:
1. Lesson plans
2. Daily schedule
3. Up-to-date seating charts
4. Class list
5. Fire and tornado drill procedures (See Sutton Schools Emergency Response Manual)
6. Special duties and directions
Section 6
Daily Class Record
Every teacher is required to keep a complete and easily understandable written record of the attendance
and achievement of every student. This class record must be kept current and include the following
minimum information in a readily understandable fashion:
1.
2.
3.
4.
5.
The names and any assigned student numbers of all students enrolled in the class at the
beginning of the semester.
The name and date of entry for each student who enrolls after the semester opens.
The date of withdrawal for each student who withdraws from the class previous to
the close of the semester--dropouts or early withdrawals.
A complete record of the attendance of each student enrolled showing:
A.
Days on which the student was tardy.
B.
Days on which the student was absent, with a differentiation between
excused and unexcused absences.
A complete report of all recorded grades for each student. There is no minimum
requirement for the frequency of recorded grades (or for the giving of written lessons or
examinations). Be sure that you test frequently enough and that you record grades
frequently enough to readily and realistically justify the term and final grades, which are
reported to parents.
Upon request a student's individual record in the teacher's class record shall be made available for review
or copying. Information relating to other students should not be allowed to be seen by other students or
parents.
21
Because the entries in the class record constitute a source of original entry for information which may be
needed in the absence of the teacher, teachers are required to deliver the teachers' class records to the
Principal at the close of the school year for filing in the permanent records. Teachers who return to Sutton
Public Schools and who wish to refer to the previous year's class record book may request the return of the
class record book. Such books shall again be brought to the office for permanent filing when the teacher is
finished with them, or at the close of the current term.
Section 7
Classroom and School Procedures
Teachers are expected to adhere to the following classroom and school procedure in the performance of
their duties:
1. Text Book and Room Inventory
All school purchased materials must be inventoried with the building bookkeeper or
secretary. Textbooks are to be numbered and either have cards in pockets or a form for
writing the name of the student whom the book is assigned. Teachers should keep good
records of who has which book. At the start of the year, note condition of the textbook on
the inventory sheet and keep this sheet. When a book is turned in, again note its
condition, and if the book shows abuse (other than normal wear) assess a fine according
to the schedule in the student handbook. Insist that students put covers on their books by
the end of the first week after receiving them.
2. Use of Teacher Aides
Teacher aides provide valuable assistance in the educational process and allow teachers
to carry out their responsibilities in a more efficient and effective manner. A teacher aide
must not, however, assume teaching responsibilities. The teacher must maintain the role
of leadership and responsibility for the students, with the teacher aide in a supportive role.
Teacher aides may be used to assist the teacher by, among other tasks, assisting with
instructional activities under the direction of the teacher, helping to supervise students,
copying tests and other written material, organizing class materials, and preparing bulletin
boards. Teacher aides are to work only on their assigned work days and within their
assigned work day. If the teacher desires the aide to work
hours other than the assigned work hours or assigned work day, contact the administration
for approval.
3. Use of Student Aides
Student aides are to be directly supervised by the teacher and are not to leave the building
or be in the halls or anywhere they are not being supervised. Student aides are not to be
used to assist the teacher by helping supervise another student, grade tests or class work,
calculate student grades or record grades. Keys are NEVER to be given to students,
whether they are student aides or not. A student aide should not be present and assisting
a teacher without another adult present after the end of regular teacher duty hours.
4. Checking Out of Equipment
All equipment must be checked out through the building principal. All school equipment
may be used only for school purposes. No school equipment may be directed to the
personal use of a teacher or another District employee.
5. Requisition of Equipment and Supplies
Books and supplies, which are needed for instruction should be requested through the
Superintendent’s office. No equipment or supplies ordered through the District may be
directed to the personal use of a teacher or another District employee.
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6. E-mail
Each teacher will be assigned a school e-mail address for purposes of intra-school and
inter-school e-mail correspondence. Teachers should check for e-mail through out the
day, and should timely respond to e-mails which require a response, but should avoid
checking and responding to e-mails during instructional time. Use of the District’s e-mail
system for personal communications should be limited, and is subject to the rules
governing overall computer usage found in Board policy and this handbook.
7. Teacher Mail Box
Each teacher will be assigned a mailbox located in the high school office or elementary
work room. Teachers should check for mail each morning and also later in the school day,
if possible. If something requires an answer, teachers are responsible for responding
promptly. Teacher mailboxes are to be limited to communications regarding school
business.
8. Teachers Meetings
Teachers’ meetings for Elementary and Secondary Staff will be held when necessary as
determined by each building Principal. ALL teachers are expected to be present for the
meetings, unless they are excused by the building principal.
Section 8
Supervision of Students
Proper supervision of students is an important responsibility for teachers and other adults responsible for
our students. Teachers and other adults responsible for student supervision are expected to meet the four
“P’s” for student supervision and safety.
1.
Proper Supervision
• Report to all duty assignments on time.
• Circulate through your duty area. Pay particular attention to areas and activities that
pose an increased risk of injury.
• Be vigilant while supervising students. Never leave your classroom unattended; the
need to make a copy is not greater than the need to supervise your students. If an
emergency requires that you leave your classroom, request that another nearby staff
member cover your class, or notify the office so someone can provide assistance. If
you are on recess duty, your responsibility is to supervise the students in your
assigned area. When talking with other adults or students, remember that your
primary duty is supervision and make sure you are aware of what all students who you
are to be supervising are doing.
• If you have seen or have been informed that a particular student has a propensity to
act dangerously or in an unpredictable manner, your supervision of that student must
increase with the known risk of injury. (Remember, though, that this type of
information may be confidential—do not share confidential information about students
except with other staff who need to know the information to perform their jobs).
• Be careful with touching students. Use of corporal punishment is prohibited at Sutton
Public Schools. Touching students should be limited to that necessary to protect the
student from harm (e.g., falling from playground equipment) and that which
professional educators determine appropriate for purposes of proper student
relationships.
• Be careful with your language. Profanity or abusive language should not be used by
you. Be a good role model for students. If a student uses such language, you should
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correct the student and take such disciplinary action as is appropriate, which may
include making a report to administration.
2.
Proper Instructions
• Proper instructions are important to reduce the risk of injury when students undertake
an activity, especially an activity that has an increased risk of harm to students.
• Repeat the instructions on how to complete a task that has a heightened risk of danger
as often as needed. Do not assume because students heard the directions once that
they will be remembered.
• When you go over safety rules with students note it in your written records (e.g., your
lesson plan book or daily reports).
• Review playground and classroom safety rules with students at least once each
semester and note when you do it in your written records. Also, if any students are
absent when you review the rules contact the student(s) to review the same
information and also note that contact in your written records.
3.
Proper Maintenance of Buildings, Grounds, and Equipment
• Conduct periodic inspections of equipment under your control or in your area of
supervision.
• If equipment is broken and presents a risk of injury, immediately take it out of service
(if it can’t be moved, tape a “Do Not Use” sign) and notify the office so those repairs
may be undertaken.
• Check your communication devise (whether it be a school phone in your supervision
area, a walkie-talkie, or a cell phone) periodically to make sure you can communicate
with the office immediately in the event of an emergency.
4.
Proper Warnings
• If you have knowledge of a hazard that can likely cause injury, take steps to warn
other staff and students. Tell the office so additional warnings may be given.
Contact the Office for Assistance
The office administration should be contacted immediately when a situation exists which could
cause injury to students or others. Examples include:
• student fight
• student health problem (fainting, bleeding, high temperature, difficulty breathing, etc.);
if the office can not be immediately located, call 911 if the problem appears to be of
immediate and serious concern
• a report or a suspicion that a student has a weapon or other dangerous item or drugs,
alcohol, or other illegal substances
• presence of an intruder (a non-student or non-staff member who refuses to go to the
office)
Student Searches
Office administration should be contacted before performing searches of students or their
belongings. You may direct a student suspected of having an item in violation of school rules to
wait with you until another adult is present, or to follow you to the office if you can leave your
assigned area without causing risk of harm to others. Do not use physical force to detain the
student or to make the student accompany you except as reasonably necessary to protect the
student or others.
Student Rights
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Students should be treated fairly and given the same treatment without consideration of race, color,
religion, gender, or disability. Students who need special accommodations should be given those
accommodations as needed for them to participate in school and
school activities. Further, students have the right to have their school records kept confidential.
Such information should be shared only with other school staff with a need to know the information
to perform their duties.
Section 9
Managing Student Conduct
Discipline is everyone's responsibility. It begins with the student being responsible for his/her own behavior
and understanding the consequences it may cause. The teacher is responsible for articulating classroom
expectations at the beginning of the school year, implementing the classroom expectations on a consistent
basis, and being familiar with the student handbook. All staff is responsible for all students in the hallways,
in the rest rooms, at assemblies, at pep rallies, and during lunch. Consequences for inappropriate behavior
may include students making up time before or after school, a student or a parent conference, or a referral
to an administrator.
The following guidelines will assist in maintaining appropriate student conduct and complying with the
process required for student discipline.
1.
2.
3.
4.
5.
6.
7.
8.
9.
On the first day of class make students aware of classroom expectations. Students will
accept them if they know in advance and if they are fair and consistent. Students often
appreciate giving input on classroom rules. These expectations should be in writing. Give
one copy to the students, post one copy in the room and provide one copy for the
principal.
It is important to document student behavior in your classroom, calls to parents, referrals,
and/or communications with a student.
If, after attempts to improve student behavior, the problems continue, talk to the student’s
counselor or the Principal about possible alternatives in discipline procedures. Be
attentive and respond to “bullying.”
If a student continues to cause problems, inform the administration for disciplinary action
using the approved reporting forms. Be sure to state the problem clearly and expectations
in terms of assistance, as at times the student’s and teacher’s stories are different. Be
prepared to provide documentation.
Follow up on any referral. The student may not go to the principal or the counselor when
sent. The administrator will inform the teacher of the consequences.
Refer students with continued and significant behavioral problems to the student
assistance team for a determination of whether the student is in need of special services.
Contact the counselor if you have questions as to the procedure.
Talk with other teachers about the classroom management techniques they use to
establish an atmosphere conducive to learning in their classroom. A large repertoire of
classroom management techniques always enhances learning.
Read and understand the student handbook and the student conduct rules of the District.
Use good judgment when dealing with difficult situations involving students. Physical
confrontation generally escalates tense situations. Corporal punishment is prohibited in our
school district and is not to be used. Physical force may only be used to the extent
reasonably necessary to protect the student, yourself and others, and to protect property
as may be reasonable.
25
10.
Violations of student rules which are also violations of state law are required to be reported
to law enforcement. Make a report of such conduct to the Principal so this law may be
followed.
Section 10
Dispensing Medication
Teachers are not permitted to give any medication to students unless trained under the Medication Aid Act,
Neb. Rev. Stat. §71-6718 to 71-6743. Students who need to take prescription medicine must have a
signed parent release form on file in the office. Medications are to be taken in the presence of the office
staff, the nurse, or medication aide and are to be stored in the office. Medical procedures are not to be
administered in the classroom except in accordance with the District’s Safety and Security Management
Plan and the District’s Emergency Protocol (asthma/anaphylaxis protocol).
If students must take medication and/or perform medical procedures prescribed by a duly licensed
physician during school hours, it is the responsibility of the parents or guardians to sign permission to
dispense the medicine at the school and to submit a note or prescription from the physician authorizing the
medicine and/or medical procedure. School district personnel will not administer medicine, including over
the counter medicine, without this signed form and note or prescription. Any medication brought to school
needs to be properly labeled. The label should include the following information: Student’s name, name of
medication, dosage needed, and time of dispensing the medication.
Section 11
Reporting Child Abuse
Nebraska State Law and school policy mandates school officials to make a report to the proper law
enforcement agency or the Department of Health and Human Services (Child Protective Services) when
there is reasonable cause to believe that a child has been abused or neglected, or a child is in a situation
which would reasonably result in abuse or neglect. According to Nebraska State Law, abuse or neglect
means knowingly, intentionally, or negligently causing or permitting a minor child to be:
(a) Placed in a situation that endangers his or her life or physical or mental health;
(b) Cruelly confined or cruelly punished;
(c) Deprived of necessary food, clothing, shelter, or care;
(d) Left unattended in a motor vehicle if such minor child is six years of age or younger;
(e) Sexually abused; or
(f) Sexually exploited by allowing, encouraging, or forcing such person to solicit for or engage in
prostitution, debauchery, public indecency, or obscene or pornographic photography, films, or
depictions.
Teachers are to inform their principal of their concern and the principal will decide whether reasonable
cause is present and a report will be filed on behalf of the school. If the principal does not feel there is
reasonable cause the teacher has every right to file the report without fear of reprimand or repercussion,
but the teacher must understand that they are filing a report without the support of the school.
It is vital that the report be made as accurately and as soon as possible. To assure accuracy, you are
encouraged to document the date of the incident and specific statements or explanations made by a child
regarding an abuse/neglect concern. Timeliness in making a report will assist in minimizing further risk to
the child by allowing the police or Child Protective Services workers to interview the child during the school
day and prior to an evening or weekend. In cases of physical injury (e.g., bruising or other marks), it is
essential the police observe and document the injury. A counselor, the school social worker or an
administrator will help you.
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Section 12 Student Use of Copy Machines
Teachers should not send students to the office to use the copy machine, as students are not permitted to
run the copy machines. The copy machine is heavily utilized without student use. The more people who
use the machine the more likely it is to break down. Therefore, only adult staff members are to use the
machine. Faculty should plan in advance and avoid sending students to the office to ask the secretary to do
copy work for them. Whenever possible, teachers should run their own copies. (This is not a responsibility
of the office secretary.)
Section 13 Coffee/Pop in Classrooms
Teachers should not drink pop/coffee in their classrooms during their assigned teaching time. If you have
pop/coffee in your room during a time when students are not scheduled to be in your room that is
acceptable.
Section 14
Attendance at Student Academic Meetings
Teachers will be expected to attend all meetings of an academic nature, which involve students. For
example, I.E.P. meetings, which are scheduled during the school year, will require the attendance of the
instructors of the student involved.
Every attempt will be made to schedule meetings at a time most convenient for everyone involved. These
attempts may still require teachers to adjust their schedule so they can be present at the time of the
meeting.
Section 15
Transportation of Students
Under most circumstance students will be transported by school vehicles for school activities. If school
vans or other small vehicles are utilized then staff members must adhere to the following policies that are a
part of NDE Rule 92:
• Under NO CIRCUMSTANCES are students to ride in the back of a pick-up truck, trailer,
or trailer-mounted equipment.
• District employees and other personnel are permitted to operate district vehicles only when
approved and authorized by the district.
All employees who drive a district vehicle must have a valid Nebraska driver’s license
•
•
•
Never leave the vehicle without checking the vehicle’s interior in search of any forgotten, sleeping,
or injured passengers.
If a personal vehicle is being utilized to transport students on behalf of the school, then the parents
must sign the proper parent permission forms in advance.
All students transported in a vehicle other than a yellow school bus must utilize seat belts.
27
Article 5 – PERSONAL AND PROFESSIONAL CONDUCT
Section 1
Professional Ethics Standards
The Sutton School expects its certificated employees to adhere to the professional ethics standards
established by the Nebraska Department of Education as such standards may be modified from time to
time. The professional ethics standards which certificated employees are expected to adhere to include
those set forth below. References to “educator” shall include all certificated employees of the District.
Preamble
The educator shall believe in the worth and dignity of human beings. Recognizing the supreme
importance of the pursuit of truth, the devotion to excellence and the nurture of democratic
citizenship, the educator shall regard as essential to these goals the protection of the freedom to
learn and to teach and the guarantee of equal educational opportunity for all. The educator shall
accept the responsibility to practice the profession to these ethical standards.
The educator shall recognize the magnitude of the responsibility he or she has accepted in
choosing a career in education, and engages, individually and collectively with other educators, to
judge his or her colleagues, and to be judged by them, in accordance with the provisions of this
code of ethics.
The standards listed in this section are held to be generally accepted minimal standards for public
school certificate holders in the State of Nebraska and for all educators, including administrators,
with respect to ethical and professional conduct.
Principle I - Commitment as a Professional Educator:
Fundamental to the pursuit of high educational standards is the maintenance of a profession
possessed of individuals with high skills, intellect, integrity, wisdom, and compassion. The educator
shall exhibit good moral character, maintain high standards of performance and promote equality of
opportunity.
In fulfillment of the educator's contractual and professional responsibilities, the educator:
A.
Shall not interfere with the exercise of political and citizenship rights and responsibilities of
students, colleagues, parents, school patrons, or school board members.
B.
Shall not discriminate on the basis of race, color, creed, sex, marital status, age, national
origin, ethnic background, or handicapping condition.
C.
Shall not use coercive means, or promise or provide special treatment to students,
colleagues, school patrons, or school board members in order to influence professional
decisions.
D.
Shall not make any fraudulent statement or fail to disclose a material fact for which the
educator is responsible.
E.
Shall not exploit professional relationships with students, colleagues, parents, school
patrons, or school board members for personal gain or private advantage.
F.
Shall not sexually harass students, parents or school patrons, employees, or board
members.
G.
Shall not have had revoked for cause in another state a teaching certificate, administrative
certificate, or any certificate enabling a person to engage in any of the activities for which a
special services counseling certificate is issued in Nebraska.
28
H.
Shall not engage in conduct involving dishonesty, fraud, deceit, or misrepresentation in the
performance of professional duties.
I.
Shall report to the Superintendent any known violation of paragraphs G, E, or B above.
J.
Shall seek no reprisal against any individual who has reported a violation of this rule.
Principle II - Commitment to the Student:
Mindful that a profession exists for the purpose of serving the best interests of the client, the
educator shall practice the profession with genuine interest, concern, and consideration for the
student. The educator shall work to stimulate the spirit of inquiry, the acquisition of knowledge and
understanding, and the thoughtful formulation of worthy goals.
In fulfillment of the obligation to the student, the educator:
A.
Shall permit the student to pursue reasonable independent scholastic effort, and shall
permit the student access to varying points of view.
B.
Shall not deliberately suppress or distort subject matter for which the educator is
responsible.
C.
Shall make reasonable effort to protect the student from conditions which interfere with the
learning process or are harmful to health or safety.
D.
Shall conduct professional educational activities in accordance with sound educational
practices that are in the best interest of the student.
E.
Shall keep in confidence personally identifiable information that has been obtained in the
course of professional service, unless disclosure serves professional purposes, or is
required by law.
F.
Shall not tutor for remuneration students assigned to his or her classes unless approved
by the Board of Education.
G.
Shall not discipline students using corporal punishment.
Principle III - Commitment to the Public:
The magnitude of the responsibility inherent in the education process requires dedication to the
principles of our democratic heritage. The educator bears particular responsibility for instilling an
understanding of the confidence in the rule of law, respect for individual freedom, and a
responsibility to promote respect by the public for the integrity of the profession.
In fulfillment of the obligation to the public, the educator:
A.
Shall not misrepresent an institution with which the educator is affiliated, and shall take
added precautions to distinguish between the educator's personal and institutional views.
B.
Shall not use institutional privileges for private gain or to promote political candidates,
political issues, or partisan political activities.
C.
Shall neither offer nor accept gifts or favors that will impair professional judgment.
D.
Shall support the principle of due process and protect the political, citizenship, and natural
rights of all individuals.
E.
Shall not commit any act of moral turpitude, nor commit any felony under the laws of the
United States or any state or territory.
F.
Shall, with reasonable diligence, attend to the duties of his or her professional position.
Principle IV - Commitment to the Profession:
In belief that the quality of the services to the education profession directly influences the nation
and its citizens, the educator shall exert every effort to raise professional standards, to improve
service, to promote a climate in which the exercise of professional judgment is encouraged, and to
achieve conditions which attract persons worthy of the trust to careers in education. The educator
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shall believe that sound professional relationships with colleagues are built upon personal integrity,
dignity, and mutual respect.
In fulfillment of the obligation to the profession, the educator:
A.
Shall provide upon the request of an aggrieved party, a written statement of specific
reasons for recommendations that lead to the denial of increments, significant changes in
employment, or termination of employment.
B.
Shall not misrepresent his or her professional qualifications, nor those of colleagues.
C.
Shall practice the profession only with proper certification, and shall actively oppose the
practice of the profession by persons known to be unqualified.
Principle V - Commitment to Professional Employment Practices:
The educator shall regard the employment agreement as a pledge to be executed both in spirit and
in fact. The educator shall believe that sound personnel relationships with governing boards are
built upon personal integrity, dignity, and mutual respect.
In fulfillment of the obligation to professional employment practices, the educator:
A.
Shall apply for, accept, offer, or assign a position or responsibility on the basis of
professional preparation and legal qualifications.
B.
Shall not knowingly withhold information regarding a position from an applicant or
employer, or misrepresent an assignment or conditions of employment.
C.
Shall give prompt notice to the employer of any change in availability of service.
D.
Shall conduct professional business through designated procedures, when available, that
have been approved by the employing agency.
E.
Shall not assign to unqualified personnel, tasks for which an educator is responsible.
F.
Shall permit no commercial or personal exploitation of his or her professional position.
G.
Shall use time on duty and leave time for the purpose for which intended.
Section 2
Evaluations
Evaluations of teachers will be conducted in accordance with the District’s evaluation policy. Supervisors
reserve the right to observe, appraise or evaluate teachers more frequently than required by policy on an
as-needed basis. Teachers are expected to participate constructively and positively in the evaluation
process and to accept and implement constructive suggestions and improvement strategies developed by
the administration.
Section 3
Role Model
Teachers serve as role models for students and their actions and conduct reflect on the school as a whole.
Teachers are in all respects to conduct themselves in a professional manner.
Section 4
Relationships
It is important for teachers to maintain an effective working relationship with the administration and all coworkers, including other teachers and support staff. Teachers are also to maintain appropriate
relationships with students. Appropriate relationships are established by extending social courtesies,
following through on commitments and promises, complying with administrative directives and Board
polices, being honest and consistent, and not intruding into personal matters outside the scope of duties or
gossiping or spreading rumors about others.
Section 5
Professional Attire
It is important for all staff to project a professional image to students, parents and co-workers. Appropriate
attire and grooming is one of the means of projecting a professional image. All staff is expected to maintain
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conservative and professional attire and grooming when on duty. As professionals, teachers are expected
to be aware of the standard to be maintained. As a minimal guide, teachers should not wear clothing which
students would not be permitted to wear at school. The way you dress does reflect on the school and your
dress should provide visitors with a positive impression of the school. Building principals will inform staff of
the expectations for attire, ex. jeans on Friday.
Section 6
Private Tutoring
Teachers are encouraged to provide individual assistance to students as a part of their duties. Teachers
who engage in private tutoring for pay (compensation of any kind from a source other than the District) are
subject to the following rules:
1. The teacher may not arrange to provide private tutoring for any child enrolled in the
teacher’s class.
2. The teacher is not to provide private tutoring in a school building.
3. The teacher is not to provide private tutoring during duty time.
4. The teacher is not to advertise or promote the teacher’s private tutoring services in the
school or in the school’s communications systems except with the express permission of
the Superintendent or designee.
Section 7 Outside Employment
Teachers shall not perform duties unrelated to District employment during duty hours. In addition, teachers
shall not engage in employment which conflicts with their school duties. Teachers are not required to notify
the District of outside employment except: (1) teachers who are also employed by another Nebraska
school district in order to comply with Nebraska State Retirement System regulations and (2) teachers who
have a work-related injury in order to comply with workers’ compensation requirements.
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Article 6 – ACADEMIC MATTERS
Section 1
Purpose and Goals of Academic Achievement
The Sutton Board of Education is committed to providing a quality education for all Sutton Public Schools
students consistent with the school’s mission statement. Effective, quality instruction by teachers is an
essential means of meeting the District’s mission of providing a quality education.
Section 2
Teaching to Student Understanding to Assure Learning
Each teacher is responsible for teaching in a manner to meet the mission of the District and to assure
student understanding and learning of the principles and concepts to be presented to students within the
curriculum adopted by the District. Teachers will model classroom instruction on the educational model
implemented by the District and reflected in the teacher evaluation instrument adopted by the Board of
Education. Teachers are responsible for familiarizing themselves with the instructional model and the
principles of instruction set forth in the evaluation instrument. The administration shall provide periodic inservices regarding the instructional model.
State and federal laws and regulations have been enacted which require that students with certain needs
be provided instruction and services consistent with those special needs. Examples include students who
have been verified as in need of special education (“special education students”), students with other
disabilities, which impact the educational program (“504 students”), and limited English proficient students
(“LEP or ELL students”). The District’s policy is to comply with the state and federal laws and regulations in
all respects. Teachers who are assigned special education, 504, or LEP/ELL students are required to
provide instruction and services consistent with legal requirements and the requirements of Board policy
and regulation.
Section 3
Instruction in the Curriculum
Teachers shall instruct students in the curriculum, including the use of curriculum materials, adopted and
implemented by the Board of Education and as directed by the administration.
Section 4
Measuring and Reporting Academic Achievement
Grades and Grading. Measuring and accurately reporting the level of each student’s academic
achievement is of critical importance to students, parents, staff, the board of education and community. To
this end, each teacher shall develop a variety of assessment instruments and techniques to measure
student achievement in the curriculum adopted and implemented by the school district, record the results of
such assessment, and report such results on Report Cards. Teachers should endeavor to measure
student learning and understanding on a frequent basis during each quarter to provide an accurate
evaluation of each student’s academic achievement for that period. It is recommended that the teacher
record at least two grades per week. It is generally preferable to give numerical grades for tests, quizzes,
and daily work. GRADES MUST BE RECORDED FOR ALL CURRICULAR AREAS – Power School and
Hard Copy.
Recording Grades. Each teacher shall record grades in the Daily Class Record. A sufficient number of
grades must be recorded on the on-line grading program to justify all quarter and semester grades for each
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student. Please keep consistent and complete records. Teachers must be able to support and justify the
grades that each individual student earns.
Grade Scales. Teachers are to use only the grading scales set forth below. Any deviation from the
approved grade scales must be approved by the building principal.
STUDENT EVALUATION SCALE: The grade scales to be used for reporting student progress in grades 312 are as follows:
93-100
86-92 B
78-85 C
70-77 D
Below 70 F
The preceding grade scales are expected to be used according to the following guidelines:
1. No other grade scales are to be used on official records or reports.
2. "Failing," "unsatisfactory" or equivalent terms indicate that student performance does
not meet the minimum requirements established for the course. A final mark of
"failing" or "unsatisfactory" in a credit-bearing course means that credit hours will not
be granted.
3. The mark given at the end of each reporting period is considered an evaluation of the
pupil's status at the time.
4. Teachers may exercise professional judgment in distributing marks. Marks are not
expected to be distributed on a normal curve.
Reconsideration of Grades/Marks
Questions raised concerning duly assigned grades will be resolved cooperatively in a conference which
includes the teacher(s) involved and the Principal. In the event a grade is questioned by parents or
students, the parents/guardians and/or student may be included in the conference.
Failure to resolve the issue will result in a second conference involving the Superintendent or designee and
the participants in the initial conference described above. The grades designated by teachers will not be
changed unilaterally by the Superintendent unless the Superintendent determines that the grade is not
consistent with the requirements of law, Board policy, or the best interests of the District.
Reduced Credit. Some students in certain situations may qualify for less than the number of credits
normally granted for a course. Late entry or a serious injury at an awkward point in the semester would be
a couple of examples. If a student is excessively absent from a class for any particular reason, a teacher
may request reduced credit.
Transfer Grades. A student transferring into Sutton Public Schools at the fifteen-to eighteen-week time
period will have all grades on transcript from an accredited school accepted for semester credit. Grades
must be approved for credit by the Principal.
Reports to Parents. Grades and credit are assigned on a quarter (9 weeks) or semester basis (18 weeks).
Reports are sent to parents at the close of each nine weeks during the school year; the reporting periods
are referred to as first quarter, first semester, third quarter, and second semester. The grade reports are
produced from information supplied by teachers and distributed to students at school or are mailed to
parents.
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All term or mid-quarter grades are calculated on a cumulative basis; i.e., the grade given at the end of the
first quarter represents an evaluation of work done during that quarter, and the grade given at the close of
the semester represents an evaluation of all the work done during the entire eighteen weeks.
The end-of-quarter and end-of-semester reports are directed to parents, not to students. Students probably
know quite well how they stand in such areas as citizenship, attitude, cooperation, attendance, preparation
of assignments, etc. The parents do not have this knowledge. If any such factors have significant bearing
on the student’s grades or their relationship with teachers, notes should be sent to parents. Arrangements
will be made to place these teacher-written notes with the grade report forms. The notes may call attention
to deficiencies, faults, or failures; or they may be commendatory in nature. If carefully prepared, they can
be most valuable. Parents need to have information about areas of strengths and areas needing
improvement and progress being made by their child. For their instruction, and for our ultimate well-being, if
and when problems arise, it is essential that the reports be as informative as possible. Teachers should, in
all cases, plan to keep on file duplicate copies of the notes which are sent to parents.
Please accept, cooperatively and professionally, the responses that parents may make subsequent to the
distribution of weekly (as needed) reports. Parents are not always helpful or reasonable under these
circumstances but they do need information and direction. Please encourage parents to discuss their
student-centered problems with you and give them all possible assistance.
Mid-Quarter Progress Reports To Parents. Mid-quarter progress reports are prepared at or near the middle
of the fourth and the thirteenth weeks of each semester in the elementary. These reports will be mailed to
all parents. At the Secondary level, progress reports are recorded weekly on the Deficiency, Discipline, or
Positive Progress lists.
Commendation Reports. In an attempt to improve relations between the school and home, staff are asked
to make calls to parents or complete positive progress reports, deficiency reports or disciplinary reports on
students who are doing exceptionally well in school as well as those who are performing poorly. Too
frequently parents are contacted only when there is something negative to report.
Section 5
Parent-Teacher Conferences
Parent-Teacher conferences are a critical opportunity for teachers to dialogue with parents (or guardians)
of students regarding student achievement and learning. To this end, quarterly Parent-Teacher
conferences will be scheduled and held during the school year. Teacher attendance at Parent-Teacher
conferences is mandatory. A teacher may only be excused from attendance at Parent-Teacher
conferences in writing by the building principal. The schedule setting forth the dates and times for the
Parent-Teacher conferences for the school years is as follows:
Monday, September 28, 2015 5:00 P.M. – 8:30 P.M.
Thursday, October 1, 2015, 5:00 P.M. – 8:30 P.M.
Monday, March 7, 2016, 5:00 P.M. – 8:30 P.M.
Tuesday, March 8, 2016, 5:00 P.M. – 8:30 P.M.
Teachers are expected to be prepared for such conferences. Being prepared includes having completed
grade books which include all student assignments, work or tests completed within five (5) days of the date
of the Parent-Teacher conference.
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Article 7 – USE OF SCHOOL FACILITIES AND EQUIPMENT
Section 1
Drug-Free Workplace
The District has established the school as a drug-free workplace. The drug-free workplace for this purpose
includes school grounds, school utilized vehicles, and places in which school activities are held.
The unlawful manufacture, distribution, disposition, possession, or use of a controlled substance is
prohibited in the work place. The possession, use or distribution of illicit drugs or alcohol, the use of glue or
aerosol paint or any other chemical substance for inhalation, and being under the influence of illicit drugs,
alcohol, or inhalants, is prohibited in any place while teachers are on duty time. Any level of impairment
from illicit drugs, alcohol, or inhalants, and the presence of any odor of illicit drugs (such as marijuana) or
alcohol on a teacher in the work place or on duty time shall be a violation of the drug-free workplace. The
possession or distribution of a look-alike drug or look-alike controlled substance is prohibited. In addition,
teachers are expected to serve as role models for students and will be considered to have violated the
District’s expectations in the event the teacher commits a criminal drug or alcohol offense off the work place
or off duty time.
Disciplinary sanctions up to and including termination of employment and referral for prosecution will be
imposed upon teachers who violate the aforementioned standards of conduct. Sanctions may include the
requirement that the teacher complete an appropriate rehabilitation program, a reprimand, and termination
of employment. Drug and alcohol counseling and rehabilitation and reentry programs are available through
local health agencies.
Section 2
Smoke and Tobacco-Free Workplace
The use of tobacco products in the District’s buildings and all owned or leased facilities and vehicles is
prohibited.
Section 3
Weapon-Free Workplace
The District prohibits any person from being in possession of a weapon at a school attendance facility, on
school property, at a school-supervised activity, or at a school-sponsored function. Any teacher found to be
in violation of this policy shall be subject to disciplinary action, up to and including termination.
The term “weapon” means an instrument or object used, or which may be used, as a means of attack,
defense, or destruction, including, without limitation:
a. Any object which will, or is designed to, or may readily be converted to, expel a projectile
by the action of an explosive or other means;
b. The frame or receiver of any object described in the preceding example;
c. Any firearm muffler or silencer;
d. Any explosive, incendiary or gas (a) bomb, (b) grenade, (c) rocket, (d) missile, (e) mine,
or similar device;
e. Any bludgeon, sand club, metal knuckles, or throwing star;
f. Any knife other than as used for strictly instructional or personal care or eating purposes.
A pocket knife with a blade of 2-1/2 inches or more is a prohibited weapon. A switchblade knife is prohibited regardless of the size of the blade. A switch-blade knife is
35
defined as a knife with a blade that opens automatically by hand pressure applied to a
button, spring, or other device in the handle of a knife, or any knife having a blade that
opens or falls or is ejected into position by the force of gravity or by an outward,
downward, or centrifugal thrust or movement;
g. Any electronic device designed to discharge immobilizing levels of electricity, commonly
known as a stun gun; and
h. A teacher may possess mace or other similar chemical agents in quantity and/or
concentration typically designed for individual personal defensive purposes shall not be
considered as possession of a weapon. Possession of larger quantities and/or
concentrations of mace or other similar chemical agents that is typically designed for
individual personal defensive purposes will be considered as possession of a weapon.
Usage of mace or other similar chemical agents will be considered as usage of a weapon
if the usage is found to be for non-defensive purposes. A teacher who is negligent in their
possession of mace or other similar chemical agents will be subject to disciplinary action.
i. A teacher may possess an item which may be considered a weapon where such items is
used for instructional purposes and the teacher has received approval of the
administration to possess the item, provided it is used in the manner approved and is
maintained in such manner as the administration has directed.
j. Any other object that is designed for or intended for use as a destructive or injurious
device. The phrase “possession of a weapon” includes, without limitation, a weapon in a teacher’s personal
possession, as well as in a teacher’s motor vehicle, desk, locker, briefcase, backpack, or purse,
Section 4
Use of District Computer Network and Internet
Teachers have access to the District’s computer network and the Internet for the enhancement and support
of student instruction. It is important to remember that the equipment and the software are the property of
the school district.
In using the computers and the Internet, teachers are agreeing to the following:
1.
Since copyright laws protect software, teachers will not make unauthorized copies of
software found on school computers by any means. Teachers will not give, lend, or sell
copies of software to others unless the original software is clearly identified as shareware
or in the public domain.
2.
If a teacher downloads public domain programs for personal use or non- commercially
redistributes a public domain program, the teacher assumes all risks regarding the
determination of whether a program is in the public domain.
3.
Teachers shall not access material that is obscene, child pornography or otherwise
inappropriate matter for educational or work-related uses or contrary to the District’s
mission. Teachers are not permitted to knowingly access information that is profane,
obscene or offensive toward a group or individual based upon race, gender, national origin
or religion. Further, teachers are prohibited from placing such information on the Internet.
4.
Teachers will protect the privacy of other computer users' areas by not accessing their
passwords without written permission. Teachers will not copy, change, read, or use
another person's files. Teachers will not engage in “hacking” or otherwise attempt to gain
unauthorized access to system programs or computer equipment.
5.
Teachers will not use computer systems to disturb or harass other computer users by
sending unwanted mail or by other means.
6.
Teachers will not disclose their passwords and account names to anyone or attempt to
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7.
8.
9.
10.
11.
12.
13.
14.
15.
16.
17.
18.
ascertain or use anyone else's password and account name.
Teachers will not attempt to log into the system as a system administrator.
Teachers understand that the intended use of all computer equipment is to meet
instructional objectives.
Teachers will not waste or take supplies, such as paper, printer ribbons, toner, and
diskettes that are provided by the District.
Teachers will not use the network for financial gain or for any commercial or illegal activity.
Attempts to bypass security systems on computer workstations or servers, or vandalism will
result in cancellation of privileges and may result in further consequences. Malicious
attempts to harm or destroy data of another teacher, or data that resides anywhere on the
network or on the Internet, or the uploading or creation of computer viruses are forbidden.
The District will not be responsible for any liabilities, costs, expenses, or purchases incurred
by the use of the District’s telecommunications systems such as the Internet. This includes,
but is not limited to, the purchase of on line services or products. The teacher is solely
responsible for any such charges. The teacher’s acceptance of an email account is an
acceptance of the teacher’s agreement to indemnify the District for any expenses, including
legal fees, arising out of the teacher’s use of the system in violation of the agreement.
The Internet will be supplied for your use on an "as is, as available" basis. The District does
not imply or expressly warrant that any information you access will be valuable or fit for a
particular purpose or that the system will operate error free.
The District is not responsible for the integrity of information accessed, or software
downloaded from the Internet.
The District reserves the right to refuse posting of files, and to remove files.
The District further reserves the right to inspect a teacher’s computer and computer usage at
anytime. Teachers have no privacy rights or expectations of privacy with regard to
use of the District’s computers or Internet system.
The computer system is not a public forum. It is provided for the limited purpose of
advancing the District’s mission.
A technology protection measure is in place that blocks and/or filters Internet access to
prevent access to Internet sites that are not in accordance with policies and regulations. In
addition to blocks and/or filters, the District may also use other technology protection
measures or procedures as deemed appropriate. The technology protection measure that
blocks and/or filters Internet access may be disabled only by an authorized staff member for
bona fide research or educational purposes: (a) who has successfully completed district
training by the on proper disabling circumstances and procedures, (b) with permission of the
immediate supervisor of the staff member requesting said disabling, or (c) with the
permission of a building administrator. An authorized staff member may override the
technology protection measure that blocks and/or filters Internet access for a minor to
access a site for bona fide research or other lawful purposes provided the minor is
monitored directly by an authorized staff member.
Any violation of any part of this agreement or any other activity which school administrators deem
inappropriate will be subject to disciplinary action. Discipline could include but would not be limited to, the
immediate suspension or termination of the teacher’s Internet account and computer privileges, reprimand,
suspension, or termination.
37
Section 5
Internet Safety and Acceptable Use Policy
A.
Internet Safety Policy
It is the policy of Sutton Public Schools to comply with the Children’s Internet Protection Act (CIPA). With
respect to the District’s computer network, the District shall: (a) prevent user access to, or transmission of,
inappropriate material via Internet, electronic mail, or other forms of direct electronic communications; (b)
provide for the safety and security of minors when using electronic mail, chat rooms, and other forms of
direct electronic communications; (c) prevent unauthorized access, including so-called “hacking,” and other
unlawful activities online; (d) prevent unauthorized online disclosure, use, or dissemination of personal
identification information of minors; and (e) implement measures designed to restrict minors’ access to
materials (visual or non-visual) that are harmful to minors.
1.
Definitions. Key terms are as defined in CIPA. “Inappropriate material” for purposes of this
policy includes material that is obscene, child pornography, or harmful to minors. The term
“harmful to minors” means any picture, image, graphic image file, or other visual depiction
that: (1) taken as a whole and with respect to minors, appeals to a prurient interest in
nudity, sex, or excretion; (2) depicts, describes, or represents, in a patently offensive way
with respect to what is suitable for minors, an actual or simulated sexual act or sexual
contact, actual or simulated normal or perverted sexual acts, or a lewd exhibition of the
genitals; and (3) taken as a whole, lacks serious literary, artistic, political, or scientific value
as to minors.
2.
Access to Inappropriate Material. To the extent practical, technology protection measures
(or “Internet filters”) shall be used to block or filter Internet, or other forms of electronic
communications, access to inappropriate information. Specifically, as required by the
CIPA, blocking shall be applied to visual depictions of material deemed obscene or child
pornography, or to any material deemed harmful to minors. Subject to staff supervision,
technology protection measures may be disabled or, in the case of minors, minimized only
for bona fide research or other lawful purposes.
3.
Inappropriate Network Usage. To the extent practical, steps shall be taken to promote the
safety and security of users of the District’s online computer network when using electronic
mail, chat rooms, instant messaging, and other forms of direct electronic communications.
Specifically, as required by CIPA, prevention of inappropriate network usage includes: (a)
unauthorized access, including so-called ‘hacking,’ and other unlawful activities; and (b)
unauthorized disclosure, use, and dissemination of personal identification information
regarding minors.
4.
Supervision and Monitoring. It shall be the responsibility of all members of the District staff
to supervise and monitor usage of the online computer network and access to the Internet
in accordance with this policy and CIPA. Procedures for the disabling or otherwise
modifying any technology protection measures shall be the responsibility of the
Superintendent and the Superintendent’s designees.
5.
Social Networking. Students shall be educated about appropriate online behavior,
including interacting with others on social networking websites and in chat rooms, and
cyber bullying awareness and response. The plan shall be for all students to be provided
education on these subjects. The Superintendent or the Superintendent’s designee shall
38
6.
be responsible for identifying educational materials, lessons, and/or programs suitable for
the age and maturity level of the students and for ensuring the delivery of such materials,
lessons, and/or programs to students.
Adoption. This Internet Safety Policy was adopted by the Board at a public meeting,
following normal public notice.
B.
Computer Acceptable Use Policy
This computer acceptable use policy is supplemental to the District’s Internet Safety Policy.
1.
Technology Subject to this Policy. This Computer Acceptable Use Policy applies to all
technology resources of the District or made available by the District. Technology
resources include, without limitation, computers and related technology equipment, all
forms of e-mail and electronic communications, and the internet.
2.
Access and User Agreements. Use of the District technology resources is a privilege and
not a right. The Superintendent or designee shall develop appropriate user agreements
and shall require that employees, students (and their parents or guardians), and others to
sign such user agreements as a condition of access to the technology resources, as the
Superintendent determines appropriate. Parents and guardians of students in programs
operated by the District shall inform the Superintendent or designee in writing if they do not
want their child to have access.
• The Superintendent and designees are authorized and directed to
establish and implement such other regulations, forms, procedures,
guidelines, and standards to implement this Policy.
• The technology resources are not a public forum. The District reserves
the right to restrict any communications and to remove communications
that have been posted.
3.
Acceptable Uses. The technology resources are to be used for the limited purpose of
advancing the District’s mission. The technology resources are to be used, in general, for
educational purposes, meaning activities that are integral, immediate, and proximate to the
education of students as defined in the E-rate program regulations.
4.
Unacceptable Uses.
The following are unacceptable uses of the technology resources:
a.
Personal Gain: Technology resources shall not be used, and no person shall
authorize its use, for personal financial gain other than in accordance with
prescribed constitutional, statutory, and regulatory procedures, other than
compensation provided by law.
b.
Personal Matters: Technology resources shall not be used, and no person shall
authorize its use, for personal matters.
• Occasional use that the Superintendent or designee determines to
ultimately facilitate the mission of the District is not prohibited by this
provision. Examples of occasional use that may be determined to
ultimately facilitate the mission of the District: sending an e-mail to a minor
child or spouse; sending an e-mail related to a community group in which
an employee is a member where the membership in the community group
facilitates the District’s mission.
• This occasional use exception does not permit use by employees contrary
to the expectations of their position. For example, employees may not
39
c.
d.
e.
play games or surf the net for purposes not directly related to their job
during duty time; nor may students do so during instructional time.
• The occasional use exception also does not permit use of the technology
resources for private business, such as searching for or ordering items on
the internet for non-school use; or sending an e-mail related to one’s own
private consulting business.
Campaigning: Technology resources shall not be used, and no person shall
authorize its use, for the purpose of campaigning for or against the nomination or
election of a candidate or the qualification, passage, or defeat of a ballot question.
Technology-Related Limitations: Technology resources shall not be used in any
manner which impairs its effective operations or the rights of other technology
users. Without limitation,
1. Users shall not use another person’s name, log-on, password, or files for
any reason, or allow another to use their password (except for authorized
staff members).
2. Users shall not erase, remake, or make unusable another person’s
computer, information, files, programs or disks.
3. Users shall not access resources not specifically granted to the user or
engage in electronic trespassing.
4. Users shall not engage in “hacking” to gain unauthorized access to the
operating system software or unauthorized access to the system of other
users.
5. Users shall not copy, change, or transfer any software without permission
from the network administrators.
6. Users shall not write, produce, generate, copy, propagate, or attempt to
introduce any computer code designed to self-replicate, damage, or
otherwise hinder the performance of any computer’s memory, file system,
or software. Such software is often called a bug, virus, worm, Trojan
horse, or similar name.
7. Users shall not engage in any form of vandalism of the technology
resources.
8. Users shall follow the generally accepted rules of network etiquette. The
Superintendent or designees may further define such rules.
Other Policies and Laws: Technology resources shall not be used for any purpose
contrary to any District policy, any school rules to which a student user is subject,
or any applicable law. Without limitation, this means that technology resources
may not be used:
1. to access any material contrary to the Internet Safety Policy; or to create
or generate any such material.
2. to engage in unlawful harassment or discrimination, such as sending emails that contain sexual jokes or images.
3. to engage in violations of employee ethical standards and employee
standards of performance, such as sending e-mails that are threatening or
offensive or which contain abusive language; use of end messages on emails that may imply that the District is supportive of a particular religion or
religious belief system, a political candidate or issue, or a controversial
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5.
6.
7.
8.
issue; or sending e-mails that divulge protected confidential student
information to unauthorized persons.
4. to engage in or promote violations of student conduct rules.
5. to engage in illegal activity, such as gambling.
6. in a manner contrary to copyright laws.
7. in a manner contrary to software licenses.
Disclaimer. The technology resources are supplied on an “as is, as available” basis. The
District does not imply or expressly warrant that any information accessed will be valuable
or fit for a particular purpose or that the system will operate error free. The District is not
responsible for the integrity of information accessed, or software downloaded from the
Internet.
Filter. A technology protection measure is in place that blocks and/or filters access to
prevent access to Internet sites that are not in accordance with policies and regulations. In
addition to blocks and/or filters, the District may also use other technology protection
measures or procedures as deemed appropriate.
• -Notwithstanding technology protection measures, some inappropriate material
may be accessible by the Internet, including material that is illegal, defamatory,
inaccurate, or potentially offensive to some people. Users accept the risk of
access to such material and responsibility for promptly exiting any such
material.
• -The technology protection measure that blocks and/or filters Internet access
may be disabled only by an authorized staff member for bona fide research or
educational purposes: (a) who has successfully completed District training on
proper disabling circumstances and procedures, (b) with permission of the
immediate supervisor of the staff member requesting said disabling, or (c) with
the permission of the Superintendent. An authorized staff member may
override the technology protection measure that blocks and/or filters Internet
access for a minor to access a site for bona fide research or other lawful
purposes provided the minor is monitored directly by an authorized staff
member.
Monitoring. Use of the technology resources, including but not limited to internet sites
visited and e-mail transmitted or received, is subject to monitoring by the administration
and network administrators at any time to maintain the system and insure that users are
using the system responsibly, without notice to the users. Users have no privacy rights or
expectations of privacy with regard to use of the District’s computers or Internet system. All
technology equipment shall be used under the supervision of the Superintendent and the
Superintendent’s designees.
Sanctions. Violation of the policies and procedures concerning the use of the District
technology resources may result in suspension or cancellation of the privilege to use the
technology resources and disciplinary action, up to and including expulsion of students and
termination of employees. Use that is unethical may be reported to the Commissioner of
Education. Use that is unlawful may be reported to the law enforcement authorities. Users
shall be responsible for damages caused and injuries sustained by improper or nonpermitted use.
41
Legal Reference:
Children’s Internet Protection Act, 47 USC § 254
FCC Order adopted August 10, 2011
47 USC § 254(h)(1)(b); 47 CFR 54.500(b) and 68 FR 36932 (2003) (E-rate
restrictions)
Neb. Rev. Stat. § 49-14,101.01 (Political Accountability and Disclosure Act)
Date of Adoption: July 16, 2012 Sutton Public Schools
Addition to Employee Code of Conduct
Appendix “1”
ACCEPTABLE USE OF COMPUTERS AND NETWORKS
ADMINISTRATORS, FACULTY AND STAFF AGREEMENT
In order to make sure that all members of Sutton Public Schools community understand and agree to these
rules of conduct for use of the e-mail and Internet systems of the school district, the Sutton School District
asks that you, as an administrator, faculty member, or staff member user, sign the following statement:
I have received a copy of, and have read, the Internet Safety and Acceptable Use Policy adopted by the
Sutton Public Schools and I understand and will abide by those district guidelines and conditions for the
use of the facilities of Sutton Public Schools and access to the Internet. I further understand that any
violation of the district guidelines is unethical and may constitute a criminal offense. Should I commit any
violation, my access privileges will be revoked. School disciplinary action and/or appropriate legal action
will be taken.
I agree not to hold the Sutton Public Schools any of its employees, or any institution providing network
access to Sutton Public Schools responsible for the performance of the system or the content of any
material accessed through it.
Employee’s Name
Employee's Signature
Date:
This form will be retained on file by authorized
faculty designee for duration of applicable
computer/network/Internet use.
42
Section 6
Use of School Facilities
Teachers will be issued keys to the school. Teachers are expected to not lose their keys and to not allow
others to have access to or to use their keys. Teachers are permitted to have access to school facilities
during non-school time provided such access is for work-related purposes. When teachers leave the
building, they are to close all windows, lock their classroom door, and make sure that the entry door is fully
closed and locked. This is especially important when teachers are using the school facilities prior to the
beginning of the school year and during any weekend or evening usage.
School property is to be used for approved work-related purposes and not for personal purposes or for
personal gain or benefit. Use of school supplies (paper, staples, etc.), school equipment (copiers, fax
machines, telephones, etc.), and school postage is to be used for approved school-related purposes only.
Excess or surplus supplies or equipment, including items which have been placed in the trash, should not be
removed for non-school use without approval from the administration.
Section 7
Care of School Property
Teachers are responsible for the proper care of all books, equipment, supplies and furniture supplied by the school.
If an item is in need of maintenance or repair, report it to the Principal. If you learn that a student has damaged
school property or equipment, or if you are responsible for damage to school property, promptly report it to the
Principal so the item may be replaced or repaired if possible and appropriate responsibility for the cost of
replacement or repair may be determined.
Section 8
Use of Telephone
Personal telephone calls shall not be made during duty time except in the event of an emergency, this
includes use of personal cell phones. Long distance calls on school telephones must be made through a
personal calling card. You will be responsible for any charges, which are for personal use.
Section 9
Visitors
Teachers are not to have visitors on school property except on a short-term basis and only with permission
of the principal. Included in the definition of visitors are family members of the teacher. Visitors should follow
posted procedures for being on school property. Teachers are not to bring their children to school with them
in lieu of taking them to childcare.
Section 10
Salespersons
Teachers need not allow, and should not permit, any salesperson or representative or agent of any
commercial enterprise or theatrical presentation to contact the teacher while engaged in the teacher’s duties
except for such times as may be designated by the Superintendent or designee. By law, the hours of no
solicitation are between 8:30 a.m. and 5:00 p.m. on all days school is in session. If you are required to be at
work earlier than 8:30 a.m., the hours are extended to that earlier time as well.
Teachers shall not use classrooms, buildings or other school property for personal use or profit without
specific approval from the Superintendent or designee. Teachers shall not use time for which the teacher is
43
on duty or paid by the District to engage in any activity for personal financial profit. Any violation of this
policy will be held to be willful insubordination.
Section 11
Security of Desks and Lockers
Offices, teacher desks, lockers, file cabinets and other such storage devices (“storage devices”) are owned
by the school and are to be properly cared for and maintained. Appropriate security measures should be
used to protect school and personal property kept in storage devices from theft or vandalism and to protect
confidential student records.
The school exercises exclusive control over school property and reserves the right to search offices and
storage devices provided to or used by employees where permitted by law, such as where reasonable
grounds exist for suspecting that a search will turn up evidence that the employee has committed workrelated misconduct, or that a search is necessary for a no investigatory work-related purpose, such as to
retrieve a file. School-related documents or records must remain readily available to administration and
other appropriate school staff. Any personal items a teacher wants to have kept private should be kept in a
separate personal storage device, such as a brief case, purse or backpack.
The District is not responsible for any personal property teachers may bring to school. Teachers are
cautioned not to bring large amounts of money or items of significant value to school.
Section 12
Security Alarm System
The Board of Education has authorized a Security Alarm System. Teachers will be informed when the
security alarm system is activated, but should not disclose this information to others. During the time that
the alarm system is activated staff members should not be in the building, as movement within the building
will cause the alarm to be sounded.
Section 13
Bulletins and Announcements
Bulletin boards and display cases are available for school-related and approved materials to be posted and
displayed. Posters to be used in the halls or materials for distribution will need to be approved by the
Principal’s office. Posters are not to be attached to any painted wall surfaces. The person or organization
responsible for distributing the posters is responsible to see that all posters are removed within 24 hours
after the event.
Section 14
Copyright and Fair Use Policy
It is the school’s policy to follow the federal copyright law. Students are reminded that, when using school
equipment and when completing course work, they also must follow the federal copyright laws. The federal
copyright law governs the reproduction of works of authorship. Copyrighted works are protected regardless
of the medium in which they are created or reproduced; thus, copyright extends to digital works and works
transformed into a digital format. Copyrighted works are not limited to those that bear a copyright notice.
The “fair use” doctrine allows limited reproduction of copyrighted works for educational and research
purposes. The relevant portion of the copyright statue provides that the “fair use” of a copyrighted work,
including reproduction “for purposes such as criticism, news reporting, teaching (including multiple copies for
classroom use), scholarship, or research” is not an infringement of copyright. The law lists the following
44
factors as the ones to be evaluated in determining whether a particular use of a copyrighted work is a
permitted “fair use,” rather than an infringement of the copyright:
• the purpose and character of the use, including whether such use is of a commercial nature or is for
nonprofit educational purposes;
• the nature of the copyrighted work;
• the amount and substantiality of the portion used in relation to the copyrighted work as a whole, and
• the effect of the use upon the potential market for or value of the copyrighted work.
Although all of these factors will be considered, the last factor is the most important in determining whether a
particular use is “fair.” Students should seek assistance from a faculty member if there are any questions
regarding what may be copied.
Section 15
Lost and Found
Teachers who find lost articles are asked to take them to the office, where the articles can be claimed by the
owner.
Section 16
Safety
Safety Program and Safety Committee
The District has established a Safety and Security Management Plan, which includes safety and security
plans and procedures, including plans and procedures to address emergency and crisis situations.
Teachers are expected to be familiar with and to comply with the Safety and Security Management Plan.
The Plan may be obtained for review or copy from the Principal or the Superintendent.
The District also has a safety committee to address employee accidents, injuries and work place conditions.
A representative from each bargaining group plus representatives appointed by administration serve on the
committee. If you have a desire to serve on the committee, you should contact the President of the teachers
association. Teachers can make suggestions and/or report concerns to the safety committee in the
following ways: (1) contact the teachers association representative of the safety committee, (2) contact the
President of the teachers association, or (3) contact the Safety Committee in care of the Superintendent.
Safety Practices
Guidelines for safe work practices which teachers should follow include the following:
1.
Never stand on chairs, counters, tables, etc. Only use step stools, ladders and locking
stools to stand, climb, etc., to reach high places, put things on bulletin boards, etc.
2.
Always wear protective equipment (i.e., goggles, aprons, gloves, and ear protection).
3.
Wipe up spills or report promptly to appropriate personnel. DO NOT assume someone else
will do it.
4.
Be aware of your surroundings. Pick up clutter, keep your work area or room clean and free
of clutter, debris, etc.
5.
Identify and report all hazards (i.e., broken equipment, broken or uneven floor surfaces,
non-operating tools, windows, doors, etc.). Follow up if not repaired.
6.
Do not use equipment if you are not familiar with it or operate machinery without proper
training.
7.
Do not carry heavy or bulky objects. Get a cart, dolly or assistance. Know how to properly
lift.
8.
Report any injuries or medical problems to your supervisor immediately and complete the
employee accident report.
45
9.
10.
Wear seatbelts when in vehicles where provided.
Do not do repetitive tasks for long periods of time (i.e., keyboarding, dipping cookies, cutting
out things, filing, typing, etc.). Take breaks, learn and do stretching exercises, etc. Every
accident in the school building, on the school grounds, at practice sessions, or at any
athletic event sponsored by the school must be reported immediately to the Principal.
As required by law, approved safety glasses will be required of every student and teacher while participating
in or observing vocational, technical, industrial technology, science, and art classes. All visitors to these
areas must check out a pair of safety glasses when entering any of these areas.
Use of Personal Vehicles
Teachers who drive school vehicles or volunteer must have a valid driver's license and proof of insurance.
Under most circumstances personal vehicles are not utilized to transport students. Anytime personal
vehicles are utilized to transport students approval must be granted by the building principal and a parent
permission form must be completed. Teachers who drive school vehicles or transport students in their
personal vehicles are responsible for following safe driving practices, including use of seat belts by all
occupants, and are responsible for any injury or accident. Teachers are not to use cell phones while driving
a school vehicle or while transporting children.
Accidents
Every accident which results in a personal injury must be reported to the Principal immediately. In the event
the injury involves a student, the teacher responsible for the student either as teacher, coach or sponsor is
responsible for making the report. If the injury occurs in the presence of the teacher, the teacher is also
responsible for making a report.
Workers Compensation
Teachers are required to immediately report any work-related injury and/or work-related medical condition to
their supervisor and complete all appropriate paperwork.
Section 17
Housekeeping
General housekeeping of Sutton Jr. Sr. High School is the responsibility of all students and staff. One
segment of the population cannot assume the total responsibility
Through cooperative efforts we shall strive to maintain a building that is clean, neat orderly and attractive in
order to enhance the learning atmosphere. Areas that are in a state of disarray are a reflection of our lack of
pride in our work. Good and bad work habits can become contagious.
If teachers have concerns about the cleanliness of their rooms, they should contact the principal.
It is the responsibility of everyone to keep the building clean. Convey this message to the students.
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Article 8-ACTIVITIES AND ACTIVITY ACCOUNTS
Section 1
Activity Accounts
Separate and distinct accounts have been established to account for the depositing and withdrawal of
funds for each unique club or activity. Funds connected with the operation of school related activities must
be deposited with the school secretary on the day of collection. It is extremely unwise for any teacher to
assume the responsibility of holding funds overnight. Under no circumstance should funds be left in a
teacher's desk. All funds should be turned into the office. The secretary will either deposit the funds in the
bank or secure the funds in the safe.
A record of deposit must accompany all money deposited with the school secretary. The secretary will
recount the money and make out a receipt for the correct amount. Teachers should retain their copy of the
receipt for the activity records.
When collecting money from students for a particular club or activity, the teacher should provide some type
of receipt or keep a written record of the transaction.
If funds are not deposited properly as requested and do become lost, that teacher or sponsor will be
charged with the loss.
Section 2
Activity Fund Raising
ANY CLUB OR ACTIVITY AT SUTTON PUBLIC SCHOOLS THAT WISHES TO INITIATE ANY TYPE OF
FUND RAISING ACTIVITY, SALES OR SERVICE, MUST FIRST PRESENT THEIR IDEA IN WRITING TO
THE PRINCIPAL FOR APPROVAL. The written request should include the organization and sponsors,
the purpose of the drive and the date(s) when it will be carried out. Class dues will not be assessed to
students attending Sutton Junior Senior High School.
The results of all fund raising activities briefly itemizing expenses, profits or losses, is to be submitted for
the office records. A similar statement should also be kept with the club's records
Section 3 School Activities Calendar
With the large number of events that occur during the year, it is necessary to maintain a school calendar.
This calendar is coordinated by the High School Principal and Activities Director. In order to keep the
Activities Calendar properly organized, all requests for school functions should be made in writing and will
be scheduled after approval of the Principal. No announcements pertaining to any activity will be made
unless it has been properly recorded on the Master Activities Calendar which is to be found in both the
Principal's and Activities Director's office.
Any out-of-state trips must receive prior approval by the Board of Education.
It is advisable for all clubs to meet at a specific time and specific date each month to avoid conflicts. All
meetings must be pre-approved by the Principal. Social events that are held on a school night must first
47
receive permission from the Principal's office. The activity must conclude by 9:30 P.M. and the building
cleared by 10:00 P.M. Most events should be held on Friday or Saturday nights whenever possible. No
events will be scheduled on Wednesday evening because of area church activities on this night. The same
applies to Sundays. If an exception is necessary, it will only be approved after informing the Activities
Director and his receiving approval from the Superintendent.
Each Tuesday the office will produce a calendar of events for the coming week to serve as a reminder for
all staff. It should be posted so that the students will also become aware of late changes and additions.
Section 4
School Events
School functions-activities, practices or rehearsals are not allowed on Wednesday nights unless NSAA
sponsored. Teachers are encouraged to be present at school events. [No charge will be made to teachers
for most locally sponsored school events.] [Teachers must expect to be called upon to give their
assistance at school events.] CLASS PARTIES MUST BE APPROVED BY THE ADMINISTRATION.
Section 5
Request for Travel
A set amount of dollars is available for expenses incurred by staff members. These funds must be
approved in the following manner:
1. A request for travel form should be picked up in the building principal's office.
2. The form should be returned to the principal with all items completed clearly and accurately.
3. The principal will recommend approval or disapproval to the superintendent.
4. The final decision of the superintendent will be relayed to the staff member making the
request. The decision is based on
A. Amount of funds in the budget
B. The last time a convention or workshop was attended.
C. The merit of the materials contained within the program.
D. The resultant effects the program might have on our students.
E. The merit of the individual making the request as determined by the building principal.
Teachers are urged to get their requests in early. When the budget is met all requests will
be turned down.
Board of Education Policy #4133
Section 6
Field Trips
The purpose of a field trip is to enhance learning and give students a perspective that cannot be
accomplished in the regular classroom and should be accompanied by an assignment reinforcing
the relevance of the trip to the curricular material. Because a successful field trip must be
associated with a good deal of planning, the following steps should be accomplished:
1. Visit with the Principal to explain rationale for the trip and the necessary details.
2. Arrange for any funds or parental permission that may be necessary.
3. At least one week prior to the trip, a list of all students going on the trip should be submitted to the
office to be approved by the Principal and then published, so all staff members will be informed for
attendance purposes.
4. Students are absent from school for many activities throughout the year. These absences for
activities can be quite beneficial. However, students must also complete classroom assignments
during their absences. Therefore, students who are absent from school for any activity (Ex.:
FCCLA, FFA, Athletics, College Visitations, Etc.) during one calendar week will secure an “Activity
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Absence” Form from the office at least one calendar week in advance of the absence. The
Students will:
• Meet with the teachers from whose class(es) they will be absent. Required coursework will
be completed prior to the scheduled day of absence.
• Have teachers sign the form indicating that the student(s) have permission to attend the
activity.
• Then return to the office the completed Activity Absence Form prior to approval for
departure. Failure to complete and turn in to the office the Activity Absence Form will
result in the student not being allowed to attend the scheduled activity.
• College visitations should be scheduled during a week in which that will be the only
absence for a student.
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Article 9 – STATE AND FEDERAL PROGRAMS
Section 1
Notice of Nondiscrimination
The Sutton Public School District does not discriminate on the basis of race, color, national origin, gender,
marital status, disability, religion or age in admission or access to, or treatment of employment, in its
programs and activities. The Coordinators listed in Section 2 have been designated to handle inquiries
regarding complaints, grievance procedures or the application of these policies of nondiscrimination.
Local complaint or grievance procedures are provided for by the District and set forth in this handbook. If an
employee does not feel that a complaint of nondiscrimination has been satisfactorily resolved at the school
level, the employee may file a complaint with the appropriate federal or state agency. Complaints are to be
filed with the regional Department of Education, Office for Civil Rights where the complaint relates to Title IX
(discrimination, harassment or lack of equity based on gender), Title VI (discrimination or harassment based
on race, color, or national origin) or Section 504 (discrimination, harassment or failure to accommodate a
disability). Complaints are to be filed with the the regional U.S. Equal Employment Opportunity Commission
(EEOC) if the complaint relates to Title VII (discrimination or harassment based on race, color, gender,
national origin, or religion), the Americans with Disabilities Act (discrimination, harassment or failure to
accommodate a disability), or the Age Discrimination in Employment Act (discrimination based on age). The
contact information for the OCR and the EEOC in this regard are:
Office for Civil Rights The U.S. Equal Employment Opportunity Commission (EEOC)
8930 Ward Parkway
1801 L Street, N.W.
Suite 2037
Washington, D.C. 20507
Kansas City, MO 64114
(800) 669-4000; TDD: (800) 669-6820
816-268-0550
FAX: 816-823-1404; TDD: 800-437-0833
A publication provided by the federal government concerning rights of non-discrimination is attached as
Appendix “D” to this handbook.
Section 2
Designation of Coordinators
Any person having inquiries concerning the District’s compliance with anti-discrimination laws or policies or
other programs should contact or notify the following person(s) who are designated as the coordinator for
such laws, policies or programs. The contact address for the coordinator is Sutton Public Schools, PO Box
590, Sutton, NE 68979, (402) 773-5569.
Law, Policy or Program
Title VI
Title IX
Section 504 of the
Issue or Concern
Discrimination or harassment based on
race, color, or national origin; harassment
Discrimination or harassment based on
sex; gender equality
Discrimination, harassment or reasonable
50
Coordinator
Superintendent
Superintendent
Superintendent
Rehabilitation Act and the
Americans with Disability Act
(ADA)
Homeless student laws
Safe and Drug Free Schools
and Communities
accommodations of persons with
disabilities
Children who are homeless
Safe and drug free schools
Superintendent
Superintendent
Section 3
Anti-discrimination & Harassment Policy
Elimination of Discrimination
The Sutton Public School District hereby gives this statement of compliance and intent to comply with all
state and federal laws prohibiting discrimination or harassment and requiring accommodations. This school
district intends to take necessary measures to assure compliance with such laws against any prohibited form
of discrimination or harassment or which require accommodations.
Preventing Harassment and Discrimination
Purpose: Sutton Public Schools is committed to offering employment and educational opportunity to its
employees and students in a climate free of discrimination. Accordingly, unlawful discrimination or
harassment of any kind by administrators, teachers, co-workers, students or other persons is prohibited. In
addition, the Sutton Public School District will try to protect employees and students from reported
discrimination or harassment by non-employees or others in the work place and educational environment.
For purposes of this policy, discrimination or harassment based on a person's race, color, national origin,
gender, marital status, disability, religion or age is prohibited. The following are general definitions of what
might constitute prohibited harassment.
In general, ethnic or racial slurs or other verbal or physical conduct relating to a person's race, color,
religion, disability or national origin constitute harassment when they unreasonably interfere with the
person's work performance or create an intimidating work, instructional or educational environment.
Age harassment (40 years of age and higher) has been defined by federal regulations as a form of
age discrimination. It can consist of demeaning jokes, insults or intimidation based on a person's
age.
Sexual harassment is defined by federal and state regulations as a form of sex discrimination. It
can consist of unwelcome sexual advances, requests for sexual favors, or physical or verbal
conduct of a sexual nature by supervisors or others in the work place, classroom or educational
environment. Sexual harassment may exist when:
• Submission to such conduct is either an explicit or implicit term and condition of
employment or of participation and enjoyment of the school’s programs and activities;
• Submission to or rejection of such conduct is used or threatened as a basis for employment
related decisions, such as promotion, performance, evaluation, pay adjustment, discipline,
work assignment, etc., or school program or activity decisions, such as admission, credits,
grades, school assignments or playing time;
• The conduct has the purpose or effect of unreasonably interfering with an individual's work
or educational performance or creating an intimidating, hostile, or offensive working, class
room or educational environment.
• Sexual harassment may include explicit sexual propositions, sexual innuendo, suggestive
comments, sexually oriented "kidding" or "teasing", "practical jokes", jokes about gender-
51
specific traits, foul or obscene language or gestures, displays of foul or obscene printed or
visual material, and physical contact, such as patting, pinching or brushing against
another's body.
Complaint and Grievance Procedures
Employees or students should initially report all instances of discrimination or harassment to their immediate
supervisor or classroom teacher. However, if the employee or student is uncomfortable in presenting the
problem to the supervisor or teacher, or if the supervisor or teacher is the problem, the employee or student
is encouraged to go to the next level of supervision. In the case of a student, the Principal would be the next
or alternative person to contact.
If the employee or student's complaint is not resolved to his or her satisfaction within five (5) to ten (10)
calendar days, or if the discrimination or harassment continues, or if as a student you feel you need
immediate help for any reason, please report your complaint to the Superintendent of Sutton Public Schools.
If a satisfactory arrangement cannot be obtained through the Superintendent, the complaint may be
processed to the Board of Education.
The supervisor, teacher or the Superintendent will thoroughly investigate all complaints. These situations
will be treated with the utmost confidence, consistent with resolution of the problem. Based on the results
of the investigation, appropriate corrective action, up to and including discharge of offending employees,
and disciplinary action up to expulsion against a harassing student, may be taken. Under no circumstances
will any threats or retaliation be permitted to be made against an employee or student for alleging in good
faith a violation of this policy.
Section 4
Grievance Procedure for Persons with a Disability
The Americans with Disabilities Act (ADA) and Section 504 of the Rehabilitation Act address discrimination,
harassment or failure to provide reasonable accommodations to persons with a disability. The following
grievance procedure shall be used for resolution of complaints of alleged violations of the ADA or Section
504:
1.
Complaints shall be filed with the ADA and Section 504 Coordinator. Complaints shall be
made in writing, unless the Complainant's disability prevents such, in which event the
Complaint can be made verbally.
2.
Complaints shall set forth: (a) the name of the Complainant, (b) the address and telephone
number or other such information sufficient to enable the Coordinator to contact the
Complainant, (c) a brief description of the alleged violation, and (d) the relief requested by
the Complainant.
3.
Complaints shall be investigated by the Coordinator or the Coordinator's designee.
Investigations shall be thorough, but informal, and the Complainant shall be given a full
opportunity to submit evidence relevant to the complaint.
4.
The Coordinator shall make a decision on the Complaint within thirty (30) days of the filing
of the Complaint, unless such time period is extended by agreement of the Complainant.
The decision shall be made in writing, shall set forth the Coordinator's proposed resolution
of the Complaint, and shall be forwarded to the Complainant.
5.
The Complainant shall have ten (10) days from the date the Coordinator's decision is sent
52
to the Complainant to accept or reject the Coordinator's proposed resolution, and shall be
deemed to have accepted the proposed resolution unless the Complainant rejects the
proposed resolution within such time period. In the event the complainant rejects the
proposed resolution, the complainant shall be given the opportunity to file a request for
reconsideration within the ten (10) days from the date the Coordinator's division is sent to
the Complainant. The request for reconsideration shall be filed with the Coordinator. The
Coordinator shall consider any additional information provided in the request for
reconsideration and make a decision on the request for reconsideration within 10 (ten) days
after the request for reconsideration was filed.
Section 5
Confidentiality of Student Records (FERPA)
The Family Educational Rights and Privacy Act (FERPA) gives parents and students over 18 years of age
rights of access and confidentiality with respect to education records. Employees are expected to provide
access rights and maintain the confidentiality of education records in accordance with FERPA and Board
policy. Further information about FERPA and the District’s policies under FERPA are found in Board policy
and in the student handbook.
Section 6
Disclosure of Student Information to Military Recruiters and Colleges
The No Child Left Behind Act of 2001 requires the District to provide military recruiters and institutions of
higher education access to secondary school students’ names, addresses, and telephone listings. Parents
and secondary students have the right to request that the school not provide this information (i.e., not
provide the student’s name, address, and telephone listing) to military recruiters or institutions of higher
education, without their prior written consent. Employees are expected to follow these requirements.
Section 7
Disclosure of Staff Qualifications
The No Child Left Behind Act of 2001 gives parents/guardians the right to get information about the
professional qualifications of their child’s classroom teachers. The District designates the following
information as “directory information” and will give parents/guardians such information upon request:
1.
2.
3.
4.
Whether the teacher has met State qualifications and licensing criteria for the grade levels
and subject areas in which the teacher provides instruction.
Whether the teacher is teaching under an emergency or provisional teaching certificate.
The baccalaureate degree major of the teacher, along with information about other graduate
certification or degrees held by the teacher, and the field of discipline of the certification or
degree.
Whether the parent/guardian’s child has been assigned, or has been taught for four or more
consecutive weeks, by a teacher who does not meet the requirements of the NCLB.
Section 8
Student Privacy Protection
The No Child Left Behind Act of 2001 requires the District to protect the privacy of students. Further
information about student privacy and the District’s policies with regard to student privacy are found in Board
policy and in the student handbook. In general, employees are expected to comply with these provisions of
the NCLB and related Board policy, as follows:
1.
Student surveys created by and administered by either the United States Department of
Education or a third party (a group or person other than the District)—give parent/guardian
the opportunity to inspect the survey upon request before the survey is administered or
distributed to the students;
53
2.
3.
4.
Student surveys which involve “sensitive” matters—make suitable arrangements to protect
student privacy (that is, do not include the name or other identifying information about a
particular student) and give parents the opportunity, in advance, to “opt-out” their child from
the survey. Sensitive matters include:
1.
Political affiliations or beliefs of the student or the student’s parent;
2.
Mental or psychological problems of the student or the student’s parent;
3.
Sex behavior or attitudes;
4.
Illegal, anti-social, self-incriminating or demeaning behavior;
5.
Critical appraisals of other individuals with whom the student has close
family relationships;
6.
Legally recognized privileged or analogous relationships, such as those of
lawyers, physicians, and ministers;
7.
Religious practices, affiliations, or beliefs of the students or the student’s
parent;
8.
Income (other than that required by law to determine eligibility for
participation in a program or for receiving financial assistance under such
program).
Instructional materials—permit parents upon reasonable request to inspect any instructional
material used as part of the educational curriculum for their child. The term “instructional
materials” does not include academic tests or academic assessments for purposes of this
parent inspection requirement. If you receive such a request, direct the parent to contact
your building principal and also inform the building principal yourself about the request to
get instructions.
Collection, disclosure, or use of personal information collected from students for the
purpose of marketing or for selling that information—the District policy is to not gather such
information for such purposes.
Section 9
Parental Involvement
General - Parental/Community Involvement in Schools
The District’s policy is to welcome parental involvement in the education of their children. As a part of this
policy, employees are expected to:
1.
provide parents timely information about their child’s progress, including use of quarterly
report cards, active and constructive attendance at parent-teacher conferences, and more
frequent parent contacts where warranted by the student’s academic and behavioral needs;
2.
make textbooks, completed tests and other curriculum materials available for review by
parents upon request;
3.
permit parents access to their child’s records according to law and school policy;
4.
encourage parents to attend courses, assemblies, counseling sessions and other
instructional activities with prior approval of the proper teacher, counselor or administrator,
provided that such parent attendance be educationally appropriate and not disruptive to the
educational program;
5.
assure that testing occurs to assure proper measurement of each child’s educational
progress and achievement;
6.
permit parents to excuse their child from testing, classroom instruction and other school
experiences when possible and educationally appropriate;
7.
notify parents of student surveys in accordance with district policy, obtain parental
permission for surveys where required by District policy or law, and allow parents to opt-out
54
of such surveys in accordance with District policy and law; and
8.
encourage parents to express their concerns, share their ideas and advocate for their
child’s education.
Title I Parental Involvement
The District has a separate policy established pursuant to the No Child Left Behind Act of 2001 relating to
parental involvement applicable to parents of children enrolled in Title I programs. The policy requires that
parents of Title I children been given the opportunity to participate in regular, two-way, and meaningful
communication involving student academic learning and other school activities, including ensuring–(A) that
parents play an integral role in assisting their child’s learning; (B) that parents are encouraged to be actively
involved in their child’s education at school; (C) that parents are full partners in their child’s education and
are included, as appropriate, in decision making and on advisory committees to assist in the education of
their child; and (D) the carrying out of other activities, such as those described in the parental involvement
policy. Employees are expected to comply with the Title I parental involvement policy.
Section 10
Homeless Students
The No Child Left Behind Act of 2001 requires that homeless students not be stigmatized or segregated on
the basis of their status as homeless. Homeless children generally include children who lack a fixed, regular,
and adequate nighttime residence. The Superintendent serves as the District’s designated Homeless
Coordinator and should be contacted for questions relating to a homeless student.
Section 11.
Breakfast and Lunch Programs
The District participates in the National School Lunch Program. Employees are expected to keep
information about the participation of students in the program confidential.
Section 12.
Confidentiality of Protected Health Information
It is the policy of the District to develop and implement all necessary practices, policies, and procedures to
comply with the Health Insurance Portability and Accountability Act of 1996 (HIPAA) where and to the extent
applicable and to maintain the privacy of protected health information (PHI), as that term is defined by
HIPAA, that it receives, obtains, or transmits for employees and students. The District designates the
Superintendent as its HIPAA privacy officer. Student and employee records containing PHI shall be
accessible only to those who require such information to carry out their duties.
55
Addendum to Sutton Public Schools
Employee Handbooks
(January 16, 2009)
The Department of Labor has amended the Family and Medical Leave Act (FMLA) regulations effective on
January 16, 2009. One of the changes involved the content of the general notice to be given to employees
concerning right and responsibilities under the FMLA.
The general notice information is to be included in employee handbooks. As such, we are providing the
following information as an addendum to the District’s existing employee handbooks.
Employee Rights and Responsibilities under the Family and Medical Leave Act
Family and medical leaves shall be allowed under the terms and conditions of the Family and Medical
Leave Act of 1993, as amended (FMLA).
Basic Leave Entitlement: FMLA provides up to 12 weeks of unpaid, job-protected leave to eligible
employees for the following reasons:
• For incapacity due to pregnancy, prenatal medical care or child birth;
• To care for your child after birth, or placement for adoption or foster care;
• To care for your spouse, son or daughter, or parent, who has a serious health condition; or
• For a serious health condition that makes you unable to perform your job.
The “leave year” for purposes of the FMLA is a “rolling” 12-month period measured backward from the date
of any FMLA leave usage.
Military Leave Entitlement: Eligible employees with a spouse, son, daughter, or parent on active duty or
call to active duty status in the National Guard or Reserves in support of a contingency operation may use
their 12-week leave entitlement to address certain qualifying exigencies. Qualifying exigencies may include
attending certain military events, arranging for alternative childcare, addressing certain financial and legal
arrangements, attending certain counseling sessions, and attending post-deployment reintegration briefing/
FMLA also includes a special leave entitlement that permits eligible employees to take up to 26 weeks of
leave to care for a covered service member during a 12 month period. A covered service member is a
current member of the Armed Forces, including a member of the National Guard or Reserves, who has a
serious injury or illness incurred in the line of duty on active duty that may render the service member
medically unfit to perform his or her duties for which the service member is undergoing medical treatment
recuperation, or therapy, or is in outpatient status; or is on temporary disability retired list.
56
Benefits and Protections: During FMLA leave, your health coverage under a “group health plan” will be
maintained on the same terms as of you had continued to work. Upon return from FMLA leave, most
employees must be restored to their original or an equivalent position with equivalent pay, benefits, and
other employment terms.
Your use of FMLA leave will not result in the loss of any employment benefit that accrued prior to the start
of your FMLA leave.
Eligibility Requirements: You are eligible if you have been employed with Sutton Public Schools for at year
one, for 1050 hours over the previous 12 months, and if there are at least 50 employees of Sutton Public
School within 75 miles of your work location.
Definition of Serious Health Condition: A serious health conditions is an illness, injury, impairment, or
physical or mental condition that involves either an overnight stay in a medical facility, or continuing
treatment by a health care provider for a condition that either prevents you from performing the functions of
your job, or prevents the qualified family member from participating in school or other daily activities.
Subject to certain conditions, the continuing treatment requirement may be met by a period of incapacity of
more than three consecutive calendar days combined with at least two visits to a health care provider or
one visit and regiment of continuing treatment, or incapacity due to pregnancy, or incapacity due to a
chronic condition. Other conditions may meet the definition of continuing treatment.
Use of Leave: You do not need to use FMLA leave entitlement in one block. Leave can be taken
intermittently or on a reduced leave schedule when medically necessary. You must make reasonable
efforts to schedule leave for panned medical treatment so as not to unduly disrupt the District’s operations.
Leave due to qualifying exigencies may also be taken on an intermittent basis.
Substitution of Paid Leave for Unpaid Leave: You may choose or Sutton Public Schools may require use of
accrued paid leave while taking FMLA leave. In order to use paid leave for FMLA leave, you must comply
with the District’s normal paid leave policies.
Employee Responsibilities: You must provide sufficient information for the District to determine if the leave
may qualify for FMLA protection and the anticipated timing and duration of the leave. Sufficient information
may include that you are unable to perform job functions, the family member is unable to perform daily
activities, the need for hospitalization or continuing treatment by a health care provider, or circumstances
supporting the need for military family leave. You also must inform the District if the requested leave is for
a reason for which FMLA leave was previously take or certified. You also may be required to provide a
certification and periodic recertification supporting the need for leave.
Employers Responsibilities: The District must inform employees requesting leave whether they are eligible
under FMLA. If they are, the notice must specify any additional information required as well as employee’s
rights and responsibilities. If they are not eligible, the District must provide a reason for the ineligibility.
The District must inform employees if leave will be designated as FMLA-protected and the amount of leave
counted against the employee’s leave entitlement. If the District determines that the leave is not FMLAprotected, the District must notify the employee.
57
Unlawful Acts by Employers: FMLA makes it unlawful for any employers to:
• Interfere with, restrain, or deny the exercise of any right provided under FMLA;
• Discharge or discriminate against any person for opposing any practice made unlawful by
FMLA or for involvement in any proceeding under or relating to FMLA.
Enforcement: An employee may file a complaint with the U.S. Department of Labor or may bring a private
lawsuit against an employer.
FMLA does not affect any Federal or State law prohibiting discrimination, or supersede any State or local
law or collective bargaining agreement which provides greater family or medical leave rights.
For additional information you may refer to FMLA posters on employee bulletin boards or contact the U. S.
Wage and Hour Division at:
1-866-4US-WAGE (1-866-487-9243) TTY: 1-877-889-5627
www.wagehour.dol.gov
To submit a request for use of FMLA, or make arrangements for payment of benefits while on an FMLA
lave, contact Dana Wiseman at (402) 773-5569.
58
Notice of COBRA Continuation Coverage Rights
** Continuation Coverage Rights Under COBRA**
Introduction
You are receiving this notice because you have recently become covered under Sutton Public Schools’ health plan
(the “Plan”). This notice contains important information about your right to COBRA continuation coverage, which is a
temporary extension of coverage under the Plan. The right to COBRA continuation coverage was created by a
federal law, the Consolidated Omnibus Budget Reconciliation Act of 1985 (COBRA). COBRA continuation coverage
can become available to you and to other members of your family who are covered under the Plan when you would
otherwise lose your group health coverage. This notice generally explains COBRA continuation coverage,
when it may become available to you and your family, and what you need to do to protect the right to receive
it. This notice gives only a summary of your COBRA continuation coverage rights. For more information about your
rights and obligations under the Plan and under federal law, you should either review the Plan’s Summary Plan
Description or get a copy of the Plan Document from the Plan Administrator.
COBRA Continuation Coverage
COBRA continuation coverage is a continuation of Plan coverage when coverage would otherwise end because
of a life event known as a “qualifying event.” Specific qualifying events are listed later in this notice. COBRA
continuation coverage must be offered to each person who is a “qualified beneficiary.” A qualified beneficiary is
someone who will lose coverage under the Plan because of a qualifying event. Depending on the type of
qualifying event, employees, spouses of employees, and dependent children of employees may be qualified
beneficiaries. Under the Plan, qualified beneficiaries who elect COBRA continuation must pay for COBRA
continuation coverage.
If you are an employee, you will become a qualified beneficiary if you will lose your coverage under the Plan
because either one of the following qualifying events happens:
1. Your hours of employment are reduced, or
2. Your employment ends for any reason other than your gross misconduct
If you are the spouse of an employee, you will become a qualified beneficiary if you will lose your coverage
under the Plan because any of the following qualifying events happens:
1. Your spouse dies;
2. Your spouse’s hours of employment are reduced;
3. Your spouse’s employment ends for any reason other than his or her gross misconduct;
4. Your spouse becomes enrolled in Medicare (Part A, Part B, or both); or
5. You become divorced or legally separated from your spouse
Your dependent children will become qualified beneficiaries if they will lose coverage under the Plan because
any of the following qualifying events happens:
1. The parent-employee dies;
2. The parent-employee’s hours of employment are reduced;
3. The parent-employee’s employment ends for any reason other than his or her gross misconduct;
4. The parent-employee becomes enrolled in Medicare (Part A, Part B, or both);
59
5. The parents become divorced or legally separated; or
6. The child stops being eligible for coverage under the plan as a “dependent child.”
Sometimes, filing a proceeding in bankruptcy under title 11 of the United States Code can be a qualifying event.
If a proceeding in bankruptcy is filed with respect to the employer and that bankruptcy results in the loss of
coverage of any retired employee covered under the Plan, the retired employee is a qualified beneficiary with
respect to the bankruptcy. The retired employee’s spouse, surviving spouse, and dependent children will also
be qualified beneficiaries if bankruptcy results in the loss of their coverage under the Plan.
The Plan will offer COBRA continuation coverage to qualified beneficiaries only after the Plan Administrator has
been notified that a qualifying event has occurred. When the qualifying event is the end of employment or
reduction of hours of employment, death of the employee, commencement of a proceeding in bankruptcy with
respect to the employer to the extent retiree health coverage is provided, or enrollment of the employee in
Medicare (Part A, Part B, or both), the employer must notify the Plan Administrator of the qualifying event within
30 days of any of these events.
For the other qualifying events (divorce or legal separation of the employee and spouse or a dependent
child’s losing eligibility for coverage as a dependent child), you must notify the Plan Administrator. The
Plan requires you to notify the Plan Administrator within 60 days after the qualifying event occurs. You
must send this notice to the Plan Administrator. Any additional Plan procedures for this notice must
also be provided.
Once the Plan Administrator receives notice that a qualifying event has occurred, COBRA continuation coverage
will be offered to each of the qualified beneficiaries. For each qualified beneficiary who elects COBRA
continuation coverage, COBRA continuation coverage will begin on the date of the qualifying event.
COBRA continuation coverage is a temporary continuation of coverage. When the qualifying event is the death
of the employee, enrollment of the employee in Medicare (Part A, Part B, or both), your divorce or legal
separation, or a dependent child losing eligibility as a dependent child, COBRA continuation coverage lasts for
up to 36 months.
When the qualifying event is the end of employment or reduction of the employee’s hours of employment,
COBRA continuation coverage lasts for up to18 months. There are two ways in which this 18-month period of
COBRA continuation coverage can be extended.
Disability extension of 18-month period of continuation coverage
If you or anyone in your family covered under the Plan is determined by the Social Security Administration to be
disabled at any time during the first 60 days of COBRA continuation coverage and you notify the Plan
Administrator in a timely fashion, you and your entire family can receive up to an additional 11 months of
COBRA continuation coverage, for a total maximum of 29 months. You must make sure that the Plan
Administrator is notified of the Social Security Administration’s determination within 60 days of the date of the
determination and before the end of the 18-month period of COBRA continuation coverage. This notice should
be sent to the Plan Administrator. Any additional Plan procedures for this notice must also be provided.
Second qualifying event extension of 18-month period of continuation coverage
If your family experiences another qualifying event while receiving COBRA continuation coverage, the spouse
and dependent children in your family can get additional months of COBRA continuation coverage, up to a
maximum of 36 months. This extension is available to the spouse and dependent children if the former
employee dies, enrolls in Medicare (Part A, Part B, or both), or gets divorced or legally separated. The
extension is also available to a dependent child when that child stops being eligible under the Plan as a
dependent child. In all of these cases, you must make sure that the Plan Administrator is notified of the second
qualifying event within 60 days of the second qualifying event. This notice must be sent to the Plan
Administrator. Any additional Plan procedures for this notice must also be provided.
If You Have Questions
60
If you have questions about your COBRA continuation coverage, you should contact the Superintendent or Plan
Administrator or you may contact the nearest Regional or District Office of the U.S. Department of Labor’s
Employee Benefits Security Administration (EBSA). Addresses and phone numbers of Regional and District
EBSA Offices are available through EBSA’s web site at www.dol.gov/ebsa.
Keep Your Plan Informed of Address Changes
In order to protect your family’s rights, you should keep the Plan Administrator informed of any changes in the
addresses of family members. You should also keep a copy, for your records, of any notices you send to the Plan
Administrator.
A-2
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B-1
62
63
C-1
64
D-1
65
"PROFESSIONAL GROWTH"
Every six years permanent certificated employees shall give evidence of professional growth. Six
semester hours of college credit shall be accepted as evidence of professional growth or, in the alternative,
such other activities as are approved by the school board, which may include, but are not limited to
educational travel, professional publications, or work on educational committees.
The professional growth period for each permanent certificated staff member (tenured) begins on
September 1, 1982 and ends on August 31, 1988. A new professional growth period begins September 1,
1988 and these growth periods continue for each successive 6 year period thereafter. The persons
attaining permanent tenured status after September 1, 1982, their professional growth period will begin
September 1 of the year in which such status was attained and each six year period thereafter.
Professional growth in the Sutton Public School system may be demonstrated in two ways.
I. College credit - The completion of six hours of college credit, graduate or undergraduate, shall be
accepted as evidence of professional growth. Grade slips or transcript of credits earned shall be placed in
the employees personal file as proof of credit.
II. The accumulation of 24 growth points acquired sometime during the six year period with points being
earned according to the following scale:
A. Formal class work:
1. College or University credit
1 semester hour
= 4 points
2. Technical Community College Credit
1 semester hour
= 4 points
3. College credit earned in specialized areas i.e.,
Institute, Business School
1 semester
= 4 points
4. Auditing a college class
1 semester
= 4 points
B. Professional Meetings and Activities
1. Curriculum Conference & Conventions = 1 point per day
2. Workshops either school district designed or externally sponsored = 1 point per each half day
3. NSEA or NCSA sponsored conventions or activities and state academic association activities or
conventions which are instructional in nature = 1 point per day
4. Service on Nebraska Department of Education Advisory Committees, school or college
accreditation teams, the Nebraska Council on Teacher's Education, the Professional Practices Commission
or other professionally related commissions or committees.= 1 point per day.
5. Service on district curriculum committees or board or administration advisory committees.= 1
point per three hours of committee work
6. Demonstration teaching and/or presenting in-service programs to colleagues within or without
the district. = 1 point per one half day of in-service presentation.
E-1
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Appendix F-GRIEVANCE PROCEDURE
A. PURPOSE
The purpose of this grievance procedure is to secure, at the lowest possible level, a solution to problems
which may from time to time arise concerning the interpretation, application or meaning of board policies or
of any collective bargaining agreement entered into between the school district and an organization
representing teachers in collective bargaining.
B. DEFINITIONS
1. Grievance: A claim that there has been a misapplication of the policies adopted by the board of
education, or a violation of the collective bargaining agreement entered into between the school district and
the organization representing the school district's teachers in collective bargaining.
2. Grievant: The teacher, group of teachers, or the Association making the claim in paragraph B-1.
3. Time Limits: Unless otherwise specified, all time limits herein shall consist of teacher working days
except when a grievance is submitted after the end of the school year; the time limits shall then consist of
all week days Monday through Friday. The number of days indicated at each level should be considered a
maximum and every effort shall be made at all levels to expedite the process. Failure of the Board or its
representatives to comply with the time limits at any level shall permit the grievant to appeal the grievance
to the next level. Failure of any grievant to comply with the time limits at any level shall constitute a waiver
of the right to appeal to the next level.
C. REPRESENTATION
A grievant shall have the right to have a representative present to represent the grievant at each step of the
grievance procedure.
D. TERMS OF SETTLEMENT
The settlement shall not be inconsistent with terms of the negotiated agreement. Under this provision, the
Board of Education recognizes the Association and its grievance representatives as parties in interest to
any grievance proceedings as provided herein.
E. REPRISALS
No reprisals of any kind shall be taken against any employee who utilizes this grievance procedure.
F. GRIEVANCE PROCEDURES
The parties believe that it is usually most desirable for an employee and his/her most immediate superior to
resolve problems through free and informal communications. When requested by the grievant, a
representative of the Association may assist in this resolution. However if the grievance remains
unresolved the grievance may be processed as follows:
F-1
67
1. Advanced Step Filing Procedures
A grievance shall be initially filed at the level where the decision resulting in the grievance was made.
2. Regular Form Filing Procedures
STEP 1. Except as otherwise provided (Advanced Step Filing), the grievant shall present the grievance in
writing (Form A) to the employee's principal. The principal will investigate and consider the grievance and
provide a written answer (Form B) to the grievance within five (5) working days.
STEP 2. Except as otherwise provided (Advanced Step Filing), if the grievance is not resolved at Step 1,
the grievant may refer the grievance, in writing (Form B), to the superintendent. This action must occur
within six (6) working days of receipt of the answer in Step 1 or in the event no action is taken, six (6) days
from the day the answer should have been received.
The superintendent will conduct an investigation concerning the grievance and render a decision within five
(5) working days of the receipt of the appeal (Form C). Each party shall have the right to call such
witnesses as deemed necessary to develop the facts pertinent to the grievance.
Step 3. Except as otherwise provided (Advanced Step Filing), if the grievance is not resolved at Step 2, the
grievant may refer the grievance, in writing (Form C), to the president of the Board of Education. This
action must occur within six (6) working days of receipt of the answer in Step 2 or in the event no action is
taken, six (6) days from the day the answer should have been received. The president of the Board shall
have ten (10) working days from the date the appeal was received to schedule a hearing on the grievance
before the Board of Education. Each party shall have the right to call such witnesses as deemed
necessary to develop the facts pertinent to the grievance. The Board will have five (5) working days from
the date of the hearing to notify, in writing (Form D), the grievant of the Board's decision.
G. OTHER CONSIDERATIONS
1. Decisions rendered at Steps 1, 2, and 3 of the grievance procedure shall be in writing, setting
forth the decision and the reasons therefore, and will be transmitted promptly to all parties in interest.
2. All meetings and hearings under this procedure shall be conducted in private and shall include only the
administration representatives and the grievant and his/her representatives. All parties shall have the right
to record, by written or electronic means, the proceedings of any hearing or meeting at all formal steps of
the grievance procedure. Hearings before the Board of Education shall be open unless both parties agree
to a closed meeting.
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Adopted July 15, 1996
GRIEVANCE FORM A - INITIAL FORMAL GRIEVANCE PRESENTATION
(Step 1,2,or 3)
(To be completed by the grievant)
F-2
Grievant: ____________________________________
Grievant may be reached by telephone number:_______________________________
Address: _____________________________________________________
Grievance Presented To: ________________________________________
Date Of Presentation: ________________________________________
Representative, if any: __________________________
Statement of Grievance:
Action Requested:
Signature Of Grievant _______________________________________
F-3
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GRIEVANCE FORM B - - DECISION BY PRINCIPAL (Step 1)
Grievant: ______________________________________
Principal: _____________________________________
Date Formal Grievance (Form A) Presented To Principal: __________
Principal's Decision:
Signature Of Principal:______________________________
Date Principal's Response Delivered To Grievant:
(within 5 days) __________________
Grievant's Response:
( ) I accept the decision of the principal
( ) I hereby appeal this decision to the superintendent
Signature Of Grievant: _________________________________________
Date Appeal Presented To Superintendent
(within 6 days) ___________________
F-4
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GRIEVANCE FORM C - - DECISION BY SUPERINTENDENT (Step 2)
Grievant: ______________________________________
Superintendent: _____________________________________
Date Formal Grievance (Form A) or appeal (Form B) Presented To
Superintendent: _____________________________
Superintendent's Decision:
Signature Of Superintendent:______________________________
Date Superintendent's Response Delivered To Grievant:
(within 5 days) __________________
Grievant's Response:
( ) I accept the decision of the superintendent
( ) I hereby appeal this decision to the Board of Education
Signature of Grievant: _________________________________________
Date Appeal Presented To President Of The Board Of Education:
(within 6 days) ___________________
F-5
GRIEVANCE FORM D - - DECISION BY BOARD OF EDUCATION (Step 3)
71
Grievant: ______________________________________
Date Formal Grievance (Form A) or Appeal (Form C) Presented To
The President Of the Board: ____________________
Date Of Hearing Before The Board:______________________________
(within 10 days after appeal received)
Decision Of The Board:
Signature Of The President Of The Board:_________________________
Date Board's Decision Delivered To Grievant:
(within 5 days of hearing) __________________
F-6
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Appendix G--Article 9 – State and Federal Programs
Section 1
Notice of Nondiscrimination:
Students, parents, employees, volunteers, school patrons, applicants for student admission or employment, sources
of referral of applicants for admission and employment, professional organizations holding collective bargaining or
professional agreements with the Sutton Public School, and all others who interact with Sutton Public Schools are
hereby notified that the Sutton Public School District does not discriminate on the basis of race, color, national origin,
sex, age, marital status, religion, or disability in the admission, access to its facilities or programs, treatment, or
employment in its programs or activities.
Section 2
Admission Requirements
Minimum Age:
A child shall be eligible for admission into kindergarten at the beginning of the school year if the child is five years of
age or will be five years of age on or before July 31st of the current school year. The board of education may admit a
child who will reach the age of five between October 16 and February 1 of the current school year if the parent or
guardian requests such entrance and provides an affidavit stating that (a) the child attended kindergarten in another
jurisdiction in the current school year or (b) the family anticipates a relocation to another jurisdiction would allow
admission within the current year. Early admission based on ability assessment reports is not permitted.
A child shall be eligible to enter first grade at the beginning of the school year if the child has not attended
kindergarten but is six years of age or will be six years of age on or before October 15 of the current school year, and
school officials determine that such grade level is the appropriate placement for the child.
Graduates:
A student who has received a high school diploma or received a General Equivalency Diploma shall not be eligible
for admission or continued enrollment.
Age 21:
A student shall not be admitted or continued in enrollment after the end of the school year in which the student
reaches the age of 21. The school year for this purpose ends at the last day of instruction for graduating seniors.
Birth Certificate, Physical, Visual Evaluation and Immunization
The parents or legal guardian shall furnish:
(1)
A certified copy of the student's birth certificate issued by the state in which the child was born, prior to
admission of a child for the first time. Other reliable proof of the child's identify and age, accompanied
by an affidavit explaining the inability to produce a copy of the birth certificate, may be used in lieu of a
birth certificate. An affidavit is defined as a notarized statement by an individual who can verify the
reason a copy of the birth certificate cannot be produced.
(2)
Evidence of a physical examination by a physician, physician assistant, or nurse practitioner, within six
months prior to the entrance of the child into the beginner grade and the seventh grade or, in the case
of a transfer from out of state, to any other grade, unless the parent or legal guardian submits a written
statement objecting to a physical examination.
(3)
Evidence of a visual evaluation by a physician, a physician assistant, an advanced practice registered
nurse, or an optometrist, within six months prior to the entrance of the child into the beginner grade or,
in the case of a transfer from out of state, to any other grade, unless the parent or legal guardian
submits a written statement objecting to a visual evaluation. The visual evaluation is to consist of
testing for amblyopia, strabismus, and internal and external eye health, with testing sufficient to
determine visual acuity.
G-1
73
(4)
Evidence of protection against diphtheria, tetanus, pertussis, polio, measles, mumps, and rubella,
Hepatitis B, Varicella (chicken pox) and Haemophilus Influenzae type b (Hib) and other diseases as
required by applicable law, by immunization, prior to enrollment, unless the parent or legal guardian
submits a written statement refusing immunization or meets other exceptions established by law.
The Superintendent or Superintendent’s designee shall notify the parent or guardian in writing of the foregoing
requirements and of the right to submit affidavits or statements to object to the requirements, as applicable. The
Superintendent or Superintendent’s designee shall also provide a telephone number or other contact information to
assist the parent or guardian in receiving information regarding free or reduced-cost visual evaluations for lowincome families who qualify.
A student who fails to meet the foregoing requirements shall not be permitted to enroll or to enter school, or if
provisionally enrolled or enrolled without compliance, shall not be permitted to continue in school until evidence of
compliance or an exemption from compliance is given.
Enrollment of Expelled Students
If a student has been expelled from any public school district in any state, or from a private, denominational, or
parochial school in any state, and the student has not completed the terms or time period of the expulsion, the
student shall not be permitted to enroll in this school district until the expulsion period from such other school has
expired, unless the School Board of this school district in its sole and absolute discretion upon a proper application
approves by a majority vote the enrollment of such student prior to expiration of the expulsion period. As a condition
of enrollment, the School Board may require attendance in an alternative school, class or educational program
pursuant to Nebraska law until the terms or time period of the original underlying expulsion are completed. A student
expelled from a private, denominational, or parochial school or from any public school in another state, will not be
prohibited from enrolling in the public school district in which the student resides or in which the student has been
accepted pursuant to the enrollment option program for any period of time beyond the time limits placed on
expulsion, pursuant to the Student Discipline Act, or for any expulsion for an offense for which expulsion is not
authorized for a public school student under such Act. For purposes of this policy, the term expulsion or expelled
includes any removal from any school for a period in excess of twenty (20) school days.
Section 3
Designation of Coordinator(s):
Any person having inquiries concerning this district’s compliance with anti-discrimination laws or policies or other
programs should contact or notify the following person(s) who are designated as the coordinator for such laws,
policies or programs.
The contact address for the coordinator is: Sutton Public Schools, Office of Superintendent, PO Box 590, Sutton,
NE 68979.
Law, Policy or Program
Title VI
Title IX
Section 504 of the Rehabilitation Act and
the Americans with Disability Act (ADA)
Homeless student laws
Safe and Drug Free Schools and
Communities
Issue or Concern
Discrimination or harassment based on
race, color, or national origin; harassment
Discrimination or harassment based on sex;
gender equity
Discrimination, harassment or reasonable
accommodations of persons with disabilities
Children who are homeless
Safe and drug free schools
Coordinator
Superintendent
Superintendent
Superintendent
Superintendent
Superintendent
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Section 4
Sutton Public Schools Policy Prohibiting Harassment of Students
GENERAL STATEMENT OF POLICY
It is the policy of this District to maintain a learning environment that is free from harassment because of an
individual’s race, color, sex, national origin or disability. The School District prohibits any and all forms of harassment
because of race, color, sex, national origin, and disability.
It shall be a violation of District policy for any student, teacher, administrator, or other school personnel of this District
to harass a student through conduct of a sexual nature, or regarding race, color, national origin or disability, as
defined by this policy.
It shall also be a violation of District policy for any teacher, administrator or other school personnel of this District to
tolerate sexual harassment or harassment because of a student’s race, color, national origin, ethnicity, or disability,
as defined by this policy, by a student, teacher, administrator, other school personnel, or by any third parties who are
participating in, observing, or otherwise engaged in activities, including sporting events and other extra curricular
activities, under the auspices of the School District.
For purpose of this policy, the term “school personnel” includes school board members, school employees, agents,
volunteers, contractors, or persons subject to the supervision and control of the District.
The school system will act to promptly investigate all complaints, either formal or informal, verbal or written, of
harassment because of race, color, sex, national origin, or disability; to promptly take appropriate action to protect
individuals from further harassment; and, if it determines that unlawful harassment occurred, to promptly and
appropriately discipline any student, teacher, administrator or other school personnel who is found to have violated
this policy, and/or to take other appropriate action reasonably calculated to end the harassment.
II.
DEFINITIONS
A. Sexual Harassment.
For purposes of this policy, sexual harassment of a student consists of unwelcome and unsolicited sexual advances,
requests for sexual favors, sexually motivated physical conduct, or other verbal or physical conduct or
communication of a sexual nature when:
1.
a school employee causes a student to believe that he or she must submit to unwelcome sexual
conduct in order to participate in a school program or activity, or when an employee or third party
agent of the school district causes a student to believe that the employee will make an educational
decision based on whether or not the student submits to unwelcome sexual conduct; or
2.
the unwelcome sexual conduct is so severe, persistent or pervasive that it affects a student’s ability
to participate in or benefit from an educational program or activity, or creates an intimidating,
threatening or abusive educational environment.
Examples of conduct which may constitute sexual harassment include
§
§
§
§
§
§
sexual advances;
touching, patting, grabbing or pinching another person’s intimate parts, whether that
person is of the same sex or the opposite sex;
coercing, forcing or attempting to coerce or force the touching of anyone’s intimate parts
coercing, forcing or attempting to coerce or force sexual intercourse or a sexual act on
another;
graffiti of a sexual nature;
sexual gestures;
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§
§
§
§
§
sexual or dirty jokes;
touching oneself sexually or talking about one’s sexual activity in front of others;
spreading rumors about or rating other students as to sexual activity or performance;
unwelcome, sexually motivated or inappropriate patting, pinching or physical contact. This
prohibition does not preclude legitimate, non sexual physical conduct such as the use of
necessary restraints to avoid physical harm to persons or property, or conduct such as
teacher’s consoling hug of a young student, or one student’s demonstration of a sports
move requiring contact with another student;
other unwelcome sexual behavior or words, including demands for sexual favors, when
accompanied by implied or overt threats concerning an individual’s educational status or
implied or overt promises of preferential treatment.
B. Harassment Because of Race or Color
For purposes of this policy, racial harassment of a student consists of verbal or physical conduct relating to an
individual’s race or color, when
1. The harassing conduct is sufficiently severe, persistent or pervasive that it affects a student’s
ability to participate in or benefit from an educational program or activity, or creates an intimidating,
threatening or abusive educational environment;
2. The harassing conduct has the purpose or effect of substantially or unreasonably interfering
with an individual’s academic performance; or
3. The harassing conduct otherwise adversely affects an individual’s learning opportunities.
Examples of conduct which may constitute harassment because of race or color include
C.
•
graffiti containing racially offensive language;
•
name calling, jokes or rumors;
•
threatening or intimidating conduct directed at another because of the other’s race or color;
•
notes or cartoons;
•
racial slurs, negative stereotypes, and hostile acts which are based upon another’s race or color;
•
written or graphic material containing racial comments or stereotypes which is posted or circulated
and which is aimed at degrading individuals or members of protected classes;
•
a physical act of aggression or assault upon another because of, or in a manner reasonably related
to, race or color;
•
other kinds of aggressive conduct such as theft or damage to property which is motivated by race
or color.
Harassment Based upon National Origin or Ethnicity
For purposes of this policy, ethnic or national origin harassment of a student consists of verbal or physical conduct
relating to an individual’s ethnicity or country of origin or the country of origin of the individual’s parents, family
members or ancestors when:
1. The harassing conduct is so severe, persistent or pervasive that it affects a student’s ability to
participate in or benefit from an educational program or activity, or creates an intimidating,
threatening or abusive educational environment;
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2. The harassing conduct has the purpose or effect of substantially or unreasonably interfering
with an individual’s work or academic performance; or
3. The harassing conduct otherwise adversely affects an individual’s learning opportunities.
Examples of conduct which may constitute harassment because of national origin or ethnicity include
D.
•
graffiti containing offensive language which is derogatory to others because of their national origin
or ethnicity;
•
threatening or intimidating conduct directed at another because of the other’s national origin or
ethnicity;
•
jokes, name calling, or rumors based upon an individual’s national origin or ethnicity;
•
ethnic slurs, negative stereotypes, and hostile acts which are based upon another’s national origin
or ethnicity;
•
written or graphic material containing ethnic comments or stereotypes which is posted or circulated
and which is aimed at degrading individuals or members of protected classes;
•
a physical act of aggression or assault upon another because of, or in a manner reasonably related
to, ethnicity or national origin;
•
other kinds of aggressive conduct such as theft or damage to property which is motivated by
national origin or ethnicity.
Harassment Because of Disability
For purposes of this policy, harassment because of the disability of a student consists of verbal or physical conduct
relating to an individual’s physical or mental impairment when
1. The harassing conduct is so severe, persistent or pervasive that it affects a student’s ability to
participate in or benefit from an educational program or activity, or creates an intimidating,
threatening or abusive educational environment;
2. The harassing conduct has the purpose or effect of substantially or unreasonably interfering
with an individual’s work or academic performance; or
3. The harassing conduct otherwise adversely affects an individual’s learning opportunities.
Examples of conduct which may constitute harassment because of disability include
1. graffiti containing offensive language which is derogatory to others because of their physical or
mental disability;
2. threatening or intimidating conduct directed at another because of the other’s physical or mental
disability;
3. jokes, rumors or name calling based upon an individual’s physical or mental disability;
4. slurs, negative stereotypes, and hostile acts which are based upon another’s physical or mental
disability;
5. graphic material containing comments or stereotypes which is posted or circulated and which is
aimed at degrading individuals or members of protected classes;
6. a physical act of aggression or assault upon another because of, or in a manner reasonably related
to, an individual’s physical or mental disability;
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7. other kinds of aggressive conduct such as theft or damage to property which is motivated by an
individual’s physical or mental disability.
III.
REPORTING PROCEDURES
Any student who believes he or she has been the victim of sexual harassment or harassment based on race, color,
national origin, or disability by a student, teacher, administrator or other school personnel of the School District, or by
any other person who is participating in, observing, or otherwise engaged in activities, including sporting events and
other extra curricular activities, under the auspices of the School District, is encouraged to immediately report the
alleged acts to an appropriate School District official designated by this policy.
Any teacher, administrator, or other school official who has or receives notice that a student has or may have been
the victim of sexual harassment or harassment based on race, color, national origin, or disability by a student,
teacher, administrator or other school personnel of the School District, or by any other person who is participating in,
observing, or otherwise engaged in activities, including sporting events and other extracurricular activities, under the
auspices of the School District, is required to immediately report the alleged acts to an appropriate School District
official designated by this policy.
Any other person with knowledge or belief that a student has or may have been the victim of sexual harassment or
harassment based on race, color, national origin, or disability as set forth above, is encouraged to immediately report
the alleged acts to an appropriate School District official designated by this policy.
The School District encourages the reporting party or complainant to use the report form available from the principal
of each building or available from the School District office, but oral reports shall be considered complaints as well.
Use of formal reporting forms is not mandated. Nothing in this policy shall prevent any person from reporting
harassment directly to a District Human Rights officer or to the superintendent.
A.
In each school building, the building principal is the person responsible for receiving oral or written reports of
sexual harassment, or harassment based on race, color, national origin, or disability at the building level. Any adult
School District personnel who receive a report of sexual harassment, or harassment based on race, color, national
origin, or disability shall inform the building principal immediately. Upon receipt of a report, the principal must notify
the Superintendent of Schools immediately, without screening or investigating the report. The principal may request
but may not insist upon a written complaint. A written statement of the facts alleged will be forwarded as soon as
practicable by the principal to the Superintendent. If the report was given verbally, the principal shall personally
reduce it to written form within 24 hours and forward it to the Superintendent. Failure to forward any harassment
report or complaint as provided herein will result in disciplinary action against the principal. If the complaint involves
the building principal, the complaint shall be made or filed directly with the Superintendent by the reporting party or
the complainant.
B.
The School Board has designated the School Superintendent as the School District Human Rights Officer
with responsibility to identify, prevent, and remedy harassment. The Superintendent shall
1. receive reports or complaints of sexual harassment, and harassment based on race, color, national
origin, or disability;
2. oversee the investigative process;
3. be responsible for assessing the training needs of the District’s staff and students in connection
with the dissemination, comprehension, and compliance with this policy;
4. arrange for necessary training required for compliance with this policy; and
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5. insure that any investigation is conducted by an impartial investigator who has been trained in the
requirements of equal educational opportunity, including harassment, and who is able to apply
procedural and substantive standards which are necessary and applicable to identify unlawful
harassment, recommend appropriate discipline and remedies when harassment is found, and take
other appropriate action to rectify the damaging effects of any prohibited discrimination, including
interim protection of the victim during the course of the investigation.
If any complaint involves a Superintendent, the complaint shall be filed with a principal who shall notify the president
of the board of education.
The School District shall conspicuously post a summary of this policy against harassment and violence in each
school that the District maintains, in a place accessible to students, faculty, administrators, employees, parents and
members of the public. This notice shall include the name, mailing address and telephone number of the
Superintendent.
C.
A copy of this policy shall appear in the student handbook and shall be made available upon request of
parents, students, and other interested parties.
D.
The School Board will develop a method of discussing this policy with students and employees. Training on
the requirements of non-discrimination and the appropriate responses to issues of harassment will be provided to all
school personnel on an annual basis, and at such other times as the School Board in consultation with the
Superintendent determines is necessary or appropriate.
E.
The School District will respect the privacy of the complainant, the individuals against whom the complaint is
filed, and the witnesses as much as possible, consistent with the District’s legal obligations to investigate, to take
appropriate action, and to conform with any discovery or disclosure obligations.
IV.
INVESTIGATION
Upon receipt of a report or complaint alleging sexual harassment, or harassment based upon race, national origin, or
disability, the Superintendent shall immediately undertake or authorize an investigation. At the Superintendent’s
direction, that investigation may be conducted by the principal or other school district officials or by a third party
designated by the Superintendent.
The investigation may consist of personal interviews with the complainant, the individual against whom the complaint
is filed, and others who have knowledge of the alleged incident or circumstances giving rise to the complaint. The
investigation may also consist of the evaluation of any other information or documents which may be relevant to the
particular allegations.
In determining whether the alleged conduct constitutes a violation of this policy, the School District shall consider
1. the nature of the behavior;
2. how often the conduct occurred;
3. whether there were past incidents or past continuing patterns of behavior;
4. the relationship between the parties involved;
5. the race, national origin, sex and age of the victims
6. the identity of the perpetrator, including whether the perpetrator was in a position of power over the
student allegedly subjected to harassment;
7. the number of alleged harassers;
8. the age of the alleged harasser;
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9. where the harassment occurred;
10. whether there have been other incidents in the school involving the same or other students;
11. whether the conduct adversely affected the student’s education or educational environment;
12. the context in which the alleged incidents occurred;
13. other information which is judged to be relevant.
Whether a particular action or incident constitutes a violation of this policy requires a determination based on all the
facts and surrounding circumstances.
The investigation shall be completed as soon as practicable and ordinarily no later than fourteen days from receipt of
the report. The principal or other person charged with making an investigation shall make a written report to the
Superintendent upon completion of the investigation. If the complaint involves the Superintendent, the report may be
filed directly with the School Board. The report shall include a determination of whether the allegations have been
substantiated as factual and whether they appear to be violations of this policy. The obligation to conduct this
investigation shall not be extinguished by the fact that a criminal investigation involving the same or similar
allegations is also pending or has been concluded.
V.
SCHOOL DISTRICT ACTION
A.
Upon receipt of a report that a violation has occurred, the School District will take prompt, appropriate formal
or informal action to address, and where appropriate, remediate the violation. Appropriate actions may include but
are not limited to counseling, awareness training, parent-teacher conferences, warning, suspension, exclusion,
expulsion, transfer, remediation, termination or discharge. School District action taken for violation of this policy shall
be consistent with the requirements of applicable collective bargaining agreements, state and federal law, and School
District policies for violations of a similar nature or similar degree of severity. In determining an appropriate response
to a finding that harassment in violation of this policy has occurred, the School District shall consider:
6. what response is most likely to end any ongoing harassment;
7. whether a particular response is likely to deter similar future conduct by the harasser or others;
8. the amount and kind of harm suffered by the victim of the harassment;
9. the identity of the party who engaged in the harassing conduct;
10. whether the harassment was engaged in by school personnel, and if so, the School District will
also consider how it can best remediate the effects of the harassment;
11. Other factors which are judged to be relevant.
In the event that the evidence suggests that the harassment at issue is also a crime in violation of a Nebraska
criminal statute, the Superintendent shall also report the results of the investigation to the appropriate law
enforcement agency charged with responsibility for handling such crimes.
B.
The results of the School District’s investigation of each complaint filed under these procedures will be
reported in writing to the complainant and other parties by the School District in accordance with state and federal
laws regarding data or records privacy, and consistent with the privacy rights of the alleged harasser.
C.
Copies of all complaints of harassment and the investigations conducted pursuant to them shall be
maintained for the period of time established by the State Records Administrator, but in any event shall be
maintained for a period of at least five years.
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VI. REPRISAL
Submission of a good faith complaint or report of sexual harassment, or harassment based upon race, color,
disability or national origin will not affect the complainant or reporter’s future employment, grades, learning or working
environment or work assignments.
The School District will discipline or take appropriate action against any student, teacher, administrator or other
school personnel who retaliates against any person who reports an incident of alleged sexual, racial, ethnic or
disability related harassment or violence, or any person who testifies, assists or participates in a proceeding,
investigation or hearing relating to such harassment or violence. Retaliation includes, but is not limited to, any form of
intimidation, reprisal or harassment.
Legal References:
42 U.S.C. sec. 2000d;
20 U.S.C. sec. 1681 et seq.;
29 U.S.C. sec. 791 et seq.;
42 U.S.C. sec. 12131-12134;
Neb. Rev. Stat. sec. 79-2,116 et seq.
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REPORT FORM FOR REPORTS OR COMPLAINTS OF SEXUAL HARASSMENT, AND HARASSMENT
BECAUSE OF RACE, NATIONAL ORIGIN, AND DISABILITY
Complainant ___________________________________
Home Address _________________________________
Work Address __________________________________
Home Phone ___________________________________
Work
Phone_____________________________________
Date of alleged incident(s)__________________________________________________
Did the incidents involve: (check all that apply)
sexual harassment ________
racial harassment ________
harassment because of national origin________ harassment because of disability ________
Name of person you believe harassed you or another person:
________________________________________________.
If the alleged harassment was toward another person, identify that other person
__________________________________.
Describe the incident as clearly as possible, including such things as what force, if any, was used, any verbal
statements(i.e. threats, requests, demands, etc.), what, if any physical contact was involved. Attach additional pages
as necessary.
_____________________________________________________________________________________________
_____________________________________________________________________________________________
_____________________________________________________________________________________________
____________________________________________________________________________________________.
When and where did the incident occur?
_____________________________________________________________________________________________
List any witnesses who were present:
_____________________________________________________________________________________________
This complaint is based upon my honest belief that ____________________________________ has harassed me or
another person. I hereby certify that the information I have provided in this complaint is true, correct and complete to
the best of my knowledge.
__________________________________________ __________________________________________
(complainant’s signature)
(received by)
__________________________________________ __________________________________________
(date)
(date)
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DISTRICT POLICY AGAINST SEXUAL HARASSMENT, AND HARASSMENT BASED UPON RACE, NATIONAL
ORIGIN, AND DISABILITY
1.
Everyone at Sutton Public Schools has a right to feel respected and safe.
Consequently, we want you to know about our policy to prevent sexual harassment, and harassment because of
race, national origin, and disability.
2.
A harasser may be a student or an adult. Harassment may include the following when related to sex, race,
national origin, or disability:
3.
a.
name calling
b.
pulling on clothing
c.
graffiti
d.
notes or cartoons
e.
unwelcome touching of a person or clothing
f.
offensive or graphic posters or book covers; or
g.
violent acts
If any words or actions make you feel uncomfortable or fearful, you need to tell a teacher, counselor, the
principal or the Superintendent.
4.
You may also make a written report. It should be given to a teacher, counselor, the principal or the
Superintendent.
5.
Your right to privacy will be respected as much as possible.
6.
We take seriously all reports of sexual harassment, and harassment based upon race, national origin, and
disability, and will take all appropriate action to investigate such claims, to eliminate that harassment, and to
discipline any persons found to have engaged in such conduct.
7.
The School District will also take action if anyone tries to intimidate you or take action to harm you because
you made such a report.
8.
This is a summary of this district’s policy against sexual harassment, and harassment because of race,
national origin, and disability. A complete copy of the policy is available at the Superintendent’s office upon request.
SEXUAL HARASSMENT AND HARASSMENT BASED ON RACE, NATIONAL ORIGIN, AND DISABILITY ARE
AGAINST THE LAW. DISCRIMINATION IS AGAINST THE LAW.
CONTACT: SUPERINTENDENT OF SCHOOLS
1107 N. Saunders, Box 590
Sutton, Nebraska
(402) 773-5569
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Section 4
Notice to Parents of Rights Afforded by Section 504 of the Rehabilitation Act of 1973:
The following is a description of the rights granted by federal law to qualifying students with disabilities. The intent of
the law is to keep you fully informed concerning the decisions about your child and to inform you of your rights if you
disagree with any of these decisions. You have the right to:
1.
Have your child take part in, and receive benefits from, public education programs
without discrimination because of his/her disability.
2.
Have the school district advise you of your rights under federal law.
3.
Receive notice with respect to identification, evaluation or placement of your
child.
4.
Have your child receive a free appropriate public education.
5.
Have your child receive services and be educated in facilities which are comparable to those
provided to every student.
6.
Have evaluation, educational and placement decisions made based on a variety of
information sources and by persons who know the student and who are knowledgeable about the
evaluation data and placement options.
7.
Have transportation provided to and from an alternative placement setting (if the setting
is
program not operated by the district) at no greater cost to you than would be incurred if the student were
placed in a program operated by the district.
8.
Have your child be given an equal opportunity to participate in nonacademic and extracurricular
activities offered by the district.
9.
Examine all relevant records relating to decisions regarding your child’s identification, evaluation
and placement.
10.
Request mediation or an impartial due process hearing related to decisions or actions regarding
your child’s identification, evaluation, educational program or placement. (You and your child may
take part in the hearing. Hearing requests are to be made to the Superintendent).
11.
File a local grievance.
REMINDER
NO WEAPONS ARE ALLOWED AT SUTTON PUBLIC SCHOOLS—
REGARDLESS OF THE CONCEALED HANDGUN LAW
Sutton Public Schools
The Legislature has passed a concealed handgun law. We want to remind and assure staff, students,
parents and visitors to our schools that weapons are not permitted to be brought to or possessed in our school
buildings, school grounds, or school activities.
The concealed weapons law will allow adults to get a permit to carry a concealed handgun. Permit holders
will be allowed to carry a concealed handgun in many places, but NOT at our school. Anyone who carries a handgun
or weapon at our school is in violation of Board policies and is also committing a crime which will be reported to law
enforcement.
We have copied below the section of the new law:
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Laws 2006, LB 454, Section 15
A permitholder may carry a concealed handgun anywhere in Nebraska, except any: Police, sheriff, or
Nebraska State Patrol station or office; detention facility, prison, or jail; courtroom or
building which contains a courtroom; polling place during a bona fide election; meeting of the governing
body of a county, public school district, municipality, or other political subdivision; meeting of the
Legislature or a committee of the Legislature; financial institution; professional, semiprofessional, or
collegiate athletic event; school, school grounds, school-owned vehicle, or school-sponsored activity
or athletic event; place of worship; emergency room or trauma center; political rally or fundraiser;
establishment having a license issued under the Nebraska Liquor Control Act that derives over one-half of
its total income from the sale of alcoholic liquor; place where the possession or carrying of a firearm is
prohibited by state or federal law; a place or premises where the person, persons, entity, or entities
in control of the property or employer in control of the property has prohibited permitholders from
carrying concealed handguns into or onto the place or premises; or into or onto any other place or
premises where handguns are prohibited by law or rule or regulation.
Section 6
Notification of Rights Under FERPA:
The Family Educational Rights and Privacy Act (FERPA) affords parents and students over 18 years of age (“eligible
students”) certain rights with respect to the student’s education records. They are:
1.
2.
3.
The right to inspect and review the student’s education records within 45 days of the day the
district receives a request for access. Parents or eligible students should submit to the school
principal (or appropriate school official) a written request that identifies the record(s) they wish to
inspect. The principal will make arrangements for access and notify the parent or eligible student of
the time and place where the records may be inspected.
The right to request the amendment of the student’s education records that the parent or eligible
student believes are inaccurate or misleading. Parents or eligible students may ask the school
district to amend a record that they believe is inaccurate or misleading. They should write the
school principal, clearly identify the part of the record they want changed, and specify why it is
inaccurate or misleading. If the district decides not to amend the record as requested by the parent
or eligible student, the district will notify the parent or eligible student of the decision and advise
them of their right to a hearing regarding the request for amendment. Additional information
regarding the hearing procedures will be provided to the parent or eligible student when notified of
the right to a hearing.
The right to consent to disclosures of personally identifiable information contained in the student’s
education records, except to the extent that FERPA authorizes disclosure without consent. One
exception which permits disclosure without consent is disclosure to school officials with legitimate
educational interests. A school official is a person employed by the district as an administrator,
supervisor, instructor or support staff member (including health or medical staff and law
enforcement unit personnel); a person serving on the school board; a person or company with
whom the district has contracted to perform a special task (such as an attorney, auditor, medical
consultant or therapist); or a parent or student serving on an official committee, such as a
disciplinary or grievance committee or assisting another school official in performing his or her
tasks. A school official has a legitimate educational interest if the official needs to review an
education record in order to fulfill his or her professional responsibility. Upon request, the district
discloses education records without consent to officials of another school district in which a student
seeks or intends to enroll.
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4.
The right to file a complaint with the U.S. Department of Education concerning alleged failures by
the district to comply with the requirements of FERPA. The name and address of the office that
administers FERPA is:
Family Policy Compliance Office
U.S. Department of Education
400 Maryland Avenue, S.W.
Washington, D.C. 20202-4605
NOTICE CONCERNING DIRECTORY INFORMATION
The district may disclose directory information. The types of personally identifiable information that the district has
designated as directory information are as follows: student’s name, address, telephone listing, electronic mail
address, photograph, date of and place of birth, major fields of study, dates of attendance, grade level, enrollment
status (e.g., undergraduate or graduate, full-time or part-time), participation in officially recognized activities and
sports, weight and height of members of athletic teams, degrees, honors and awards received, and most recent
previous educational agency or institution attended. A parent or eligible student has the right to refuse to let the
district designate any or all of those types of information about the student as directory information. The period of
time within which a parent or eligible student has to notify the district in writing that he or she does not want any or all
of those types of information about the student designated as directory information is as follows: two weeks from the
time this information is first received. The district may disclose information about former students without meeting the
conditions in this section.
ADDITIONAL NOTICE CONCERNING DIRECTORY INFORMATION
The district’s policy is for education records to be kept confidential except as permitted by the FERPA law, and the
district does not approve any practice which involves an unauthorized disclosure of education records. In some
courses student work may be displayed or made available to others. Also, some teachers may have persons other
than the teacher or school staff, such as volunteers or fellow students, assist with the task of grading student work
and returning graded work to students. The district does not either approve or disapprove such teaching practices,
and designates such student work as directory information and as non-education records. Each parent and eligible
student shall be presumed to have accepted this designation in the absence of the parent or eligible student giving
notification to the district in writing in the manner set forth above pertaining to the designation of directory information.
Consent will be presumed to have been given in the absence of such a notification from the parent or eligible student.
Section 7
Notice Concerning Disclosure of Student Recruiting Information:
The No Child Left Behind Act of 2001 requires Sutton Public Schools to provide military recruiters and institutions of
higher education access to secondary school students’ names, addresses, and telephone listings. Parents and
secondary students have the right to request that Sutton Public Schools not provide this information (i.e., not provide
the student’s name, address, and telephone listing) to military recruiters or institutions of higher education, without
their prior written parental consent. Sutton Public Schools will comply with any such request.
Section 8
Notice Concerning Staff Qualifications:
The No Child Left Behind Act of 2001 gives parents/guardians the right to get information about the professional
qualifications of their child’s classroom teachers. Upon request, Sutton Public Schools will give parents/guardians the
following information about their child’s classroom teacher:
1.
Whether the teacher has met State qualifications and licensing criteria for the grade levels and
subject areas in which the teacher provides instruction.
2.
Whether the teacher is teaching under an emergency or provisional teaching certificate.
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3.
Section 9
The baccalaureate degree major of the teacher. You may also get information about other
graduate certification or degrees held by the teacher, and the field of discipline of the certification
or degree. We will also, upon request, tell parents/guardians whether their child is being provided
services by a paraprofessional and, if so, the qualifications of the paraprofessional. The request for
information should be made to an administrator in your child’s school building. The information will
be provided to you in a timely manner. Finally, Sutton Public Schools will give timely notice to you if
your child has been assigned, or has been taught for four or more consecutive weeks by a teacher
who does not meet the requirements of the Act.
Student Privacy Protection Policy:
It is the policy of Sutton Public Schools to develop and implement policies which protect the privacy of students in
accordance with applicable laws. The District’s policies in this regard include the following:
Right of Parents to Inspect Surveys Funded or Administered by the United States Department of Education or Third
Parties: Parents shall have the right to inspect, upon the parent’s request, a survey created by and administered by
either the United States Department of Education or a third party (a group or person other than the District) before
the survey is administered or distributed by the school to the parent’s child.
Protection of Student Privacy in Regard to Surveys of Matters Deemed to be Sensitive: The District will require, for
any survey of students which contain one or more matters deemed to be sensitive (see section headed “Definition of
Surveys of Matters Deemed to be Sensitive”), that suitable arrangements be made to protect student privacy (that is,
the name or other identifying information about a particular student). For such surveys, the District will also follow the
procedures set forth in the section entitled: “Notification of and Right to Opt-Out of Specific Events.”
Right of Parents to Inspect Instructional Materials: Parents shall have the right to inspect, upon reasonable request,
any instructional material used as part of the educational curriculum for their child. Reasonable requests for
inspection of instructional materials shall be granted within a reasonable period of time after the request is received.
Parents shall not have the right to access academic tests or academic assessments, as such are not within the
meaning of the term “instructional materials” for purposes of this policy. The procedures for making and granting a
request to inspect instructional materials are as follows: the parent shall make the request, with reasonable
specificity, directly to the building principal. The building principal, within five (5) school days, shall consult with the
teacher or other educator responsible for the curriculum materials. In the event the request can be accommodated,
the building principal shall make the materials available for inspection or review by the parent, at such reasonable
times and place as will not interfere with the educator’s intended use of the materials. In the event there is a question
as to the nature of the curriculum materials requested or as to whether the materials are required to be provided, the
building principal shall notify the parent of such concern, and assist the parent with forming a request which can
reasonably be accommodated. If the parent does not formulate such a request, and continues to desire certain
curriculum materials, the parent shall be asked to make their request to the Superintendent.
Rights of Parents to be Notified of and to Opt-Out of Certain Physical Examinations or Screenings. The general
policy and practice of the District is to not administer physical examinations or screenings of students which require
advance notice or parental opt-out rights under the applicable federal laws, for the reason that the physical
examinations or screenings to be conducted by the District will usually fit into one of the following exceptions: (1)
hearing, vision, or scoliosis screenings; (2) physical examinations or screenings that are permitted or required by an
applicable State law; and (3) surveys administered to students in accordance with the Individuals with Disabilities
Education Act. For physical examinations or screenings which do not fit into the applicable exceptions, the District
will follow the procedures set forth in the section entitled: “Notification of and Right to Opt-Out of Specific Events.”
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Protection of Student Privacy in Regard to Personal Information Collected from Students: The general policy and
practice of the District is to not engage in the collection, disclosure, or use of personal information collected from
students for the purpose of marketing or for selling that information. The District will make reasonable arrangements
to protect student privacy to the extent possible in the event of any such collection, disclosure, or use of personal
information. “Personal information” for purposes of this policy means individually identifiable information about a
student including: (1) a student or parent’s first and last name, (2) home address, (3) telephone number, and (4)
social security number. The term “personal information,” for purposes of this policy, does not include information
collected from students for the exclusive purpose of developing, evaluating, or providing educational products or
services for, or to, students or educational institutions. This exception includes the following examples: (i) college or
postsecondary education recruitment, or military recruitment; (ii) book clubs, magazines, and programs providing
access to low-cost literary products; (iii) curriculum and instructional materials used by elementary schools and
secondary schools; (iv) tests and assessments used by elementary schools and secondary schools to provide
cognitive, evaluative, diagnostic, clinical, aptitude, or achievement information about student, or to generate other
statistically useful data for the purpose of securing such tests and assessments, and the subsequent analysis and
public release of the aggregate date from such tests and assessments; (v) the sale by student of products or services
to raise funds for school-related or education-related activities; (vi) student recognition programs.
Parental Access to Instruments used in the Collection of Personal Information: While the general practice of the
District is to not engage in the collection, disclosure, or use of personal information collected from students for the
purpose of marketing or for selling that information, parents shall have the right to inspect, upon reasonable request,
any instrument which may be administered or distributed to a student for such purposes. Reasonable requests for
inspection shall be granted within a reasonable period of time after the request is received. The procedures for
making and granting such a request are as follows: the parent shall make the request, with reasonable specificity,
directly to the building principal and shall identify the specific act and the school staff member or program responsible
for the collection, disclosure, or use of personal information from students for the purpose of marketing that
information. The building principal, within five (5) school days, shall consult with the school staff member or person
responsible for the program which has been reported by the parent to be responsible for the collection, disclosure, or
use of personal information from students. In the event such collection, disclosure, or use of personal information is
occurring or there is a plan for such to occur, the building principal shall consult with the Superintendent for
determination of whether the action shall be allowed to continue. If not, the instrument for the collection of personal
information shall not be given to any students. If it is to be allowed, such instrument shall be provided to the
requesting parent as soon as such instrument can be reasonably obtained.
Annual Parental Notification of Student Privacy Protection Policy: The District shall provide parents with reasonable
notice of the adoption or continued use of this policy and other policies related to student privacy. Such notice shall
be given to parents of students enrolled in the District at least annually, at the beginning of the school year, and
within a reasonable period of time after any substantive change in such polices.
Notification to Parents of Dates of and Right to Opt-Out of Specific Events: The District shall directly notify the
parents of the affected children, at least annually at the beginning of the school year, of the specific or approximate
dates during the school year when any of the following activities are scheduled, or are expected to be scheduled:
The collection, disclosure, or use of personal information collected from students for the purpose of marketing or for
selling that information. (Note: the general practice of the District is to not engage in the collection, disclosure, or use
of personal information
collected from students for the purpose of marketing or for selling that information).
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Surveys of students involving one or more matters deemed to be sensitive in accordance with the law and this
policy; and, Any non-emergency, invasive physical examination or screening that is required as a condition of
attendance; administered by the school and scheduled by the school in advance; and not necessary to protect the
immediate health and safety of the student or of other students. (Note: the general practice of the District is to not
engage in physical examinations or screenings which require advance notice, for the reason that the physical
examinations or screenings to be conducted by the District will usually fit into one of the following exceptions to the
advance notice requirement and parental opt-out right: (1) hearing, vision, or scoliosis screenings; (2) physical
examinations or screenings that are permitted or required by an applicable State law, and (3) surveys administered to
students in accordance with the Individuals with Disabilities Education Act ).
Parents shall be offered an opportunity in advance to opt their child out of participation in any of the above listed
activities.
In the case of a student of an appropriate age (that is, a student who has reached the age of 18, or a legally
emancipated student), the notice and opt-out right shall belong to the student.
Definition of Surveys of Matters Deemed to be Sensitive: Any survey containing one or more of the following matters
shall be deemed to be “sensitive” for purposes of this policy:
1.
2.
3.
4.
5.
6.
7.
8.
Section 10
Political affiliations or beliefs of the student or the student’s parent;
Mental or psychological problems of the student or the student’s parent;
Sex behavior or attitudes;
Illegal, anti-social, self-incriminating or demeaning behavior;
Critical appraisals of other individuals with whom the student has close family relationships;
Legally recognized privileged or analogous relationships, such as those of lawyers, physicians, and
ministers;
Religious practices, affiliations, or beliefs of the students or the student’s parent;
Income (other than that required by law to determine eligibility for participation in a program or for
receiving financial assistance under such program).
Parental Involvement Policies:
A.
General - Parental/Community Involvement in Schools:
Sutton Public School welcomes parental involvement in the education of their children. We recognize that
parental involvement increases student success. It is Sutton Public Schools’ policy to foster and facilitate, to the
extent appropriate and in their primary language, parental information about, and involvement in, the education of
their children. Policies and regulations are established to protect the emotional, physical and social well-being of all
students.
1.
Parental involvement is a part of the ongoing and timely planning, review and improvement of
district and building programs.
2.
Parents are encouraged to support the implementation of district policies and regulations.
3.
Parents are encouraged to monitor their student’s progress by reviewing quarterly report cards and
attending parent-teacher conferences.
4.
Textbooks, tests and other curriculum materials used in the district are available for review by
parents upon request.
5.
Parents are provided access to records of students according to law and school policy.
6.
Parents are encouraged to attend courses, assemblies, counseling sessions and other instructional
activities with prior approval of the proper teacher or counselor and administrator. Parents’
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7.
8.
9.
10.
11.
continued attendance at such activities will be based on the students’ wellbeing.
Testing occurs in this school district as determined to be appropriate by district staff to assure proper
measurement of educational progress and achievement.
Parents submitting written requests to have their student excused from testing, classroom
instruction and other school experiences will be granted that request when possible and
educationally appropriate. Requests should be submitted to the proper teacher or administrator
within a reasonable time prior to the testing, classroom instruction or other school experience and
should be accompanied by a written explanation for the request. A plan for an acceptable
alternative shall be approved by the proper teacher and administrator prior to, or as a part of, the
granting of any parent request.
Participation in surveys of students occurs in this district when determined appropriate by district
staff for educational purposes. Parents will be notified prior to the administration of surveys in
accordance with district policy. Timely written parental requests to remove students from such
surveys will be granted in accordance with district policy and law. In some cases, parental
permission must be given before the survey is administered.
Parents are invited to express their concerns, share their ideas and advocate for their children’s
education with board members, administrators and staff.
School district staff and parents will participate in an annual evaluation and revision, if needed, of
the content and effectiveness of the parental involvement policy.
B.
Title I Parental Involvement Policy:
This Title I Parental Involvement Policy is established in compliance with the No Child Left Behind Act of
2001. Sutton Public Schools has a parental involvement policy applicable to parents of all children. The parental
involvement policy applicable to parents of all children is not replaced by this Title I Parental Involvement Policy and
shall continue to be applicable to all parents, including parents participating in Title I programs.
It is the policy of Sutton Public Schools to implement programs, activities, and procedures for the involvement of
parents in Title I programs consistent with the Title I laws. Such programs, activities, and procedures shall be
planned and implemented with meaningful consultation with parents of participating children.
Expectations for Parental Involvement: It is the expectation of Sutton Public Schools that parents of participating
children will have opportunities available for parental involvement in the programs, activities, and procedures of the
District’s Title I program. The term “parental involvement” means the participation of parents in regular, two-way, and
meaningful communication involving student academic learning and other school activities, including ensuring–(A)
that parents play an integral role in assisting their child’s learning; (B) that parents are encouraged to be actively
involved in their child’s education at school; (C) that parents are full partners in their child’s education and are
included, as appropriate, in decision making and on advisory committees to assist in the education of their child; and
(D) the carrying out of other activities, such as those described in this parental involvement policy. The District
intends to meet this expectation through the following activities:
1.
Involving parents in the joint development of the District’s Title I plan and the processes of school
review and school improvement.
2.
Providing coordination, technical assistance, and other support necessary to assist participating
schools in planning and implementing effective parental involvement activities to improve student
academic achievement and school performance.
3.
Building the schools’ and parents’ capacity for strong parental involvement.
4.
Coordinating and integrating parental involvement strategies under Title I with parental involvement
strategies under other programs.
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5.
6.
Conducting, with the involvement of parents, an annual evaluation of the content and effectiveness
of the parental involvement policy in improving the academic quality of the schools served under
the Title I program, including identifying barriers to greater participation by parents in Title I
programs, with particular attention to parents who are economically disadvantaged, are disabled,
have limited English proficiency, have limited literacy, or are of any racial or ethnic minority
background, and use the findings of such evaluation to design strategies for more effective
parental involvement, and to revise, if necessary, the parental involvement policies of the District.
Involving parents in the activities of the schools served under Title I.
Policy Involvement: Each school served under the Title I program shall:
1.
2.
3.
4.
5.
Convene an annual meeting, at a convenient time, to which all parents of participating children
shall be invited and encouraged to attend, to inform parents of their school’s participation under the
Title I program and to explain the requirements of the Title I program.
Offer a flexible number of meetings, such as meetings in the morning or evening. If sufficient funds
are provided for this purpose, the District may assist parental involvement in such meetings by
offering transportation, child care, or home visits.
Involve parents, in an organized, ongoing, and timely way, in the planning, review, and
improvement of Title I programs.
Provide parents of participating children: (1) timely information about programs under Title I, (2) a
description and explanation of the curriculum in use at the school, the forms of academic
assessment used to measure student progress, and the proficiency levels students are expected to
meet; and (3) if requested by parents, opportunities for regular meetings to formulate suggestions
and to participate, as appropriate, in decisions relating to the education of their children, and
respond to any such suggestions as soon as practicably possible.
If the District operates a schoolwide program under Title I and such plan is not satisfactory to the
parents of participating children, submit any parental comments on the plan when the school
makes the plan available to the District.
Shared Responsibilities for High Student Academic Achievement: As a component of the District’s parental
involvement policy, each school served under the Title I program shall jointly develop with parents for all children
served under the Title I program a school-parent compact that outlines how parents, the entire school staff, and
students will share the responsibility for improved student academic achievement and the means by which the school
and parents will build and develop a partnership to help children achieve the State’s high standards. Such compact
shall: (1) describe the school’s responsibility to provide high-quality curriculum and instruction in a
supportive and effective learning environment that enables the children served under Title I to meet the State’s
student academic achievement standards and the ways in which each parent will be responsible for supporting their
children’s learning, such as monitoring attendance, homework completion, and television watching; volunteering in
their child’s classroom; and participating, as appropriate, in decisions relating to the education of their children and
positive use of extracurricular time; and (2) address the importance of communication between teachers and parents
on an ongoing basis through, at a minimum: (i) parent-teacher conferences in elementary schools, at least annually,
during which the compact shall be discussed as the compact relates to the individual child’s achievement; (ii)
frequent reports to parents on their children’s progress; and (iii) reasonable access to staff, opportunities to volunteer
and participate in their child’s class, and observation of classroom activities.
Building Capacity for Involvement: To ensure effective involvement of parents and to support a partnership among
the District, parents, and the community to improve student academic achievement, each school participating in the
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Title I program and the District: (1) shall provide assistance to participating parents, as appropriate, in understanding
such topics as the State’s academic content standards and State student academic achievement standards, State
and local academic assessments, the requirements of Title I and how to monitor a child’s progress and work with
educators to improve the achievement of their children; (2) shall provide materials and training to help parents work
with their children to improve their children’s achievement, such as literacy training and using technology, as
appropriate, to foster parental involvement; (3) shall educate teachers, student service personnel, principals, and
other staff, with the assistance of parents, in the value and utility of contributions of parents, and in how to reach out
to, communicate with, and work with parents as equal partners, implement and coordinate parent programs, and
build ties between parents and the school; (4) shall, to the extent feasible and appropriate, coordinate and integrate
parent involvement programs and activities with Head Start, Reading First, Early Reading First, Even Start, the Home
Instruction Programs for Preschool Youngsters, the Parents as Teacher Program, and public preschool and other
programs, and conduct other activities, such as parent resource centers, that encourage and support parents in more
fully participating in the education of their children; (5) shall ensure that information related to school and parent
programs, meetings, and other activities is sent to the parents of participating children in a format, and to the extent
practicable, in a language the parents can understand; (6) may involve parents in the development of training for
teachers, principals, and other educators to improve the effectiveness of such training; (7) may provide necessary
literacy training from funds received under Title I if the District has exhausted all other reasonably available sources
of funding for such training; (8) may pay reasonable and necessary expenses associated with parental involvement
activities, including transportation and child care costs, to enable parents to participate in school-related meetings
and training sessions; (9) may train parents to enhance the involvement of other parents; (10) may arrange school
meetings at a variety of times, or conduct in-home conferences between teachers or other educators, who work
directly with participating children, with parents who are unable to attend such conferences at school, in order to
maximize parental involvement and participation; (11) may adopt and implement model approaches to improving
parental involvement; (12) may establish a district-wide parent advisory council to provide advice on all matters
related to parental involvement in programs supported under Title I; (13) may develop appropriate roles for
community-based organizations and businesses in parent involvement activities; and (14) shall provide such other
reasonable support for parental involvement activities under Title I as parents may request.
Accessibility: In carrying out the parental involvement activities for this Title I Parental Involvement policy, the District
shall provide full opportunities for the participation of parents with limited English proficiency, parents with disabilities,
and parents of migratory children, including providing information and school reports required under Title I in a format
and, to the extent practicable, in a language such parents understand.
Use, Distribution, and Updating of this Policy: This Title I Parental Involvement Policy shall be incorporated into the
District’s Title I plan, shall be distributed to parents of participating children, shall be made available to the local
community, and shall be updated periodically to meet the changing needs of the parents and the school.
Section 11
Homeless Students Policy:
Homeless children for purposes of this Policy generally include children who lack a fixed, regular, and adequate
nighttime residence, as further defined by applicable federal and state law.
No Stigmatization or Segregation of Homeless Students: It is the District’s policy and practice to ensure that
homeless children are not stigmatized or segregated by the District on the basis of their status as homeless.
Homeless Coordinator: The Superintendent shall serve as the District’s designated Homeless Coordinator. The
Homeless Coordinator shall serve as the school liaison for homeless children and youth and shall ensure that: (1)
homeless children are identified by school personnel; (2) homeless children enroll in, and have a full and equal
opportunity to succeed in, school; (3) homeless children and their families receive educational service for why they
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are eligible and referrals to health, dental, and mental health services and other appropriate services; (4) the parents
or guardians of homeless children are informed of the educational and related opportunities available to their children
and provided with meaningful opportunities to participate in the education of their children; (5) public notice of the
educational rights of homeless children is disseminated where such children receive services under the federal
homeless children laws, such as schools, family shelters, and soup kitchens; (6) enrollment disputes are mediated in
accordance with law; and (7) the parents or guardians of homeless children, and any unaccompanied youth, are fully
informed of transportation services available under law. The Homeless Coordinator shall coordinate with State
coordinators and community and school personnel responsible for the provisions of education and related services to
homeless children. The Homeless Coordinator may designate duties hereunder as the Homeless Coordinator
determines to be appropriate.
Enrollment of and Services to Homeless Children: A homeless child shall be enrolled in compliance with law and be
provided services comparable to services offered to other students in the school in which the homeless child has
been placed. Placement of a homeless child is determined based on the child’s “school of origin” and the “best
interests” of the child. The “school of origin” means the school that the child attended when permanently housed or
the school in which the child was last enrolled. Placement decisions shall be made according to the District’s
determination of the child’s best interests, and shall be at either: (1) the child’s school of origin for the duration of the
child’s homelessness (or, if the child becomes permanently housed during the school year, for the remainder of that
school year) or (2) the school of the attendance area where the child is actually living. To the extent feasible, the
placement shall be in the school of origin, except when such is contrary to the wishes of the homeless child’s parent
or legal guardian. If the placement is not in the school of origin or a school requested by the homeless child’s parent
or legal guardian, the District shall provide a written explanation of the placement decision and a statement of appeal
rights to the parent or guardian. If the homeless child is an unaccompanied youth, the Homeless Coordinator shall
assist in the placement decision, consider the views of the unaccompanied youth, and provide the unaccompanied
youth with notice of the right to appeal. In the event of an enrollment dispute, the placement shall be at the school in
which enrollment is sought, pending resolution of the dispute in accordance with the dispute resolution process. The
homeless child shall be immediately enrolled in the school in which the District has determined to place the child,
even if the child is unable to produce records normally required for enrollment, such as previous academic records,
medical records, proof of residency, or other documentation. The District shall immediately contact the school last
attended by the homeless child to obtain relevant academic and other records. If the homeless child needs to obtain
immunizations or medical records, the District shall immediately refer the parent or guardian of the homeless child to
the Homeless Coordinator, who shall assist in obtaining necessary immunizations or medical records. The District
may nonetheless require the parent or guardian of the homeless child to submit contact information.
Transportation will be provided to homeless students, to the extent required by law and comparable to that provided
to students who are not homeless, upon request of the parent or guardian of the homeless child, or by the Homeless
Coordinator in the case of an unaccompanied youth, as follows: (1) if the homeless child’s school of origin is in the
Sutton Public School District, and the homeless child continues to live in the Sutton Public School District,
transportation to and from the school or origin shall be provided by Sutton Public School and (2) if the homeless child
lives in a school other than the Sutton Public School District, but continues to attend Sutton Public Schools based on
it being the school of origin, the new school and Sutton Public Schools shall agree upon a method to apportion the
responsibility and costs for providing the child with transportation to and from the school of origin and, if they are
unable to agree, the responsibility and cost for transportation shall be shared equally.
Section 12.
Lunch Programs:
The Sutton Public School District has agreed to participate in the National School Lunch Program and accepts
responsibility for providing free and reduced price meals to eligible children in the schools under its jurisdiction. The
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school food authority assures the State Department of Education that the school system will uniformly implement the
following policy to determine children's eligibility for free and reduced price meals in all National School Lunch
Programs. In fulfilling its responsibilities the school food authority:
1.
2.
3.
4.
5.
6.
7.
Agrees to serve meals free to children from families whose income meets eligibility guidelines.
Agrees to serve meals at a reduced price to children from families whose income falls between free
meal scale and the poverty guidelines.
Agrees to provide these benefits to any child whose family’s income falls within the criteria in
Attachment A after deductions are made for the following special hardship conditions which could
not reasonably be anticipated or controlled by the household: Unusually high medical expenses;
shelter costs in excess of 30 percent of reported income; special education expenses due to the
mental or physical condition of a child; disaster or casualty losses.
In addition, agrees to provide these benefits to children from families who are experiencing strikes,
layoffs and unemployment which cause the family income to fall within the criteria set forth in
federal guidelines.
Agrees there will be no physical segregation of, nor any other discrimination against, any child
because of his inability to pay the full price of the meal. The names of the children eligible to
receive free and reduced price meals shall not be published, posted or announced in any manner
and there shall be no overt identification of any such children by use of special tokens or tickets or
any other means. Further assurance is given that children eligible for free or reduced price meals
shall not be required to: Work for their meals; use a separate lunch room; go through a separate
serving line; enter the lunchroom through a separate entrance; eat meals at a different time; or eat
a meal different from the one sold to children paying the full price.
Agrees in the operation of child nutrition programs, no child shall be discriminated against because
of race, sex, color, or national origin.
Agrees to establish and use a fair hearing procedure for parental appeals to the school's decisions
on applications and for school officials' challenges to the correctness of information contained in an
application or to be continued eligibility of any child for free or reduced price meals. During the
appeal and hearing the child will continue to receive free or reduced priced meals. A record of all
such appeals and challenges and their dispositions shall be retained for three (3) years. Prior to
initiating the hearing procedures, the parent or local school official may request a conference to
provide an opportunity for the parent and school official to discuss the situation, present
information, and obtain an explanation of data submitted in the application and decisions rendered.
Such a conference shall not in any way prejudice or diminish the right to a fair hearing. The
hearing procedure shall provide the following:
§ A publicly-announced, simple method for making an oral or written request for a hearing.
§ An opportunity to be assisted or represented by an attorney or other person.
§ An opportunity to examine, prior to and during the hearing, the documents and records
presented to support the decision under appeal.
§ Reasonable promptness and convenience in scheduling a hearing and adequate notice
as to the time and place of the hearing.
§ An opportunity to present oral or documentary evidence and arguments supporting a
position without undue interference.
§ An opportunity to question or refute any testimony or other evidence and to confront and
cross-examine any adverse witnesses.
§ The hearing be conducted and the decision made by a hearing official who did not
participate in the decision under appeal or in any previous conference.
• The parties concerned and any designated representative thereof be notified in writing of
the decision of the hearing official.
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8.
9.
Section 13
Agrees to designate the Superintendent to review applications and make determinations of
eligibility. This official will use the criteria outlined in this policy to determine which individual
children are eligible for free or reduced price meals.
Agrees to develop and send to each child's parent or guardian a letter as outlined by State
Department of Education including an application form for free or reduced price meals at the
beginning of each school year. Applications may be filed at any time during the year. All children
from a family will receive the same benefits.
Student Fees Policy
The Board of Education of Sutton Public Schools adopts the following student fees policy in accordance with the
Public Elementary and Secondary Student Fee Authorization Act.
The District’s general policy is to provide for the free instruction in school in accordance with the Nebraska
Constitution. This generally means that the District’s policy is to provide free instruction for courses which are
required by state law or regulation and to provide the staff, facility, equipment, and materials necessary for such
instruction, without charge or fee to the students.
The district does provide activities, programs, and services to children which extend beyond the minimum level of
constitutionally required free instruction. Students and their parents have historically contributed to the District’s
efforts to provide such activities, programs, and services. Such student and parent contributions have included:
students coming to school with the basic clothing and personal supplies to be successful in the classroom (clothing,
shoes, pencils, pens, paper, notebooks, calculators, and the like), students bringing their own or paying the
reasonable cost of specialized equipment or supplies for the personal preference or personal retained benefit of
students (for example, band equipment, locker deposit or rental fees, shop class materials where the student keeps
the product, and college tuition or fees for college credit for advanced placement courses or correspondence
courses), students providing their own specialized clothing and equipment to be prepared for the extracurricular
activities in which they choose to participate (sporting apparel, including shoes, undergarments, and the like), and
assisting with special programs, such as field trips, summer school, school dances and plays. The District’s general
policy is to continue to encourage and to require, to the extent permitted by law, such student and parent
contributions to enhance the educational program provided by the District.
Under the Public Elementary and Secondary Student Fee Authorization Act, the District is required to set forth in a
policy its guidelines or policies for specific categories of student fees. The District does so by setting forth the
following guidelines and policies. Parents, guardians, and students are encouraged to contact their building
administration or their teachers or activity coaches and sponsors for further specifics.
(1) Guidelines for clothing required for specified courses and activities
Students have the responsibility to furnish and wear nonspecialized attire meeting general District grooming and
attire guidelines, as well as grooming and attire guidelines established for the building or programs attended by the
students or in which the students participate. Students also have the responsibility to furnish and wear
nonspecialized attire reasonably related to the programs, courses and activities in which the students participate
where the required attire is specified in writing by the administrator or teacher responsible for the program, course or
activity.
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The District will provide or make available to students such safety equipment and attire as may be required by law,
specifically including appropriate industrial-quality eye protective devices for courses of instruction in vocational,
technical, industrial arts, chemical or chemical-physical classes which involve exposure to hot molten metals or other
molten materials, milling, sawing, turning, shaping, cutting, grinding, or stamping of any solid materials, heat
treatment, tempering, or kiln firing of any metal or other materials, gas or electric arc welding or other forms of
welding processes, repair or servicing or any vehicle, or caustic or explosive materials, or for laboratory classes
involving caustic or explosive materials, hot liquids or solids, injurious radiations, or other similar hazards. Building
administrators are directed to assure that such equipment is available in the appropriate classes and areas of the
school buildings; teachers are directed to instruct students in the usage of such devices and to assure that students
use the devices as required, and students have the responsibility to follow such instructions and use the devices as
instructed.
(2) Personal or consumable items
Students have the responsibility to furnish any personal or consumable items for participation in the courses and
activities provided by the District. This includes the responsibility to furnish minor personal or consumable items
including, but not limited to, pencils, paper, pens, erasers, and notebooks. Equipment or supplies of a specialized
nature for certain courses (for example, protractors and math calculators) may be available to students by the
District, but students may also be encouraged to purchase their own such equipment or supplies for their own use
after school hours or for use during the school day due to the limited number of District items available to the
students.
While the District will provide students with the use of facilities, equipment, materials and supplies, including books,
the students are responsible for the careful and appropriate use of such property. Students and their parents or
guardians will be held responsible for damages to school property caused or aided by the student and will also be
held responsible for the reasonable replacement cost of school property which is placed in the care of and lost by the
student.
(3) Materials required for course projects
Students have the responsibility to furnish or pay the reasonable cost of any materials required for course projects
where, upon completion, the project becomes the property of the student. Such materials are subject to the District’s
fee waiver policy (Section 12).
Students must furnish musical instruments for participation in optional music courses that are not extracurricular
activities. Use of a musical instrument without charge is available under the District’s fee waiver policy (Section 12);
however, the District is not required to provide for the use of a particular type of musical instrument for any student.
(4) Extracurricular Activities-Specialized equipment or attire
The District will generally furnish students with specialized equipment and attire for participation in extracurricular
activities, but the district will not provide students shoes for extra-curricular activities. Shoes that are specialized attire
are eligible for a fee waiver under the District’s fee waiver policy (Section 12). The District is not required to provide
for the use of any particular type of equipment or attire.
Students have the responsibility to furnish personal or consumable equipment or attire for participation in
extracurricular activities or for paying a reasonable usage cost for such equipment or attire.
For music courses that are extracurricular activities, students may be required to provide specialized equipment,
such as musical instruments, or specialized attire, or for paying a reasonable usage cost for such equipment or attire.
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(5) Extracurricular Activities-Fees for participation
The District does charge a fee for participation in extracurricular activities. This fee is set by the Board of Education
each year. The activity fee is eligible for waiver under the fee waiver policy (Section 12).
(6) Postsecondary education costs
Students are responsible for postsecondary education costs. The phrase “postsecondary education costs” means
tuition and other fees associated with obtaining credit from a postsecondary educational institution. For a course in
which students receive both high school and postsecondary education credit or a course being taken as part of an
approved accelerated or differentiated curriculum program, the course shall be offered without charge for tuition,
transportation, books, or other fees, except tuition and other fees associated with obtaining credits from a
postsecondary educational institution.
(7) Transportation costs
Students are responsible for fees established for transportation services provided by the District as and to the extent
permitted by federal and state laws and regulations.
(8) Copies of student files or records
The Superintendent or the Superintendent’s designee shall establish a schedule of fees representing a reasonable
cost of reproduction for copies of a student’s files or records for the parents or guardians of such student. A parent,
guardian or student who requests copies of files or records shall be responsible for the cost of copies reproduced in
accordance with such fee schedule. The imposition of a fee shall not be used to prevent parents of students from
exercising their right to inspect and review the students’ files or records and no fee shall be charged to search for or
retrieve any student’s files or records. The fee schedule shall permit one copy of the requested records be provided
for or on behalf of the student without charge and shall allow duplicate copies to be provided without charge to the
extent required by federal or state laws or regulations.
(9) Participation in before-and-after-school or prekindergarten services
Students are responsible for fees required for participation in before-and-after-school or prekindergarten services
offered by the District, except to the extent such services are required to be provided without cost.
(10) Participation in summer school or night school
Students are responsible for fees required for participation in summer school or night school. Students are also
responsible for correspondence courses.
(11) Breakfast and lunch programs
Students shall be responsible for items which students purchase from the District’s breakfast and lunch programs.
The cost of items to be sold to students shall be consistent with applicable federal and state laws and regulations.
Students are also responsible for the cost of food, beverages, and personal or consumable items which the students
purchase from the District or at school, whether from a “school store,” a vending machine, a booster club or parent
group sale, a book order club, or the like.
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(12) Waiver Policy
The District’s policy is to provide fee waivers in accordance with the Public Elementary and Secondary Student Fee
Authorization Act. Students who qualify for free or reduced-price lunches under United States Department of
Agriculture child nutrition programs shall be provided a fee waiver or be provided the necessary materials or
equipment without charge for; (1) participation in extracurricular activities, (2) admission fees and transportation
charges for student spectators attending extracurricular activities, (3) materials for course projects, and (4) use of a
musical instrument in optional music courses that are not extracurricular activities. Participation in a free-lunch
program or reduced-price lunch program is not required to qualify for free or reduced-price lunches for purposes of
this section. To receive a fee waiver a written application must be completed and the application must be submitted
to the superintendent prior to a student’s participation in the activity or the time the materials cost is incurred.
(13) Distribution of Policy
The Superintendent or the Superintendent’s designee shall publish the District’s student fee policy in the Student
Handbook or the equivalent (for example, publication may be made in an addendum or a supplement to the student
handbook). The Student handbook or the equivalent shall be provided to students of the District at no cost.
(14) Student Fee Fund
The School Board hereby establishes a Student Fee Fund. The Student Fee Fund shall be a separate school district
fund not funded by tax revenue, into which all money collected from students and subject to the Student Fee Fund
shall be deposited and from which money shall be expended for the purposes for which it was collected from
students. Funds subject to the Student Fee Fund consist of money collected from students for: (1) participation in
extracurricular activities, (2) postsecondary education costs, and (3) summer school or night school.
CERTIFICATION
On the 15th day of July, 2002, the school board held a public hearing at a meeting of the school board on a proposed
student fee policy. Such public hearing followed a review of the amount of money collected from students pursuant
to, and the use of waivers provided in, the student fee policy for the 2001-2002 school year. The foregoing student
fee policy was adopted after such public hearing by a majority vote of the school board at an open public meeting in
compliance with the public meetings laws.
_________________________________________
Superintendent or Other Authorized School Official
Legal References:
Laws 2002, LB 1172 (The Public Elementary and Secondary Student Fee Authorization Act)
Neb. Constitution, Article VII, section 1.
Neb. Rev. Stat. § 79-241, 79-605, and 79-611 (transportation)
Neb. Rev. Stat. § 79-2,104 (student files or records)
Neb. Rev. Stat. § 79-715 (eye-protective devices)
Neb. Rev. Stat. § 79-737 (liability of students for damages to school books)
Neb. Rev. Stat. § 79-1104 (before-and-after-school or prekindergarten services)
Neb. Rev. Stat. § 79-1106 to 79-1108.03 (accelerated or differentiated curriculum program)
Date of Adoption: July 15, 2002
The following attachments will be available in the office of the Superintendent:
●
Eligibility criteria for free and reduced meals
●
Parent letter and application
●
Public release
●
Collection procedure
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PREAMBLE
THIS AGREEMENT IS MADE AND ENTERED INTO this 15th day of December, 2014, by and between
the Board of Education of Sutton School District #2 in Clay County in the State of Nebraska (hereinafter
referred to as the "Board" or "District" as the context may require) and the Sutton Education Association
(hereinafter referred to as the "Association").
Definition of Teacher
Teacher shall include certificated personnel that are hired as teachers, guidance counselors, and media
specialists. Teacher does not include superintendent, principal, school nurse; certificated staff employed
as a para professional and classified staff.
ARTICLE I
Teacher Rights
A. Nothing contained in this Agreement shall be construed to deny any teacher those rights provided under
Nebraska law or other applicable laws and regulations. Rights granted to teachers herein shall be deemed
to be in addition to those provided elsewhere.
B. The Board will not discriminate against any teacher with respect to terms and conditions of employment
by reason of membership in the Association and its affiliates, participation in collective negotiations with the
Board, or institution of a grievance under the terms of this Agreement.
ARTICLE II
Salaries
A. Salary Schedule
The salary of each teacher covered by this Agreement shall be determined by the salary schedule
attached as Appendix A to this Agreement.
B. Initial Placement
Teacher shall counsel with superintendent to establish the individual step-level at which he/she will
qualify. The Board of Education reserves the right to hire teachers at a level higher than the step
they qualify for if this becomes necessary to contract for the quality of education the board desires.
C. Base Salary
The base salary shall be $33,750 for 2015-2016.
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D. Horizontal Movement
Teachers may advance to the BA+18 level by taking any appropriate hours. To advance beyond
the BA+18 level the hours must be in an approved Master’s degree program or by specific approval
of the Superintendent. When a teacher has earned a MA degree, accumulated hours may be used
to move to the MA+9 column. Hours beyond the MA+9 must be in an approved graduate program,
such as a six year educational specialist or doctoral program or by specific approval of the
Superintendent.
E. Vertical Movement
Teachers will not be allowed to move down more than one year on the salary schedule in one year.
For example, if a teacher is on one column that has 8 steps, and then accumulates enough hours
to move to another column that has 11 steps, the teacher will be allowed to move to step 9.
F. Extra Duty
Each teacher’s contract shall state all extra duties which are to be assigned to each teacher, aside
from those which shall be considered to be normal and routine and shared equally by all teachers
of the school system. The salary shall be in accordance with the provisions of the extra duty/extra
curricular salary schedule attached as Appendix B.
ARTICLE III
Insurance
A. Health Insurance
The insurance carrier shall be the EHA Blue Preferred PPO $750 deductible Health Coverage or
$3,000D Dual Choice Plan and PPO-100% A, B, & C, Dental Coverage for 2015-2016. The EHA
plan involves four tiers of benefits and related premiums for health and dental coverage and
labeled as: (1) Employee, (2) Employee and Child (ren), (3) Employee Spouse, and (4) Employee
Spouse and Children.
1. The District shall pay the premium for the EHA Blue Preferred $750 Deductible/ or $3,100 D
HAS Eligible health insurance plan at the Employee tier per month at the applicable rate,
Standard Rate with any Discounts or Surcharges, and $24.64 per month for the Employee
dental coverage for 2015-2016.
2. The District shall pay the premium for the EHA Blue Preferred $750 deductible/$3,100 D HSA
Eligible health insurance plan at the Employee with Child(ren) tier at the applicable rate,
Standard Rate with any Discounts or Surcharges, and $24.64 per month for the Employee with
Child(ren) dental coverage.
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3. The District shall pay the premium for the EHA Blue Preferred $750 deductible/$3,100 HSA
Eligible health insurance plan at the Employee and Spouse tier at the applicable rate, Standard
Rate with any Discounts or Surcharges and $24.64 per month for the Employee and Spouse
dental coverage for 2015-2016.
4. The District shall pay the premium for the EHA Blue Preferred $750 deductible/$3,100 HSA
Eligible health insurance plan at the Employee, Spouse and Children tier at the applicable rate,
Standard Rate with any Discounts or Surcharges and $24.64 per month for the Employee,
Spouse and Children dental coverage for 2015-2016.
5. When a couple with no eligible dependents is employed in the same District as
Certificated staff members, they shall have the option of taking two separate EHA $750
deductible/$3,100 HSA Eligible Employee Health and PPO-100% A,B,&C dental policies OR a
$750 deductible/$3,100 HSA Eligible Employee & Spouse plan and PPO–100% A,B,&C dental
policies.
6. In the event that married couples with dependents are both teaching in the district,
the District shall pay the premium for the EHA Blue Preferred $750 deductible/$3,100 HSA
Eligible plan for the one spouse in the Employee, Spouse and Child(ren) tier at the applicable
rate, Standard Rate with any Discounts or Surcharges and for the other spouse pay $122.45
($147.09-$24.64) premium for dental coverage at the employee, spouse and child(ren) tier for
2015-2016.
7. Certificated staff members, who choose to have full dental insurance in categories
of Employee, Employee and Child(ren), Employee and Spouse, or Employee, Spouse and
Children shall pay the difference between the actual premium and the sum of $24.64 paid by
the district for 2015-2016.
The Board will consult the Association if any change in health insurance carrier is considered.
B. Disability Insurance
The District will pay each teacher the amount of LTD premium cost; this amount will be deducted from the
employee’s check to pay the LTD premium. By doing this, any benefits received will be non-taxable to the
employee.
ARTICLE IV
Leaves
A. Sick Leave
Each school year each teacher shall be credited with 10 days paid sick leave allowance. The unused
portion of such allowance shall be accumulated from year to year to a maximum number of 60 days.
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Sick leave may be used when:
1. The teacher is too ill to teach.
2. When an immediate family member is too ill to care for himself or herself and the teacher is needed
to care for the family member.
Immediate Family includes spouse, children, parents and anyone living in the teacher’s home. Any family
member not included in the immediate family definition will require Superintendent’s approval.
Sick leave shall be used for family death and funerals, and funerals approved by the Superintendent.
At the end of each school year a teacher who has accumulated more than 50 or more days of sick leave
shall be granted one additional personal day for the following school year in exchange for the reduction of
accumulated sick leave by five days. So, for example, if a teacher has accumulated 55 sick days at the
conclusion of the 2015-2016 school year, that teacher shall have a total of 3 days of paid personal leave
and shall have an accumulation of 60 sick days at the beginning of the 2016-17 school year (50 accrued
plus 10 for the new school year).
At the end of each school year a teacher who has accumulated more than 50 days of sick leave will be
given a stipend of $25 for each day in excess of 50 days.
Once a Sutton teacher has achieved 20 years of Service at SPS, leaves the District and/or has filed the
necessary paperwork declaring Retirement, he/she will receive $25/day up to 60 days of accumulated sick
leave. This benefit will occur only one time.
B. Personal Leave
Each school year each teacher shall be credited with 2 days of paid personal leave. Requests for such
personal leave shall be submitted to the Superintendent, if at all possible, at least 5 days prior to the date
requested. If the request is not submitted within 5 working days prior to the date requested, then the
personal leave will be subject to the availability of a substitute. At the conclusion of each year, teachers
who have not expended all available personal leave shall have the choice of having unused personal leave
days added to their cumulative sick leave or reimbursed at the rate of 75% of the substitute rate of pay.
Teachers must inform the superintendent of their election regarding the 3rd personal leave day in writing at
the end of the prior year if they have 50 days or more of accumulated sick leave.
C. Long Term Personal Leave
Any teacher who has been employed in this district for a period of more than five years may apply for an
extended leave of not less than one semester and not to exceed one school year. Such person on
extended leave will depart the school system without pay or other benefits for that period of time while such
employee is on leave. The person, while on leave, shall be considered a full time staff member-on leave.
The person on Long Term Personal Leave will be eligible for health insurance benefits while on leave;
however, such person will pay the premium for such insurance. Upon returning the employee will return to
the school system with the same teaching assignment and at the same step on the pay scale with full
benefits restored. Such leave will be granted only when a suitable replacement is found. The definition of
a suitable replacement will be determined by the administration and recommended to the Board of
Education.
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D. Professional Leave
Professional leave may be granted each year for professional activities subject to approval of the
Administration and/or Board of Education. Professional leave requests shall be given to the respective
Principals at least five days in advance. The district will pay expenses if the Superintendent and/or Board
of Education approve the expenses or portion of the expenses. Budget limitations may affect the use of
professional leave.
E. Maternity Leave
Paid maternity leave shall be provided on the same basis as other illnesses and disabilities.
F. Adoption Leave
The district shall provide adoption leave as required by the Neb. Rev. Stat. Section 48-234. Paid leave
shall be provided for those staff members that have accrued such leave, provided the leave is within the
guidelines of state statute. Staff members may also use unpaid leave as provided for by the Family and
Medical Leave Act in connection with the adoption of a child. (See Appendix C)
G. Unpaid Leave
The District shall provide unpaid leave as required by the Family and Medical Leave Act.
ARTICLE V
Part Time Teachers
A. FTE
Teachers who are employed less than full time (1.0 FTE) shall receive salary and benefits based on their
full time equivalency (FTE). The qualifying FTE for benefits shall be .5 FTE.
B. Part Time – Full Day Obligations
Each teacher with a part-time contract is expected to work full days on the two pre-service days, fall parentteacher conference, semester work day, spring parent-teacher conference, and the closing work day and
will be compensated at full daily rate for those days. Any additional full day in-service meetings will be
compensated at the full daily rate.
ARTICLE VI
Miscellaneous Pay
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A. Substituting
Each teacher will receive $10 per period when assigned by the administration to substitute for another
teacher. Must lose preparation period to qualify for this payment.
B. Activity Pay
Teachers who work at school activities in one of the following kinds of activities at home events, taking
tickets, hallway duty, operating score clock, maintaining a team’s scorebook, etc. will be paid as follows:
$25/ Junior High or Junior Varsity activity
$35/ Varsity activity
$25/ taking tickets at any activity for any level of activity (ex. J. High, JV, or Varsity)
C. Faculty Passes
Activity passes shall be issued for all teachers and their spouses.
D. Mileage
When a teacher drives his/her own vehicle on school authorized business they will be paid a per mile
allowance based on the IRS rate.
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